Human Resources (MIL-HR) 1: Positive Work Environment
Through the adoption and implementation of human resource policies, the MFR program provides an equitable work environment that promotes a high level of staff satisfaction and is supportive of productivity and diversity.
Full Implementation, Outstanding Performance A rating of (1) indicates that the programs’ practices fully meet the standard and reflect a high level of capacity. All elements or requirements outlined in the standard are evident in practice, with rare or no exceptions; exceptions do not impact service quality or overall performance.
Substantial Implementation, Good Performance A rating of (2) indicates that a programs’ infrastructure and practices are basically sound but there is room for improvement. The majority of the standards requirements have been met and the basic framework required by the standard has been implemented. Minor inconsistencies and practices that are not fully developed are noted; however, these do not significantly impact service quality or overall performance.
Partial Implementation, Concerning Performance A rating of (3) indicates that significant aspects of the programs’ observed infrastructure and/or practices require significant improvement. The program has not implemented the basic framework of the standard but instead has in place only part(s) of this framework. Omissions or exceptions to the practices outlined in the standard occur regularly, or practices are implemented in a cursory or haphazard manner. Service quality or program functioning may be compromised. Capacity is at a basic level.
Unsatisfactory Implementation and Performance A rating of (4) indicates that implementation of the standard is minimal or there is no evidence of implementation at all. The programs’ observed administration and management infrastructure and practices are weak or non-existent; or show signs of neglect, stagnation, or deterioration.
Procedures for tracking completion of required background investigations (MIL-HR 1.03)
Legislation or regulations pertaining to background investigations (MIL-HR 1.03)
Local-level documentationfor tracking the completion of background investigations for relevant staff (MIL-HR 1.03)
Documentation of local level human resource information provided to government employees (e.g. training curricula, handbook, self-paced power point slides, links to online resources, etc.) (MIL-HR 1.04)
Procedures for soliciting feedback from government employees who leave the program (e.g. exit interview procedures) (MIL-HR 1.05)
Local-level documentation for tracking receipt of feedback and/or completion of exit interviews (MIL-HR 1.05)
Policy and procedures governing the use of volunteers, if applicable (MIL-HR 1.06)
The MFR program has a mechanism for tracking completion of required background investigations for government employees, contractors, volunteers, and student interns including specialized screenings for indivdiuals who will be working with children and youth.
Government employees who leave the MFR program voluntarily or due to a Permanent Change of Station have the opportunity to provide feedback on the MFR program’s strengths and weaknesses as well as address issues related to the transition.
MFR programs that use volunteers to provide direct services specify their roles and responsibilities and how they will be supervised.
NAThe MFR program does not use volunteers to provide direct services. NA The MFR program is being reviewed under Volunteer Coordination (MIL-VC).
The MFR program promotes open communication and collaboration among disciplines and staff levels by:
holding regular program and team meetings;
soliciting feedback from staff regarding program operations and service delivery; and
providing feedback to staff about their suggestions and recommendations.