Christian Family Care – TEN:24

"And let us consider how we may spur one another on toward love and good deeds"Hebrews 10:24

Supervisor Processes

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Hiring Forms            Policies/AG’s Job Descriptions

Supervision & Reviews

ANNUAL REVIEW TOOLKIT

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SUPERVISOR FORMS    click here for
INTERN PROGRAM INFO

Training Videos

Interviewing Guidelines        Off Boarding Guidelines

Hiring Process

  1. Review Job Description and update as needed.
  2. Fill out an Authorization to Hire form and it will be sent approval from:
    • Finance for budget
    • Staff Care for compensation range
    • Your Director & VP, if a position in programs (If a newly created position not in the budget, please get CEO approval as well)
  3. Forward an updated job description to HR@cfcare.org for posting to all major job search engines
  4. Candidate applications are reviewed by Staff Care and qualified ones are screened by phone
  5. Potential candidate resumes and applications are forwarded to the hiring manager for review
  6. Staff Care will set up an in person interview with whomever you request and will provide interview questions based on competencies in the job description
    • WE HIRE FOR THE 3 C’S: Competency, Character and Chemistry
  7. After interviewing, make a decision and contact references (2-professional, 1-personal) using the Telephone Reference Form.  Then give a verbal offer and decide on a start date.
  8. Forward references to Staff Care along with a 9006 Employee Change Form stating start date and salary signed by you.
  9. Staff Care will send an offer letter, 9006 and job description to the candidate and you will be notified when the offer letter has been signed.

Preparing to Welcome Your New Hire

  1. New User Setup Form: Request an email address, windows account, server access and extendedReach profile.  Request items such as office equipment, furniture, lockbox and building keys.
  2. Schedule the new employee’s first week or make arrangements for training within your department.
  3. Have a spot for your new employee to work on their first day! They need a place to put their personal items (purse, lunch, etc.).
  4. Take your new employee out to lunch with the team, if possible. You’ll want to do this in the first couple of days.
  5. Your new employee can order business cards by filling out the online request form.

Discipline and Corrective Actions

  • If you have an employee with a behavior or performance issue, you will want to address the issue through our progressive discipline process. First, you will always want to consult the CFC Staff Handbook for an overview of our progressive discipline plan. If the offense is not severe or is a minor, first time occurrence, you may choose to issue a verbal warning. In that case, you could note the action in your supervision report. Again, please review the handbook for best practices.
  • If necessary, fill out a 9054 Corrective Action Plan and discuss with HR before meeting with your employee.
  • After consulting with HR, you will meet with your employee to discuss the reason for the disciplinary action and a plan for improvement with potential consequences for repeated behaviors.
  • You may keep a copy of the Corrective Action Plan, but please turn in the original form to HR.
  • Continue to consult with HR, as needed, on progress or lack thereof from your employee.

If An Employee Is Leaving Employment With CFC

  • Forward a copy of the employee’s resignation letter to HR@cfcare.org immediately.
  • As soon as you know the employee’s last day of work, complete and submit a 9006 Employee Change Form to HR@cfcare.org
  • HR will coordinate the termination process and reach out to you, as the employee’s supervisor, to follow up on final steps that are your responsibility (deactivating email, forwarding expenses, etc.)