Professional Documents
Culture Documents
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SRI LANKA INTERNATIONAL SCHOOL
HR DEPARTMENT
A GUIDE TO OUR SERVICES
GENERAL
1.The Aim of the HR Department
The aim of the HR Department is to recruit, retain and help the development of staff in
line with the goals and objectives of the School under direction of The Chairman of BOM
through the members of BOM . HR also operates within the frameworks set out by Ministry of
education KSA and Saudi Labour Law .
5.8 The anticipated turnaround time from placement of advertisement with our advertising
agency to interview is 5 weeks. Applications will normally be forwarded to
Departments/Schools by noon the day after the closing date.
5.9 Departments/Schools must provide written shortlists (preferably not more than 5 with
1/2 reserves) and allow 10 working days between receipt of the shortlist in HR
and the date of interview in order that relevant documentation/references can be
sought to allow candidates time to receive and confirm interview arrangements.
5.10 It is essential that appointment panel notes are completed fully and returned to
HR as quickly as possible after the interview date. HR needs to know:-
a) which candidates attended the interview
b) whether an offer has been made (and if orally accepted)
c) whether HR is required to make an offer
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d) which grade/salary point the appointment is to be made
e) arrangements for the first day at work (reporting procedure and start times)
5.11 When this information is available a contract will be sent to the successful candidate
and notification in writing be made to the other candidates about the outcome of the
interviews. This will normally be sent within 5 working days.
Departments need to follow the School’s “Recruitment and Selection: A Guide”
which sets out the School’s policy.
5.12 Work Permits
The employment of a non-EC national may require a work permit. In order to obtain
one of these it is necessary to liaise with HR which will provide any
information/advice to a department to:-
(a) Ensure that the employment of non-EC nationals adhere to regulations as laid
down by the Department of Trade and Industry.
(b) Ensure the required timescale from advert to appointment is met.
(c) Collate necessary documentation/materials and complete and return the work
permit application form within seven working days of receiving this information.
(d) Keep department informed of the progress of the application.
(e) Issue Work Permit as soon as received.
5.13 Disability
5.13.1 The Disability Discrimination Act came into effect in December 1996. The
School has produced guidelines advising staff about their obligations in law,
which is set out in the School’s ‘Disability in Employment Policy’. HR
also reviews current employment procedures to ensure full compliance.
7.Contracts of Employment
Objective:
7.1 To ensure that all staff, whether permanent or temporary, full or part-time
are issued with an appropriate contract of employment.
Implementation:
Objective:
7.4 To ensure that the Finance Office is instructed correctly and in good time
on all matters relating to salary and benefits.
Implementation:
7.8 HR will ensure that staff are made aware of conditions of service and
School policies by issuing employment contracts, advisory guidelines and
Codes of Practice. Staff will also be given a Staff Handbook on appointment
and whenever the Handbook is updated. The Handbook contains all the
School’s employment procedures except, promotion and recruitment.
7.9 Staff may also contact HR at any stage in their employment to obtain
copies of these documents
7.10 To ensure that the review of probationary appointments for all staff is
administered efficiently.
7.12 HR will ensure that
(a) on taking up appointment the probationer is sent a copy of the
appropriate probationary scheme, which is included in the Staff
Handbook.
(b) a letter is sent to school/departmental management at the start of the
staff member’s employment, asking who will be the probationer’s
supervisor and adviser;
(c) the school/department’s management is contacted at pre-determined
stages of the staff member’s probation to obtain progress reports;
(d) the staff member will be contacted on or before the end of the probation
period to notify him or her whether or not the probation has been
successfully completed and whether the appointment is confirmed;
7.13 To perform the above successfully, HR requires schools and
departments:
(a) to identify promptly a suitable senior member of staff to act as the
probationer’s supervisor and advisor
(b) to reply promptly to HR’s enquiries about the progress of the
staff member during the various stages of the probationary process.