Human Resources Self Assessment

Use the following scale to assess the human resource functions and processes in your organization:

  • This does not exist or I don't know
  • We're working on it
  • We're in great shape

There are a total of thirty questions

HR ADMINISTRATION RATING
We have someone designated to be responsible for human resource management.
Our designated HR person has experience and training in HR competencies such as employment law and employee relations.
We know how and when to resource and consult HR expertise when needed.
EMPLOYEE FILES RATING
We maintain separate personnel (performance related documents only) and confidential (medical, I-9 and workers compensation) files.
Files are locked with access limited to those with a "need to know".
We understand and follow the retention guidelines for applications and resumes, I-9 forms, leave documentation, personnel, payroll, and retirement records.
EMPLOYMENT LAW COMPLIANCE RATING
We have the current postings required by Federal and State law prominently displayed for employees.
We understand and follow OSHA's regulations, training, documentation and record keeping requirements.
Management understands Federal and State disability laws, Oregon injured worker laws and protected classes; we base our employment decisions on business needs.
Our employees and managers understand employee and employer responsibilities in maintaining a harassment and discrimination-free workplace.
We consistently follow the Oregon laws regarding meal and break periods.
We pay overtime for hours worked over 40 in the workweek; we have no comp time.
We accurately record (and monitor) work time for Non-Exempt staff.
OUR EMPLOYEE HANDBOOK RATING
We have an up-to-date handbook that has been distributed to all employees.
The handbook includes at-will and non-discrimination statements, legal disclaimers and a properly worded acknowledgment form for employees to sign.
We consistently follow and enforce the policies as stated in the handbook.
RECRUITMENT and SELECTION RATING
We have a system and source for finding qualified applicants for open positions.
We consistently use an employment application that is legally compliant and provides the job relevant information we need for screening applicants.
We determine needed skills and qualifications for open positions prior to recruiting and we screen and test for qualifications as appropriate.
Interviewers have been trained in legally compliant and effective interviewing.
ORIENTATION and TRAINING RATING
We conduct company and departmental new hire orientations.
We regularly check in with new hires during the first 90 days on the job.
Our supervisors have a working knowledge of human resource functions.
Supervisors and managers receive leadership training.
PERFORMANCE MANAGEMENT RATING
We have accurate, complete, written descriptions of job duties and responsibilities that note essential functions, physical requirements, and work environment.
We document disciplinary actions and performance improvement plans.
We conduct employee performance appraisals at the end of the introductory period and at least annually thereafter.
We provide forms, procedures and training to those doing the appraisals.
TERMINATION RATING
We document and get employee signatures on final warnings.
It is clear who has firing authority and we have a termination process that includes third party review.
With voluntary terminations, we routinely allow staff to work through notice time.
Now What?

If you scored in the yellow or blue areas, maybe it's time to consult with the professionals at JAN BAKER FACILITATES. Just fill out the blanks below, click "Send Form", and we'll respond. Remember the first consultation is free!

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