{"id":4819,"date":"2024-04-15T12:04:02","date_gmt":"2024-04-15T12:04:02","guid":{"rendered":"https:\/\/hera.vistagroup.ge\/%e1%83%a9%e1%83%95%e1%83%94%e1%83%9c-%e1%83%a8%e1%83%94%e1%83%a1%e1%83%90%e1%83%ae%e1%83%94%e1%83%91\/policy\/induction-packages\/"},"modified":"2025-02-04T13:41:48","modified_gmt":"2025-02-04T13:41:48","slug":"induction-packages","status":"publish","type":"page","link":"https:\/\/hera-youth.ge\/en\/about-us\/policy\/induction-packages\/","title":{"rendered":"Induction Packages"},"content":{"rendered":"\t\t
\n\t\t\t\t
\n\t\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t
Welcome Principles<\/strong><\/h6>

All new\/ (current) Volunteers, Staff and Members of the Governing body have an obligation to accept
the main principles existed in the organization:<\/p>

Respect<\/p>

\u2013 Treat other volunteers, Association Staff or Board members with respect;
\u2013 Listen to what they say and be aware\uf0ae of their personal circumstances and beliefs;
\u2013 Be respectful with others Human and SR\u2019s Declaration ;<\/p>

Commitment<\/p>

\u2013 Volunteers, Board members or the staff of the organization are committed to IPPF and the
Association\u2019s vision, mission and values;<\/p>

Fairness<\/p>

\u2013 Do not show favoritism and be positively anti discriminatory in your approach.
\u2013 Set aside any personal prejudices; do not jump to conclusions about others; be open to all.<\/p>

Leadership<\/p>

\u2013 Be reliable and lead by example.
\u2013 Act as a good role model; show appropriate behavior towards others;
Protection
\u2013 Protection is for both you and the people in your care. Please also be aware of the risk
assessments that your unit has in place for the various activities undertaken so as to minimize
risk.<\/p>

1. Governing Body Member induction<\/p>

PURPOSE
\u2022 To welcome new governors to the Governing Body and enable them to meet other members
\u2022 To encourage new governors to visit the Association its Youth Friendly service atmosphere;
\u2022 To meet the President, Exhaustive Director and staff;
\u2022 To explain the partnership between the President, Exhaustive Director and volunteers;
\u2022 To explain the role and responsibilities of governors;
\u2022 To give background material on SRHR and current issues;
\u2022 To allow new governors to ask questions about their role and\/or the Association
\u2022 To explain how the Governing Body and the Organization work
New governors will:
\u2022 Be welcomed to the Governing Body by the Chair
\u2022 Have the opportunity to meet the staff and volunteers of the Organization;
\u2022 Have the opportunity to meet informally with an existing governor;
\u2022 Have the opportunity to review their first meeting with governing body;
New governors should be informed on:
\u2022The IPPF Declaration of Sexual Rights;
\u2022The policies and constitution of the organization;
\u2022 The Governor commitment Handbook;
\u2022 Details of the Governing Body committees including their terms of reference
\u2022 Dates for future governors\u2019 meetings including committees
\u2022 Details of how to contact the other governors
\u2022 Details of how to contact the Association including the e-mail address
\u2022 A calendar of the Association events<\/p>

\u2022 Action plan of the Association
\u2022 Policy documents relevant to committee membership
\u2022 Current issues facing the Association
\u2022 The relationship between the Exhaustive Director and Governing Body;
\u2022 An overview of the governor\u2019s role
\u2022 How the full Governing Body meetings are conducted
\u2022 How to propose agenda items
\u2022 Governor training<\/p>

Responsibilities (job description) of Board (For the Detail information see the Statute of HERA-XXI)<\/p>

\u2022 Determine mission and vision and prominent strategic plan;
\u2022 Support the Executive Director;
\u2022 Develop policies governing staff management;
\u2022 Ensure effective organizational planning;
\u2022 Ensure integrity of financial operations;
\u2022 Periodically review agency compliance with mission and values statements;
\u2022 Maintain records of board activities and decisions;
\u2022 Assess its own performance
\u2022 Governing Body Members and senior staff complete a conflict of interest declaration annually
and are these reviewed by the Governing Body regularly
\u2022 To Insure diversity of the board by actively trying to involve young in its Governing Body; ( the
person is able to become members of the governing body, if she\/he is volunteer of the
organization at least 1 year)
\u2022 Governing Body should be composed of individuals with a diverse set of skills, backgrounds and
experiences;
\u2022 the representative of the governing body of the Association \u201cHERA-XXI\u201d are volunteers and they
can\u2019t apply for any paid position within the Association, unless they have tendered their
resignation and at least 6 months has passed;
\u2022 Governing body insure formal induction of the new board member and newly recruited staff of
the organization<\/p>

2. Volunteers induction<\/p>

As a volunteer with the Association \u201cHERA-XXI\u201d it is important that you recognize how your actions and
behaviors may affect those around you and those who are in your care. The following guide is to
promote a safe, respectful working environment which protects both you the volunteer and those in
your care.
Our volunteers love creating a positive, supportive environment that\u2019s bristling with energy. They
support the overall mission of the Association, help run Organization centers and groups, sharing
information on SRHR and encourage young people to achieve their full potential. In most groups
volunteers take on a mix of different roles and there are no hard and fast rules as to who does what.
Volunteers have a chance:
To be involved as a trainer\/Peer Educators;
To be involved in the Associations programs and projects;
To be involved in the Regional\/International Forums;
To become a member of the Association Governing body;
For the further information please read the Volunteer Policy<\/p>

3. Policy Handbook<\/p>

3.1 Purpose of this Handbook
This handbook has been prepared to inform new employees of the policies and procedures of the
Association and to establish the Association\u2019s expectations. It is not all inclusive or intended to provide
strict interpretations of our policies; rather, it offers an overview of the work environment. This
handbook is not a contract, expressed or implied, guarantying employment for any length of time and is
not intended to induce an employee to accept employment with the Association. Every effort will be
made to keep you informed of the Association HERA-XXI\u2019s policies. Feel free to ask questions about any
of the information within this handbook.
The list of POLICIES:
1. Association \u201cHERAXXI\u201d Statute: This document outlines the legal framework, purpose,
objectives, structure, and governing rules of the Association \u201cHERAXXI.\u201d
2. Good Governance Policy: This policy establishes guidelines and principles to ensure transparent,
accountable, and ethical decision-making within the organization.
3. CODE OF CONDUCT: The Code of Conduct lays out the expected behavior and ethical standards
for all members, employees, and volunteers associated with the organization.
4. EMPLOYMENT PRINCIPLES: This policy defines the organization\u2019s principles and practices
related to employment, including recruitment, remuneration, benefits, and employee rights.<\/p>

5. SAFEGUARDING (CHILDREN AND VULNERABLE ADULTS): This policy outlines measures and
procedures to protect the welfare of children and vulnerable adults involved with the
organization.
6. RESPECT AT WORK POLICY: The Respect at Work Policy ensures a safe and respectful working
environment, prohibiting harassment, discrimination, and bullying.
7. Volunteer Policy: This policy governs the engagement, responsibilities, and rights of volunteers
supporting the organization\u2019s activities.
8. RAISING A CONCERN POLICY: This policy provides a mechanism for individuals to report
concerns or grievances related to the organization\u2019s operations or conduct.
9. SAFETY AND SECURITY RISK MANAGEMENT POLICY: This policy addresses the identification,
assessment, and management of safety and security risks within the organization.
10. EQUALITY, DIVERSITY, AND INCLUSION POLICY: This policy emphasizes the commitment to
promoting equality, diversity, and inclusion within all aspects of the organization.
11. Non-Discrimination Policy: This policy explicitly states the organization\u2019s stance against
discrimination based on race, gender, religion, nationality, etc.
12. Gender Equality Policy: This policy outlines measures to ensure gender equality and address
gender-related disparities within the organization.
13. SEXUAL AND REPRODUCTIVE HEALTH AND RIGHTS POLICY: This policy highlights the
organization\u2019s stance on sexual and reproductive health and rights issues and its support for
related initiatives.
14. MONITORING AND EVALUATION POLICY: This policy defines the procedures for monitoring and
evaluating the organization\u2019s projects and activities to ensure effectiveness and impact.
15. CONFIDENTIALITY AND INFORMATION SHARING: This policy governs the handling of sensitive
information, ensuring confidentiality and appropriate sharing practices.
16. Finance Policies including management, reporting, and procedures: These policies cover
financial management, reporting, and procedural guidelines for the organization\u2019s financial
operations.
17. Procurement Policy: This policy outlines the procedures and principles for purchasing goods and
services in a fair and transparent manner.
18. IT Policy and Procedure Manual: The IT policy provides guidelines for the appropriate use of
technology, data security, and IT-related procedures.
19. Environment Policy: This policy demonstrates the organization\u2019s commitment to environmental
sustainability and responsible practices.<\/p>

Updated on 10.12.2022<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

Welcome Principles All new\/ (current) Volunteers, Staff and Members of the Governing body have an obligation to acceptthe main principles existed in the organization: Respect \u2013 Treat other volunteers, Association Staff or Board members with respect;\u2013 Listen to what they say and be aware\uf0ae of their personal circumstances and beliefs;\u2013 Be respectful with others Human […]<\/p>\n","protected":false},"author":2,"featured_media":4247,"parent":4738,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-4819","page","type-page","status-publish","has-post-thumbnail","hentry"],"_links":{"self":[{"href":"https:\/\/hera-youth.ge\/en\/wp-json\/wp\/v2\/pages\/4819","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hera-youth.ge\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/hera-youth.ge\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/hera-youth.ge\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/hera-youth.ge\/en\/wp-json\/wp\/v2\/comments?post=4819"}],"version-history":[{"count":7,"href":"https:\/\/hera-youth.ge\/en\/wp-json\/wp\/v2\/pages\/4819\/revisions"}],"predecessor-version":[{"id":8096,"href":"https:\/\/hera-youth.ge\/en\/wp-json\/wp\/v2\/pages\/4819\/revisions\/8096"}],"up":[{"embeddable":true,"href":"https:\/\/hera-youth.ge\/en\/wp-json\/wp\/v2\/pages\/4738"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/hera-youth.ge\/en\/wp-json\/wp\/v2\/media\/4247"}],"wp:attachment":[{"href":"https:\/\/hera-youth.ge\/en\/wp-json\/wp\/v2\/media?parent=4819"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}