Assess your human resources needs with this handy checklist of important questions.
- Are the "NAR Employer/Employee Guidelines for Wrongful Termination" followed?
- Is there a formal Performance Improvement Program policy?
- Are terminations handled in a manner that complies with applicable laws and association policy?
- Is written performance documentation maintained?
- Are performance reviews done on a regular basis?
- Do employees clearly know upon what their appraisals will be based?
- Do you have an open door policy for employee complaints?
- Is the sexual harassment policy clearly communicated to all employees?
- Are employees provided with a comfortable work environment?
- Are personnel files retained in compliance with applicable laws?
- Are I-9 forms complete for all employees?
- Have all employees received a copy of the employee handbook? Have they signed a statement that they have received, read and understand its contents?
- Does the handbook have the appropriate “Employment At Will” disclaimer?
- Is a standard application form used?
- Do job descriptions exist for open positions?
- Does the job description drive the writing of the employment ad?
- Does the job description drive the selection of behavioral interview questions?
- Are all qualified candidates interviewed?
- Is the selection decision made in compliance with the applicable employment laws?
- Have candidates given written permission to contact references?
- Are references checked before offers are made?
- Are all employee decisions based on Bona Fide Occupational Qualifications?
- Are required employment law posters displayed in an appropriate place?
- Are you making employment decisions based on applicable employment laws and compliance thresholds?
- Is an orientation conducted for all new hires?
- Do all new hires receive job-specific training?
- Are current employees allowed to take skills-based training as needed?
- Are employees appropriately classified (exempt vs. nonexempt, employee vs. independent contractor)?
- Is there compliance with the Fair Labor Standards Act in terms of minimum wage, overtime pay and record keeping?
- Is there compliance with other applicable employment laws?
- Are employees paid a competitive rate?
- Is there internal equity among current employees?
- Is compensation tied to performance?
- Are the benefits offered sufficient to attract the desired level of talent?
- Are the benefits offered in compliance with appropriate laws?
Download a PDF (36K) for a printable version of the Human Resources Audit Form.
This material was developed for use by State and Local Association Executives. Some of the information may not be applicable to other audiences. This guide is intended to provide accurate and authoritative information with regard to the subject matter covered. Although every effort has been made to ensure the accuracy and completeness of this information, the authors and editors of this guide cannot be responsible for any errors or omissions. This guide is not a substitute for legal or technical advice. Associations that need legal or technical advice should obtain opinions from their own legal or technical advisors.
Consulting Services Available from NAR Human Resources
Fee-based consulting services are available from NAR's Human Resources Department. For more information, contact Donna Garcia, Director of Human Resource Services, at firstname.lastname@example.org, 312-329-8311.