A satisfying and productive workplace is built upon sound systems and structure. We can help your co-op achieve its goals with collaborative problem solving services.
CDS Consulting Co-op HR consultants offer two different types of audits.
Policy Compliance Audit, which is a selective review of HR practices specifically targeted to provide data for management monitoring reports on staff treatment and compensation. Depending on the language of those policies, a Policy Compliance Audit can, for example, provide objective, third-party data to demonstrate that:
- Documentation, security and retention of personnel records are adequate
- Personnel policies include fair, thorough ways of handling workplace conflicts, and inform staff that employment is neither permanent or guaranteed
- Compensation and benefits are equitable
- The general manager’s own compensation and benefits comply with board decisions
Policy compliance audits can complement policy compliance surveys to give boards and general managers a complete set of tools to determine compliance with Staff Treatment policies.
Full HR Systems Audits carefully and objectively examine all aspects of the human resources function: personnel policies, hiring, orientation and training, performance evaluation, compensation, corrective action including termination, safety, recordkeeping and organizational development.
We recommend a full audit every 5 years. An audit of your co-op’s HR systems can help you:
- Demonstrate that management is in compliance with board policies on treatment of staff
- Ensure that that your HR practices are in compliance with federal and state laws
- Find improvements you could make in administrative efficiency
- Prepare for expansion and growth by taking your HR systems to the next level
An audit can answer questions such as:
- Are documentation, security and retention of personnel records adequate to comply with employment laws, prevent identity theft, and provide information for personnel decisions?
- Are the personnel policies themselves legally compliant?
- Does documentation for corrective action dovetail with the co-op’s own policies? Is documentation consistent across departments and supervisors?
- Are evaluations timely? If not, is the process unduly cumbersome?
- Are all eligible staff signing up for benefits? If not, is information on benefits easy for staff to access and written in straightforward language?
