P R E S E N T E D BY: A L EN A P EE R Z A D AD AT E : 8 T H A P R I L 2 0 1 1

ORIENTATION

INTRODUCTION

• Rafi Peer Theatre Workshop (RPTW) is a non-profit organization

• Promoting Pakistani culture and the arts, both at home and abroad, for over 35 years

• RPTW has hosted 25 international festivals in the fields of dance, drama, music, puppetry and Sufi music

• Over a million people have attended these festivals to watch over 18,000 performers from 90 countries and Pakistan

• Through immensely hosting popular folk puppet festivals and supporting Pakistani puppeteers and their families, RPTW has helped to keep alive the folk puppetry of Pakistan

• RPTW set up Pakistan’s first and only Museum of Puppetry in 2004. Largest of its kind in South Asia.

RAFI PEER THEATRE & WORKSHOP (RPTW)

RPTW is governed by the following five (5) committees to ensure transparency and equity

Internal monitoring Recruitment Procurement Audit Security

RAFI PEER THEATRE & WORKSHOP (RPTW)

PCTV is a USAID funded program which will support the development of television and multi-media programming

Multi-media educational programming has been used effectively to reach both in-school and out-of-school children with measureable effects on School readiness Literacy skills Respect for diversity Excitement for learning

These programs are particularly useful to reach children who may not have access to schools, effective teachers, or learning materials

PAKISTAN CHILDREN TELEVISION (PCTV)

Democracy Conflict prevention Humanitarian

assistance

UNITED STATES AGENCY FOR INTERNATIONAL DEVELOPMENT

USAID supports long-term and equitable economic growth and advances U.S. foreign policy objectives by supporting:

USAID is an independent federal government

agency that receives overall foreign policy

guidance from the Secretary of State.

Economic growth Agriculture Trade Global health

RPTW is governed by the following five (5) committees to ensure transparency and equity

Internal monitoring Recruitment Procurement Audit Security

STRUCTURE

STRUCTURE

STRUCTURE

GENERAL PURPOSE

• This Staff Handbook aimed at providing staff with a general understanding of policies, has been developed to be applied to the Pakistan Children’s Television (PCTV) Project funded by the United States Agency for International Development (USAID)

• This manual will serve as a guide for implementing best HR practices at RPTW and shall apply to all staff members

• Management encourages all staff to review and familiarize themselves with the contents of the manual. Any questions or concerns should be addressed to the Human Resources (HR) Representative

RPTW/PCTV STAFF HANDBOOK

STAFF HANDBOOK

• EMPLOYMENT• POSTING AND TRANSFER• RESIGNATION AND TERMINATION• ETHICAL AND LEGAL RESPONSIBILITIES• COMPENSATION • LIFE AND MEDICAL INSURANCE POLICY• LEAVES• PERFORMANCE EVALUATION• PROFESSIONAL DEVELOPMENT• OPERATING PROCEDURES• GRIEVANCE MANAGEMENT• DISCIPLINE AND MISCONDUCT

LIST OF POLICIES AND PROCEDURES

RPTW/PCTV provides equal employment opportunities to all individuals regardless of sex, gender, religion or ethnic background

Staff members of RPTW/PCTV will be categorized as:

Full Time/Permanent Staff Contract/Consultant Staff Intern

EMPLOYMENT

Security background check is mandatory for all job applicants

All prospective employees must undergo the employee security check against the Terrorist Watch List and any other criminal/terrorist database mandated by the RPTW/PCTV management and donors/sponsors

RPTW/PCTV can make inquiries regarding criminal records during the pre-employment stage; however, this information cannot be used as a basis for denying employment, unless it is determined to be due to job-related issues or business necessity

SECURITY BACKGROUND CHECK

Security background check is mandatory for all job applicants

All prospective employees must undergo the employee security check against the Terrorist Watch List and any other criminal/terrorist database mandated by the RPTW/PCTV management and donors/sponsors

RPTW/PCTV can make inquiries regarding criminal records during the pre-employment stage; however, this information cannot be used as a basis for denying employment, unless it is determined to be due to job-related issues or business necessity

SECURITY BACKGROUND CHECK

SECURITY BACKGROUND CHECK

I hereby certify that within the last ten years:  I have not been convicted of a violation of, or a

conspiracy to violate, any law or regulation of the United States or any other country concerning narcotic or psychotropic drugs or other controlled substances.

I am not and have not been an illicit trafficker in any such drug or controlled substance.

I am not or have not been a knowing assistor, abettor, conspirator, or colluder with others in the illicit trafficking in any such drug or substance.

As a RPTW representative involved in the USAID funded PCTV Project, I understand the importance of adhering to general USAID’s rules and regulations related to narcotics and drug trafficking

SECURITY BACKGROUND CHECK

I understand that USAID may terminate my employment if it is determined that I engaged in the above conduct during the last ten years or during my USAID employment.

 NOTICE: You are required to sign this Certification

under the provisions of 22 CFR Part 140, Prohibition on Assistance to Drug Traffickers. These regulations were issued by the Department of State and require that certain participants must sign this Certification.

If you make a false Certification you are subject to U.S. criminal prosecution under 18 U.S.C. 1001.

Reference checks will be conducted for shortlisted candidates. The type of information that can be collected pertaining to an individual may include but is not limited to

Past employment Education Character Finances Reputation

This process is conducted to verify the accuracy of the information provided by the applicant. In general, a minimum of two (2) reference checks will be conducted

REFERENCE CHECK

Shortlisted candidates will be asked to submit their 1420 Form and/or another salary history form. As per USAID’s policy it is mandatory for the candidates to fill out the 1420 form

Prior to issuance of an appointment letter, submission of the candidate’s most recent pay slip or documents to verify the accuracy of the salary history will be required

1420

APPLICATION FOR EMPLOYMENT

A successful recruit is either issued an Employment Contract or a Letter of Appointment depending on the nature and duration of the contractual agreement. Both documents ensure the terms and conditions of employment including details of pay and benefits

These documents are duly signed by the Representative or his/her designee and the employee. A copy is issued to the employee for their personal record while a copy goes into the Personnel Files, maintained in the HR departments of RPTW/PCTV. A further copy is forwarded to the Finance Department for the purpose of establishing salary, benefits and taxes etc

EMPLOYMENT CONTRACT

Office HoursThis policy refers to the RPTW/PCTV official working hours. This policy applies to all RPTW/PCTV staff except support staff and drivers. Support staff and drivers are governed by the schedules set by their respective supervisors

OPERATING PROCEDURE

OPERATING PROCEDURE

Break Time

Break Time which refers to prayer and lunch time will be observed as tabulated below:

All employees must register their time of arrival and of departure on the “sign-in and sign-out electronic/manual attendance sheet” at the reception desk

All employees are expected to adhere to the regular office hours

If any employee will be deviating from these regular hours, their immediate supervisor must be notified and permission must be received. The same is required for employees who plan to attend an early morning meeting or another official function prior to reporting for work

Any tardiness or unexplained absence will be penalized according to the “Absence Without Pay” policy

SIGN-IN & SIGN-OUT

TIME SHEET & SIGN-IN & SIGN-OUT TEMPLATE

TRAVEL ADVANCE REQUEST - CODE OF CONDUCT TEMPLATE

Reference checks will be conducted for shortlisted candidates. The type of information that can be collected pertaining to an individual may include but is not limited to

Past employment Education Character Finances Reputation

This process is conducted to verify the accuracy of the information provided by the applicant. In general, a minimum of two (2) reference checks will be conducted

REFERENCE CHECK

ATTENDANCE WARNING FORM- DISCIPLINARY ACTION FORM

INTERNAL HANDBOOK

IDENTITY CARD TEMPLATE

INTERVIEW GUIDELINES

INTERVIEW GUIDELINESThere are some basic guidelines, which interviewers should follow in order to conduct effective and productive interviews. These rules can be further refined as the interviewer gains confidence and experience in conducting interviews. There are five stages to conducting interviews. There are a series of steps to be carried out at each stage. 1. Preparation2. Setting3. Conducting the interview4. Closing5. Evaluation

INTERVIEW EVALUATION FORM - SELECTION MEMO

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