PHIG Policy Framework v1.2 · Policy 32 · Adopted 1 September 2026 · References: ASF Policy 27; Labour Code of Georgia; 2 CFR 200.430–431; EU MGA Art. 6.2.A; ILO fundamental conventions
1. Purpose and scope
To engage, manage and develop people fairly, lawfully and transparently. Applies to the Board, the Director, staff, consultants, volunteers, experts, partners and suppliers of PHIG and all platforms of its network.
2. Policy
- Positions are advertised openly with clear criteria; selection by a mixed panel against the criteria; records kept; no nepotism — relatives of Board members or staff are engaged only through open competition and never under the supervision of their relative.
- Written contracts compliant with Georgian law (or the law of the place of work) stating role, pay, hours, leave, confidentiality, policies, data protection and termination.
- Pay follows a written salary scale approved by the Board; equal pay for equal work; pay charged to grants matches contracts and time records.
- Induction covers this framework; annual performance review; training plan; grievance and disciplinary procedures that are fair, documented and allow appeal to the Board.
- Working time, leave, parental leave and sick leave at least as the law requires; flexible and remote work by written agreement.
- Personnel files are confidential and retained per the Records Policy.
3. Procedures
- Recruitment file checklist; contract templates; disciplinary procedure with written notice, hearing, decision and appeal.
Responsibilities
Board (scale, Director’s contract); Director; HR function.
Review
Every two years and when donor rules change.
Part of the PHIG Policy Framework. Breaches and concerns may be reported under the Whistleblowing Procedure to info@accreditation.ge (subject “Confidential — integrity”).