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The Palestinian Association for Empowerment and Local Development

-REFORM Administartive Policy Manual

Approved by the Board of Directors of the Palestinian Association for Empowerment and Local

Development – REFORM

GENERAL FRAMEWORK

1.1INTRODUCTION As a result of the increase in the volume of work within the Palestinian Association for Empowerment and Local Development - REFORM, and

the consequent development in the operating administrative and financial procedures and systems, and in order to establish inclusive and

comprehensive administrative systems, REFORM has developed a special manual to organize the functional relations between the different

administrative units, the relationship of the institution with its employees, clarifying the boundaries, responsibilities and administrative

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authorities, decision making mechanisms, and partnerships, enhancing the efficiency of the performance, facilitating the various monitoring

processes, and measuring the impact.

REFORM has developed this manual in a participatory manner that brought together the General Assembly, the Board of Directors, staff

members and a number of consultants based on the best practices in regards to the splitting authorities, responsibilities and the establishment of

internal control systems and taking into consideration the labor rights contained in the Palestinian labor law no. ... For the year …., and

reviewing the law of charities No. (.....) for the year (........) and a number of manuals in Palestinian associations.

This manual was ratified and approved by the Board of Directors of the Palestinian Association for Empowerment and Local Development -

REFORM at its session (No.)

Any deletion, omission and / or addition to this manual shall be effective only after it is being approved by the Board of Directors and shall be

subject to a trial period of at least one month from the date of its approval by the Board.

This guide applies to all employees and workers of the Association.

Every employee in the Association is personally responsible before the Board of Directors for the application of this manual.

1.2 Terminology The following words and expressions in this Law shall have the meanings assigned to them below:

The Policy and Procedures Manual for the Palestinian Association for Empowerment and Local

Development – REFORM was approved by the Board of Directors and is also known later as the Manual.

Policies and Procedures Manual

A body that includes all members of the constituent body and the affiliated members of the institution. General Assembly

Board of Directors of the Palestinian Association for Empowerment and Local Development – REFORM. Board

The Chairman of the Board of Directors of the Palestinian Association for Empowerment and Local

Development – REFORM.

BoD Chairman

General Manager of the Palestinian Association for Empowerment and Local Development – REFORM. General Manager Each person is contracted to manage one of the Association’s departments. Department Officer

Any person appointed by virtue of these regulations in a classified, unclassified or contracted job and who

receives a monthly salary or a fee for their services.

Employee

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Any person appointed under the provisions of this Law, to provide advisory services. Consultant The Labor Law in force and its amendments. The Law

The vision of the Palestinian Association for Empowerment and Local Development – REFORM is to create

a Palestinian society in which everyone has the capacity to participate effectively, individual and collective

rights are respected and pluralism is ensured within an independent Palestinian state.

The Vision

The mission of the Palestinian Association for Empowerment and Local Development - REFORM is to

contribute to the achievement of a pluralistic and governing system that is responsive to the peoples’ needs

and is based on citizenship values through engaging marginalized groups in sustainable empowerment

processes and providing them with equal access to developmental processes and establishing safe spaces for

various social components especially youth and women, as well as enhancing their individual and collective

capacities to enhance their role in public life.

The Mission

The Treasurer of the Board of Directors of the Palestinian Association for Empowerment and Local

Development – REFORM.

The Treasurer

Is any voluntary individual effort by an individual or group, organized or spontaneous within the Association

without asking for material profit in order to participate in carrying out its responsibilities towards society

and to contribute to solving its problems and achieve its ambitions.

Volunteering

Is any person who has the skill or experience and uses it voluntarily to serve the Association, assume a task

or represents the association without asking for a material profit. The association must formally accept their

role as a volunteer and must not consider them an employee only through the recruitment procedures and has

no preference in Employment only according to the information gained during the period of volunteering.

Volunteer

A training program assigned for volunteers and established by the Palestinian Association for Empowerment

and Local Development – REFORM and is supervised by a number of the Association’s staff aiming to

exchange benefit to build and develop the volunteer's capabilities within a period not exceeding 3 months.

Coaching

It is an ethical and behavioral framework that regulates the institution's relationship with its social

environment, its target groups, and a code of ethics that regulates the values governing the work of its Board

of Directors, staff, and service providers while performing their functions within the Association.

Code of Conduct

People involved indirectly with the projects and used to monitor direct outputs of the project activities. External Resources

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1.3 Objectives of the Manual To consolidate and document the policies and procedures of the Association, clarify the rights and duties, establish solid rules for good

governance, equality and inclusiveness and frame the relationship of the association with its staff members.

A. Identify responsibilities, and improve control frameworks for those charged with enforcement.

B. Consolidate and document internal procedures and policies.

C. Improve and develop technical and administrative processes.

D. Enhance decision-making mechanisms and participation.

E. Develop transparency frameworks in internal procedures.

1.4 GENERAL PROVISIONS

1. This manual is called the "Manual of Administrative Policies and Procedures" and shall be effective from the date of its approval by the

Board of Directors.

2. The General Assemby is the highest organizational unit in the Association and supervises the executive frameworks in terms of achieving

the objectives of the Association.

3. The Association is managed by the Board of Directors, which consists of a group of Palestinian public figures, who set the goals of the

Association as common linterests and were elected by the General Assembly.

4. The Board shall contract with the General Manager of the Association, to head the Executive body, and shall be accountable before the

Board for managing the Association in the manner prescribed within their contract, and shall organize all their operational and

administrative affairs under their contract.

5. The General Manager shall have the right to form temporary or permanent committees at the executive and advisory levels to assist them

in carrying out specific tasks such as the Recruitment Committee, the Procurement Committee, etc.

6. The General Manager may contract with consultants to facilitate their functions.

1.5 TO WHOM THIS MANUAL APPLIES These policies are applied to all employees and workers within the Association under indefinite contracts, fixed-term contract officers,

service providers and regulates the affairs of the General Manager as stipulated within their contract.

1.6 DELEGATION

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The delegation policy is considered one of the most important administrative mechanisms that facilitate the work and achievements in normal

and emergency situations. The delegation process is carried out according to the following criteria:

1. Delegation of specific authorities and period.

2. Delegation of the revoked powers shall not be authorized.

3. The employee / delegated person shall exercise his / her duties under the authorization text.

4. The delegation shall be dissolved if the authorized officer exceeds the limits of the powers delegated to them.

5. The employee shall be subject to disciplinary measures if they exceed the limits of the powers delegated to them.

1.6.1 Delegation Procedures 1. The General Manager shall appoint a deputy from the officers, and the Technical Support Unit shall circulate the delegation, specifying the

delegation period and authorities.

2. The officers shall choose from among their employees a suitable delegate to fill their positions in their absence. The delegation shall be

delegated to the Officer of the Technical Support Unit, indicating the authorities and period.

3. The Technical Support Unit shall prepare the Delegation form and send it for approval by the General Manager.

4. The employee / Delegate shall be informed of the limits of their mandate and shall be circulated to every staff member concerned.

5. The Officer of the Technical Support Unit shall terminate the delegation mandate upon its expiration and circulate it among those whom it

may concern.

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1.7 ORGANIZATIONAL STRUCTURE OF THE ASSOCIATION

General Assembly

Board of Director

General Manager

Executive security

External auditor

Financial and Admin officer

Public relation officer

Projects officer

Project

coordinator

Project

coordinator

Project coordinator

Project Assistant

Resident trainer

Outreach employees

Accountant

Financial& Admin

Assist

Courier

Development advisor

Legal Advisor

Field

Coordinators

Outreach Assistant

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1.7.1 The Association’s Proposed Organizational Structure The organizational structure of the Association aims at determining the mechanism of distribution of authorities and responsibilities in

the Association, and clarifies the mechanism of communication and reporting procedures between different employees. This contributes

to developing accounting and monitoring mechanisms. The following are the most important foundations for the preparation of this

structure:

COMPREHEND THE ASSOCIATION’S ACTIVITIES The Vision:

Is to create a Palestinian society in which everyone has the capacity to participate effectively, individual and collective rights are respected and

pluralism is ensured within an independent Palestinian state.

The Mission:

Is to contribute to the achievement of a pluralistic and governing system that is responsive to the peoples’ needs and is based on citizenship

values through engaging marginalized groups in sustainable empowerment processes and providing them with equal access to developmental

processes and establishing safe spaces for various social components especially youth and women, as well as enhancing their individual and

collective capacities to enhance their role in public life.

The nature of the tasks assigned to the different administrative levels and the relationship between them.

General Assembly

The General Assembly is the highest organizational unit in the Association, and involves within its membership parties who have contracted to

establish the Association and the members who have been affiliated according to criteria set by the constituent body. The General Assembly

undertakes the following tasks:

1. Drawing up the general policies of the Association to achieve its objectives.

2. Appointing legal auditors.

3. Approving the final annual accounts.

4. Electing members of the Board of Directors.

5. Accepting or rejecting new members and supervising the discipline of members of the Assembly.

6. Approving the Statute of the Association and its amendments.

7. Ratifying internal regulations.

Board of Directors

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The Board of Directors shall be elected by the General Assembly every two years. The number of its members shall not exceed (9) persons at the

highest executive level in the Association. The Board of Directors undertakes the following tasks:

1. Sending out invitations to the General Assembly meeting.

2. Implementing public policies approved by the General Assembly.

3. Working directly with the General Manager to facilitate the work of the Association.

4. Adopting internal procedural regulations and code of conduct.

5. Ratifying the annual report that includes the Associations activities and future plans, as well as approving the annual budget of the

Association.

6. Representing the Association locally and internationally.

7. Recruiting financial resources for the Association.

8. Forming internal control systems and supervising its work.

9. Contract with the General Manager.

General Manager

The General Manager shall head the executive body of the Association and shall be responsible before the Board of Directors for the

implementation of the general policies to achieve the desired objectives, under their original powers, and other delegated by the Board of

Directors, and shall exercise their functions in the manner prescribed by their job description,

1. To implement the decisions of the Board of Directors.

2. Supervise the development of internal regulatory frameworks, including procedural manuals, and internal systems.

3. Concluding agreements, contracts, and supervising their implementation.

4. Managing the assets of the Association, and ensure using them in the areas allocated to them.

5. Appoint staff, supervise their management, motivate, and train them.

6. Participate in meetings of the Board of Directors, and coordinate meetings of the General Assembly.

7. Forming committees, defining their terms of reference, supervising their work and dissolving them.

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Executive Units A. Programs Unit

Undertakes the design and implementation of programs in collaboration with other departments, this Unit includes the Program Officer, the

Administrative Assistant, project coordinators, field coordinators and resident trainers. The Program Unit Officer shall be reporting to the

General Manager and shall have the following functions:

1. Development of program plans and participation in the preparation of program budgets.

2. Field Operations Management.

3. Preparation of publications related to programs in conjunction with the Department of Communication and Public Relations.

4. Management of software databases.

5. Preparation of periodic reports.

B. Technical Support Unit

Responsible for administrative and financial functions. This unit includes the finance and administrative officer, administrative assistant,

accountant, service and information staff. The Technical Support Unit Officer shall be reporting to the General Manager and shall have the

following functions:

1. Personnel Management. 2. Organization of the book collection and accounting operations in the Association. 3. Manage various purchasing and logistics processes. 4. Preparation of financial and administrative reports, and participation in the preparation of annual reports. 5. Manage the Association’s assets. 6. Develop staff training plans, including coaching. 7. Provide technical support to the General Manager. 8. Provide technical support to the Program Unit. 9. Provide technical support to the PR Unit. 10. Coordination of internal and external audits. 11. Coordination of Board meetings. 12. Undertaking development tasks and adapting internal regulations to Palestinian laws. 13. Supervision of the enforcement of regulations, decisions and administrative orders issued by the General Manager. 14. Participation in the preparation of annual budgets.

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C. Public Relations and Development Unit

Responsible for networking and coordinating between the Association and its partners, developing and writing project proposals, as well as

communicating with the public. This Unit includes the Public Relations Officer, the Media Officer, and the Communication and Development

Assistant. The Public Relations Officer shall be reporting to the General Manager and shall have the following functions

1. Management of communication interfaces with the external environment (electronic page, social networking sites), and develop it constantly.

2. Lead the preparatory process to contact the donors. 3. Lead the project writing and communication process. 4. Organization of conventions. 5. Organizing and following up the meetings of the Association with external bodies. 6. Representing the Association in the meetings assigned to the Unit by the General Manager. 7. Attend regular meetings with donors. 8. Participating in the preparation of publications and supervising their translation. 9. Develop and strengthen relationships with partners. 10. Application of the principles of management customary in the formulation of organizational structures. 11. Identify the basic objectives and activities in the Association. 12. Identify sub-activities. 13. Translation of key activities and assist in posting them. 14. Distribution of similar and integrated functions in organizational units. 15. The composition of the organizational structure based on determining the relative importance of organizational units.

2. PERSONNEL The Association relies on the recruitment and contracting processes on the basis of experience, competence and qualifications without any form

of discrimination.

2.1 Types of contracts A. Employees with indefinite contracts: are employees who have exceeded two years of service without interruption, and are paid by the

institution (13) months of the year included in the end of service benefits (one month for each year), and are classified according to the

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grades shown in table (). Employees on indefinite-term contracts are entitled to all bonuses and rewards associated with their

classification

B. Term- contract Employees: The Association organizes its relationship with its term contract employees based on the availability of funding (project staff) and ends their relationship with the Association upon the completion of their projects.

The staff in this category receives 12 months of annual leave, excluding end-of-service benefits (one month for each year), and are not

subject to categorization.

2.2 Elligibilty for Employment in the Association The person who fulfills the conditions of the vacancy shall be appointed in the Association and shall ensure the objectives of the Association and

shall have the following:

1. Completion of 18 years of age, and the age of the employee shall be confirmed upon the birth certificate.

2. He/she is not sentenced to a felony or a misdemeanor that violates honor and honesty.

3. Holding the experience and qualifications required to fill the position.

4. No employee may be employed in the Association unless there is a vacant post and a salary not exceeding the amount allocated to it according

to the basic salary.

5. For the purpose of financial allowances only, the Association shall consider every two years of experience before working in the Association

as equivelant to one year of experience in the Association.

6. A one-year employment contract between the Association and the employee shall be renewable thereafter by agreement of the parties.

7. The employee may be terminated before they become permanent employees without stating the reasons. After finishing the probation period,

this may only be done on the basis of a justified letter from the Technical Support Unit - Personnel Affairs under an official correspondence with

their direct supervisor in case of termination of the program, while ensuring all their rights.

8. The staff member is assigned for a three-month probation period, renewable only once, so that the total period of the probation period is six

months. The employee becomes a permanent employee on the recommendation of their immediate supervisor and in this case they are appointed

from the beginning of the probation period.

32.1. Job Categories

Job categories are determined based on job descriptions.

Degrees in the Job categories are determined based on qualifications and experience.

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Job

Degree Job Title Job Category Job Class

10 General Manager Leading positions

First

8-9 Units’ Officers Administrative functions

Second

5-7 Accountants, project coordinators, field

coordinators, information officers, IT staff,

fundraising staff, administrative assistants,

resident trainers.

Administrative Assistants, Consultants, Service

Providers

Specialized and operational functions

Third

1-4 Administrative Assistants, Consultants, Service

Providers

Supporting jobs Fourth

42. Platforms for Publishing Vacancies A. The Association uses any of the following methods to select employees for vacant positions: B. Advertising in local newspapers and periodicals. C. Advertising on the website of the Association. D. Communicate directly with university graduates with academic qualifications in the disciplines required by the Association. This may be

done in coordination with the competent authorities in the universities, or through the employment offices or the partner institutions.

E. Direct selection (Head Hunting), as direct selection is used in exceptional cases justified. F. Open Career Days.

2.5 Recruitment procedures A. Identification of the requirement - which is done through the correspondence of the Unit Officer to the General Manager. B. The Technical Support Unit Officer, in consultation with the Unit Officer, shall determine the nature of the vacancy in accordance with

the employment criteria mentioned in item (.....)

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C. The Unit Officer determines the need with the technical support Unit Officer to work out the conditions for the post and to announce the job.

D. The Technical Support Unit Officer shall prepare a letter to the General Manager requesting the formation of a recruitment committee, with the names they deem necessary to be members of the Committee.

E. The General Manager shall issue a delegation to the Recruitment Committee. F. Applications are received by e-mail and the Finance and Administrative Officer shall sort the names that meet the conditions of the initial

vacancy.

G. The examination committee decides whether the candidate is entitled to the first interview. If the applicant is not accepted the second stage, an apology from the applicant based on the results of the examination, noting that the first stage (exam stage) is a preliminary stage

and gives it a 25% weight of the recruitment process.

H. Contracts with consultants and auditors are subject to special procedures. I. The first Interview - which takes place with the recruitment committee within one week from the date of submission of the exam in the

normal situation. The committee decides if there is a need to interview again with the applicant, The second interview is a guidance stage

during which a written recommendation is developed on the analysis form of the employment committee and is given 50% of the

recruitment process.

J. The second interview - takes place with the General Manager. The last interview gives the form of appointment and the amount of salaries, allowances and the nature of the work is based on the salary scale approved by the institution and gives it a 25% weight of the

recruitment process.

K. The Association may postpone the recruitment process, cancel the recruitment process, or re-advertise the vacancy, if the Association deems it necessary.

L. The Association may use CVs for any other vacant position.

62. Working hours The working hours shall be as follows:

A. Weekly working hours are set at 40 hours (eight hours per day), unless otherwise provided for in the contract. B. The Manager shall be entitled to increase the number of hours required, provided that the employee is compensated in lieu thereof as

provided in the applicable Labor Law.

C. The employee may not be absent from work without official permission, and in cases of emergency, the Association shall be informed of the reason for absence.

D. The employee must comply fully with the specified working hours. E. The employee shall not be absent from work or leave his/her place of work during working hours or leave before the scheduled dates

except for an acceptable excuse and with the written permission of the General Manager.

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72. Staff Files The Technical Support Unit has the task of keeping the employees' files and making sure that they contain all the necessary supporting

documents and follow up their updating. The staff files contain the following supporting documents:

A. Job Application.

B. The newspaper advertises the employee's request to announce the job.

C. Job description of the employee.

D. Job contract.

E. Copy of ID.

F. A copy of academic qualifications.

G. Table of working hours including overtime.

H. Warnings

I. Leaves, vacations, trainings, etc.

J. Monthly Salary Statement

K. Periodic Evaluations.

.82 Staff Classification The Association shall classify its employees two years after their appointment and transfer them from a limited term contract to a permanent

contract under the following schedule:

A. The General Manager may, upon recommendation of the Unit Officer, request the Board’s approval to classify one of the employees after one year of his work in the Association.

B. The Association shall grant its employees who are established and classified a bomus at the end of each year the value of one month's salary on the basis of the basic salary, with the approval of the Board and at the discretion of the General Manager of the financial

position of the Association.

C. The bonus referred to does not entail any obligation on the part of the Association and is not counted as part of the salary, nor is it acted retroactively.

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102. Payroll Procedures Payroll procedures are as follows:

2.9 SALARY SCALE

15 14 13 12 11 10 9 8 7 6 5 4 3 2 1

Probation

Period

Salary

Increase

Degree

16000-22000

10

General

Manager

8,080 7,960 7,840 7,720 7,600 7,480 7,360 7,240 7,120 7,000 6,880 6,760 6,640 6,520 6,400 5,800 80-120 8-9 Program

Unit Officer

8,080 7,960 7,840 7,720 7,600 7,480 7,360 7,240 7,120 7,000 6,880 6,760 6,640 6,520 6,400 5,800 80-120 8-9 Technical

Support

Unit Officer

8,080 7,960 7,840 7,720 7,600 7,480 7,360 7,240 7,120 7,000 6,880 6,760 6,640 6,520 6,400 5,800 80-120 8-9 PR Officer

6,400 6,300 6,200 6,100 6,000 5,900 5,800 5,700 5,600 5,500 5,400 5,300 5,200 5,100 5,000 4,400 60-100 5-7 Accountant

6,300 6,200 6,100 6,000 5,900 5,800 5,700 5,600 5,500 5,400 5,300 5,200 5,100 5,000 4,900 4,300 60-100 5-7 Project

Coordinator

4,860 4,770 4,680 4,590 4,500 4,410 4,320 4,230 4,140 4,050 3,960 3,870 3,780 3,690 3,600 3,000 40-90 3-4 Admin

Assistant

4,860 4,770 4,680 4,590 4,500 4,410 4,320 4,230 4,140 4,050 3,960 3,870 3,780 3,690 3,600 3,000 40-90 3-4 Executive

Secretary

3,240 3,180 3,120 3,060 3,000 2,940 2,880 2,820 2,760 2,700 2,640 2,580 2,520 2,460 2,400 2,200 30-60 1-2 Service

Employee

Up to 8000 Consultant

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A. The technical support Unit Officer prepares a monthly payroll schedule at the end of the month. This table shows details of the basic

salary, basic salary additions, and basic salary discounts.

B. The technical support Unit then sends the table to the accounting department.

C. The accountant shall complete the procedures for the payment of salaries and the calculation of taxes of the employee, and all addition,

and discounts.

D. The accountant shall prepare a list for each employee in three copies, including the date, the employee's name and ID number, the

department in which he/she works, the social status, the basic salary, the salary additions, the deductions, the net paid salary, and the

employee’s signature.

E. The lists are returned to the Technical Support Unit, which in turn scans and checks the lists.

F. The Technical Support Unit Officer prepares a letter to the bank that the Association requires that he/she transfers the salaries to the

employees' accounts through filling out a payment request.

G. The Technical Support Unit shall send the Exchange Request and the letter to the General Manager for approval.

H. Upon approving the letter, it shall be signed by the General Manager, the Chairman of the Board of Directors and the Treasurer. The

documents shall be returned to the Technical Support Unit.

I. The Technical Support Unit Officer shall send the letter to the bank and ask the employee to sign the salary statement receipt.

J. The original copy of the salary statement, monthly salary schedule, disbursement voucher and disbursement request are saved within the

accounting department.

K. The second version of the salary statement is given to the employee.

112. Bonuses and Incentives The Association grants its employees an annual bonus based on the salary scale, grades, and is added to the basic salary of the employee.

1. The Association shall grant its outstanding employees a reward for the exceptional efforts made by them in the service of the

Association. The bonus shall be awarded by the General Manager, provided that it does not exceed the sum of (1000) NIS / year per

employee, and that he/she receives an earlier performance report of the employee's excellent performance.

2. The Association contributes to the improvement and development of its staff by either engaging them in training or workshops held by its

partners, or developing their capabilities.

3. The General Manager shall have the right to pay a bonus in lieu of the nature of the work of an employee, provided that such allowance

does not exceed the sum of (1000) NIS, with the approval of the Chairman of the Board of Directors.

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4. The Association shall, in accordance with its financial position and under this system, grant employees who have spent at least two years

in the Association a lump sum remuneration of one month's salary in order to motivate them and enhance their performance.

5. The remuneration referred to in the preceding clause shall not be awarded on the basis of fractions of the year and shall be awarded only

upon the decision of the Board of Directors.

6. The annual remuneration referred to - after two years - is calculated on the basis of the basic salary and not on the basis of the last salary.

7. The employee may not be entitled to guarantee such remuneration.

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122. EMPLOYEE LEAVES

2.12.1 ANNUAL VACATIONS A. A full-year employee is entitled to an annual leave of 14 full-paid working days.

B. The employee who has completed three years is entitled to an annual leave of 16 paid working days at full salary.

C. An employee who has completed five years is entitled to an annual paid leave of three weeks.

D. Annual leave is granted on a one-year service basis and in the event that one year of service is not completed, the employee is granted a

relative leave for the period in which he / she served in the Association throughout the year.

E. The leave shall be granted upon written request submitted on a special form by the employee to the Manager. The Manager may decide

when the leave may be granted in accordance with the requirements of the work. Annual leave may not be collected for more than two

years

F. The annual leave shall not be entitled for employees on indefinite contracts.

G. The leave may not be waived under any circumstances and the Association shall ensure that the employees of fixed-term contracts have

taken their vacations before the end of their contracts, orese they should be compensated.

H. The employee shall not be entitled to annual leaves before completing their probation period.

12.22. Incidental leave A. The employee shall be granted a leave of for three days upon the death of their relatives (one to fourth degree relatives).

B. An employee may not leave his / her work before receiving a written notice of approval except for emergency cases.

C. The leave may not be shortened, delayed, canceled or cut after approval and communicated to the employee only for urgent work

needs. When the employee is called on vacation, the period during which he/she has been vacated is calculated.

D. Any employee who does not return to work immediately after the end of the vacation period shall be deprived of his/her salary for

the period of his/her absence from the day following his/her leave. If the period of absence exceeds seven days without an excuse,

he/she shall be deemed to have lost his/her job from the date of absence after the leave.

12.32. Maternity Leave A. A working woman who has been employed before each birth for one hundred and eighty days shall be entitled to maternity leave for a

period of eleven paid weeks (at least six weeks after birth).

B. A request for maternity leave is submitted three months before the expected date of birth. C. The employee is not allowed to take leave after birth less than the period specified in this manual. D. If there are seasonal or official holidays during the duration of the maternity leave, and shall be counted among them.

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.4122. Study leave A. The employee has the right to request an unpaid leave for the purposes of study. The application shall be submitted to the Board of

Directors through the General Manager of the Association at the first meeting after the submission of the request.

B. The absence of a staff member on a study leave shall not exceed two consecutive years. C. The employee is obliged to work in the Association for a period not less than twice the period of the study leave granted to him/her after

the end of the leave.

.5122. Pilgrimage(Hajj) vacation Every employee who has spent five years in the Association is entitled to a two-week Hajj vacation, and is granted only once.

.6122. Religious and national holidays A. Each employee is entitled to religious and national holidays of more than 16 days a year distributed as follows: 1. Labor Day - one day.

2. Independence Day - one day.

3. New Year's Day - one day.

4. Eid al-Fitr - three days.

5. Eid al-Adha - four days.

6. Western Christmas - one day for all employees and two days for Western educators.

7. Eastern Christmas - one day for all employees and two days for Eastern Christians.

8. Hijri New Year - one day.

9. Eid al-Mawlid al-Nabawi - one day.

10. Women's Day - One day.

B. If such official and religious holidays occur on a weekend, the weekend shall be considerd as holidays.

.7122. Sick leave A. The employee shall be entitled to sick leave or a combined maximum of 14 days during the year, provided that such leave is supported by

a medical report.

B. If the employee is sick during the year for a maximum period of three months, his/her monthly salary is paid in full provided that he

submits a report from an accredited specialist if the period of the illness does not exceed one month and the report of a committee

composed of one or more specialists if the period is from one to three months.

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C. If the duration of the illness exceeds three months to six months, the employee is paid his/her full monthly salary for the first three and a

half months of his /her monthly salary for the last three months, provided that sick leave is approved by a medical committee accredited

by the institution.

D. If the medical committee mentioned in paragraph (c) above decides that after the six months' leave the patient has recovered and is able

to carry out his/her duties, he /she is returned to his work as usual. If it decides otherwise, the Association shall terminate its services on

the basis of the decision of the Medical Committee.

E. If the illness is a result of the nature of the work of the employee in the Association, he/she is not subject to the provisions of this article,

but applies to the provisions of the Labor Law in force.

F. If the employee dies, he / she are entitled to a bonus at the rate of one month's salary for each year spent in service.

2.12.8 Paternity Leave

The Association shall provide each employee with paid leave for a period of one week upon the birth of a new child.

2.12.9 Marriage leave The Association shall provide each employee with a paid leave for one week for marriage.

2.12.10 Travel and external missions

The Association shall facilitate the functions of its employees, or any of its contractors, or its Board of Directors in traveling for external

missions to represent the Association, attend a workshop or conferences, or perform an important task entrusted to it by the Association

according to the following procedures:

A. A member of the Board shall be assigned by the Chairman to carry out the mission, indicating the date of travel and return. And the nature of allowances according to the system

B. The staff shall be assigned by the General Manager to carry out the mission, indicating the date of travel, return and travel allowances as indicated in this Regulation.

C. If the mission is fully hosted, including flight tickets, accommodation, and meals, the Association will pay an amount of (80) NIS as per diem.

D. If the mission is partially hosted including plane tickets and accommodation, the Association will spend NIS 160 as per diem. E. If the mission is not hosted, the Association will spend NIS 500 as per diem, in addition to the flight tickets. F. If the mission is hosted, including daily allowances; the Association does not incur any financial burden and is not obligated to pay any

amounts.

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G. In all cases, flight tickets shall be booked in economy class.

12. 3 Advances and borrowings The procedure of the advances and borrowing system shall be applied to every employee who exceeds two years in the Association. They have

the right to request their advances from the Association, provided that the application is consistent with the following conditions:

A. The requested amount shall not exceed 60% of the value of the end of salary bonus as if it had been received on the date of submitting the application for the advance, and the annual remuneration shall not be calculated from it (month 13).

B. The employee is obliged by the application to pay the entire required advances in fixed payments of his/her monthly salary. C. The General Manager shall decide to reject or accept the advance application according to the financial status of the Association.

12. 4 Termination of Employee Contracts If the employee submits his / her resignation (the Association does not negotiate any employee who has submitted / resigned or threatened to

use it and is considered acceptable from the moment of submission), and shall be considered after 30 days., when:

A. If the contract period has expired and the contract has not been renewed and notified in writing (if the employee has not become an employee of an indefinite contract).

B. If, as a result of the in-kind inspection, the health status of the employee is not fit to perform the function assigned to them. C. If the employee is convicted of a felony or misdemeanor that violates honor and honesty. D. If it is decided to dismiss the employee as a result of his/her violation of the provisions of laws. E. If they cease to work for more than seven consecutive days or fifteen consecutive days during the year, they shall be warned after three

days in the first case and ten days in the second case.

F. If they refrain from performing the work after having been given a written warning. G. If the employee loses their job under the provisions of the preceding article, they shall not be paid the remuneration due, except in

accordance with the law.

2.14.1 Upon completion of his employment, the Employee shall have the following financial rights: A. The salary of one month for each year of service and on the basis of the salary of the last month, calculated for that purpose fractions of

the year.

B. The annual leave allowance if not taken for work purposes, provided that they are not left for more than a year.

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3. COMPLIANCE No employee shall be employed by the Association prior to his/her signature to certify that he/she has read and understood the Code of

Conduct and is committed to its application and compliance with the following rules:

A. The employee shall work full time in the Association, during his/her working hours, and work on the performance of his/her duties with all honesty and sincerity.

B. The employee represents the Association during his/her official working hours in the best way. C. To exert the necessary effort to carry out his/her duties and to refrain from any action contrary to those tasks and duties. D. Not to perform any other work for remuneration or without a written permission from the Association, except to what is permitted

by his/her contract

E. Not to keep any documents, copies of which are owned by the Associations, and not to inform any person other than those involved in the Association of any document or secrets.

F. Refrain from accepting any gifts and / or gratuities and / or grants from any party. G. Refrain from any action that may harm the Association or any of its employees. H. During the coaching, the Association is guided by the Code of Conduct. I. The Association documents the training of its employees on a blog upon the approval of the employee to receive training on the

blog.

J. No employee is employed by the Association prior to signing a declaration that he/she has read the code of conduct and understood everything in it and is committed to its application.

3.1 PRESERVATION OF THE ASSOCIATION’S ASSETS A. Employees who hold funds or assets owned by the Association shall bear the responsibility of ensuring the safety of such items. B. The management of the Association shall be entitled to inspect any of its assets at any time, including safes, offices, funds and

others.

C. Any theft or misappropriation of the assets of the Association shall be considered as a matter of minor concern to all employees of the Association and shall be taken into account in all seriousness and rigor.

D. The negligence and intentional destruction of the property of the Association shall be deemed to be a serious violation of the interests of the Association.

E. The commission of any of the above acts is subject to prosecution. F. No employee is entitled to take any of the assets of the Association outside the workplace without the permission of the direct

official.

G. No Employee shall be entitled to use any of the Association’s assets for personal or non-business purposes.

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3.2 ENSURING THE CONFEDENTIALITY OF THE ASSOCIATION A. The employee shall keep the funds of the Association, its property, tools and official papers, and not use them in any other purpose than

allocated to them. He/she shall keep the books, documents, papers and tools inside the designated places before leaving, and not transfer

documents, records or papers belonging to the Association outside without the permission of the competent Officer.

B. The employee is committed to preserving all the secrets of the Association and is prohibited from disclosing the matters that he/she is aware of by virtue of his/her job. This obligation remains in effect even after the employee leaves the Association.

C. The employee shall not retain any original or copy or papers realted to work, which should remain confidential by its nature or by virtue of the instructions, nor shall he/she disclose any secrets or ceonfedential data to which he/she is informed by virtue of his/her work at the

Association.

4. DISCIPLINARY MEASURES AND PENALTIES

4.1 DRAW ATTENTION Employee attention is drawn according to one of the following reasons:

A. When not following the regulations and bylaws of the Association.

B. Being Constantly late for work without a convincing excuse.

C. Refrain from carrying out the tasks entrusted to him/her.

D. Attendance to work inappropriately, contrary to the instructions of the Association.

C. Abuse of colleagues at work.

4.2 WARNING The employee is warned if he/she repeats one of the reasons to draw his attention according to the following:

a. If he/she is absent without an acceptable excuse.

B. If he/she leaves his/her place of work without an acceptable excuse.

C. Fight with his/her supervisors at work.

D. If the employee does noe perform of his/her duties effeciently.

E If the employee does not follow the Code of Conduct of the Association.

F. If the employee places the interests of the Association at risk.

4.3 DEPRIVATION OF ANNUAL ALLOWANCE The employee shall be deprived of the annual allowance if he/she is warned or if he/she receives a low grade at their periodic evaluation.

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4.4 TEMPORARY SUSPENSION FROM WORK The employee shall be suspended temporarily if he/she is transferred to a discipline committee.

4.5 TERMINATION OF CONTRACT The Employee’s contrac shal be terminated in the following cases:

A. Upon receiving three warnings.

B. Abuse or exploitation of the target group.

C. Counterfeiting in documents.

D. Embezzlement, or misuse of the job to achieve personal interests.

4. 6 ISSUANCE OF PENALTIES A. All disciplinary punishments shall be issued by the General Manager upon the recommendation of a the competent Officer.

B. The Technical Support Unit shall maintain all disciplinary procedures in the personnel files, provided that the staff member shall be

given a written note of the penalty. The Officers of the concerned departments shall not be entitled to impose any penalty against their

subordinates within the mandate period.

C. Department officers have the right to warn their staff orally.

4.7 GRIEVANCE A. If the employee is not satisfied with any action including evaluation, penalties, unfair assignments, he / she has the right to challenge and

complain to his / her direct supervisor, the General Manager, or the Board of Directors, respectively, within the administrative hierarchy.

B. The General Manager or his/her authorized representative shall decide on the grievance submitted by the employee not later than one week from the date of his appointment.

C. The Board of Directors or whoever is delegated by the Board shall decide on the grievance no later than two weeks from its date.

4.8 INSURANCE

4.8.1 Insurance against work injuries The Association is obliged to insure all its employees against work injuries at the first moment of hiring them and no employee shall perform

his/her duties without being insured against work injuries.

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4.8.2 Health insurance The Association is committed to providing its members with health insurance (personally) after the end of the probation period. The Association

does not object to the insurance of any member of the family or more, provided that the employee pays their financial fees. The Technical

Support Unit shall obtain price quotations annually from insurance companies with a good professional reputation according to the rules

stipulated in the Procurement Manual.

4.8.3 Insurance of the Association's Assets The Association is committed to securing its assets against fire, disasters and theft, where insurance contracts are concluded according to the

Association's procurement system.

5 VOLUNTEERISM The concept of volunteerism applies to any voluntary individual effort that an individual or group makes spontaneous or organized within the

Association, without asking for a financial return in order to contribute in assuming its responsibilities towards society and to contribute to

solving its problems and achieving its ambitions.

15. SELECTING AND INTERVIEWING VOLUNTEERS A. The Association seeks to include a number of volunteers in a mutually beneficial relationship through which the volunteer seeks to build

and develop his / her abilities and to network with other Associations. Correspondence between the volunteer and the Associat ion

showing his/her desire to volunteer in the Association is documented. Volunteers are chosen in the same manner as the selection of staff,

and. a description of duties and functions of the volunteer shall be developed within the period of volunteering.

B. The relationship of the Association with the volunteer shall be based on a memorandum of understanding signed by both parties and specifying the obligations of each party. The volunteer shall confirm his/her compliance to the code of conduct of the Association.

C. The volunteers of the Association shall be given the preference when applying for posts within the Association, shall be treated equally with the rest of the applicants.

D. Trainings and coaching are provided for the volunteers. E. The Association shall ensure that the volunteer receives appropriate coaching, where the volunteer shall be given a certificate attesting to

his or her volunteering in the Association.

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5.2 VOLUNTEERING ALLOWANCES The volunteer shall be paid financial allowances determined by the General Manager upon the recommendation of the Technical Support Unit,

provided that the total amount of 1000 NIS is not exceeded.

5.3 VOLUNTEERING PERIOD The period of volunteering shall be limited to a maximum period of three months unless it is necessary to extend it for a specified period at the

request of the Officer of the department in which the volunteer operates.

5.4 DISCIPLINARY PROCEEDINGS If a volunteer violates a compliance rule or code of conduct, he / she is subject to disciplinary and special punitive measures in accordance with

the following procedures:

a. The volunteer is warned if the compliance rules are not followed.

B. The volunteer is dismissed and the period of his / her volunteering is terminated.

C. The volunteer is not granted any experience certificate and the Association does not recommend acceptance of his/her volunteering in other

institutions if his/her legacy is seriously affected by the Association.

6 RECRUITING FUNDS The recruitment of funds is one of the most important pillars on which the Association is based in achieving its objectives, and ensuring its

stability. The fundraising process is organized as follows:

A. The task of recruiting financial resources is an original task of the Board of Directors and the General Manager contributes to this effort, while the Department of Public Relations undertakes all necessary executive and procedural arrangements.

B. The process of fundraising based on the strategic plan of the Association, and formulates all the Association's projects and activities based on it.

C. The Association shall communicate with all potential financiers in a manner consistent with its Code of Conduct. D. The Association shall maintain an ongoing networking process with all existing and potential partners and donors in the absence of direct

financing opportunities.

E. The Association shall make every effort to integrate the needs of the target groups through the Program Unit and involve them in the formulation of projects, directly or indirectly.

F. The Association organizes annual fundraising activities under which it invites a number of future donors. Its achievements and future projects are presented to potential and current donors who are invited to donate.

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G. The Association shall organize fundraising tours on the request of the Chairman of the Board of Directors.

7 MONITORING AND EVALUATION The Association evaluates its projects and its staff in various stages, in order to ensure its responsiveness towards the needs of the target groups.

The Association uses the mechanisms of participatory evaluation through the following stages:

7.1 PROJECT EVALUATION Performance indicators are adopted in conjunction with expected outputs when project proposals are drafted.

A. The first phase of the monitoring Process: The Association implements a participatory monitoring session with a target group of the

project chosen according to geographical, cultural, social diversity, etc. criteria (the development of the criteria for each project

independently) in the first month of the project cycle. Through this phase, the Association seeks to build a baseline on the subject of

intervention, with expected outputs as a source of inspiration for the facilitator of the monitoring session.

In light of the outcomes of the monitoring session with the target group, the Association is working on a monitoring session with the project staff

to assess its capabilities in comparison to the planned intervention during the project period.

Monitoring the progress:

The Association will conduct a participatory monitoring session at the middle of the project cycle to monitor the progress achieved and the

results achieved from the project activities.

1. Measuring progress in the timeline of project objectives.

2. Measuring the progress of the institutional structure as a result of the project (capabilities of the organization's personnel, networks, systems,

etc.).

3. Monitoring results unplanned at the beginning of the project.

4. Monitoring direct outputs.

B. Monitoring the Results Phase: Upon the completion of the project not later than three months - The Association will implement two sessions

to monitor the direct outputs in a participatory manner with direct project beneficiaries, and external resources (people in the vicinity of the

project) to find out the following:

1. Effects of the project directly on the target.

2. Effects observed by external resources.

3. Collecting, documenting, and disseminating success stories.

The General Manager may contract with an external facilitator to carry out various monitoring operations.

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.

7.2 PROGRAMS AND STRATEGY The impact and the results obtained from the programs are evaluated once a year. The Association organizes an annual reflection session that

brings together the Board of Directors, staff members and whomever the Association deems necessary for the evaluation process.

The Association reviews its strategy once every three years.

The General Manager may contract with an external facilitator to conduct the evaluation sessions.

The General Manager may contract a consultant to participate in the strategic review process.

7.3 Staff Evaluation The performance evaluation process is designed to examine the employee's performance and behavior in order to measure his / her capabilities to

carry out his / her current duties and assess his / her suitability for performing other functions.

The assessment process takes place once each year, and the Association assesses employees under observation at least twice a year.

The decision to terminate or renew a contract depends on the performance of the employee.

The annual increase of the employee shall be granted at the beginning of each year of the contract and shall be decided on the basis of the

employee's evaluation according to the salaries scale.

Each employee shall have the right to make his/her reservations on his assessment or grievance through his/her direct supervisor.

If the direct officer does not approve the said increase, he/she shall submit a clarification report to the General Manager.

All grievances are discussed under Chatham house rules.

7.3.1 Evaluation Procedures The evaluation shall be conducted in a participatory manner between the employee and his / her direct supervisor and the relevant departmental

staff members subject to evaluation as follows:

A. The employee is requested to fill out the approved evaluation form and propose it to his / her supervisor.

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B. The direct supervisor assesses his/her staff in numbers. C. The Technical Support Unit Officer participates in the evaluation of the staff of other departments D. Officers who interact with employees from other departments shall participate in their evaluation together with their direct supervisor.

7.3.2 Estimates and performance scores Staff members are evaluated according to the following criteria:

Evaluation Masseurs Scores

Outstanding 5

Very good 4

Satisfactory 3

Needs development 2

Was not expected 1

A. Outstanding: Applies to entrepreneurial employees who perform all jobs optimally and their productivity exceeds the expectations, as

well as those of the majority of employees in similar positions. Thus, they shall receive a reward.

B. Very Good: Applies to employees who perform all functions optimally. They perform most of the other duties they are asked to do. An appreciation letter is sent to these employees.

C. Satisfactory: Applies to employees who perform all their duties as expected. D. Needs Development: Applies to employees who meet minimum job requirements need intensive guidance and supervision from their

direct supervisor, and their professional behavior does not meet the expectations.

E. Was not expected: Applies to employees who do not meet the minimum functional requirements and are unable to fully perform their duties and, therefore, should be given an acceptable period to improve their job performance. If no improvement on their performance

was noted after that period, their services will be terminated and the appropriate decision shall be taken by the General Manager in

cooperation with the Technical Support Unit Officer and the employee’s direct supervisor.

8. THE PROVISIONS of the Labor Code shall be governed by the provisions of this Manual, where the Manual's Supplements shall be considered as part of this Manual and shall be read as a single unit. This Manual shall be read in conjunction with the Financial and Procurement

Manuals, and the Code of Conduct.

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This manual shall be amended by the Board of Directors and presented to the General Assembly for approving the amendment at its first

meeting.

The General Manager shall ensure the implementation of this Manual.

This guide was approved by the Board of Directors on ...

ANNEX: THE CODE OF CONDUCT

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9. SAMPLES Template No. (1)

Request for Quotation over the Phone

Template No (2)

Leave RequestHourly

Data

Position: Employee Name:

Date: Product or Service Required:

Purpose of Purchase:

Price Offer for each Supplier

Total Quantity Net Price Name of Supplier Price Offer

رقم )(

رقم )(

رقم )(

Employee Signature

Technical Support Unit Officer Signature

General Manager Signature

Data

Date Employee Name

Position

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Template No (3)

Request Leave

Data Date Position Employee Name

Type of Vacation Annual Sick Other _____________________

To From Please approve my ( ) day/s leave

Mobile Number Address during the leave

Type of Leave:

Sick Leave

Personal Leave

Field Work

Other............................................................................

Employee

Signature

Signature Approve

Reject Direct Supervisor Approval

Signature Approve

Reject Technical Support Unit Officer Approval

General Manager Signature

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Direct Supervisior Sihnature

Direct Supervisor: Approve Reject Employee Signature

Technical Support Unit Leave Balance from the Previous Year: ( ) day/s. Leave Balance for the Current Year: ( ) day/s. Total balance of accrued leave until this date: ( ) day.

General Manager Signature Technical Support Unit Officer Signature

Template No (4)

Financial Clearnace

Date Date

I .............................. undersigned holder of the identification number (.......................), from the city of ................................. acknowledge all actual and legal guarantees that I have received from the Palestinian Association for Empowerment and Local Development – REFORM the sum value of which is (................) shekels (.......................................................................). This amount reflects in full my receivables owed by the Palestinian Association for Empowerment and Local Development – REFORM. Therefore I no longer own or claim any right financial or legal, based on the Palestinian judicial system. Before any judicial or non-judicial disputes I exonerate my position with regards to the organization and / or management and absolve any comprehensive past, present and future with respect to this claim and / or any other claim and / or any benefit whatsoever, and any other rights, because request has been met and this terminates my relationship with the organization immediately and in the future. All agreements are contained in the final policy and are irrevocable and cannot be challenged in any way, legally or otherwise and I give up my right to uphold any of the pleas, including the payment formality and / or objective and / or non-acceptance of payment and / or fulfilment of other requests. I pledge to keep any information you may have defined with regards to the practical performance of the institution private and I promise not to disclose any information and I acknowledge that I will be legally responsible if I authorize and release information related to the institution for any reason.

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Sig. First Witness Signature Name

Sig. Second Witness

Month............ Completed day............... Year................. .

Template No (5)

Clearance

Data

Date of Leaving

Work Position

Name of

Employee

Date

The employee handed in all the files and documents he/she previously had to __________ which include the following:

1. :______________________________________________

2. :______________________________________________ 3. :______________________________________________

Therefore, he/she has no obligations towards the Palestinian Association for Empowerment and Local Development - REFORM

Employee Signature

Recepient Signature

Technical Support Unit Officer Signature

General Manager

Template no (6)

Statement of Delivery

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Employee Name

Position

Notes Receiving Date Quantity Description Custody Type No

I ............................... Hoder of ID no ..............................., working at the Palestinian Association for Empowerment and Local

Development – REFORM as ............................. received the listed above items to be used in implementing the work of the

Association, and I promise to preserve it and return it upon the request of the Palestinian Association for Empowerment and

Local Development or immediately after I leave my work at the Association, and not to add other program or parts to these

items without a written approval and a written message from my direct supervisor. In case of any malfunction resulting from

personal misuse from my side, I. hereby, acknowledge and authorize the Asssociation to take the necessary action to deduct

the estimated value of these items from my entitlements in the Association, without any objection from my side.

General Manager

Signature

Technical Support Unit

Officer Signature

Recepient Signature

Template no (7)

Statement of Receiving Items

Employee Name

Position

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Notes Receiving Date Quantity Description Item No

I ......................., representing the Palestinian Association for Empowerment and Local Deveopment – REFORM, acknowledge

hereby that I received from............................. Holder of ID number ............................. What is mentioned in the table above,

as the items have been received without any malfunction or defect.

General Manager

Signature

Technica Support Unit

Officer Signature

Employee Signature

Template no (8)

Monthly Transportation

Data

Employee Name

Position

Month

No Duties Amount From To Date Notes

1.

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Template No (9) Personal Car Transportation

Data

Employee Name

Position

Month

Car Number Car Model

Notes Duties To From Total Price Total Ending Starting Date

2.

3.

4.

Total

Employee Signature

Direct Supervisor Siganture

Technical Suppor Unit Signature

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Amount Per Kilo

Metre

Metres Mileage Mileage

ILS

Employee Signature Direct Supervisor Signature Technical Support Unit Officer Signature

Template no (10)

Draw of Attention/ Warning/ Suspension from Work

Position

Departmen

t

Employee

Name Procedure

Draw of Attention Warning Suspension

Being Constantly late

Departure during working hours without permission

Absence from work without justification

Personal use of the assets of the Association/ kind or cash.

Negative attitude with colleagues

Inappropriate appearance during working hours

Kindly be noted that it has been decided to draw your

attention/ warn you/ suspend you due to the following

reasons Misuse the Association's Name

Misuse the Position

Signing official documents illegibly.

Conflicting and quarreling with bosses.

Causing loss or damage resulting from misuse of assets of

the Association.

Other Reasons

Notes

For further occurance, the Association will

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General Manager Signature Template no (11)

Travel for Working Missions

Data

Mobile no Abroad Position Empoyee Name

No of

Days

Destination To From Date of Travel

Please approve my travel rewuest for carrying out a working mission for the Palestinian Association for Empowerment and Local Deveopment - REFORM Department : ________________________

All required financial coverage:

Transportation (including public transport, private or car while traveling) Per Diem General insurance (health insurance, death insurance..) Hotel Accomodation Travel ticket Passports or visas for travel Other coverage:

Direct Supervisor:

Approved Rejected

Employee Signature

Direct Supervisor Signature Technical Support Unit Officer Signature General Manager Signature

Template no (12)

Request a personal advance Data

Date of Request Position Employee Namee

( ) ILS only Amount Monthly

Salary

Department

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Number of payments required ____________

Date of the first Payment ______________ Amount in ILS ______________

Date of the Second Payment _____________ Amount in ILS ______________

Date of the Third Payment ______________ Amount in ILS ______________

Employee Signature

Technical Support Unit Officer

General Manager

Template no (13)

Staff Evaluation Part 1: Personal Data

Name Position

Contract Period Date of Assessment

Type of Work

Part 2: Achiewmwnts and Duties

Within his/her job description, please identify the duties and skills he she must fulfil during the probation period

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Part 3: Self Assessment

Summerize your main achievments

Part 4: Performance Indicator (by the Direct Supervisor)

1 2 3 4 5

Creativty

Accuracy

Relationship with

Colleagues

Respect time

Technical Skills

Accepts critisizm

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Note: 5 is the highest Part 5: Direct Supervisor Assessment

Part 6: Notes of the Employee (optional)

Part 7: Recommendations

Extention of the period contract Period

Salary Increase Percentage %

Contract Termination

Other Recommendations

Team Work

Perform Duties

Effeciently

Networking and Outreach

Ability to Learn

Overall Assessment

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Employee Signature

Direct Supervisor Signature

General Manager Signature

Template no 14

Receiving Items from the Warehouse

Notes Item Employee signature والكميةNameEmployee Date

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Template no 15

Employee Confirmation on Receiving Coaching

Date

I, ................................., working at the Palestinian Associaion for Empowerment and Local Development – REFORM as

................................. acknowledge that I have received a coaching on (Code of Conduct, Administrative Manual, Financial

Manual, Procurement Manual) and I am committed to all of what is stated therein, and any breach of its terms is my

personal responsibility.

Employee Signature

Technical Support

Unit Officer

Signature

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Template no 16 …….. OSITIONPVALUATION FOR THE ENTERVIEW I

Part 1

Overview

REFORM strives for a society where everyone has the capacity to participate effectively, individual and collective rights

are respected, and pluralism is ensured in an independent Palestinian state. To this end, REFORM adopts a strategy for

sustainably empowering marginalized groups in order to provide equal opportunities and establish safe spaces for diverse

groups of society, especially women and youth, to address various social fault lines, aiming at enhancing their individual

and collective abilities and increasing their role in public life.

Qualifications and Skills Required

Part 2: General Info

Department

Applicant Name

Position Degree

Date of Interview

Part 3: Assessment

5 4 3 2 1 Indicator No

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5 is the Highest

Appropriate

qualification for

job requirements

1

Work Experience

required

2

English Skills 3

Communication

Skills

4

Work Under

Pressure

5

Team work 6

Reporting Skills 7

Computer skills 8

Self Esteem 9

Entrepreneurship 10

Total Points

Part 4: Committee

Recommendation Signature Name of the Committee Members

No () Yes ) (

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No () Yes ) (

No () Yes ) (

Decision of the Committee

General Manager Decision

Item No

Salary 1

Contract type 2

Degree 3

Notes

1.1Introduction1.2 Terminology1.3 Objectives of the Manual1.6.1 Delegation Procedures1.7.1 The Association’s Proposed Organizational Structure

2. Personnel2.1 Types of contracts2.2 Elligibilty for Employment in the Association2.1.3 Job Categories

2.4 Platforms for Publishing Vacancies2.5 Recruitment procedures2.6 Working hours2.7 Staff Files2.8 Staff Classification2.10 Payroll Procedures2.11 Bonuses and Incentives2.12.1 Annual vacations2.12.2 Incidental leave2.12.3 Maternity Leave2.12.4 Study leave2.12.5 Pilgrimage(Hajj) vacation2.12.6 Religious and national holidays2.12.7 Sick leave2.13 Advances and borrowings

2.14 Termination of Employee Contracts3. Compliance3.1 Preservation of the Association’s Assets4.1 Draw attention4.2 Warning4.3 Deprivation of annual allowance4.4 Temporary suspension from work4.5 Termination of Contract4.6 Issuance of penalties

5 Volunteerism5.1 Selecting and interviewing volunteers5.2 Volunteering Allowances5.3 Volunteering Period5.4 Disciplinary proceedings

6 Recruiting funds7.1 Project Evaluation7.3 Staff Evaluation7.3.1 Evaluation Procedures

9. Samples