Deletions
- Submitter Name
- --------------
- Rob Gerbrandt
- Proposal
- --------
- * Develop human resource best hiring practice recommendations with a detailed report to membership.
- * Ensure transparency in human resource candidate recruitment, evaluation, vetting and hiring.
- * Use an Executive Recruitment Firm for Executive Director candidate search, evaluation and vetting.
- * Allow for a 4-8 month executive candidate search.
- Objective
- ---------
- An analysis and redesign of GPC recruiting processes is needed to ensure human resource best
- practices are followed for all positions, including most critically, the Executive Director.
- Benefit
- -------
- * Establish best in class human resource hiring and management practices
- * Implement a continuous quality improvement approach to human resource practices
- * Prevent nepotism or overuse of hiring proxies
- * Ensure a high degree of professionalism
- * Minimize the possibility of negative media coverage
- Supporting Comments from Submitter
- ----------------------------------
- * Version 2.07 of the Council Handbook, 3.3.2, “Council or its delegated authority will: Govern with
- due diligence and integrity to demonstrate internally and to Canadians that the Green Party of
- Canada is fully capable of participating in the governing of Canada following the Green values set
- out in the Constitution as part of the Global Green community”;
- * The True Cost Of A Bad Hire — It's More Than You Think:
- https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/
- * Bad Hiring Costs – By the Numbers:
- https://www.hrexchangenetwork.com/hr-talent-acquisition/articles/poor-hiring-costs-by-the-numbers
- * The Bad Things That Can Happen When You Hire in Haste:
- https://www.tlnt.com/the-bad-things-that-can-happen-when-you-hire-in-haste/
- * “In a typical CEO or Executive Director search, the hiring process can take 4-8 months.” –
- Staffing Advisors - https://blog.staffingadvisors.com/the-executive-search-hiring-process
- Green Value(s)
- --------------
- Ecological Wisdom, Sustainability, Participatory Democracy, Social Justice, Respect for Diversity,
- Non-Violence.
Français
- Auteur
- ------
- Rob Gerbrandt
- Proposition
- -----------
- * Élaborer des recommandations sur les meilleures pratiques d'embauche en matière de ressources
- humaines et présenter un rapport détaillé aux membres.
- * Assurer la transparence du recrutement, de l'évaluation, du contrôle et de l'embauche aux
- ressources humaines.
- * Faire appel à une société de recrutement de cadres pour la recherche, l'évaluation et le filtrage
- des candidatures au poste de directeur général.
- * Prévoir un délai de 4 à 8 mois pour la recherche de candidats et de candidates au poste de
- directeur général.
- Objectif
- --------
- Une analyse et une refonte des processus de recrutement sont nécessaires pour s'assurer que les
- meilleures pratiques en matière de ressources humaines sont suivies pour tous les postes, y compris
- le plus important, celui de directeur général.
- Avantage
- --------
- * Établir des pratiques de recrutement et de gestion des ressources humaines de premier ordre
- * Mettre en œuvre une approche d'amélioration continue de la qualité des pratiques en matière de
- ressources humaines.
- * Prévenir le népotisme ou le recours excessif à des mandataires pour le recrutement.
- * Assurer un haut degré de professionnalisme
- * Minimiser la possibilité d'une couverture médiatique négative.
- Commentaires d’appui de l’auteur.e
- ----------------------------------
- * Version 2.07 of the Council Handbook, 3.3.2, “Council or its delegated authority will: Govern with
- due diligence and integrity to demonstrate internally and to Canadians that the Green Party of
- Canada is fully capable of participating in the governing of Canada following the Green values set
- out in the Constitution as part of the Global Green community”;
- * The True Cost Of A Bad Hire — It's More Than You Think:
- https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/
- * Bad Hiring Costs – By the Numbers:
- https://www.hrexchangenetwork.com/hr-talent-acquisition/articles/poor-hiring-costs-by-the-numbers
- * The Bad Things That Can Happen When You Hire in Haste:
- https://www.tlnt.com/the-bad-things-that-can-happen-when-you-hire-in-haste/
- * “In a typical CEO or Executive Director search, the hiring process can take 4-8 months.” –
- Staffing Advisors - https://blog.staffingadvisors.com/the-executive-search-hiring-process
- Valeur(s) Verts
- ---------------
- Sagesse écologique, Durabilité, Démocratie participative, Justice sociale, Respect de la diversité,
- Non-violence.
Additions
- Submitter Name
- --------------
- Rob Gerbrandt
- Proposal
- --------
- * Develop human resource best hiring practice recommendations with a detailed report to membership.
- * Ensure transparency in human resource candidate recruitment, evaluation, vetting and hiring.
- * Use an Executive Recruitment Firm for Executive Director candidate search, evaluation and vetting.
- * Allow for a 4-8 month executive candidate search.
- Objective
- ---------
- An analysis and redesign of GPC recruiting processes is needed to ensure human resource best
- practices are followed for all positions, including most critically, the Executive Director.
- Benefit
- -------
- * Establish best in class human resource hiring and management practices
- * Implement a continuous quality improvement approach to human resource practices
- * Prevent nepotism or overuse of hiring proxies
- * Ensure a high degree of professionalism
- * Minimize the possibility of negative media coverage
- Supporting Comments from Submitter
- ----------------------------------
- * Version 2.07 of the Council Handbook, 3.3.2, “Council or its delegated authority will: Govern with
- due diligence and integrity to demonstrate internally and to Canadians that the Green Party of
- Canada is fully capable of participating in the governing of Canada following the Green values set
- out in the Constitution as part of the Global Green community”;
- * The True Cost Of A Bad Hire — It's More Than You Think:
- https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/
- * Bad Hiring Costs – By the Numbers:
- https://www.hrexchangenetwork.com/hr-talent-acquisition/articles/poor-hiring-costs-by-the-numbers
- * The Bad Things That Can Happen When You Hire in Haste:
- https://www.tlnt.com/the-bad-things-that-can-happen-when-you-hire-in-haste/
- * “In a typical CEO or Executive Director search, the hiring process can take 4-8 months.” –
- Staffing Advisors - https://blog.staffingadvisors.com/the-executive-search-hiring-process
- Green Value(s)
- --------------
- Ecological Wisdom, Sustainability, Participatory Democracy, Social Justice, Respect for Diversity,
- Non-Violence.
Français
- Auteur
- ------
- Rob Gerbrandt
- Proposition
- -----------
- * Élaborer des recommandations sur les meilleures pratiques d'embauche en matière de ressources
- humaines et présenter un rapport détaillé aux membres.
- * Assurer la transparence du recrutement, de l'évaluation, du contrôle et de l'embauche aux
- ressources humaines.
- * Faire appel à une société de recrutement de cadres pour la recherche, l'évaluation et le filtrage
- des candidatures au poste de directeur général.
- * Prévoir un délai de 4 à 8 mois pour la recherche de candidats et de candidates au poste de
- directeur général.
- Objectif
- --------
- Une analyse et une refonte des processus de recrutement sont nécessaires pour s'assurer que les
- meilleures pratiques en matière de ressources humaines sont suivies pour tous les postes, y compris
- le plus important, celui de directeur général.
- Avantage
- --------
- * Établir des pratiques de recrutement et de gestion des ressources humaines de premier ordre
- * Mettre en œuvre une approche d'amélioration continue de la qualité des pratiques en matière de
- ressources humaines.
- * Prévenir le népotisme ou le recours excessif à des mandataires pour le recrutement.
- * Assurer un haut degré de professionnalisme
- * Minimiser la possibilité d'une couverture médiatique négative.
- Commentaires d’appui de l’auteur.e
- ----------------------------------
- * Version 2.07 of the Council Handbook, 3.3.2, “Council or its delegated authority will: Govern with
- due diligence and integrity to demonstrate internally and to Canadians that the Green Party of
- Canada is fully capable of participating in the governing of Canada following the Green values set
- out in the Constitution as part of the Global Green community”;
- * The True Cost Of A Bad Hire — It's More Than You Think:
- https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/
- * Bad Hiring Costs – By the Numbers:
- https://www.hrexchangenetwork.com/hr-talent-acquisition/articles/poor-hiring-costs-by-the-numbers
- * The Bad Things That Can Happen When You Hire in Haste:
- https://www.tlnt.com/the-bad-things-that-can-happen-when-you-hire-in-haste/
- * “In a typical CEO or Executive Director search, the hiring process can take 4-8 months.” –
- Staffing Advisors - https://blog.staffingadvisors.com/the-executive-search-hiring-process
- Valeur(s) Verts
- ---------------
- Sagesse écologique, Durabilité, Démocratie participative, Justice sociale, Respect de la diversité,
- Non-violence.
