This shows the structure of Integrity and the way the company operates. The products under development include interactive game style information to help small business owners get the employment stuff right

1. empowering workplaces with employment knowledge IntegrityWorks Ltd

2. Organising people in your workplace

3. Services we offer your workplace Checks designed specifically for your business Advice, reviews, audits, personnel advice and training An annual review to check the effectiveness of your employment contracts and performance reviews Assistance with writing job descriptions and interview processes Assistance with designing vocational tasks for interview Health and safety in your workplace Hazard identification Have you got your holidays sorted? Advice on any aspect of managing your staff Employment documentation Performance management Improving productivity Employee engagement Restructuring and redundancy Internet use at work Sick leave Holidays and time off

5. They list all the tasks your business requires them to do clearly

6. They reflect the real job so should be updated each year as business changes

7. They are different from an employment contract which is a legal requirement

8. Job descriptions show what skills, attitudes and knowledge you expect an employee to demonstrate on their CV

10. Would you like a tool like this for managing? Knowing how to figure out what tasks you want your new employee to perform and how to describe these? Knowing what skills they will need to be most effective in your business? Are these skills the same as someone else or different? Knowing how your workplace structure will accommodate the new employee and draw up lines of reporting/acountability? How to describe what sort of skills and knowledge you really want the new employee to have? How to align the job description with the interview questions? IntegrityWorks offers Tips and tactics for writing job descriptions which you can purchase from www.jobdescriptions.co.nz

12. Short list applicants according to their match to the job

13. Develop a set of both behavioural and situational questions

15. Would you like a tool like this to manage Knowing what are the right behavioural questions to ask at the interview so you can quickly decide if they will fit and work in your business well Knowing what behaviours you need this employee to have to be most effective Knowing how to turn these into questions and how to rank the answers Knowing what situational questions to ask at the interview so you can determine if they will model the right skills under pressure Knowing how to turn the situational analysis into questions and how to rank the answers Knowing how to choose the right people to interview with you Knowing what the cut off level is for potential applicants IntegrityWorks offers Tips and Tactics for interviews which you can purchase through www.interviewwell.co.nz

16. Deciding who to hire? interview intuition Identify the top seven attributes or competencies the job requires and structure the interview accordingly. Keep a log of each applicants’ responses and grade the answers 1-5 as you go At the end of the interview the applicant with the highest score is technically the best person for the job But do you feel they will be the best fit for your workplace? Do you have an understanding of the applicant's personality style, values, and motivations? Sometimes called gut feeling this is the response most people have within the first two minutes of meeting someone new Most hiring decisions are made by intuition during the first few minutes of the interview Will this person be the best fit for my business?

17. So now an offer of employment Letter of offer contains the successful applicants name, the position (job title), the nature of the job (job description), the location (place or places of work), the hours, the salary, the holidays and leave entitlements (including annual leave, sick leave and maternity/paternity leave) It may also contain any special conditions or clauses discussed and agreed at the interview The terms and conditions of resignation/termination, including notice period The anticipated date of job start The offer of employment is not an employment contract

18. The employment contract Every employee must have a written employment agreement. It can be either an individual agreement (personal) or a collective agreement (union) The Employment Relations Act 2000 has “good faith” as its central principle. This means that employers, employees and unions must deal with one another honestly and openly Some provisions must be included in employment agreements by law Contains the names of the parties: the employer and employee The position and the duties contains the position, the duties, the line of reporting, the performance objectives, and the system of performance reviews The nature and terms of agreement, which includes the type of agreement (full-time, permanent, casual), and if there is a 90 day trial period The place and hours of work (working hours, lunch and other meal breaks, tea breaks and variation of working hours) Wages and salary, holidays and other allowances, other benefits (Kiwisaver, health care, company car) Restructuring and redundancy, termination of employment, resolving employment relationship problems www.dol.govt.nz

19. Would you like this tool for managing? Knowing how to build an employment contract so you can quickly get your new employee on board Knowing the basic stuff like what has to be in there and what doesn’t have to be Knowing you are compliant with the Employment Relations Act 2000 Knowing what you want to record re performance reviews and how these will be monitored and recorded Knowing how you will measure performance Knowing how their wages will relate to their performance IntegrityWorks offers Tips and Tactics for building employment agreements which you can purchase through www.eragree.co.nz OR we will come and build one for you

20. The new employee at work The first day is important so take time to make sure: All paperwork is completed (employment contract signed, banking details, IRD are entered) re job Take time to orientate the new employee to the physical location of your business (where things are-bathrooms, stationary, tools, fire exits, protective clothing, lunch rooms, induction manuals, communications) Take time to orientate them to the people (colleagues, roles and responsibilities, dress code, and expected code for use of phones, faxes and internet)

21. Check in at the end of week 1 Has your new employee go the hang of your business? Have understood what is expected of them? Have fitted in with the other staff? Have showed strengths you found at interview? Have communicated well within your business? Have performed as expected in week 1? Have demonstrated an interest in your business? If there are any concerns about these factors arrange a meeting to discuss

22. So what is a performance review? Small business owners like you want to manage your staff performance using a system that is: Easy to implement Does not need heaps of administration to organise Is quick effective and makes a difference Is explained in clear simple English Has short easy to understand tips to get the best out of performance reviews Is accessible on a template that is ready to use

23. Would you like this tool for managing? Knowing how to conduct 90 day trial reviews - so you can quickly get a new employee up to speed in their role (and make a better assessment on whether or not they will fit) The nitty gritty stuff like - what do you say first, second and third? How to deal with an employee who cries, gets angry or goes silent on you What about an employee who overrates their own ability – what you need to do to bring it back into balance How should you deal with learning and development? Dealing with poor performers : What do you do if someone is a nice enough person but just not performing? How do you deal with someone deliberately breaking the rules - what do you do then? If you get these steps wrong you could be in for a very costly experience before the courts - it pays to get it right! IntegrityWorks offers Tips and Tactics for employee performance reviews which you can purchase through www.performancereviews.co.nz