Checklist Chats Video Series

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Welcome to The Checklist Chat Video Series

Welcome to the Checklist Chat Video Series. Here you will find the recording from the live webinars broken down into separate videos for each question, designed to be small bite-sized bits to streamline the learning process.

I hope you enjoy the information. I hope you enjoy these as much as we enjoyed recording them.

Many thanks,

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Course Content

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Recruitment and Selection 6 Topics

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Q1 Is Your Recruitment and Selection Process Legal and Compliant?

Q2 Are Managers/Staff Conducting Interviews Appropriately Trained?

Q3 Do You Use Job Descriptions in Your Recruitment and Selection Process?

Q4 Do Interview Questions Include Behavioural Based Questions?

Q5 Do You Undertake Appropriate Reference/Background/Medical Checks for All New Hires?

Q6 Do You Communicate with All Unsuccessful Candidates in Order to Maintain a Positive Brand Experience?

Induction and Onboarding 7 Topics

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Q1 Do you have a structured induction and onboarding program for new employees when they start which is used consistently and confirmed prior to their commencement?

Q2 Do you provide the new starter with information on the business including culture and values as well as their role and responsibilities?

Q3 Do you communicate regularly with the new starter prior to commencing?

Q4 Do you assign a buddy and mentor for the new starter prior to commencement?

Q5 When a new employee joins – are their workstation, IT hardware, software requirements e.g., email passwords, etc., and any other workplace requirement already set up?

Q6 Does the appropriate manager regularly communicate and meet with the new starter to ensure they are settling in and achieving the required performance?

Q7 Do you conduct a six-month probation meeting to review performance and behaviour?

HR Policies, Procedures & Legal 4 Topics

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Q1: Are all your Employee Agreement templates up to date and compliant with relevant Awards and Employee Legislation i.e. Fair Work Act 2009, Equal Employment Opportunity (EEO) etc?

Q2: Is all employee information i.e. Employment Agreements, personal contact information, salary information etc. kept secure and confidential?

Q3: Do you have easily accessible, executed and up to date copies of Employment Agreements and Independent Contractor Agreements for all employees and contractors?

Q4: Do you retain copies (where applicable) of work authorisations checks (i.e. visas), background/ref checks, super standard choice form, tax file dec, personal contact information timesheets, leave & overtime records?

Team Communications 8 Topics

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Q1: Should Managers Meet Regularly with All Team Members to Ensure Effective Two-Way Communication?

Q2: Should Team Meetings and Communication Processes Ensure Sufficient Feedback on What Team Members are Working On?

Q3: Should Team Meetings and Communication Processes Ensure Sufficient Feedback on How The Company is Performing RE its Business Objectives?

Q4: Should Team Meetings and Communication Processes Ensure Sufficient Feedback on the Issues and Challenges Team Members are Facing?

Q5: Should Team Meetings and Communication Processes Ensure Sufficient Feedback on the Risks and Opportunities Opening Up?

Q6: Should Team Meetings & Communication Processes Ensure an Effective Way to Share Key Information to all Our People to Maintain Alignment and Drive Accountability?

Q7: Should Our Team Meetings be Outcome Orientated, Consistent and Concise?

Q8: Should Our People Participate Actively in Meetings Contributing to Business Decisions?

Remuneration and Incentives 6 Topics

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Q1: Do You Pay All Employees Accurately and On Time in Accordance With Employment Legislation i.e., Fair Work Act, Awards, Employment Agreements?

Q2: Do You Maintain An Accurate Staff List With All UP To Date Details i.e., Names, Titles, Employment Type, Anniversary Dates, Probation Period, Salary, and Bonus/Benefit Details etc.?

Q3: Do All Employees Receive a Copy Of Their Pay Slip or Have Access To Download An Electronic Copy?

Q4: Do You Undertake Regular Benchmark Comparisons Of Your Salary and Benefits Packages To Ensure You Remain Competitive?

Q5: Are All Salary Decisions Based On Performance Against KPIs and Not Personal Biases?

Q6: Do You Have a Range Of Employee Benefits Which Have Been Developed To Match Your Company Culture and Which Match The Expectations Of Your Ideal Team Members?

Performance Management 9 Topics

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Q1: Is Your Performance Review Process Legally Compliant?

Q2: Do You Use Job Descriptions as a Part Of Your Performance and Development Review Process?

Q3: Are All KPIs in All Job Descriptions Aligned with Organisational Objectives Developed Using the SMART Framework?

Q4: Do You Conduct a Formal Performance Review Process with All Employees at Least Once a Year?

Q5: Are All Managers Trained in Undertaking Performance and Development Reviews and Providing Constructive Feedback?

Q6: Do You Maintain Signed Records of Performance Reviews, Meeting Notes for Performance or Behavioural Discussions and any Training Undertaken by Your Employees?

Q7: Do You Have a Culture that Encourages Managers to Regularly Discuss Performance with Employees to Ensure any Performance or Behavioural Issues are Addressed as Soon as Possible?

Q8: Do You Have a Training and Development Strategy and Dedicated Budget Available to All Employees?

Q9: Do You Keep Records on How Much Per Employee You Spend on Training and Development Activities and How Many Employees are Participating in Training and Development Activities to Ensure that it is Fair and Equitable?

Employee Exiting 5 Topics

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Q1: Do You Follow a Legally Compliant Process When Terminating Employees to Minimise Any Risk of Unfair Dismissal and/or Adverse Action?

Q2: Do You Maintain Appropriate Documents and Records and Provide the Appropriate Termination Support Paperwork to Departing Employees?

Q3: Does Your Exit/Offboarding Process Checklist Ensure All Company Property is Returned Prior to Departing Employee Receiving Their Final Termination Payment?

Q4: Do You Undertake Confidential Exit Interviews with Employees Departing Your Organisation and are the Staff Conducting Exit Interviews Trained on how to Undertake the Process?

Q5: Do You Analyse the Results/Insights and Make Changes if Improvements Suggested Can Assist with Increasing Employee Engagement, Productivity and Retention?