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      human
      resource 
      policy
                                        humanity
                                       neutrality
                                      independence
                                      impartiality
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                                                                                                                                                                                                                                                   introduction 
                                                                                                                                                                                                                                     NRC’s HR Policy sets the scope for those  
                                                                                                                                                                                                                                     human resource decisions and initiatives  
                                                                                                                                                                                                                                                                which will ensure that:
                                                                                                                                                                                                                  •	     NRC	has	access	to	the	right	people	                                       Who does the hr 
                                                                                                                                                                                                                  •	     NRC	staff	are	working	well
                                                                                                                                                                                                                  •	     NRC	staff	are	effectively	and	ethically		                                 policy affect?
                                                                                                                                                                                                                         managed	and	led.                                                          All staff are covered by this policy 
                                                                                                                                                                                                                  NRC’s staff are the source of its success. Staff may                             – with the exception of individuals 
                                                                                                                                                                                                                  be required to work in situations of armed conflict, in                          contracted through NRC’s rosters.
                                                                                                                                                                                                                  dynamic, unpredictable and stressful environments. 
                                                                                                                                                                                                                  NRC recognises that the working conditions of its 
                                                                                                                                                                                                                  staff are often hard and challenging, both physically 
                                                                                                                                                                                                                  and psychologically.                                                             nrc’s Values
                                                                                                                                                                                                                  This	Human	Resource	(HR)	Policy	gives		
                                                                                                                                                                                                                  direction	to:                                                                    NRC’s core values – dedication, innovation, inclusiv-
                                                                                                                                                                                                                  •	     NRC	line	managers	faced	with	strategic	choices	                           ity and accountability – guide how all employees are 
                                                                                                                                                                                                                         relating to staff management and development                              expected to work. Whether recently in post or long-
                                                                                                                                                                                                                                                                                                   serving, all staff are expected to take responsibility 
                                                                                                                                                                                                                  •	     all	NRC	staff	so	they	can	reflect	upon	and	im-                            for ensuring these values are at the heart of their 
                                                                                                                                                                                                                         prove actions, behaviours and attitudes at work.                          own and NRC’s approach.
                                                                                                                                                                                                                  The policy is informed by NRC’s core competency 
                                                                                                                                                                                                                  framework which guides the behaviour expected of                                 dedication
                                                                                                                                                                                                                  all NRC staff. The policy should be read in con-
                                                                                                                                                                                                                  junction with other NRC governing documents and                                  Being dedicated means identifying with, and  
                                                                                                                                                                                                                  supporting policies, procedures and tools. These in-                             being wholly committed to, NRC’s vision, mission, 
                                                                                                                                                                                                                  clude, most importantly, the Code of Conduct. This                               strategies and values. It means being willing to put 
                                                                                                                                                                                                                  policy draws from NRC’s Policy Paper, the findings                               the target group first. By being dedicated, all staff 
                                                                                                                                                                                                                  from internal reviews and from external research.                                collectively carry an obligation to develop NRC as  
                                                                                                                                                                                                                                                                                                   a strong and successful organisation.
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          innoVation                                              human resource 
          Being innovative means staying open to new direc-       themes
          tions and being pro-active in balancing opportunities 
          and risks. NRC and its staff have to be alert and       The NRC HR Policy informs and 
          ready to respond to changing contexts whilst remain-    underpins all decisions relating to 
          ing accountable for their actions. We expect staff to   staff management. It seeks to  
          stretch themselves and to take measured risks in or-
          der to increase the impact of our work. This requires   support NRC to be a professional, 
          staff to be open to new challenges and to advocate      agile, effective and cost efficient  
          for effective solutions for the people we support.      organisation. Achieving our HR 
          inclusiVity                                             goals requires: 
          Being inclusive means genuinely involving relevant      1   Getting the structure and systems right
          actors and staff who may be affected by our de-         NRC’s organisational structure aims to ensure that 
          cisions. It is the responsibility of line managers to   specialists who are not seeking managerial roles as 
          engage staff so that plans are appropriately shared     well as those interested in taking on management 
          before important decisions are made. NRC is open        positions can progress. Roles, responsibilities and 
          in its processes and clear that expectations of staff   authority are appropriately allocated and manage-                           2   leading and managing people well                   Line managers will use NRC’s Performance Man-
          must be based on the principle of mutual respect.       ment lines clarified to ensure all decisions are both                                                                              agement system to establish results-based perform-
          As staff, we have a shared responsibility to get in-    accountable and made as close as possible to the                            NRC line managers think with a global perspective      ance objectives and support staff to perform at their 
          volved and work collaboratively, helping one another    context in which they are to be implemented                                 and work strategically. They guide others to realise   best. Poor performance will be dealt with sensitively 
          to do a good job.                                       – rather than from the Head Office. All line man-                           the organisation’s full potential. NRC line managers   and confidently. Unprofessional behaviour and cor-
                                                                  agers are expected to promote and support capable                           are expected to consult in a timely and appropriate    rupt practice will lead to disciplinary action. 
          accountability                                          national staff as managers.                                                 manner to ensure that staff can engage in any dis-
                                                                                                                                              cussions that affect them while generating commit-     Everyone should be assured that the same stand-
                                                                  The design of its internal processes will reflect                           ment to agreed decisions and achieving longer-term     ards of professional and accountable behaviour 
          Being accountable means adhering to what we have        NRC’s commitment to accountability, transparency,                                                                                  apply to all NRC staff, regardless of their position 
          committed to do and being able to account for our       oversight and internal controls. Accordingly, all                           goals. This requires balancing any need for swift  
          actions. NRC’s policies, strategies, guidelines and                                                                                 decision-making with a commitment to being inclusive.  or role, and that NRC will professionally manage all 
                                                                  staff will be held accountable for fulfilling their                                                                                cases requiring disciplinary action.
          procedures are designed to assure the quality of        responsibilities. NRC will make every effort                                Line managers are responsible for ensuring NRC 
          our work through consistent and efficient working       – through the design of its structures, processes                           policies and governing documents are followed and      3   recruiting and retaining quality staff
          practices. Accountability requires staff to respect     and staff training – to eradicate corruption,                               goals and results are communicated. They should be 
          decisions and agreements for the benefit of the         discrimination and costly practices without                                 transparent and accountable, contributing to enhan-
          organisation as a whole and the development of          unjustly restricting staff capacity to innovate.                                                                                   NRC will plan strategically to forecast and fulfil 
          a constructive working environment. All staff are                                                                                   cing the reputation of NRC. Through supervision        workforce demands. Succession planning will  
          expected to act with integrity in exercising their                                                                                  processes staff will be held to account in order to    be used to ensure that talented high performers  
          respective responsibilities and be ready to explain                                                                                 support delivery of quality work. Line managers are    with staff management ability and organisational  
          and justify their actions when held to account.                                                                                     expected to build working relationships that best      experience are further developed for longer- 
                                                                                                                                              develop and utilise individual and team capabilities.  term careers in NRC.
                                                                                                                                              Honest two-way feedback is expected between line 
                                                                                                                                              managers and employees.  
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           Thus, NRC will only recruit externally when appro-          Staff are valued for their specific expertise and are                               6   taking staff well-being and safety seriously            7   compensation for quality work
           priately competent internal talent is evidently un-         expected to continue their professional development 
           available or in order to strengthen staffing diversity      within the organisation. Induction and mentoring are                                NRC is committed to providing secure working envir-         NRC offers fair and transparent salary structures 
           in terms of age, gender, ethnicity, nationality and         central to ensuring new staff quickly understand the                                onments for national and international staff members        and packages and aims to provide rewarding and 
           physical ability. Line managers will take actions to        organisation and learn how NRC applies its policies                                 in the field. Security policies must be followed. NRC       satisfying careers. NRC aims to be competitive but 
           identify and overcome obstacles to equal employ-            in the light of the context faced. NRC conferences,                                 strives to provide the right managerial, welfare and        not leading in terms of salaries and allowances. NRC 
           ment opportunities so that all staff  can compete           coaching, trainee schemes, staff exchanges, internal                                psychological support to ensure that all staff can          will differentiate salary structures and packages 
           fairly for positions. The need for fast recruitment is      secondments and networking, as well as field-based                                  perform well. When recruiting and preparing people          according to national labour markets. When there 
           balanced with NRC’s commitment to gender equity             work and evaluations, are all seen as valid ways to                                 for field deployment, NRC takes reasonable steps            are options around pay and packages, NRC aims to 
           and providing national staff with opportunities in their    inform and enhance competence and knowledge.                                        to minimise chronic stressors and strengthen social         ensure decisions about remuneration and staff de-
           country to aspire to managerial positions.                                                                                                      support networks. Stress levels for some staff will be      velopment balance fairness with value for money and 
                                                                       These methods supplement on-the-job instruction                                     high but we expect line managers, colleagues and            longer term affordability. Staff mobility across teams 
           4   investing in the development of staff                   and formal training programmes. Staff are expected                                  staff to themselves proactively do whatever is reas-        and countries will be enabled through appropriately 
                                                                       to apply learning from all development opportunities                                onable to reduce them.                                      determined packages and support. NRC always 
           NRC is striving to be a learning organisation and           they have accessed.                                                                                                                             respects national labour laws.
           expects all staff to share their good practice and 
           lessons learnt. In this way, learning from what works,      5   creating and sustaining constructive working 
           and what does not, will inform organisational policies      environments
           and ways of working.
                                                                       NRC aspires to build a culture of trust that provides 
           The organisation is committed to developing talented        all staff with sufficient space to be innovative, in-
           national staff as current and future line managers.         sofar as contextual constraints permit. Trust is built 
           NRC invests in people so as to strengthen our overall       through adherence to policies and systems designed 
           leadership capacity. NRC line managers are expec-           to support consistency and best practice. Adherence 
           ted and equipped to build the capability of others          to policies and systems is non-negotiable. 
           to promote organisational culture and commitment 
           and to ensure high quality programme delivery. They         NRC strives for open, consistent and transparent 
           actively seek to identify and develop skills and expert-    management processes and expects staff to ac-
           ise needed now and in the longer term. They prioritise      cept different ideas and opinions as constructive 
           investment in staff development for organisational          opportunities to learn. NRC encourages working 
           gain so that limited resources are wisely spent.            relationships characterised by cooperation and 
                                                                       collaboration where support comes not just through 
           Unrestricted access to training and development op-         line management but also through colleagues, teams 
           portunities should not be seen as a right. Decisions        and networks. NRC’s whistle-blowing procedure 
           are based on current and potential performance, or-         provides a safe route for raising serious, unresolved 
           ganisational need, relevance and cost effectiveness.        concerns. Colleagues are treated with respect and 
                                                                       dignity; unprofessional, discriminatory and corrupt 
                                                                       behaviour is never tolerated.