Hiring/HR/People

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Hiring at SCRF is expanding to have administrative and support components to ensure the organization can attract and retain talent as well as support them on their journey with the organization.

The first phase of expansion entails: establishing the framework for this expansion; creating a system/utilizing a database to track new and existing contractors and their relevant documentation along with potentially compensation; auditing documents; creating guidelines and training documents to support existing hiring processes; stand

NOTE: This epic may be transferred in the future, but this is an area to track meeting notes and comments. If you are tagged, please do not mention personal/sensitive info.

Timelines and Tasks

July - mid-August 2022

• [x] #124
• [x] #125
• [x] #126
• [x] #115
• [x] #92

mid-August - early September 2022

• [ ] #113
• [x] #112
• [x] #127
• [ ] #151
• [ ] #152
• [x] #161
• [ ] Management support

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7/13/2022 meeting: level setting reviewed tasks on Github (building out each area to be a plan prioritizing tasks and create roadmap Started CRM search

7/20/2022 meeting: reviewed roadmap draft : https://docs.google.com/presentation/d/1IODk1EJpEB6C7VeONvGxFrPFjMyl-9mwRj5MrYQeeAc/edit#slide=id.g13eadb7824d_0_10 Need to create a V1 of training document (high level) Shared CRM research thus far - would like feedback on minimum requirements

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8/24/2022 - reviews

How do we want to show appreciation and acknowledgment of core and contributors: Hallmarks, contribution recognition, a celebration of being a part of SCRF:

• A year or more participating as a Core - meaningful tangible item (a mug?) or announcements; with end-of-year reviews
• Quarterly shout-outs
• When people are heading out - announcements when people are leaving a role. Announce transition and possibly new point person.
• Performance review - req for contributor +; a number of billable hrs then we ask you to conduct a performance (not making it mandatory)