instruction stringlengths 23 136 | input stringclasses 1
value | output stringlengths 45 313 |
|---|---|---|
What is the basis for selection and recruitment at the Society? | Job descriptions are developed for each post and serve as the basis for selection and recruitment. | |
Where can appraisers find job descriptions? | Appraisers may retrieve job descriptions from the Society’s Intranet. | |
What are entry requirements for jobs specified with reference to? | Entry requirements for each job are specified with reference to the Society’s Grading Structure and Salary Structure (implemented from 1st April 2007, enhanced April 2021). | |
What is the Society's policy on ensuring the right person is recruited for a position? | Recruitment and deployment ensure the right person with the right skills, knowledge, and experience for the right position. | |
What is the Society's stance on equal opportunity in employment? | Equal opportunity of employment is provided regardless of sex, family status, disability, or race. | |
What is the general approach to recruitment adopted by the Society? | The recruitment process is fair and just; open recruitment is adopted except in special circumstances. | |
Can staff be appointed to fill a vacancy or promotional post without open recruitment? | Yes, in special situations, suitable staff may be appointed by management/Executive Committee to fill a vacancy/promotional post. | |
Who approves recruitment actions when vacancies are identified? | Recruitment actions are approved by the Chief Executive or designated authority when vacancies are identified. | |
How are vacancies typically advertised after staffing re-arrangement? | After staffing re-arrangement, vacancies are openly advertised in newspapers and/or other channels according to the nature of the post, except for posts for internal candidates only. | |
How are staff informed about internal vacancies? | Vacancies are made known to staff via memos, inviting internal applications, referrals, or recommendations by SM/M. | |
How is recruitment for professional, supervisory, or senior administrative posts normally handled? | Recruitment for professional/supervisory/senior administrative posts (including Head Office) is normally through newspaper advertisement by HR Unit, within one month from confirmation of vacancy. | |
How is recruitment for non-professional or casual staff in centres handled? | Recruitment for non-professional/casual staff in centres is done by the respective centre, through Labour Department, newspaper, or referrals, within one month from confirmation of vacancy. | |
What forms do external applicants need to fill out? | External applicants fill Society’s application forms (see Appendices 2.1.2bA-C), provide references, etc. | |
What form do internal applicants use for transfer or promotion? | Internal applicants fill internal application form for transfer/promotion (see Appendix 2.1.2bD). | |
What is the basis for short-listing candidates if there are many qualified applicants? | If many qualified candidates, short-listing is based on criteria such as experience and education. | |
Who is responsible for shortlisting professional staff? | Professional staff shortlisting is done by Heads/designate. | |
Who is responsible for shortlisting other grades of staff? | Other grades shortlisting by SM/M/designate, normally within 2 weeks from closing date. | |
Who is typically on the interview panel for Heads? | For Heads, the interview panel includes Directorate and Executive Committee/Sub-Committee members. | |
Who is typically on the interview panel for SM/M positions? | For SM/M positions, the panel includes Directorate and Heads; Executive Committee/Sub-committee/external advisors as needed. | |
Who typically interviews professional staff? | For professional staff, the panel consists of 2-3 senior staff; skill/written tests may be necessary. | |
Who interviews other staff (non-professional, non-SM/M)? | Other staff are interviewed by SM/M/designate. | |
What is the basis for the interview panel's recommendation? | Assessment is based on interview performance; comments recorded in assessment form. Panel’s recommendation is based on assessment. | |
Who is the appointing authority for all posts in the Society? | The Chief Executive is the appointing authority for all posts. | |
To whom is the appointment of casual staff delegated? | Casual staff appointment is delegated to SM/M. | |
Whose endorsement is required for senior/professional staff appointments? | Senior/professional staff appointment is endorsed by Executive Committee or Personnel and Finance Sub-Committee. | |
How soon is an appointment typically made after an interview? | Appointment is made as soon as possible after interview, normally within two weeks. | |
Who issues the appointment letter for most staff? | The appointment letter is issued from Head Office, setting out terms of employment and place of work. | |
Who issues the appointment letter for casual staff? | For casual staff, the appointment is approved by SM/M and the letter issued by the centre with standardized format from HR Unit. | |
How many referees must an applicant provide? | Each applicant must provide two referees, one from the most recent employer. | |
Are verbal references acceptable? | Verbal references are acceptable only in rare circumstances; see Appendix 2.1.3a for record keeping. | |
When is a Sexual Conviction Record Check (SCRC) required for prospective employees? | SCRC is required for prospective employees applying for posts involving frequent contact with children or mentally incapacitated persons (effective 1st February 2012). | |
What must staff in social work or allied health posts submit to the HR Unit regarding their professional status? | Staff in social work/allied health posts must submit registration certification to HR Unit as soon as available. | |
Who is responsible for ensuring the submission of registration and renewal certification for social workers/allied health professionals? | SM/M must ensure submission of copies of registration and renewal certification, initialled and sent to HR Unit. | |
What happens if a social worker or allied health professional fails to renew their registration? | Application and renewal is the professional’s responsibility. Employment is suspended (No-Pay) or subject to measures until renewal is completed. | |
What is required regarding proof of academic qualifications? | Copies of academic qualifications must be initialled by SM/M and forwarded to HR Unit as soon as available. Subsequent new qualifications should also be initialled and forwarded. | |
Is a physical examination required for employment? | All employees (excluding casual) are appointed subject to satisfactory physical examination and X-ray prior to employment, at no expense to employee. | |
Are disabled people excluded by the medical examination requirement? | Disabled people capable of the work are not excluded by medical examination. | |
What form does SM/M complete for centre-level recruits to forward to Head Office HR? | For centre-level recruits, SM/M completes Recommendation for Employment of New Staff (Appendix 2.1.3fA) and forwards to Head Office HR with necessary documents. | |
What documents must an employee complete upon employment? | Upon employment, employee completes Employment Letter, Staff Record Form, etc. (See Appendix 2.1.3fB). | |
What must an employee do regarding the Staff Manual upon employment? | Employee must read Staff Manual and sign confirmation form. | |
Who prepares written contracts for monthly staff? | Monthly staff have written contracts prepared by HR Unit. | |
Who prepares appointment letters for casual staff (less than 18 hours/week)? | Casual staff (less than 18 hours/week) have appointment letters prepared by centre management. | |
When is the employment contract signed? | The contract is signed by both parties at commencement. | |
What key terms does an employment contract state? | The contract states terms of employment, including job title, probation period, and termination notice. | |
What details are included in the written employment agreement or letter? | The employment agreement and letter include: position/grade, roles/responsibilities (cross-referenced to job description), workplace, supervisor, duration (if fixed-term), mode (full/part-time), salary, working hours, probation, leave entitlements, provident fund, other benefits, and termination notice. | |
Who authorizes employment documents prepared by the HR Unit? | Employment documents are prepared by HR Unit and authorized by Chief Executive, usually within two weeks after verbal offer is accepted. | |
How are changes to terms of employment handled? | Changes to terms require written consent of both parties and compliance with Employment Ordinance. | |
Who signs the Employment Agreement on behalf of the Society for monthly staff at the centre level? | SM/M signs Employment Agreement on behalf of Society; copies returned to HR Unit. | |
What form must all employees fill out regarding their personal details and MPF? | All employees fill Staff Record Form (Appendix 2.1.3fB), MPF application, and return to HR Unit. | |
What is required regarding original certificates of educational attainments upon employment? | Original certificates of educational attainments must be provided and copied by centre; copy signed by SM/M for Head Office as true copy. | |
What is the deadline for returning all employment documents to the HR Unit after commencement of duty? | All documents should be completed and returned to HR Unit within 7 days after commencement of duty. | |
What is the probation period for Professional/Officer Grade Staff? | Probation for all professional staff / officer grade staff is six months. | |
Who undertakes probation reports for senior staff? | The Chief Executive undertakes probation reports of senior staff. | |
What is the probation period for General Staff (Assistant/Clerical/Community Worker/etc.)? | General Staff (Assistant/Clerical/Community Worker/Family Aide/Driver/Cook/Home Care Assistant/Home Maker/etc) have 3 months probation. | |
Is probation required for temporary fixed-term contracts? | Temporary fixed-term contracts may not require probation. | |
Is probation applicable for staff rehired after retirement? | Probation not applicable for staff rehired after retirement. | |
What happens if a staff member's performance is unsatisfactory during probation? | Confirmation may be deferred if performance is unsatisfactory; staff notified before end of probation; deferment results in salary freeze. | |
What are the normal weekly working hours for staff (excluding OA, Family Aide, Home Care Staff)? | Staff (except OA, Family Aide, Home Care Staff/Enhanced Home Care Staff) work 43.5 hours/week including one Saturday morning in four. | |
What are the standard office hours (Mon-Fri, Sat, Lunch)? | Office hours: Mon-Fri 9:00 a.m. - 5:30 p.m.; Sat 9:00 a.m. - 1:00 p.m.; Lunch 1:00 p.m. - 2:00 p.m. | |
What are the hours for evening duty? | Evening duty is 1:00 p.m. - 9:00 p.m. (includes 0.5 hour meal break). | |
How are the working hours for an Office Assistant determined? | The working hour of Office Assistant is stated in the employment contract of individual staff concerned. | |
What happens if an Office Assistant works in excess of contractual working hours? | If an office assistant is required to work in excess of the contractual working hours per week, the extra hours shall be treated as overtime with compensation time off. | |
What are the weekly working hours for a Family Aide? | Family Aides are required to work 48 hours a week, including lunch hours. | |
What do the working hours for Home Care Staff/Enhanced Home Care Staff include regarding travel? | Working hours include travel between offices/places of work (not home-office travel). | |
How many hours per day and week are Full Time Home Care staff required to work? | Full Time Home Care staff are required to work 8 hours per day, including one-hour lunch time and are required to work 48 hours per week, which includes reasonable traveling time. | |
How are working hours for Part Time Home Care staff determined? | Part Time Home Care staff are required to work on pro-rata basis (e.g. Half Time staff are required to work 4 hours per day, 6 days per week). | |
Is a Part Time Home Care staff entitled to overtime compensation? | A Part Time Home Care staff is not entitled to overtime compensation. | |
Are Home Care staff required to work every day of the week? | The Home Care staff is not required to work on one day per week (rest day), subject to mutual agreement as to the particular day of the week. | |
Why are staff issued a staff card? | Upon employment, all staff will be issued a staff card for identification purposes. For example, centre staff visiting Head Office must wear the HKFWS staff card for identification and security. | |
What should staff do with their staff card upon resignation? | Staff must return the staff card to the Society after resignation, normally on the last working day. | |
What should a staff member do if their staff card is damaged or lost? | In case of damage or loss, staff should report the loss and claim a replacement at no charge. | |
What is the Society's policy on Statutory Holidays based on? | It is based on the Employment Ordinance (EO). | |
Who is entitled to Statutory Holidays? | Employees (employed for 4+ weeks, at least 18 hours/week) are entitled to Statutory Holidays as defined under the EO. | |
Is buying-out of Statutory Holidays allowed? | Buying-out of Statutory Holidays is not allowed. | |
What happens if staff are required to work on a Statutory Holiday? | If staff are required to work on a Statutory Holiday, an Alternative Holiday will be arranged to the nearest non-working day (excluding Rest Day, Alternative Rest Day, Statutory Holiday, and Alternate Statutory Holiday), within 30 days before or after the Statutory Holiday. | |
How is work on an original Statutory Holiday treated after an Alternative Statutory Holiday has been arranged? | After arranging an Alternative Statutory Holiday, work on the original Statutory Holiday is regarded as overtime. | |
How long must records for alternative statutory holiday arrangements be kept? | Centres without duty roster: records for alternative arrangements (Appendix 2.2.3b) must be kept for 2 years. Centres with duty roster: final duty roster with all arrangements must be kept for 2 years. | |
Who is entitled to a Rest Day? | Employees (employed for 4+ weeks, at least 18 hours/week) are entitled to one Rest Day in every 7-day period. | |
What is a Rest Day defined as? | A Rest Day is a continuous period of not less than 24 hours during which an employee is entitled to abstain from work. | |
Who appoints Rest Days? | Rest Days are appointed by the Society, with authority delegated to SM/M/cic, on a regular or irregular basis according to service/operational needs. | |
How are staff informed about Irregular Rest Days? | For Irregular Rest Days, SM/M/cic must inform staff in writing before each month or display a roster showing scheduled Rest Days. | |
What happens if staff are required to work on a Regular or scheduled Irregular Rest Day? | If staff are required to work on a Regular or scheduled Irregular Rest Day, a Substitute Rest Day will be arranged (nearest non-working day, excluding Rest Day, Alternative Rest Day, Statutory Holiday, and Alternative Statutory Holiday), within the same month before or within 30 days after the original Rest Day. | |
How is work on an original Rest Day treated after a Substitute Rest Day has been arranged? | After arranging a Substitute Rest Day, work on the original Rest Day is regarded as overtime. | |
What is the Society's policy on additional Annual Leave (AL) entitlement beyond statutory requirements? | Additional AL entitlement is at the Society’s discretion and may be alternated, increased, deducted, or forfeited. | |
What is the annual leave entitlement for Permanent Professional/Managerial staff? | Permanent Professional/Managerial staff are entitled to 24 days of annual leave. | |
What is the maximum accumulation of annual leave for Permanent Professional/Managerial staff? | The maximum accumulation of annual leave for Permanent Professional/Managerial staff is 36 days. | |
What is the annual leave entitlement for Officer Grade staff on a fixed-term contract? | Officer Grade staff on a fixed-term contract are entitled to 12 days of annual leave. | |
Can additional annual leave be granted at the renewal of a fixed-term contract? | Yes, additional annual leave may be granted at renewal of the fixed-term contract. | |
How much annual leave can be carried forward to a new fixed-term contract? | A maximum of half of annual leave entitlement can be carried forward to a new contract with prior approval of Head/SM/M. | |
What is the annual leave entitlement for part-time staff? | Part-time (e.g. Half-Time) staff have annual leave pro-rata and all statutory holidays with pay per Employment Ordinance. | |
Do casual staff (paid daily/hourly, <18 hours/week) have annual leave entitlement? | No, casual staff (paid daily/hourly, <18 hours/week) have no AL entitlement. | |
Do temporary staff employed for less than 3 months have annual leave entitlement? | No, temporary staff (<3 months) have no AL entitlement. | |
What happens to accumulated AL for staff on Paid Study Leave? | Staff on Paid Study Leave: Accumulated AL may be retained and carried forward upon return, within normal limits, subject to Chief Executive’s prior consent. No earning of AL during paid study leave periods longer than a week. | |
What is the AL entitlement for staff who resign with less than 3 months’ service? | Resignation with <3 months’ service: No AL entitlement. | |
What is the maximum AL accumulation cap for staff with special arrangements? | Special arrangements may apply for certain posts/services, but maximum AL accumulation is capped at 1.5x annual entitlement. | |
What is the procedure for applying for Annual Leave? | Staff must complete “Application for Annual Leave” (Appendix 2.2.3cB) in duplicate (one for HR, one for staff after approval). | |
How far in advance should staff (other than senior staff) notify their SM/M for annual leave? | Other staff: Notify SM/M at least one week or six clear working days in advance in writing. Leave is subject to approval. | |
Is permission required to take Annual Leave and compensation leave together? | Yes, taking AL and compensation leave together requires permission. | |
What happens to AL in excess of annual entitlement upon resignation for staff appointed after Sep 1987? | For staff appointed after Sep 1987: AL in excess of annual entitlement is forfeited upon resignation. | |
How are fractional days of AL handled for resigning staff? | Resigning staff must exhaust any fractional days of AL before last working day; only full days are paid out. |
End of preview. Expand in Data Studio
- Downloads last month
- 3