Working together to create radical, anti-oppressive approaches to HR & operations.

A policy which aims to create environments that prevent safeguarding issues from arising, and outlines how to respond to incidents if they occur. It applies to: children, adults at risk of harm, staff members, board members, and others.

This peer review policy and procedure aims to support all employees to achieve and maintain their maximum (reasonable) contribution to their role at the project. It’s an opportunity for all employee members to have time to reflect on their role, to think about how their work is going and what the issues are. It’s a chance to have someone else engage with their job, listen to them and support them with anything they need help with, and to grow and develop within the role.

A performance management process for a small self-managed co-op that allows for democratic overturn of panel decisions if over half of the co-op members object.

A handy adaptable exit process including items around support & organisational learning as well as practical, legal and technical concerns.

A detailed process and template guide for a mid-sized collectively-managed organisation, to review its current pay policy. It includes steps for identifying the scope of the review and the types of questions it will and won’t ask (including several specific ones which came up in this organisation), as well as projected timelines for gathering information and developing proposals, collectively and democratically.

This policy sets out employees’ entitlement to leave to care for children during the period until the child reaches 18 years old.