HR at SPO
SPO’s HR Philosophy derives from its hallmark participatory approach; empowering the staff through all-inclusive human development process, resulting in increased learning and growth opportunities. We ensure that our HR practices are aligned with our organizational goals and provide an environment that is characterized by tolerance, diversity, compassion and resilience. Staff welfare is at the core of our HR philosophy.
SPO Board Members
SPO General Body Members Ms. Tahira Abdullah, Ms. Naheed Aziz, Ms. Sadiqa Salahuddin, Mr. Javed Jabbar, Ms. Parveen Akhtar, Dr. Tufail Muhammad Khan, Ms. Kalpana Devi, Prof. Dr. Karamat Ali, Ms. Parveen Ghauri, Sister Naseem George, Ms. Zeenat Yaqoob, Mr. Noor Ahmed Nizamani, Syed Abid Rizvi, Mr. Naseer Memon, Mr. Muhammad Amin, Mr. R. D. Williams, Dr. Taj Baloch, Dr. Allah Dad Luni, Mr. Aaref Farooqui SPO Eighth Board Members (Tenure: November, 2012 – October, 2015) Mr. Javed Jabbar, Mr. Naseer Memon, Dr. Tufail Muhammad Khan, Prof. Dr. Karamat Ali, Dr. Taj Baloch , Syed Abid Rizvi, Mr. Aaref Farooqui, Ms. Neelam Hussain, Ms. Farida Nosherwani , Ms. Parveen Akhtar, Ms. Arifa Mazhar, Ms. Sadiqa Salahuddin ,Ms. Zeenat Yaqoob
SPO’s Gender Program
Gender mainstreaming is one of the key thematic areas of SPO. SPO believes that a sustainable change is only possible when women, men, youth, people from minority and persons with disability work together towards a just and equality based society. To bring this belief in to reality SPO follows a structured and formal approach of addressing gender disparities both at organizational level as well as in its programs. SPO’s gender action plan is based on an external gender audit conducted periodically. The current gender program includes the following. Gender is mainstreamed in all the policies of SPO including equal opportunity employment, policy on inclusion of women in procurement process, crèche policy for working mothers, flexible leave policies for women etc. There are specific policies to address gender issues at work place. SPO is committed to zero tolerance against sexual harassment and have established inquiry committees at all it regional offices as well as national center according to the Anti harassment Act 2010. SPO follows AASHA’s code of conduct to address the issue of sexual harassment. A full time senior Specialist-Gender to observe the work environment, policies and programs, and to provide technical input where needed. All the reports, proposals, communication material and promotional materials screened using gender lens A gender core group having representation from all the regional offices and national center. This group has a mandate to observe different gender disparities within the organization its programs and in the partners which SPO is working with. The group is authorized to submit its recommendations to the management group who is bound to respond to the recommendations within one week. There is a specific gender training program for the staff working on different projects. The staff evaluation includes specific indicators of their gender sensitivity. The training includes 1) Experiential sessions on everyday gender issues that employees are encountered with during their work and 2) Sessions for conceptual clarity on international commitments and national laws. The staff is also encouraged to write on different gender related topics in SPO’s internal publications as well as the publications of other sources. Some useful links include; http://www.aasha.org.pk, Download laws to address sexual harassment http://www.un.org/womenwatch/daw/cedaw/text/econvention.htm for download CEDAW full document http://www.un.org/womenwatch/daw/cedaw/protocol/text.htm; Download CEDAW optional protocol
Welcome to Human Resources
Introduction of Human Resources. With the map of SPO and the number of staff which already exists on the SPO website. This might also include our Organograms both of NC & regions. Some information related to SPO such as we are the largest national NGO of Pakistan, We are diverse and we are growing etc. It can include something which is unique, different and appealing about SPO. Introduction of Human Resources. With the map of SPO and the number of staff which already exists on the SPO website. This might also include our Organograms both of NC & regions. Some information related to SPO such as we are the largest national NGO of Pakistan, We are diverse and we are growing etc. It can include something which is unique, different and appealing about SPO. Our Mission: To recruit, retain and develop a highly competent, diverse workforce that supports the mission, vision and values of SPO. Our Vision: To serve as the catalyst for SPO employees commitment and success through our core values.
SPO Offices & Staff
View SPO Regions – Staff in a larger map
“Biodiversity of Pakistan: Challenges in Conservation” By: Dr. Ejaz Ahmed – May 21, 2010
IntroductionRealizing the lack of civic spaces in Pakistan in general and Islamabad in particular, Strengthening Participatory Organisation (SPO) has taken the initiative of launching a platform – the Civic Café. The basic idea behind the Civic Café is to strengthen the role of civil society through dialogue, and to provide space for discussion on various topics, building new relationships, and strengthening old ones. SPO Civic Café held its seventh lecture ‘Biodiversity of Pakistan: Challenges in Conservation” led by Dr. Ejaz Ahmed, Deputy Director General, WWF Pakistan on May 21, 2010. The lecture coincided with biodiversity day celebrated throughout Pakistan. Details of the eventThe lecture started with the introduction of theme by Zafar Zeeshan, Chief of Programme SPO. Commenting on the current state of environmental degradation in the world, he equated it with the fate of titanic whose passengers were oblivious of impending disaster. He said we are not aware of threats to the very survival of species on planet, because we do not have knowledge about the gravity of situation. We can only able to face the challenges of environmental disaster if we face the reality. Speaking about the theme Dr. Ejaz referred to Hunza Lake, which has become threat because of sheer negligence. To introduce the theme he provided details about forms of life on our planet. Dr. Ejaz said that biodiversity played a crucial role in our life as the whole medicinal system was dependent on the plants, which are interlinked with the wider biological and environmental web. He provided an example of decline in productivity of crops in Kashmir after the earthquake destroyed bee farms. Bees were vital link in pollination process. With the decimation of bee colonies the very process of pollination ended. As a result, productivity declined. Dr. Ejaz termed Pakistan a fortunate country for it is climatically diverse with different climates, more than thousand miles of coastal line and one of the highest mountains in the world. The diversity of climate has provided an ideal habitat to diverse species. Ejaz provided details of diverse species ranging from Blind Indus Dolphin, white head duck to black buck. He shared the information that the numbers of Blind Dolphin in Indus is increasing because of various initiatives. White head duck is a migratory bird but its number has drastically decreased because its habitat is being depleted of its food. He cited the example of black buck as a victim of negligence regarding conservation of species in Pakistan. This specie was found in large numbers in Pakistan. It was exported to the United State in 1964. They were domesticated in the ranches of Taxes. But gradually black buck disappeared from the land of Pakistan. Therefore, it has been imported from the United States now. Ejaz Ahmed provided the figure of protected areas for species in Pakistan, which is nearly 300. Among these 23 are national parks, but condition of these parks is very bad as rules are not followed and implemented. During presentation he cited examples of the deteriorating condition of national parks in Pakistan. He identified lack of data, information and awareness as important factors that cause mismanagement of national parks. In addition, population pressure compels local communities to exploit natural resources. One of the important factors is lack of community participation in the initiatives regarding conservation of biodiversity in Pakistan. This situation can be averted by making communities aware about the importance of biodiversity in maintaining equilibrium in environment. “Financial constraints and paucity of human resource are hurdles in the conservation of biodiversity in Pakistan’ Dr. Ejaz asserted. Shedding light on the issues of conservation of biodiversity, Dr. Ejaz said that commercial logging and over exploitation of resources is the biggest threat environment and biodiversity in Pakistan. He gave example of Mangrove forest in the coastal belt, in which 8 species have disappeared. Same is the case with wild life in Pakistan. Some 200 years ago Rhino was available in Bahawalpur region. Lion roamed the land of Pakistan 500 years ago. Now these species disappeared from the face of our country. “The major obstacle in conservation of nature and biodiversity is the dearth of taxonomists.” Ejaz said. He referred to studies of climate change in which amphibians are taken as its indicators, but regretfully we did not have taxonomist and trained human resource to do so. We do not study the fish stock on our seas and issue license indiscriminately, which results in depletion of marine life in Pakistan. Dr Ejaz laid great emphasis on treating development and conservation as interrelated activities. ‘We tend to separate development and conservation. In reality both are interlinked’ he said. He shared a success story of conservation and development in the practice of trophy hunting in Northern Pakistan. ‘When communities have material stack in conservation they adopt strategies that are conducive to development’ Ejaz stated. It is not local communities but exploiters who cause environmental degradation for their profit. Engagement of local people in conservation initiatives would help curbing exploitative elements in society. Commenting on policy of conservation he was of the opinion that policies were there but there was no implementation. He said that economic evaluation was important for viable decisions. After the presentation participant raised different questions and shared their views. They were of the view that problem of degradation of environment stems from bad governance, which afflicts every institution in Pakistan. Absence of good governance is the major cause of degradation, for it afflicts other spheres of state and society in Pakistan. Participants laid great emphasis on raising awareness among local communities because they are the one who bear the brunt of environmental degradation. For that purpose media can be a useful medium but there is need to develop environmental journalism, which is lacking in media.
Staff Training and Development
In order to achieve the desired impact of our programme the organization needs to develop its human resource that can then guide and facilitate its partners to carry forward the rights and development agenda for economic and social change. Objectives: Human Resource Development (HRD) plan provides a framework for the identification of skill needs, both current and for the future, and for the identification and incorporation of the learning needs of individuals. The ultimate aim and vision is a workforce that has the skills and knowledge to undertake the tasks required of staff, and a workforce that is eager to learn new skills in order to be able to meet future challenges. In other words, SPO aims to become a learning organization. Systematic planning to support organizational mission Increased capacity to achieve the organization’s goals Clear definition of each employee’s work responsibilities and link to organization mission Greater equity between compensation and level of responsibility Defined levels of supervision and management support Increased level of performance and efficient utilization of employees skills and knowledge Cost savings through improved efficiency and productivity. Organizational Investment during the last Five Years: During the last five years, organization spent PKR 30m (approx.) for the development of its human resource. The in-house staff development initiatives included PRM and TOTs that had a 14% and 23% of the total HRD expense; in-country initiatives had 17% of the total HRD expense; initiatives abroad had 44% of the total HRD expense; and 2% of the total HRD budget was invested in study grants. In addition, SPO has made a tremendous contribution in HRD by training the fresh University graduates in various fields. The internship programme provides them a platform for professional exposure with certain learning objectives. Almost 40 youngsters were benefited in the last five years. This intervention has been very helpful in providing talented human resource not only in SPO but to the Social Sector, Government departments and Corporate Sector in general. SPO appointed 15 interns as their regular staff members in the last five years. Future Strategy SPO will continue investing in its human resources through rotational exposures, trainings, study grants, seminars, conferences and international trainings and exposures. International Training and Exposures for Staff 2010-11: Training Institute /Countries Type of Event Management Accounting for Non Governmental Organizations (MANGO), Bangkok Financial Management Trainings for Senior Management and Finance Staff Management for Development Foundation (MDF), Tanzania Humanitarian Staff Training on Project Cycle Management Beijing China, guided exposure and one day conference on “moving from HRD to Culture of Performance” Annual Trainers Retreat arranged by HRDN, Three staff members attended the event University of Western Sydney, Australia International Human Rights Education Conference “Education for Human Rights, Peace and Intercultural Dialogue” Attended by a woman staff member CONTACT (Conflict Transformation Across Cultures of School Of International Training South Asia Peace building Training and Education Program for SAARC Emerging Leaders, Attended by two women staff members Gwangju Asian Human Rights Folk School, Korea Memorial Foundation -South Korea Short Course on Human Rights, Attended by a Woman Staff Member Organized by Church World Services in Bangkok Thailand Regional Risk Management Conference attended by CEO International Training Centre, of ILO Turin Italy. Competency Based HRM–Job Profiling and Performance ManagementCombination of distance and face to face training course attended by Head of HR Annual Trainers Retreat organized by Human Resource Development Network (HRDN) Conference on-“Building Human Resources for Sustainable Development” and networking opportunity organized by HRDN attended by SPO senior management staff in Malaysia and Singapore.
Governance
SPO’s governance lies in the hands of a 14 member Board[1] of Directors which comprises of 13 elected members and the Chief Executive. The Board is elected for a three-year term from a General Body[2] with equal representation from all four provinces of Pakistan and reserved seats for the Federal Capital Territory. Members of the Board as well as the General Body are carefully selected to include a wide range of citizens with relevant social development experience and to equally represent all provinces while maintaining a gender balance. The commitment of the members of the General Body and the Board of Directors of SPO to the cause of development goes beyond a ceremonial form to become a practical and purposeful contribution in actual work situations. All this support provided on a voluntary basis combined with the full-time professional attributes of SPO staff makes for a truly special and highly effective combination.
Equal Opportunities
SPO is committed to promoting equal opportunities within the organization. SPO values diversity and encourages fairness and justice. The organization has an ongoing commitment to affirmative action and the creation of a workplace free of discrimination and harassment. In seeking to achieve this vision, SPO will strive to: Ensure that SPO communicates Encourage equality of opportunity for all people and actively promote good relations. Eliminate any conditions, procedures and individual behaviour that can lead to discrimination even where there was no intent to discriminate, with particular regard to: Race; Gender; Disability; Sexuality; Age; Religion and beliefs. Ensure that Gender Balance is Maintained and Managed at all Levels of Organization: (Ref: SPO Gender Policy) Use Gender Awareness and Understanding as one of the Criteria or Promotion and Recruitment (Ref: SPO Gender Policy) All advertisements shall continue to present SPO “as an equal opportunity employer”. Whilst recognizing that individuals may experience disadvantage on more than one level. Offer services fairly to all people, ensuring that anyone in contact with the organization is treated with respect, making provision for those groups within the community whose needs and expectations are less well met. Ensure all employment policies procedures, guidelines and memos and publications reflect and reinforce SPO’ commitment to equality. Ensure mechanisms are in place for responding to complaints of discrimination and harassment from employees and the community. Will take affirmative action in recruitment, promotions and training and development Make this policy known to all employees, job applicants, and partner organizations. Operate procurement practices and partnership arrangements that ensure others commissioned to provide services for SPO to have similar policies that cover equal opportunities. Job opportunities to all sections of the community. It will scrutinize the recruitment process to ensure that it does not discriminate or discourage applications from any section of the community. Ensure that all its employees who are part of the recruitment selection panel are trained on equalities issues. Seek to ensure that all employees are developed by the provision of appropriate and accessible learning opportunities in line with organizational needs. Periodically review the Equal Opportunities policy. Responsibility: At SPO, we are committed to a fair and equitable workplace where everyone is a respected and valued member of the team. The Equal Opportunities Policy is developed by the Human Resource (HR) Unit and approved by the SMC. Overall responsibility for the implementation of the policy lies with the HR Unit.