 Recruitment and Onboarding

RECRUITMENT AND ONBOARDING

The Wallace Foundation is committed to employment practices that ensure qualified individuals are placed in positions to support the achievement of the foundation’s mission and goals, to maintain a diverse workplace where differing perspectives are a source of our strength, and to comply with all applicable laws and regulations.

Recruiting

The foundation’s recruiting process is designed to develop a robust and diverse candidate pool and make all reasonable efforts to ensure that diverse candidates are maintained through to finalist interviews, engage prospective candidates through a well-defined interview process, and enable timely decisions to fill open positions. The chief human resources officer is responsible for managing the recruiting and employment process for the foundation.

The foundation will not employ family members of staff when such employment would result in one relative supervising another or working in the same unit. For purposes of this policy, “family members” include spouse, domestic partner, parent/stepparent, grandparent, sibling/step-sibling and all comparable relationships including any relative or dependent who regularly lives in the staff member’s household.

Onboarding

Our approach to onboarding is grounded in Our Core Values and our shared responsibility to contribute to fostering the culture we strive for – one of mutual respect and support, celebrating diversity, continuous learning, collaboration, excellence, and accountability. A key component of our onboarding process is a conversation with the president about our values, culture, and how we work together.

Your onboarding plan supports you in meeting our overall goals to: get to know and build strong working relationships with your colleagues; understand your individual, unit and team responsibilities; learn how we work together in a collaborative and interdisciplinary approach to fulfill the foundation’s mission; and learn more about our approach to philanthropy, values, initiatives and strategies.

We pair every new hire with a “buddy” in a similar role. We schedule 1- on -1 conversations with every member of the senior management team to provide an opportunity to learn more about their responsibilities and as a starting point for building relationships. There are regular check-ins with the chief human resources officer, to see how you are doing and identify ways we can best support you. Training includes sexual harassment prevention and IT Security Awareness for everyone, and specialized training tied to your position, e.g., our approach to public policy or GMS360 our grants management system. Additional information about the components and timing is located here on the intranet.

A cornerstone of onboarding is developing Learning Goals with you manager: a plan and timeline for you to come up the learning curve. We include more information about Learning Goals in our Performance Enhancement and Compensation policy.

To support you in onboarding at Wallace and in your learning, we ask managers to provide ongoing feedback, making good use of “teachable moments.” And we encourage you to ask questions, seek feedback, and take full advantage of “open doors” -- with your manager, chief human resources officer, human resources, and the president.

This policy statement is not a contract of employment. The Wallace Foundation reserves the right to change or revoke this policy statement at any time without notice. _____________________________________________________________________________________________ Recruitment and Onboarding January 2021