Staff and human resources
Since Both ENDS is a professional self-steering organisation with experienced and skilled employees, we devote attention to personal growth and development, while stimulating self-reliance and autonomy. The goal of our staff policy is to bring out the best in everyone, which, in turn, contributes to achieving the organisation’s goals for 2020.
In 2017 we therefore introduced a new HR cycle that dovetails with the new organisational structure that we implemented in mid-2016. This new HR cycle stimulates the development and effective functioning of our staff, and helps Both ENDS to achieve its goals and mission. Selfevaluation and regularly scheduled feedback and reflection are an essential part of this HR cycle.
A performance and results-oriented organisation such as Both ENDS needs a stimulating salary system. Employees who are assessed ‘good’ or ‘very good’ in their appraisal are rewarded for it. We consider this an appropriate way of acknowledging the role they play in the thematic and institutional growth of Both ENDS.
Both ENDS’ reward system always takes into account the organisation’s current and (medium) long-term financial situation. Internally and externally, the organisation aims to be as transparent as possible about its financial situation and the consequences that might ensue. As a follow-up to the organisational improvements introduced in 2016, a new remuneration policy was developed in 2017. It is already clear that financial and other conditions will not change considerably.
Both ENDS meets the ‘Wijffels Code’ (the Dutch code of conduct for good governance of charitable organisations and foundations) and the salary of the director follows the guidelines of the Dutch professional association for charities, the VFI. The board members do not receive any remuneration for serving on the board.