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Congratulations on your appointment and welcome to the team at CPHRM GROUP LIMITED! We are excited that you have decided to join us and look forward to a long, happy and successful partnership together.
Our business is primarily about Transforming delivery of development projects through innovation, value and project management.
This Manual should be read in conjunction with your Contract of Employment. If you have any questions, please contact hr@selistar.africa on 0748778 304 or hr@selistar.africa.
The story of Centre for Population for Health Research and Management (CPHRM) started in 2012 to fill a gap in Research, Monitoring and Evaluation Services among development partners in Health.
Since 2018, CPHRM re-branded to CPHRM Group, expanding into health, agriculture, environment, water & sanitation, and industrialisation.
To transform the delivery of development and health projects through innovation, value and project management.
To collaborate across disciplines to find solutions to Africa's development problems.
Your employment is governed by your contract of employment, CPHRM's Policies, and this Manual.
Your pay cycle is monthly. Payments are processed electronically into the bank account details provided. Taxation payments are automatically deducted. Please notify the Finance & HR Manager via email for any banking detail changes.
Office hours are generally 8am – 5pm, Monday to Friday, with a half day on Saturdays depending on your contract. Employees are allowed a 1-hour lunch break.
Overtime is work performed at the direction of the manager beyond contracted hours and is compensated only where stipulated in an employment contract.
CPHRM Group will reimburse pre-approved expenses with receipts. Travel will generally be economy class via a carrier chosen by the Group.
Office employees must dress business casual. Every Friday all employees will dress in the CPHRM polo T-Shirt. Formal wear is required on client-meeting days.
Prohibited: ripped clothing, low-cut clothing, tracksuits, open-toed shoes.
Internet and email facilities are provided for business use. Limited private use is permitted if it does not interfere with work. Management may access system logs. No defamatory, confidential or discriminatory material may be sent.
No employee may engage on Social Media as a representative of CPHRM Group without written approval. Breaches may result in dismissal.
All appointments are made on the Principle of Merit. The process includes: Personnel Requisition → Intake Meeting → Advertisement → Screening → Interviews → Reference Checks → Background Checks → Job Offer. A minimum of 3 professional references are required.
Phase 1 (Day 1 Paperwork): Employment Agreement, Confidentiality Agreement, Employee Details Form, Banking Details, Tax Declaration, NSSF, NHIF, National ID copy, Passport photos.
Phase 2: Workplace tour, OH&S procedures, business overview, IT orientation, buddy assignment.
CPHRM will provide adequate training. Employees are encouraged to highlight gaps in their skills or knowledge. Safety training takes precedence.
A probationary period applies to all new employees. At least one formal appraisal is given four weeks before the end of probation. Outcomes: Confirmation, Termination, or Extension (max one extension).
CPHRM Group will, as far as practicable, provide a safe work environment. All persons responsible for other employees must identify and control safety risks, ensure PPE is used, and report unacceptable risks.
Risk assessments, lifting equipment provision, safe work procedures, and staff training are required for all hazardous manual tasks. Employees must report any manual handling incidents.
Any injury at work must be reported to the HR Manager. A Register of Injuries entry is required with full details including time, date, location, witnesses, and nature of injury.
Non-smoking policy. Smoking is not permitted on CPHRM Group property at any time. Smoking breaks must not exceed 10 minutes per day beyond the lunch break. Excessive smoking breaks will be treated as absenteeism.
CPHRM Group has a zero tolerance policy on illicit drugs on premises. Attending work under the influence of alcohol will result in performance improvement action or dismissal.
Discrimination, sexual harassment and bullying will not be tolerated. Protected characteristics include: Ethnicity, Age, Colour, Sex, Language, Religion, Political opinion, Nationality, Disability, Pregnancy, Mental status, HIV Status.
Employees must report any such behaviour to their manager. Any employee found to have contravened this policy may be dismissed.
CPHRM encourages early notification of pregnancy. Reasonable adjustments will be made. Pregnant employees may transfer to a 'safe job' where necessary. Employees may work until the expected birth date subject to a medical certificate in the final 6 weeks.
Options include flexible rostering, job-sharing, and work from home. Requests must be submitted in writing. CPHRM will respond in writing within 21 days.
Salary advances are discouraged but may be considered for extraordinary circumstances. Conditions: Probation must be completed, no existing company loan, no advance in past 3 months. Amount must not exceed 2/3 of monthly salary. Repayment is deducted from subsequent pay over a maximum of 3 installments. No interest or admin fee is charged.
All employees undergo a formal performance review at least twice a year with their immediate manager. The process is two-way — employees may also give feedback to management.
If an employee does not meet standards, corrective action including verbal/written warnings, counselling or retraining will be applied. Each employee must understand their responsibilities and be given an opportunity to respond before further action is taken.
Summary dismissal is possible for gross or serious misconduct. A thorough investigation, including the employee's response, must precede dismissal. The employee will receive a formal letter of termination.
All employees have the right to lodge a grievance. Issues should first be resolved informally. If unresolved, a formal written grievance is submitted. Escalation to senior management is available if needed.
Employees must declare all actual, potential or perceived conflicts of interest to management. Employees must not engage in private business in direct competition with CPHRM Group using knowledge gained during employment.
All intellectual property developed during employment belongs to CPHRM Group. Confidential information must not be disclosed without written consent. Failure to comply may result in dismissal and legal action.
CPHRM Group complies with all applicable environmental laws. Annual targets will be set to increase energy and water efficiency and reduce waste.
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— End of CPHRM Group HR Policy & Procedures Manual —