As we approach the end of 2021, many organisations will be thinking about appraisals. Whilst employees and management alike may not always look forward to them, appraisals can significantly contribute to success, when done correctly.
But why stop at reviewing employee performance? Why not consider overhauling your entire appraisal process too? VinciWorks has recently launched the new Omnitrack HR Suite, which includes an employee appraisal solution. The customisable workflow encourages employees to evaluate their performance against company values and goals. Its structure also guides in-person meetings and can be used to record areas for improvement.
Before looking closer at the Omnitrack appraisal tool features, this blog will outline some objectives of the appraisal process and explain why static forms or spreadsheets are not the answer.
DocuSign, the popular eSignature software that allows organisations to manage electronic agreements, allows users to sign documents anywhere from any device, with no need for overnighting, faxing or waiting. And with encryption and a complete audit trail, it’s more secure than paper!
In our recent update, we have now integrated Omnitrack with DocuSign. This valuable feature will enhance the compliance process in a wide variety of use cases, making signing documents with Omintrack extra smooth.
A recent report estimated that 27.7m UK adults could be considered to be living in vulnerable circumstances, an increase of 15% in just a few months, with 2021 expected to show a further increase. This equates to 53% of the UK adult population – i.e., more than half.
A vulnerable customer is someone who, due to their personal circumstances, is especially susceptible to harm, particularly when a firm is not acting with appropriate levels of care.
The FCA expects firms to demonstrate how they are ensuring vulnerable customers are treated fairly. This includes recording and monitoring to ensure the service provided to vulnerable customers is as good as those provided to other customers.
VinciWorks will soon be releasing a new course, Vulnerable Clients in Financial Services. The course teaches users what makes people vulnerable, what the signs and characteristics of vulnerability are in specific target markets and customer bases, and how to provide an appropriate level of care to vulnerable customers.
Many organisations collect data from employees for compliance and regulatory purposes on a regular basis, but current processes and tools have major shortcomings. With current processes, it’s hard to track who has and hasn’t filled out forms, challenging to keep track of forms, especially in large firms, and regarding annual forms or declarations, it’s annoying to have to keep filling out the form again and again, when 95% of the data stays the same.
Our guide to Annual Declarations
If you are feeling confused about what the best way is to handle annual reporting, we’ve got your back. Our best practice guide to annual declarations tracking is based on our study of the process at tens of firms. The guide introduces readers to Omnitrack’s Annual Compliance Declaration Tracker, which allows compliance managers to easily get all staff on board with annual declarations, ensuring your organisation stays on top of its requirements. Key features of our tracker that are
Click here to access our best practice guide to annual declarations tracking.
In our latest Omnitrack update, we have now built automated ongoing monitoring into the system. These automations can be based on the amount of time a submission has been in a specific status or based on the time since it was created or updated. This enables automated reviews of a submission after a period of time for ‘recertification’ or ‘ongoing monitoring’ of compliance.
In this post we will explain why this will be one of the most valuable tools in your customer due diligence (CDD) toolbox.
Are you conducting due diligence correctly?
Identification and Verification
Under the Anti-Money Laundering (AML) and Combating the Financing of Terrorism (CFT) regulations, a process of customer due diligence must be carried out. Fundamentally, this involves two steps: identification and verification.
Every organisation has a code of conduct, but not everyone has bespoke training to cover it. A strong code of conduct is vital for employees to know what is expected of them and a successful code of conduct that is followed by all employees, from leadership to each and every worker, is an important part of building an ethical, inclusive culture at work. But simply reading the code is not enough to ensure that staff understand and remember its contents. For successful implementation to have a chance, training, along with consistent and continued enforcement, updates and improvements are necessary.
Bespoke code of conduct training
Our code of conduct course is a build-your-own, fully customisable experience that enables organisations to instantly turn their hefty, complex documents into a bespoke interactive course.
Decide everything from course colours and branding to the content in each unit. The exhaustive training library covers all areas of ethics and conduct in depth, leaving you to choose the topics and detail-level relevant to your organisation. You can then modify any words directly on the page to fit your internal terminology. As you modify the course, all of your changes are applied in real time and can be shared with colleagues for approval.
A strong code of conduct is vital for employees to know what is expected of them. A successful code of conduct that is followed by all employees, from leadership to management to each and every worker is an important part of building an ethical, inclusive culture at work.
But an organisation seeking to formulate a successful code of conduct or update an outdated one may quickly run into difficulties. Off-the-shelf training rarely encapsulates the nuances of each individual organisation’s policies and procedures, and write-your-own solutions are cumbersome and time-consuming.
With the global rollout of the coronavirus vaccine gathering pace, in many jurisdictions, employers are being given more discretion to decide whether staff can and should return to the office. If your organisation has employees working from the office, you have a duty of care to your staff. Managers must ensure a safe working environment where employees’ health is protected.
This means they have to ensure they have a safe place to work, safe work equipment, their health is protected while working, and assess risks to their health and safety and take action to mitigate those risks. This includes protecting staff from COVID-19. Staff themselves have a responsibility to keep themselves and those around them safe and to learn the best ways to do that.
COVID-19: Social Distancing at Work specifically covers these topics. The course can be used as a standalone unit or as a unit within our standard OHS course.
With the coronavirus vaccine roll-out gathering pace, individuals and businesses are cautiously looking to return to a life that feels akin to normal. But determining when and how to return to the office is no simple matter, especially since employers and employees might have differing opinions on the matter.