Hello all,
Does anyone have a Standard template for use in IT? Our existing one is the exact same layout as our Procedure template, and I'm not really sure what unique elements/structure it should have. It's also very hard to search the internet for something with such a generic-sounding name!
Thanks!
If you mean a standard template for an IT procedure, I would think that your regular procedure template would suffice. don't you want them to follow the same kind of organization\outline? The bulk of any procedure in my opinion is the steps or procedure section. If this was a procedure for doing backups, it would have the steps to be followed. It might also have a section indicating what the schedule for the backups are. You might also want to spell out who is responsible for performing the actions, and whether any evidence needs to be collected as a part of it.
Greg Ventura
commented
May 20, 2019, 9 a.m.
If you mean a standard template for an IT procedure, I would think that your regular procedure template would suffice. don't you want them to follow the same kind of organization\outline? The bulk of any procedure in my opinion is the steps or procedure section. If this was a procedure for doing backups, it would have the steps to be followed. It might also have a section indicating what the schedule for the backups are. You might also want to spell out who is responsible for performing the actions, and whether any evidence needs to be collected as a part of it.
Hello all,
Does anyone have a Standard template for use in IT? Our existing one is the exact same layout as our Procedure template, and I'm not really sure what unique elements/structure it should have. It's also very hard to search the internet for something with such a generic-sounding name!
Thanks!
If you mean a standard template for an IT procedure, I would think that your regular procedure template would suffice. don't you want them to follow the same kind of organization\outline? The bulk of any procedure in my opinion is the steps or procedure section. If this was a procedure for doing backups, it would have the steps to be followed. It might also have a section indicating what the schedule for the backups are. You might also want to spell out who is responsible for performing the actions, and whether any evidence needs to be collected as a part of it.
Greg Ventura
commented
May 20, 2019, 9 a.m.
If you mean a standard template for an IT procedure, I would think that your regular procedure template would suffice. don't you want them to follow the same kind of organization\outline? The bulk of any procedure in my opinion is the steps or procedure section. If this was a procedure for doing backups, it would have the steps to be followed. It might also have a section indicating what the schedule for the backups are. You might also want to spell out who is responsible for performing the actions, and whether any evidence needs to be collected as a part of it.
Hello,
We are looking to benchmark our business courtesies policy against other companies. While many Codes of Conduct are publicly available, business courtesies policies do not appear to be. Would anyone be willing to share their business courtesies or gifts and entertainment policy?
Thank you!
Hey Nathaniel, check out this Code of Conduct - it has a GTE section inside of it that may be helpful. https://www.navexglobal.com/compliancenext/tools/policy/?topic=&submission_type=&keyword=code
Kevin Jennings, MBA
commented
March 18, 2019, 11:35 a.m.
Hey Nathaniel, check out this Code of Conduct - it has a GTE section inside of it that may be helpful. https://www.navexglobal.com/compliancenext/tools/policy/?topic=&submission_type=&keyword=code
Hello,
We are looking to benchmark our business courtesies policy against other companies. While many Codes of Conduct are publicly available, business courtesies policies do not appear to be. Would anyone be willing to share their business courtesies or gifts and entertainment policy?
Thank you!
Hey Nathaniel, check out this Code of Conduct - it has a GTE section inside of it that may be helpful. https://www.navexglobal.com/compliancenext/tools/policy/?topic=&submission_type=&keyword=code
Kevin Jennings, MBA
commented
March 18, 2019, 11:35 a.m.
Hey Nathaniel, check out this Code of Conduct - it has a GTE section inside of it that may be helpful. https://www.navexglobal.com/compliancenext/tools/policy/?topic=&submission_type=&keyword=code
I recently revised our Employee Handbook with all of the basic things that new employees need to know when they start and older employees might need to look at every once in a while when something comes up that is now impacting them that didn't before. Looking at the old version, I noticed that several sections were also policies in the policy manual. Upon further research, I discovered that the policies had been revised and approved, while the handbook had been used for several years without change.
I made the Handbook mirror the policies that were in force. Then I noted in each section of the Handbook that had a related policy, what the policy number/title was and where it could be found in our policy manuals. I think having a freestanding policy for each topic is a good thing, but they need to be identified in any other document where they are used that they are out there and referenced in the handbooks with a note advising the employees to check the policy before acting on the information in the handbook.
I would also add that I would strip down the Employee Handbook of anything that might be referenced in your policies and just refer the users there. Duplication of information will mean that you are always in danger of not being in sync.
Greg Ventura
commented
May 20, 2019, 9:04 a.m.
I would also add that I would strip down the Employee Handbook of anything that might be referenced in your policies and just refer the users there. Duplication of information will mean that you are always in danger of not being in sync.
I recently revised our Employee Handbook with all of the basic things that new employees need to know when they start and older employees might need to look at every once in a while when something comes up that is now impacting them that didn't before. Looking at the old version, I noticed that several sections were also policies in the policy manual. Upon further research, I discovered that the policies had been revised and approved, while the handbook had been used for several years without change.
I made the Handbook mirror the policies that were in force. Then I noted in each section of the Handbook that had a related policy, what the policy number/title was and where it could be found in our policy manuals. I think having a freestanding policy for each topic is a good thing, but they need to be identified in any other document where they are used that they are out there and referenced in the handbooks with a note advising the employees to check the policy before acting on the information in the handbook.
I would also add that I would strip down the Employee Handbook of anything that might be referenced in your policies and just refer the users there. Duplication of information will mean that you are always in danger of not being in sync.
Greg Ventura
commented
May 20, 2019, 9:04 a.m.
I would also add that I would strip down the Employee Handbook of anything that might be referenced in your policies and just refer the users there. Duplication of information will mean that you are always in danger of not being in sync.
Hi, all. What are your thoughts about creating policies on topics that are covered in either the Employee Handbook of the Code of Conduct? Do you think it is important to also have a stand alone policy on those topics? Why or why not?
I believe the fewer "policies" the better. I often see that we have knee-jerk reactions and create a bunch of policies that only apply to some employees or read more like a guideline or procedures. Policies should have "teeth" and be applicable to all employees - things they MUST do and disciplinary actions for violations of those policies (your big ones like Sexual Harassment, IT, or have legal requirements), and line up with the values of the company. Any information that relate to those policies - a procedure, guideline, best practices, etc. or uses words like "may" or "should" can be a supplement.
Mel Murphy
commented
April 13, 2020, 10:17 a.m.
I believe the fewer "policies" the better. I often see that we have knee-jerk reactions and create a bunch of policies that only apply to some employees or read more like a guideline or procedures. Policies should have "teeth" and be applicable to all employees - things they MUST do and disciplinary actions for violations of those policies (your big ones like Sexual Harassment, IT, or have legal requirements), and line up with the values of the company. Any information that relate to those policies - a procedure, guideline, best practices, etc. or uses words like "may" or "should" can be a supplement.
Hi, all. What are your thoughts about creating policies on topics that are covered in either the Employee Handbook of the Code of Conduct? Do you think it is important to also have a stand alone policy on those topics? Why or why not?
I believe the fewer "policies" the better. I often see that we have knee-jerk reactions and create a bunch of policies that only apply to some employees or read more like a guideline or procedures. Policies should have "teeth" and be applicable to all employees - things they MUST do and disciplinary actions for violations of those policies (your big ones like Sexual Harassment, IT, or have legal requirements), and line up with the values of the company. Any information that relate to those policies - a procedure, guideline, best practices, etc. or uses words like "may" or "should" can be a supplement.
Mel Murphy
commented
April 13, 2020, 10:17 a.m.
I believe the fewer "policies" the better. I often see that we have knee-jerk reactions and create a bunch of policies that only apply to some employees or read more like a guideline or procedures. Policies should have "teeth" and be applicable to all employees - things they MUST do and disciplinary actions for violations of those policies (your big ones like Sexual Harassment, IT, or have legal requirements), and line up with the values of the company. Any information that relate to those policies - a procedure, guideline, best practices, etc. or uses words like "may" or "should" can be a supplement.
