ASF Institutional Policy Manual · Aligned with PHIG, September 2026
Part of the ASF policy framework, aligned with the equivalent PHIG policy. To raise a concern: see the ASF Complaints and Reporting Channel.
ASF hires on merit through open, documented recruitment and treats its people in line with the French Labour Code (Code du travail) and international labour standards. Owner: Operations Liaison, with the the Board Chair.
Recruitment
- Written job description and salary band for every post.
- Vacancies advertised publicly, except for short consultancies under 10,000 EUR where at least three CVs are compared.
- Selection by a panel of at least two, with signed conflict declarations and written scoring.
- Safer recruitment checks: two references, identity, qualifications, sanctions screening (Policy 7) and safeguarding self-declaration (Policies 8–9).
Employment terms
- Written contracts stating role, pay, hours, leave and notice.
- A salary scale approved by the Board and reviewed each year; pay is the same whatever the funding source.
- Working hours, overtime, annual leave, sick leave and maternity and parental leave at least as required by French law.
- Freedom of association and no forced or child labour, for ASF and its contractors.
Performance, discipline and grievances
- Annual performance review with objectives and a development plan.
- Disciplinary process: written notice of the allegation, the right to respond and be accompanied, a proportionate decision and a right of appeal to the Chair.
- Staff grievances are raised with the line manager or the Safeguarding and People Lead and answered in writing within 10 working days.
Personnel files
Kept confidential under Policy 16 for the length of employment plus five years.