Most Common Procedures Manual and Policy Review Examples:

These are the most common policy and procedural manual examples used in the industry to give you a starting point for your own online policy management.

Procedure Manual Handbook

A Procedure Manual Handbook, sometimes called a Company Procedures Handbook is typically a combination of a number of procedures. This can be a go-to reference when a person is not sure about how to do something or what the rules are. An example would be a vacation policy or procedure that covers the process of how to book annual vacation time. This example may not need a formal review and sign off in all organizations. Another example that is often included in a Company Handbook is a Confidentiality Policy which would be more formal and in most cases require the employees signature to indicate their acceptance of the company confidentiality policy.

The frequency for reviewing a procedure manual handbook is typically immediately on starting employment and annually for each employee. In lower risk situations some organizations can use a longer renewal period of every 2 years. It will really depend on the makeup of the individual policies and procedures, as well as how much the policies and procedures are updated over time.

Accessibility for People with Disabilities

Many jurisdictions are implementing requirements for organizations to have a written policy in place on how their organization will ensure access for people with disabilities. As an example, the Province of Ontario (Canada) has the AODA or Accessibility for Ontarians with Disabilities Act, which requires businesses operating in Ontario to have a written policy in place and provide training for their staff. To meet AODA compliance a business must follow those guidelines. This is an example of where an organization would really need to have each employee sign off.

The frequency for an Accessibility Policy and Training will vary with each jurisdiction and could range from a one-time event to an annual renewal. Proof of delivery and a policy sign off is typically required.

Acceptable Internet Usage Policy

Acceptable Internet Usage can be a blanket policy or a set of procedures including safe computing practices, allowed and prohibited Internet sites, and guidelines for the use of social media on or off the job. With the rise of popularity of social media and the increase in the number of devices, some companies and business are developing policies and procedures to protect them.

The frequency for employees to review an Acceptable Internet Usage Policy starts before or near the initial start date; with annual review. Review may be more often due to the rapid changes as internet usage evolves. A policy sign off is typically required.

Ethics Training and Ethical Behaviour Policy

Ethics are an essential part of business. Much like rules in sports people need ethics training to ensure there is a common understanding of what is meant by ethics, what is considered ethical behaviour, and what actions would be unethical.

The frequency for Ethics Training and Ethical Behaviour policy review ranges from one time before or near the initial hiring date; to annual review and retesting. Proof of training delivery and a policy sign off is typically required.

Harassment Prevention Training

Harassment Prevention is a compliance type program that is typically part of a requirement for workplace safety and health. It can also be part of a Respectful Workplace program. The definitions of harassment and terminology is a standard component of this type of course and can easily be set up in several pages of text, or as a PDF. Some organizations also use video and provide examples of harassing behaviour to enhance the training experience and effectiveness.

The frequency for Harassment Prevention Training ranges from one time before or near the initial hiring date; to annual review and retesting. A policy sign off is typically required.

Code of Conduct Training

Code of Conduct Training is more of a standards type program. The culture of an organization is essentially the way employees habits and behaviours collectively reflect on the workplace. A Code of Conduct establishes the norms of behaviour and defines what is acceptable and unacceptable. Expected Dress Code is an example of a standard component in Code of Conduct policy or training. These code of conduct policies are important for a healthy workplace culture.

The frequency for Code of Conduct Training is often one time for new hires. The frequency increases if there are regulatory requirements an organization needs to meet. They could require training as frequently as quarterly.

New Employee Orientation Training

New Employee Orientation Training, also called “Onboarding” is a common practice by organizations as a way of helping to shape the culture of the organization. The first few days on the job are a critical learning time. If an employee is left to learn from an informal information channel they can pick up a biased view of the organization and its priorities. Materials typically include welcome messages from the leadership team in an audio or video format.

The frequency of New Employee Orientation Training is one time, prior to the start date. The material tends to be more dynamic than most of the other courses listed here. Variations to this include New Supervisor or Manager training, New Executive level training, and Board Member Orientation.

Violence Prevention Training

Violence Prevention Training is a compliance type program that is a requirement for many jurisdictions for workplace safety and health regulations. The process starts with a risk assessment to identify situations and their risk of violence to employees and third parties. Procedures for prevention of violence are established and training is provided on how to follow the Violence Prevention procedures.

Violence Prevention Training is typically completed on an annual basis and commonly requires a formal sign off by the Trainee.

Supervisor and Manager Training

Supervisor and Managers have added responsibilities to the company and to their employees. As a representative of the company they need a higher understanding of company policies to be able to communicate with others and to perform their duties in monitoring and managing company policies. It is also important for Supervisors and Managers to understand worker’s rights and responsibilities.

The frequency for Supervisor and Manager training is typically when they are hired or promoted and then every two to three years or as significant updates are made to the training materials.

Safety Orientation and Safety Policy Training

Safety orientation training is typically directed at new employees and as a refresher to help establish and reinforce a culture where people must be more conscious of safety in the workplace. It can include a clear description of what a hazard is and ways to prevent hazards from resulting in an accident or injury. Safety orientations and training can be even more effective when they are workspace specific and include images, video, or audio narrations.

The frequency for Safety Orientation and Safety Policy Training is typically initially for new hires, every 2 years as a refresher, and when people are promoted to a supervisor or manager position

Safe Work Procedures Training

Safe Work Procedures and Standard Operating Procedures are a similar type of program focused on documenting a “best practices” set of steps for completing a task. Some procedures are regulated and may be unchanging; other procedures may be constantly evolving and may need frequent updating and review. There is often a need for a formal sign off with these types of procedures.

The frequency for Safe Work Procedures or Standard Operating Procedures Training is typically annually at a minimum and as frequently as quarterly for evolving procedures or highly regulated situations.

Executive and Board of Directors Training

Executive and Board of Directors Training is a high level summary of the organization and typically includes specific sections on code of conduct, intellectual property, and conflicts of interest. There is a formal acknowledgement of understanding and an agreement to adhere to the policies, with a sign off acceptance.

The frequency for Executive and Board of Directors Training is annually. In some industries compliance or professional designation requires more frequent review and in those cases review and training would be required more often.

Diversity In the Workplace Training

Diversity in the Workplace Training is typically educational, aimed at increasing people’s awareness of the value that each person brings to the workplace. It aims to educate on how to celebrating differences and how doing so can build a more positive and productive workplace. It helps to build on the concept of being a team by teaching acceptance of other cultures, values and personal tastes.

The frequency for Diversity in the Workplace Training ranges from one time to annual.

Respectful Workplace Training

Respectful Workplace Training is similar in some ways to the Harassment Prevention policy and the Diversity in the Workplace training. It is typically broader and has less emphasis on meeting the requirements of a safety and health regulation, and more emphasis on the internal practices the organization has built to create a positive and supportive work environment based on mutual respect by all employees.

The frequency for Respectful Workplace Training is often one time and can be annually where there are ongoing efforts to create a more respectful workplace.