Standard Operating Procedures

Table of Contents

Section	Title	Link
Section 1	Our Mission	Quick Link
Section 2	Chain of Command	Quick Link
Section 3	Department Regulations	Quick Link
Section 4	Departmental Procedures	Quick Link
Section 5	Promotions & Activity	Quick Link

CHAPTER 1 - OUR MISSION

1.1 - Mission Statement

The Human Resources Department mission is to build a thriving and inclusive community by identifying, welcoming, and nurturing diverse talent. We are committed to providing a seamless and engaging onboarding experience, ensuring that every member feels valued and equipped with the skills to contribute to the vibrant tapestry of our FiveM community. Through innovation, teamwork, and a passion for roleplay, we aim to cultivate an environment where players become not just members, but integral pillars of our community.

1.2 - Expectations

The Human Resources Department is steadfast in our commitment to fostering professional growth and development among our members. Our exercitation strategy is designed to create an immersive learning experience, ensuring that each recruit undergoes a journey of continuous improvement. Professionalism is the cornerstone of our department, and we strive to instill a sense of responsibility, integrity, and respect in every member. Through well-defined processes and structured training modules, we aim to not only enhance roleplay skills but also cultivate essential real-world attributes such as teamwork, communication, and leadership.

CHAPTER 2 - CHAIN OF COMMAND

2.1 - Rank Structure

Rank	Level
HR Director	Command
HR Deputy Director	Command
HR Supervisor	Staff
HR Advisor	Staff
HR Evaluator	Staff
HR Officer	Member
HR Assistant	Member

2.2 - Rank Responsibilities

Staff

Director

The HR Director oversees the department and its operations. They are responsible for:

• Conducting all HR-related activities, including overseeing policies, procedures, and departmental standards.

• Setting and maintaining the overall vision and goals for the HR department.

• Ensuring all HR processes align with the server's objectives and legal requirements.

• Acting as the final authority on HR decisions, including hiring, promotions, and disciplinary actions.

Deputy Director

The HR Deputy Director assists the HR Director in the following capacities:

• Reviewing, creating, and approving new documents, policies, or regulations within the HR Department.

• Assigning permissions and Google Drive access to new HR personnel.

• Acting as the HR Director in their absence.

• Collaborating with department heads to ensure HR policies are implemented effectively.

Supervisor

The HR Supervisor acts as a liaison between the HR Department and their Primary department. They are responsible for:

• Overseeing HR Advisors and HR Evaluators.

• Reviewing, creating, and approving new documents, policies, or regulations within the HR Department.

• Training and continually motivating all HR personnel.

• Reviewing and approving/denying training recertification requests and appeals.

• (LEO Members Only) Ensuring that all training programs within other departments adhere to the LEO standards.

Advisor

The HR Advisor supports the HR Supervisor and is responsible for:

• Overseeing HR Evaluators.

• Assisting in document creation and the management/organization of documents.

• Training and continually motivating all HR personnel.

• Reviewing and approving/denying training recertification requests and appeals.

• Assisting HR Officers in creating and distributing temporary passwords to the Main TeamSpeak.

• Maintaining and ensuring that the HR Department Google Drive is up to date and organized.

Evaluator

The HR Evaluator is responsible for:

• Overseeing HR Officers.

• Conducting training and interview evaluations for new HR Officers.

• Processing HR Officer applications and conducting interviews.

• Reviewing and approving/denying training recertification requests.

• Maintaining and ensuring that the HR Department roster is up to date and organized.

• Assisting HR Officers with any questions or concerns.

• Distributing temporary passwords for the Main TeamSpeak.

Officer

The HR Officer is the base role for trained personnel within the HR Department. Responsibilities include:

• Conducting interviews and reviewing, accepting, or denying community applications.

• Educating and continually motivating all new community members.

• Maintaining an active status within the HR Department.

• Ensuring all activities are conducted according to HR standards and protocols.

Members

Officer

The HR Officer is the base role for trained personnel within the HR Department. Responsibilities include:

• Conducting interviews and reviewing, accepting, or denying community applications.

• Educating and continually motivating all new community members.

• Maintaining an active status within the HR Department.

• Ensuring all activities are conducted according to HR standards and protocols.

Assistant

The HR Assistant is an entry-level role focused on learning and supporting HR functions. Responsibilities include:

• Observing, studying, and learning the proper methods of application processing, and conducting interviews.

• Assisting HR Officers with training and interviews to further learn.

• Obtaining certification to become an HR Officer within thirty (30) days of joining the HR Department.

• Supporting the HR team in various administrative tasks as needed.

CHAPTER 3 - DEPARTMENT REGULATIONS

3.1 Code of Conduct

The Human Resources Department upholds a code of conduct that mandates strict adherence for all HR Officers. Expectations include the consistent display of professionalism, maturity, and integrity. As representatives of Auspire Roleplay, every member of the Human Resources Department should be mindful of their conduct when engaging with applicants, trainees, and fellow members. Any form of disrespect directed at an HR Chain of Command member in Discord, TeamSpeak, or in-game settings will not be tolerated. Instances of disrespectful behavior towards any HR Chain of Command member may result in disciplinary action. Disobeying a direct order from an HR Chain of Command member is considered disrespectful for any HR Officer. Members displaying disrespectful behavior or actions are liable to face disciplinary measures.

3.2 - Department Eligibility

For one to be eligible to place an application for the HR Department, they must have achieved Deputy ll, or the equivalent, as well as have been in Auspire Roleplay for at least 14 days.

Police Officer ll, Firefighter ll, Civilian ll, Operator ll, Trooper First Class are the ranks required to apply to Human Resources.

To be able to get promoted past Staff in Training within your primary department, you must have achieved the rank of HR Senior Officer. Exception: Junior Administrator are eligible to retire from the HR Department if approved by the HR Director.

3.3 - Training Scheduling

When coordinating an in-game training session, the designated training officer should allocate a sufficient time frame for trainees to express their attendance interest. All training officers are expected to be considerate of trainees with challenging or hectic schedules, striving to schedule sessions at diverse times throughout the month to facilitate timely training for all participants. For optimal accessibility, it is advisable to publish training schedules on the Auspire Roleplay Website Calendar at least twenty-four (24) hours before the anticipated start of the training.

3.4 - Training Limitations

During the training sessions, the training staff must adhere to specific limitations and prerequisites regarding the maximum number of trainees per session. The maximum attendance restrictions are outlined as follows:

• HR Officer and Senior Officer: 5

• HR Chain of Command: 7

These limitations serve the purpose of guaranteeing that every trainee receives an ample amount of knowledge during their training journey. Additionally, they enable the training officer to allocate the necessary time and attention to each individual trainee as required. To facilitate proper planning and organization, all training staff, including HR Chain of Command members, are obligated to allocate a minimum of three (3) RSVP spots within their calendar postings.

3.5 - Certification Process

Upon joining the Human Resources Department, each member is required to undergo the initial certification process, a procedure unique to the different certifications available. For HR Training Certifications, the process entails the following steps:

• Thoroughly review all pertinent documentation before commencing the certification process.

• Participate in three sit-ins with other HR Training Staff for the training courses(s) related to their primary department.

• Successfully complete an evaluation to host their primary department’s training course(s) in collaboration with any HR Lead+

3.6 - Additional Certification Process

HR Officers are eligible to pursue additional certifications in other departments’ training programs provided they fulfill the following criteria:

• Must be a fully-trained non probationary reserve member of the relevant department, having completed full training.

• Must not have current inactivity strikes within the Human Resources Department.

• Must have had no disciplinary action within the past thirty (30) days.

• Must be in good standing with all applicable departments they are associated with.

CHAPTER 4 - DEPARTMENT PROCEDURES

4.1 - Application Processing

• All community application processing procedures are explained within the Application & Interview Process Guide.

• Unless otherwise stated, all applications are required to be responded with the template response.

• Any member of the HR Department that improperly stamps, locks, or moves an application may be subject to disciplinary action.

• Details pertaining to an application are to be kept confidential and only accessible by members of the HR Department.

• The decision on the status of an application made by an HR Officer+ is final and can only be overturned by an HR Supervisor+ or Head Administration.

4.2 - Interview & Recruit Orientation

• All community interview and orientation procedures are explained within the Application & Interview Process Guide.

• In order to receive an interview certification, you must sit-in on two (2) interviews to fully understand the process, then conduct an interview (on your own) while being evaluated by an HR Lead+.

• A maximum of three (3) HR Officers are permitted to be in an interview with an applicant at one time.

• Exceptions: HR Supervisors+ are exempt from this limit.

• Interview recordings are to be kept confidential and only accessible by members of the HR Department.

• The decision on the status of an interview made by an HR Senior Officer+ is final and can only be overturned by an HR Supervisor+ or Head Administration.

• Recruits are to be given the Community Introductory Guide following their entrance into the community.

• The orientator must present the slideshow in either an overview or descriptive manner.

• Overview: Elaborate on the key slides and allow the recruit to ask questions. Use this method with experienced recruits.

• Descriptive: Go through each slide thoroughly. Use this method with newer or less experienced recruits.

4.3 - Recruit Training

• All recruit training procedures are explained in a document specific to the training certification at hand (LEO, CIV, FIRE, COMMS). These can be found within the #important-links channel within the HR Discord.

• In order to receive a training certification you must assist an HR Senior Officer+ with at least one (1) training, then host a training whilst being evaluated by an HR Lead+

• For all trainings, there should always be a ratio of at least one (1) HR Officer per every three (3) recruits.

4.4 - Training Recertification Request

• Any HR Officer+ may submit a training request by filling out the Training Recertification Request Form.

• Any HR Lead+ will review the recertification request and determine if the reasoning behind the request calls for a training certification or not.

• If the recertification recipient feels as if the recert was unfairly or wrongly given, they are entitled to file an appeal request by scheduling a meeting with an HR Supervisor+.

CHAPTER 5 - PROMOTIONS AND ACTIVITY

5.1 - Work Order

To track the activity of all members within HR Department, a work order system is utilized. HR Officers obtain their monthly credits through the Work Order form to maintain an active status.

• Work orders are required to be filed for all trainings, sit-ins, interviews, and administrative work.

5.2 - Minimum Activity Requirements

The Human Resources Department operates on a points system, where members engage in their responsibilities throughout the calendar month, spanning from the first day to the last. The stipulated activity point requirements are detailed below: