A B C D E F G H I J K L M N O P Q R S T U V W X Y Z
|
Someone formally qualified (usually by taking exams set by a recognised accounting body) to give financial advice. |
|
|
Advance |
See programme advance and personal advance. |
|
Advance register |
A record showing advances paid to team members, how they have been accounted for and whether any amounts are still outstanding. |
|
Someone independent, who carries out an audit |
|
|
An illegal market for goods and services (e.g. for the exchange of currency). Sometimes referred to as a parallel market. See also grey market |
|
|
Bookkeeper |
A person keeping the record of accounts and other financial transactions. |
A short introduction for a new team member to the country, the programme and key colleagues both within the organisation and other organisations. See also hand over. |
|
|
A financial plan showing the money needed to achieve programme goals within the given period. |
|
| A number that represents an item in the budget or in other parts of the accounts. Codes are often used in computerised accounting systems. | |
|
The person responsible for looking after the cash and bank transactions. |
|
A means of learning in which the coach who is probably the line manager of the team member being coached, offers advice and guidance on a more regular and intensive basis than if they were a line manager alone. See also mentoring and shadowing |
|
| Competencies | The skills, knowledge, and behavior needed to perform a particular role |
Consultant |
A team member with particular competencies and experience who works under a service contract rather than an employment contract. |
| A highly structured form of personal debriefing usually taking place after a traumatic experience | |
| See critical incident, operational and personal debriefing | |
| Donor | An individual or organisation that provides funding. |
| Employment contract | A contract, usually written, between an employee and an employer laying out the terms and conditions of employment |
| Combination of operational and personal debriefing occuring at the end of the employment contract | |
|
Usually the head of the finance team. Takes responsibility for sound finance staffing, systems and procedures. Sometimes used to mean accountant. |
|
| The procedures adopted to ensure accurate accounting and to prevent theft. Also called 'internal controls'. | |
|
Financial systems |
An organisation's accounting records and financial controls. |
|
A fixed amount held in petty cash to provide money for small purchases. Often petty cash is 'topped-up', for example monthly, to replace the amount actually spent. This then brings the float back to its original amount. Floats can also be held by individuals. |
|
|
Fraud |
Theft of money or other organisational resources by deception, trickery or cheating. |
| Money committed by a donor to a programme. | |
|
The ultimate result to which your project is contributing - the impact of the project. © BOND |
|
|
An unofficial market for goods and services (e.g. for the exchange of currency) that may or may not be legal. Sometimes also referred to as a parallel market. See also black market. |
|
| Hand over | A process by which information, resources, contacts and authority are handed over from one team member to their successor. |
|
Currency which is widely accepted for payment or exchange throughout the world. Issued by an economically and politically stable country/economic zone. Examples are Euros and US dollars. See also soft currency. |
|
| Identifying someone you would like to employ for a particular post and then making them a sufficiently attractive offer that they will start working for your organisation. See also poaching |
|
A short general introduction to the organisation or the sector for a new team member who has not worked for the organisation or in the sector before. See also briefing |
|
|
See financial controls. |
|
An employment contract where the employee will generally be a national or resident of a developed country but work in an under-developed country. See also regional and national contracts |
|
| Job description | A description of a post including the post title, location, an indication of the terms and conditions, purpose etc. See also person specification |
|
A tool for planning and managing development projects. © BOND. Also known as Logical Framework Analysis (LFA). Often abbreviated to "Log Frame" |
|
|
A means of learning primarily for the mentee but also the mentor. The mentor is typically a peer rather than a line manager, but is more experienced in either the organisation, programme or sector. The mentee talks through problems, ideas and plans with the mentor. These discussions are confidential and there needs to be a level of trust and respect between the mentor and mentee. See also coaching and shadowing |
|
An employment contract where the employee will generally be a national or resident of the same country in which they work. See also international and regional contracts |
|
| Asking for information about the work performed and achievements during an assignment. See also personal debriefing and exit interview | |
| Organigram | See organisational chart |
| Organisational chart | A chart or diagram showing staff and their reporting and working relationships to each other. Also referred to as an organigram |
|
The specifically intended results of the project activities - used as milestones of what has been accomplished at various stages during the life of the project. © BOND |
|
|
A term used for either a black market or grey market |
|
| Person specification | A specification of the person who would be suitable for a particular post detailing the required competencies, motivation and personal qualities. See also job description |
| Personal advance | An amount paid to a staff member for personal expenditure. Personal advances are usually repaid through salary deductions. Compare with programme advances |
| Asking for information about the impact of an assignment on a team member. See also operational debriefing and exit interview | |
|
A cash fund for the payment of small unplanned expenses. |
|
| Offering someone a job although you know that they are already working for another organisation. See also head hunting. |
|
| Probationary period | A period at the start of a team member's employment during which either the team member or the organisation can terminate the employment with less notice and cause than after the probationary period. |
| Programme advance | Money advanced to someone for specified or unspecified programme expenditure. Programme advances are sometimes called floats but should not be confused with personal advances. |
|
Programme goal |
See goal |
|
Purpose |
The change that occurs if the project outputs are achieved - the effect of the project. © BOND |
An employment contract where the employee will generally be a national or resident of one country in a region but work in another country in the same region. See also international and national contracts |
|
| See personal advance | |
Secondment |
A formal arrangement by which a person who is employed by one organisation or office actually works in another organisation or office for a specified time. |
|
Segregation of duties or responsibilities |
|
|
The system of dividing work so that one person does not process every aspect of an entire transaction. The aim is to prevent errors and misappropriation. Also called Segregation of Duties or Responsibilities |
|
| Contract, usually written, between an organisation and an individual or company for the provision of services which does not constitute an employment contract | |
|
A means of learning in which one team member follows and observers another team member typically in anticipation of taking over their job or a similar one. See also coaching and mentoring |
|
|
See personal advance |
|
Staff retention |
Retaining staff within a programme, within an organisation or within the humanitarian sector. |
Staff turnover |
The same post is filled by a succession of staff members. High staff turnover often damages a programme. |
Step aside |
Process by which existing staff are asked to step-aside in an emergency to allow more experienced staff to take on their role. |
|
Super goal |
The long-term results of continued achievement of the goal of the project. © BOND |
A process by which a group of individuals become a team working together towards a shared goal. |
|
|
Funds which may be used for any lawful purpose within an organisation. See also restricted funds. |
|
| Reporting serious misconduct or illegal activity of one team member by another team member who generally is more junior | |
A team member who does not receive a salary but may be paid expenses. |
Add further HR terms and definitions, and review financial and project management terms