Administrative policy and procedure:Administrative policy of PACN is helping the organization in handling petty cash and making weekly reconciliation; TAX clearance and other compliances with Government and other concerned departments; reconciliation of staff advances and making necessary entries; administer employee files and other files and records in order to ensure accurate payment of benefits and allowances – review of personnel records: [Staff contracts, leave reports, training, time sheet, travelling documents,  provide appropriate support on procurements, maintain the assets and inventory list and supervise the inventory of store items & ensuring regular verification as well as resolve accounting discrepancies and irregularities, ensuring that all bills submitted by staff are legitimate and correct.

Financial policy and procedure: PACN has developed its own financial management and internal control mechanism (accounting system, internal reports and audit program) and has been using it for monitoring of the financial aspect of the project, under implementation. PACN, Dhanusha has been practicing double entry book keeping system, monthly or quarterly financial report to the partners/donors as per requirement and annual audit system. It follows the financial procedures mentioned in the financial policy of the organization to properly manage the financial activities of the organization.Based on that, all the organization’s financial records are maintained by its technically sound, experienced and highly motivated admin and finance team by following Generally Accepted Accounting Principle (GAAP) issued by Institute of Chartered Accountants in Nepal. Furthermore, it has been processing the review of the financial transaction through its financial software FAMAS that generates the financial reports (quarterly and monthly) to compare and analyze the budget to see the variance in a transparent way in terms of review of the financial performance of the organization. Organizational audit is carried out an annual basis by the auditor who is the member of ICAN. Similarly, organization is promoting transparency of its activities and fund sources by carrying out the social audit on annual basis.

Human resource policy and procedure: PACN has HR policy in terms of recruitment of staffs, capacity need assessment, capacity building, performance appraisal and compliance management. Based on policy, vacancy is announced in relation to recruit the staffs. Staffs are recruited by the staff recruitment committee of PACN. Job description are provided at the time of employment contract which is linked with organogram. At the time of recruitment, induction program is done basically on the incentives, facilities and other benefits of the organization including code of conduct, roles and responsibilities.

 Procurement guideline: Similarly, PACN had procurement policy in place. No board members are working as staff, even as consultants’/part time staff. PACN strictly considers the conflict of interest in terms of staff and service providers’ selection and signed the conflict of interest forms as well. There is a procurement committee formed under the EB to procure the tools, equipment and consultants. PACN procures materials, tools and equipment through either quotation or tender bidding based on the procurement policy.

Organizational development plan: For the organizational development, PACN has the strategic plan in place. It guides in identifying and addressing problems instead of neglecting them, focusing on human, social, relational, and structural changes. Besides that, it helps to plan, bring a proactive change in organization, based on established measurable goals for organizational change. Further, it contributes in managing conflict, and increasing trust and cooperation among employees, improving the organization’s ability to solve problems and establishing a process and culture of continuous improvement.

Financial policy and procedure: PACN has developed its own financial management and internal control mechanism (accounting system, internal reports and audit program) and has been using it for monitoring of the financial aspect of the project, under implementation. PACN, Dhanusha has been practicing double entry book keeping system, monthly or quarterly financial report to the partners/donors as per requirement and annual audit system. It follows the financial procedures mentioned in the financial policy of the organization to properly manage the financial activities of the organization.Based on that, all the organization’s financial records are maintained by its technically sound, experienced and highly motivated admin and finance team by following Generally Accepted Accounting Principle (GAAP) issued by Institute of Chartered Accountants in Nepal. Furthermore, it has been processing the review of the financial transaction through its financial software FAMAS that generates the financial reports (quarterly and monthly) to compare and analyze the budget to see the variance in a transparent way in terms of review of the financial performance of the organization. Organizational audit is carried out an annual basis by the auditor who is the member of ICAN. Similarly, organization is promoting transparency of its activities and fund sources by carrying out the social audit on annual basis.

Human resource policy and procedure: PACN has HR policy in terms of recruitment of staffs, capacity need assessment, capacity building, performance appraisal and compliance management. Based on policy, vacancy is announced in relation to recruit the staffs. Staffs are recruited by the staff recruitment committee of PACN. Job description are provided at the time of employment contract which is linked with organogram. At the time of recruitment, induction program is done basically on the incentives, facilities and other benefits of the organization including code of conduct, roles and responsibilities.

 Procurement guideline: Similarly, PACN had procurement policy in place. No board members are working as staff, even as consultants’/part time staff. PACN strictly considers the conflict of interest in terms of staff and service providers’ selection and signed the conflict of interest forms as well. There is a procurement committee formed under the EB to procure the tools, equipment and consultants. PACN procures materials, tools and equipment through either quotation or tender bidding based on the procurement policy.

Organizational development plan

Human resource policy and procedure: PACN has HR policy in terms of recruitment of staffs, capacity need assessment, capacity building, performance appraisal and compliance management. Based on policy, vacancy is announced in relation to recruit the staffs. Staffs are recruited by the staff recruitment committee of PACN. Job description are provided at the time of employment contract which is linked with organogram. At the time of recruitment, induction program is done basically on the incentives, facilities and other benefits of the organization including code of conduct, roles and responsibilities.

 Procurement guideline: Similarly, PACN had procurement policy in place. No board members are working as staff, even as consultants’/part time staff. PACN strictly considers the conflict of interest in terms of staff and service providers’ selection and signed the conflict of interest forms as well. There is a procurement committee formed under the EB to procure the tools, equipment and consultants. PACN procures materials, tools and equipment through either quotation or tender bidding based on the procurement policy.

Organizational development plan: For the organizational development, PACN has the strategic plan in place. It guides in identifying and addressing problems instead of neglecting them, focusing on human, social, relational, and structural changes. Besides that, it helps to plan, bring a proactive change in organization, based on established measurable goals for organizational change. Further, it contributes in managing conflict, and increasing trust and cooperation among employees, improving the organization’s ability to solve problems and establishing a process and culture of continuous improvement.

For the organizational development, PACN has the strategic plan in place. It guides in identifying and addressing problems instead of neglecting them, focusing on human, social, relational, and structural changes. Besides that, it helps to plan, bring a proactive change in organization, based on established measurable goals for organizational change. Further, it contributes in managing conflict, and increasing trust and cooperation among employees, improving the organization’s ability to solve problems and establishing a process and culture of continuous improvement.

Policies:

1. GESI Policy: PACN has GESI policy in place. Based on that, PACN ensures the inclusion in the general member, executive board and staffs. Besides that, it defines the targeted beneficiaries, monitor the access to the targeted beneficiaries in program activities. Similarly, it disaggregates the data based on GESI and generates the report of the program. 
2.  Anti-Sexual Harassment Policy
3. Child Protection Policy
4. Zero Tolerance Policy
5. Monitoring and Evaluation Plan
6. Contingency Plan
7. Staff Service Regulation
8. Project Implementation Plan
9. Human resource Plan
10. Gender and Social Inclusion Policy (GESI)
11. Public Audit Guideline
12. Financial Policy
13. Code of Conduct