Policies & Values

Policies

 

In the spirit of transparency and accountability, we share our policies (below), so that you, our stakeholders, may offer input and ask questions.

GJ EMPLOYEE HANDBOOK updated July 2017

Paid Time vs Event Volunteerism July 2017

Gift Acceptance Policy Adopted June 21 2017

Nondiscrimination Policy Adopted June 21 2017

Organizational Performance and Effectiveness Policy July 2017

Privacy Policy Adopted June 21 2017

Whistle Blower Policy Adopted June 21 2017

Values

Safe Place
We know this value is being honored when . . . program participants, event attendees, donors, volunteers, and staff feel included, listened to, accepted, respected, and protected.  Confidentiality, non-judgmental communication, and healthy boundaries are the rule in every category of Grief’s Journey relationship.

Excellence
We know this value is being honored when . . . we foster a learning mentality, set goals, and measure success; our public face (events, marketing, fundraising) mirrors the private support we provide; every staff person and volunteer is prepared to provide warm, competent support; our support responses are consistent and dependable; our outcomes set the standard for agencies like ours nationally; our name is synonymous with our values; we’re recognized as responsive, adaptable, persevering, trustworthy partners.

Companionship
We know this value is being honored when . . . all people feel welcome and that they can find a place for themselves in the organization; family is broadly defined and services reach individuals as well; it’s universally recognized that we’re not here to “fix” but rather to support; when caregivers are given the care they provide; when teamwork is the rule; when we feel free to explore/respond to community requests for grief support that may or may not look like current programming.

Wellness
We know this value is being honored when . . . we safeguard against burn-out /fatigue among program participants, event attendees, donors, volunteers, and staff; when teammates foster/celebrate each other’s expressions of self-care; when Bereavement, PTO, and other policies reflect safety and a healthy work-life balance, when the budget reflects our commitment to professional development, personal growth and financial responsibility; when we make sound decisions about program growth not to exceed capacity; when wellness as it pertains to grieving is extended to the community outside of Grief’s Journey as part of holistic well-being/collective impact.

Leadership
We know this value is being honored when . . . our work’s relevance and impact is recognized as an integral component of collective impact throughout the region.