WEEKLY SCHEDULE

PERIOD: FEBRUARY – MARCH 2026

Reporting Line: Chief Operations Officer (COO)
Oversight: CEO, Board HR & Governance Committees
Frequency: Weekly (Monday–Friday)

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1. WEEKLY SCHEDULING PRINCIPLES

The weekly schedule ensures:

• Continuous staff performance monitoring
• Execution of training, mentorship, and productivity plans
• Alignment with organizational strategy and operations
• Compliance with governance and labour requirements
• Evidence-based reporting and decision-making

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2. STANDARD WEEKLY STRUCTURE (REPEATS EACH WEEK)

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MONDAY – STRATEGIC HUMAN CAPITAL PLANNING

Focus: Planning, alignment, governance

Activities

• Review COO Implementation Sheet (Feb–Mar)
• Align Human Capital priorities with COO objectives
• Review staffing levels vs organogram
• Review Human Capital risks and compliance issues
• Plan weekly HR activities and deliverables
• Update Human Capital Tracker & Schedule

Outputs

• Weekly Human Capital Action Plan
• Updated Staffing & Organogram Register
• Risk & Compliance Notes

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TUESDAY – PERFORMANCE & PRODUCTIVITY MANAGEMENT

Focus: Performance monitoring and improvement

Activities

• Monitor staff productivity indicators
• Review departmental performance reports
• Conduct performance check-ins with managers
• Identify performance gaps and capacity issues
• Implement performance improvement actions
• Update performance dashboards

Outputs

• Performance Monitoring Summary
• Productivity Improvement Actions
• Updated KPI Tracker

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WEDNESDAY – TRAINING, CAPACITY & DEVELOPMENT

Focus: Skills development and capacity building

Activities

• Conduct scheduled training sessions:
  • Leadership Development
  • Soft Skills Training
  • Online Staff Training Courses
  • Webinars / Conferences (as scheduled)
• Manage mentorship and coaching sessions
• Review training attendance and completion
• Evaluate training effectiveness
• Update training registers

Outputs

• Training Attendance & Evaluation Report
• Mentorship Progress Log
• Capacity Building Tracker

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THURSDAY – GOVERNANCE, POLICY & STAFF ENGAGEMENT

Focus: Compliance, engagement, and policy alignment

Activities

• Review HR-related policies (HR, Labour, Meetings)
• Monitor policy compliance across departments
• Facilitate staff meetings / feedback workshops
• Address staff concerns and relations issues
• Coordinate Men’s & Women’s Training Sessions
• Align HR actions with Board & Governance requirements

Outputs

• Policy Compliance Report
• Staff Engagement & Feedback Summary
• HR Governance Notes

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FRIDAY – REPORTING, MONITORING & COO BRIEFING

Focus: Reporting, accountability, escalation

Activities

• Compile weekly Human Capital report
• Update:
  • Staffing Register
  • Training Tracker
  • Performance Tracker
• Prepare COO briefing notes
• Escalate risks, gaps, or urgent issues
• Document lessons learned
• Plan following week

Outputs

• Weekly Human Capital Report (to COO)
• Updated HR Registers
• Risk & Issue Escalation Notes

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3. MONTHLY INTEGRATION (END OF FEB & MARCH)

At the final week of each month, the schedule includes:

Additional Activities

• Monthly Human Capital Performance Review
• Staff productivity analysis
• Training impact assessment
• Organogram and workforce review
• Compliance and audit readiness check
• Contribution to COO Monthly Report

Additional Outputs

• Monthly Human Capital Report
• Workforce & Organogram Update
• Training Impact Assessment
• COO Monthly Submission Input

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4. ALIGNMENT WITH COO IMPLEMENTATION PLAN

COO Area	Human Capital Contribution
Strategy & Performance	Workforce planning & KPIs
Operations	Staffing adequacy & productivity
Risk Management	Labour & capacity risks
Governance	Policy compliance & reporting
Sustainability	Skills for SDGs & sustainability
Projects	Project staffing & training
Reporting	Weekly & monthly HR reports

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5. MONITORING & CONTROL TOOLS

• Human Capital Weekly Schedule
• Staff Performance Dashboard
• Training & Mentorship Register
• Organogram & Staffing Map
• HR Risk & Compliance Register
• Staff Engagement Log

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6. ESCALATION & DECISION-MAKING

• Immediate escalation to COO for:
  • Critical staffing gaps
  • Performance failures
  • Compliance breaches
• Weekly escalation via Human Capital Report
• Monthly escalation to Executive & Board Committees

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7. GOVERNANCE & AUDIT READINESS

• All activities documented
• Evidence-based reporting
• Version-controlled HR records
• Alignment with Neftaly policies
• Ready for Board, Audit, and Donor review