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#Temple managing property and liability risk 2 professional
#Temple managing property and liability risk 2 series

#Temple managing property and liability risk 2 professional

Whether it’s a nursing license, forklift operator’s license, or Project Management Professional (PMP) certification, you must always track and maintain qualification compliance. Contingent labor compliance includes maintaining worker qualifications throughout engagement. Once you’ve implemented a strategy to track onboarding compliance, your team must maintain compliance throughout each contractor’s engagement.

Intellectual property – Your onboarding process should include completion of confidentiality documents that secure intangible company assets, such as patents, trade secrets, or creative concepts.įor all types of labor, detailed nondisclosure agreements help reduce the risk of workers wrongfully distributing any information or knowledge that qualifies as business or client confidential.

Documenting information like an item’s current condition and a contractor’s end date ensures protection and timely return of your organization’s property.

Physical property – From laptops to hard hats, physical items can be costly to replace.

When it comes to property, your contingent workforce program must protect both tangible and intangible assets: Note vendors that don’t meet these criteria-they could be putting your program at risk. Tip: In your quarterly vendor audit, review compliance to confirm all documents associated with your contingent labor program, like background checks and drug screens, were completed fully, on time, and to your standards. After thoroughly assessing workers, continue onboarding procedures like granting access to the premises with security badges.

Just as you probably complete background checks and drug screenings for your full-time employees, you should require the same pre-engagement procedures for nonemployee labor.īy tracking onboarding compliance, you can flag incomplete items and halt the engagement workflow, safeguarding your current people. The right risk management practices for your contingent workforce can help preserve the safety of your existing workers. Look no further than your program analytics.įrom tracking critical compliance to assessing proper documentation, here are 5 metrics you can use to better measure risk within your contingent workforce program. When it comes down to adopting a contingent labor program or improving your current one, ensuring you cover all the bases and establish an adequate risk management routine is a must.īefore you can mitigate risk in your contingent workforce program, you need tools to monitor it.

While these are more evident risks, other inconspicuous opportunities for risk exist, too.

These risks include the potential for unverified worker backgrounds, inaccurate compliance maintenance, or even misclassified workers. Although there are numerous benefits to engaging contingent workers, there are also some associated risks. Using contingent labor has obvious benefits-accessing a flexible workforce, increasing your cost savings, and bridging the skill gaps. Using the framework, you can get a firm grasp on the current state of your contingent labor program and drive improvement toward future goals. The QECR framework is designed to help define and measure the performance of contingent worker programs across four dimensions- quality, efficiency, cost, and risk.

#Temple managing property and liability risk 2 series

This is the final post in a 4-part series designed to help contingent program managers understand and implement analytics to support the QECR Performance Framework developed by Staffing Industry Analysts.