1. Clarify the reason for the review
Write down the decisions or difficulties that prompted the review. Agree whether the priority is consistency, capacity, performance or another defined issue.
2. Map your people responsibilities
Identify who handles recruitment, records, leave, payroll coordination, performance and employee queries. Note gaps or overlapping responsibilities.
3. Take an inventory of existing documents
List the policies, job descriptions, organisational charts and management tools already available. At this stage, record what exists rather than emailing employee files.
4. Choose your priority questions
Select the issues that matter most and describe how they affect daily work. An initial review should lead to manageable priorities.
5. Agree how information will be handled
Before sharing records, confirm the purpose, access arrangements and an appropriate confidential channel with your adviser.