IFAMI Inter-Faith Aid Ministry Int’l
IFAMI members seated together at a meeting in Wakiso, Uganda.

Privacy & policies

How this website handles your information, and the operating standards that guide IFAMI’s work.

Your information

Website privacy

This is a static informational website. It does not set cookies, run analytics, or use advertising or tracking pixels.

The page fonts are served by Google Fonts, which receives your IP address when the page loads. If you prefer to avoid that request, your browser or an extension can block it.

The contact form does not submit to a server. It opens your own email application with a pre-filled message, so nothing is stored on this website. If you email or call us, we use your details only to respond and to manage any ongoing relationship. We do not sell or share your information.

To ask for a copy of your correspondence, or to ask us to delete it, contact the US office at info@interfaithaidministryinternational.org.

Operations manual

1. Introduction

This manual provides guidelines and procedures for the smooth and efficient operation of Inter-Faith Aid Ministry International. It is intended to help staff and volunteers understand their roles, follow good practice, and contribute to the organisation’s mission and impact.

2. Organisation overview

Mission

  • Adopt and care for orphan children in Uganda through education.
  • Care for their shelter and provide for their basic needs.
  • Provide physical therapy to the elderly.
  • Improve the living conditions of African clergy.
  • Care for widows and widowers in their old age.

Vision

To support, educate and care for orphan children from grade one through to PhD.

Core values

  • Integrity — upholding the highest standards of honesty and ethical conduct in all our activities.
  • Empowerment — community fundraising locally and internationally, through government, generous companies and organisations.
  • Sustainability — projects that sustain accommodation and provide the commodities needed for human development.
  • Innovation — continuously seeking creative solutions to the challenges facing our communities.

Structure

The organisation is led by an executive director, a president and a vice president/CEO, supported by finance, volunteer and programme teams in Uganda and the United States.

3. Roles and responsibilities

Executive Director

Strategic planning and overall management of the organisation.

President

Overseeing programme development and implementation across chapters, including California and New York State.

Vice President / CEO

Fundraising and donor relations, including relationships with partners in Maryland and beyond.

Finance Manager

Financial planning, accounting and budgeting in the United States and Uganda.

Volunteer Coordinator

Recruiting, supporting and engaging volunteers.

Roles and responsibilities are reviewed regularly and updated as the organisation grows.

4. Organisational policies

  • Code of conduct — guidelines for behaviour and interaction within the organisation (see section 16).
  • Attendance and leave — procedures for managing staff and volunteer attendance.
  • Data privacy — measures to protect sensitive information, consistent with the website privacy statement above.
  • Equal opportunity — ensuring a non-discriminatory working environment.

Policies are reviewed periodically so that they stay relevant and are followed consistently.

5. Programme management

  • Programme development — guidelines for developing and updating programmes.
  • Programme implementation — steps for implementing and managing programmes.
  • Monitoring and evaluation — methods for assessing programme impact and effectiveness.

6. Fundraising and development

  • Fundraising strategies — approaches to achieving fundraising goals.
  • Donor relations — guidelines for building and maintaining donor relationships.
  • Grant management — procedures for applying for and managing grants.

7. Financial management

  • Budgeting — procedures for preparing and monitoring budgets.
  • Accounting — guidelines for managing accounts payable and receivable.
  • Financial reporting — procedures for preparing and submitting financial reports.

8. Volunteer management

  • Recruitment and onboarding — procedures for recruiting and onboarding volunteers.
  • Training and development — training programmes for volunteers.
  • Recognition — methods for recognising and appreciating volunteers.

9. Human resources

Recruitment and hiring

  1. Job posting. Vacancies are advertised publicly, ensuring transparency and equal opportunity for all qualified candidates. Each role has clearly stated skills, qualifications and experience.
  2. Application. Candidates submit a resume, cover letter and other relevant documents. Applications are reviewed by the human resources department or a designated hiring committee.
  3. Interview. Shortlisted candidates are interviewed by a panel that includes the human resources team, project managers and senior leadership. Written tests or practical demonstrations may be used.
  4. Reference and background checks. References are checked with previous employers, and a background check confirms ethical and legal standards.
  5. Decision and offer. A formal offer letter sets out the job description, salary, benefits and responsibilities.
  6. Onboarding. New employees receive orientation and training on the organisation’s values, policies and procedures, with a probationary period of three to six months.

Separation

  1. Performance review and warnings. Where an employee breaches the rules or fails to meet performance standards, they first receive a verbal or written warning. All disciplinary actions are documented.
  2. Termination review. Before termination, human resources and management review the case to confirm that procedures were followed fairly.
  3. Notice. The employee receives a formal written termination notice, including the reasons, the date, and information about final payments and accrued leave or benefits.
  4. Exit interview. An exit interview may be conducted to gather feedback and improve policies.
  5. Final pay and benefits. The organisation ensures final pay, benefits and entitlements are paid, with guidance on post-termination benefits.
  6. Post-termination. The employee returns organisation property, maintains confidentiality, and may receive a reference letter where applicable.

10. Health and safety

  • Safety protocols — guidelines for maintaining a safe working environment.
  • Emergency procedures — steps to follow in an emergency.
  • Health initiatives — programmes that promote the health of employees and volunteers.

11. Technology and tools

  • Software — recommended applications for organisational functions.
  • Hardware — essential equipment for operations.
  • IT support — contact information and procedures for technical assistance.

12. Communication and reporting

  • Internal communication — guidelines for effective communication within the organisation.
  • External communication — protocols for interacting with donors, partners and stakeholders.
  • Reporting — procedures for preparing and submitting reports.

13. Risk management

  • Risk identification — identifying potential risks to the organisation.
  • Risk mitigation — strategies for reducing or eliminating risks.
  • Crisis management — plans for responding to and recovering from crises.

14. Continuous improvement

  • Feedback — collecting and acting on suggestions from staff and volunteers.
  • Innovation — encouraging creativity in operations.
  • Performance reviews — regular reviews to identify areas for growth and development.

15. Code of conduct for members

Every member of Inter-Faith Aid Ministry International commits to the following standards.

  1. Commitment to mission. Align actions with the organisation’s objectives of socio-economic development and national unity, and take part in activities that promote security, development and civic mobilisation.
  2. Integrity and accountability. Be honest in all dealings, transparent in decision-making, and willing to take responsibility for mistakes.
  3. Respect for diversity. Promote inclusion regardless of ethnic, religious or cultural background, and challenge discriminatory behaviour.
  4. Community engagement. Listen to local communities, adapt projects to their feedback, and encourage civic participation.
  5. Confidentiality. Safeguard confidential information about stakeholders, beneficiaries and the organisation’s strategies.
  6. Collaboration and teamwork. Share knowledge, expertise and resources, and keep colleagues informed.
  7. Conflict of interest. Disclose personal or financial interests that could influence decisions, and avoid decisions where impartiality is compromised.
  8. Professionalism. Act with respect, meet deadlines, maintain quality, and approach challenges with resilience.
  9. Non-discrimination. Enforce zero tolerance for discrimination or harassment based on race, religion, gender or any other factor.
  10. Adherence to law. Follow local, national and international laws and internal policies.
  11. Environmental responsibility. Minimise the environmental impact of projects and promote sustainable practice.
  12. Continuous learning. Pursue personal and professional development and stay current with good practice.
  13. Zero tolerance for corruption. Report bribery, fraud or misappropriation, and ensure full accountability in financial dealings.
  14. Commitment to security. Prioritise the safety of members, colleagues and the communities served, and follow security guidelines.
  15. Understanding sanctions. Accept that breaches of this code lead to the disciplinary measures described below.

16. Sanctions for non-compliance

  1. Verbal warning. For minor violations such as lateness, missed deadlines or inappropriate behaviour. The member is given an opportunity to correct the behaviour, and the violation is documented.
  2. Written warning. For repeated minor offences or more serious breaches. The member acknowledges the warning and may be placed on a performance improvement plan with specific goals and timelines.
  3. Suspension. For serious violations such as confidentiality breaches or conflicts of interest. The member is suspended without pay for a designated period and must meet specific conditions before resuming their role.
  4. Termination. For major violations such as corruption, fraud, theft, harassment or repeated non-compliance after warnings. A formal review ensures fairness and respects the member’s rights.
  5. Legal action. For criminal offences such as fraud, corruption or physical harm. Such incidents are reported to the appropriate authorities, and the individual is barred from future activities.

Questions about these policies? Contact the US office at info@interfaithaidministryinternational.org or call +1 (603) 820-5458.