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CEE/CIS Regional Staff Association meeting
Zagreb, 29-31 March 2011
Training for Staff Representatives
RSA overview (Sophie)
RSA Elections
HR Session
Q&A Session with the Regional Director and HR
Regional JCC
RSA Workplan
from the GSA presentation
International civil servants governed by: UN CharterUN Staff Regulations & Rules
6
PREAMBLE
WE THE PEOPLES OF THE UNITED NATIONS DETERMINED
to save succeeding generations from the scourge of war, which twice in our lifetime has brought untold sorrow to mankind, and
to reaffirm faith in fundamental human rights, in the dignity and worth of the human person, in the equal rights of men and women and of nations large and small, and
to establish conditions under which justice and respect for the obligations arising from treaties and other sources of international law can be maintained, and
to promote social progress and better standards of life in larger freedom,
AND FOR THESE ENDS
to practice tolerance and live together in peace with one another as good neighbours, and
to unite our strength to maintain international peace and security, and
to ensure, by the acceptance of principles and the institution of methods, that armed force shall not be used, save in the common interest, and
to employ international machinery for the promotion of the economic and social advancement of all peoples,
HAVE RESOLVED TO COMBINE OUR EFFORTS TO ACCOMPLISH THESE AIMS
Accordingly, our respective Governments, through representatives assembled in the city of San Francisco, who have exhibited their full powers found to be in good and due form, have agreed to the present Charter of the United Nations and do hereby establish an. international organization to be known as the United Nations
Article 8The United Nations shall place no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs.
Article 97The Secretariat shall comprise a Secretary-General and such staff as the Organization may require. The Secretary-General shall be appointed by the General Assembly upon the recommendation of the Security Council. He shall be the chief administrative officer of the Organization.
Article 100In the performance of their duties, the Secretary-General and the staff shall not seek or receive instructions from any Government or from any other authority external to the Organization. They shall refrain from any action which might reflect on their position as international officials responsible only to the Organization.
Each Member of the United Nations undertakes to respect the exclusively international character of the responsibilities of the Secretary-General and the staff and not to seek to influence them in the discharge of their responsibilities.
Article 101
1. The staff shall be appointed by the Secretary-General under regulations established by the General Assembly.
2. Appropriate staffs shall be permanently assigned to the Economic and Social Council, the Trusteeship Council, and, as required, to other organs of the United Nations. These staffs shall form a part of the Secretariat.
3. The paramount consideration in the employment of the staff and in the determination of the conditions of service shall be the necessity of securing the highest standards of efficiency, competence and integrity. Due regard shall be paid to the importance of recruiting the staff on as wide a geographical basis as possible.
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Article 105
1. The Organization shall enjoy in the territory of each of its Members such privileges and immunities as are necessary for the fulfilment of its purposes.
2. Representatives of the Members of the United Nations and officials of the Organization shall similarly enjoy such privileges and immunities as are necessary for the independent exercise of their functions in connexion with the Organization.
3. The General Assembly may make recommendations with a view to determining the details of the application of paragraphs 1 and 2 of this Article or may propose conventions to the Members of the United Nations for this purpose.
Regulation 1.1Status of staff(a) Staff members are international civil servants. Their responsibilities as staff members are not national but exclusively international;
Regulation 1.2Basic rights and obligations of staffCore values(a) Staff members shall uphold and respect the principles set out in the Charter, including faith in fundamental human rights, in the dignity and worth of the human person and in the equal rights of men and women. Consequently, staff members shall exhibit respect for all cultures; they shall not discriminate against any individual or group of individuals or otherwise abuse the power and authority vested in them;
Regulation 1.2Basic rights and obligations of staffCore values (cont’d)
(e) By accepting appointment, staff members pledge themselves to discharge their functions and regulate their conduct with the interests of the Organization only in view. Loyalty to the aims, principles and purposes of the United Nations, as set forth in its Charter, is a fundamental obligation of all staff members by virtue of their status as international civil servants;
(f) While staff members’ personal views and convictions, including their political and religious convictions, remain inviolable, staff members shall ensure that those views and convictions do not adversely affect their official duties or the interests of the United Nations. They shall conduct themselves at all times in a manner befitting their status as international civil servants and shall not engage in any activity that is incompatible with the proper discharge of their duties with the United Nations. They shall avoid any action and, in particular, any kind of public pronouncement that may adversely reflect on their status, or on the integrity, independence and impartiality that are required by that status;
Regulation 1.3Performance of staff
(a) Staff members are accountable to the Secretary-General for the proper discharge of their functions. Staff members are required to uphold the highest standards of efficiency, competence and integrity in the discharge of their functions. Their performance will be appraised periodically to ensure that the required standards of performance are met;
(b) The whole time of staff members shall be at the disposal of the Secretary-General for the performance of official functions. The Secretary-General shall establish a normal working week and shall establish official holidays for each duty station. Exceptions may be made by the Secretary-General as the needs of the service may require, and staff members shall be required to work beyond the normal tour of duty when requested to do so.
1. The United Nations and the specialized agencies embody the highest aspirations of the peoples of the world. Their aim is to save succeeding generations from the scourge of war and to enable every man, woman and child to live in dignity and freedom.
2. The international civil service bears responsibility for translating these ideals into reality. It relies on the great traditions of public administration that have grown up in member States: competence, integrity, impartiality, independence and discretion. But over and above this, international civil servants have a special calling: to serve the ideals of peace, of respect for fundamental rights, of economic and social progress, and of international cooperation. It is therefore incumbent on international civil servants to adhere to the highest standards of conduct; for, ultimately, it is the international civil service that will enable the United Nations system to bring about a just and peaceful world.
13. An international outlook stems from an understanding of and loyalty to the objectives and purposes of the international organization itself as set forth in its legal instruments. It implies, inter alia, respect for the right of others to hold different points of view and follow different cultural patterns. It requires a willingness to work without bias with persons of all nationalities, religions and cultures; it calls for constant sensitivity to how proposals, events and statements may look to others. It requires punctilious avoidance of any expressions that could be interpreted as biased or intolerant. Working methods can be different in different cultures. International civil servants should not be wedded to the attitudes, working methods or work habits of their own country or region.
13. L’esprit international procède d’une compréhension des buts et objectifs de l’organisation internationale elle -même, tels qu’ils sont énoncés dans ses instruments juridiques, et de la loyauté à l’égard de ces buts et objectifs. Il désigne le fait de respecter le droit d’autrui d’avoir des opinions et des schémas culturels différents. Cela suppose que le fonctionnaire international est disposé à travailler sans parti pris avec des personnes de toutes nationalités, religions et cultures, se montre constamment sensible à la signification que des propositions, des circonstances ou des déclarations peuvent avoir pour d’autres personnes et évite scrupuleusement tout propos susceptible d’être considéré comme entaché de parti pris ou d’intolérance. Les méthodes de travail peuvent varier en fonction des cultures. Le fonctionnaire international ne doit pas nécessairement épouser les attitudes et les méthodes ou habitudes de travail en honneur dans son pays ou dans la région à laquelle il appartient.
All UN staff are required to sign the Oath [by Regulation 1.1 (b)]
“I solemnly declare and promise to exercise in all loyalty, discretion and conscience the functions entrusted to me as an international civil servant of the United Nations, to discharge these functions and regulate my conduct with the interests of the United Nations only in view, and not to seek or accept instructions in regard to the performance of my duties from any Government or other source external to the Organization.
“I also solemnly declare and promise to respect the obligations incumbent upon me as set out in the Staff Regulations and Rules.”
Staff Regulations and Rules Article VIIIStaff relations
Regulation 8.1 (a) The Secretary-General shall establish and maintain continuous
contact and communication with the staff in order to ensure the effective participation of the staff in identifying, examining and resolving issues relating to staff welfare, including conditions of work, general conditions of life and other human resources policies;
(b) Staff representative bodies shall be established and shall be entitled to initiate proposals to the Secretary-General for the purpose set forth in paragraph (a) above. They shall be organized in such a way as to afford equitable representation to all staff members, by means of elections that shall take place at least biennially under electoral regulations drawn up by the respective staff representative body and agreed to by the Secretary-General.
Regulation 8.2 The Secretary-General shall establish joint staff-management machinery at both
local and Secretariat-wide levels to advise him or her regarding human resources policies and general questions of staff welfare as provided in regulation 8.1.
Rule 8.1
Staff representative bodies and staff representatives
(f) The staff representative bodies shall be entitled to effective participation, through their duly elected executive committees, in identifying, examining and resolving issues relating to staff welfare, including conditions of work, general conditions of life and other human resources policies, and shall be entitled to make proposals to the Secretary-General on behalf of the staff.
Staff regulations 8.1 & 8.2:◦ SG to establish “continuous dialogue” with staff to ensure
“effective participation”◦ SR bodies to initiate proposals but ensure equitable
representation through elections◦ SG to set up joint staff-management machinery “to advise
him or her regarding personnel policies and general questions of staff welfare “
Staff Rule 8.1: establishes staff representational bodies
Staff Rule 8.2: establishes joint staff-management machinery
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Under UN Staff Rules, UNICEF has promulgated HR Manual Chapter 13 which regulates:◦ Local (country-based) Staff Associations
(LSA), LJCCs, [and representation in Country Management Teams--CMTs]
◦ Regional SAs, RJCCs, [and representation in Regional Management Teams--RMTs]
◦ GSA, GJCC, [and representation in the Global Management Team]
Staff representation is an official function supported by the organization
LSA:◦ Promotes and safeguards the rights, interests and welfare of all
UNICEF staff◦ Formal channel of communication between local staff and
management and with region
RSA: ◦ Platform to consider common issues affecting staff-management
relationships at the regional level
GSA:◦ Consolidates inputs from Regional and Local SA◦ Includes all members of UNICEF staff. ◦ Representing staff in the various management processes◦ Contributes to the development of UNICEF HR policies. ◦ Represents UNICEF staff in interagency fora
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GSA
New YorkGeneva
FlorenceCopenhagen
EAPRO
14 SA’s
ROSA
9 SA’s
ESARO
20 SA’s
WCARO
24 SA’s
MENA
17 SA’s
CEE/CIS
22 SA’s
TACR0
24 SA’s
Equal number of representatives of staff and management
Chair alternates between staff and management
Agenda set by both parties Meet three to four times yearly (or more
often if needed) Agreements are binding in matters within
the purview of the Executive Director / Regional Director / Representative
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Have been formalized in UNICEF since 1996 Staff reps are full members of MTs and can intervene on any matter
being discussed. They do not just represent staff issues◦ Country Management team: includes the LSA Chair as a full member
advises on annual workplan priorities for the use of human, financial and information resources;
advocate sand oversee the implementation of annual staff development plans;
monitors programme implementation and performance, advising on course corrections;
reviews policy issues; and
advises on the choice of strategies to address key management issues.
◦ Regional Management Team: includes the RSA Chair as a full member
integrates UNICEF’s work in the regional office
incorporating and taking into account diversities in the region
advises on regional strategies and priorities
fostering a participatory management style at the regional level.
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Staff Representation in
various office committees
Communication with staff
Organising events
Represent Staff & Continuously Advocate &
Engage in Staff WellbeingImprovement Activities
Constructively Dialogue, Consult, & Negotiate (CMT,
JCC, LTC)
Communicate Continuously with Staff
Organise Events, but also Fundraise
& Bring LSA Closer to UNICEF
Mandate
Be the First One to Know: Understand
Organizational Change & Formulate Your
Strategy
• Maternity leave alignment with BF – Flexible workplace
– RO management advocates for and sets example of W&L balance
– Mother & child friendly rooms/space
• Career development. Staff coaching & counselling
• Income tax in BiH
• Staff recognition
Staff Selection Policy and Central Review Bodies (CRB)
Performance Appraisal and Rebuttal Process
Separation from Service
Classification for GS posts
One-time review for permanent contracts
Clarifies Part 1 Separation other than termination of
appointment eg resignation
Part 2 Termination of appointment
Part 3 Benefits and entitlements on separation
Termination of appointment for disciplinary reasons is covered by the AI on Disciplinary Process and Measures
Relatively complex so please contact HR!
New global Master Standard for GS Job Evaluation◦ Greater focus on results achieved,
◦ New JD form to be introduced,
◦ Focus on GS functions as less support and more
standalone.
Only trained HR professionals to evaluate and
classify jobs.
Christine Mwendwa-Nanua and Martine Deletraz
Geneva Job Classification Panel (JCP) has been
disbanded.
◦ OTR Team established in DHR.
◦ Review to be done by region.
◦ No action required by staff unless contacted by DHR for
provision of documents.
◦ Can verify if meet criteria, namely :
5 years continuous service, on or before 30 June 2009, on
100 series fixed-term contracts ,
Under age 53 when reached 5 years of qualifying service,
Fully satisfactory performance.
http://www.intranet.unicef.org/corp/ehandbook.nsf
•A single place to find all the relevant regulations, rules and instructions concerning human resources management, launched in July 2008
• Simplified format easier for managers to use to assess people.
• Links all HR processes to allow consistency from recruitment to development and assessment.
• Facilitates eRecruitment and ePAS
• Easy to customise for functional areas and grades.
UNICEF 44INTRODUCTION TO THE REVISED COMPETENCY FRAMEWORK
UNICEF 45
Core Values
•Diversity & Inclusion
•Integrity
•Commitment
Core Competencies
•Communication
•Working with People
•Drive for Results
Functional Competencies
•Deciding & Initiating Action
•Leading & Supervising
•Relating & Networking
•Persuading & Influencing
•Applying Technical Expertise
•Analysing
•Learning & Researching
•Creating & Innovating
•Formulating Strategies & Concepts
•Planning & Organising
•Following Instructions & Procedures
•Adapting and Responding to Change
•Coping with Pressure & Setbacks
•Entrepreneurial Thinking
INTRODUCTION TO THE REVISED COMPETENCY FRAMEWORK
• Core Values− All 3 apply to all UNICEF roles
• Core Competencies:− All 3 apply to all UNICEF roles
• Functional Competencies:− 5 to 7 apply to each UNICEF role
UNICEF INTRODUCTION TO THE REVISED COMPETENCY FRAMEWORK
46
UNICEF
47
Old Competency Framework Revised Competency Framework
HR Strategic Reviews identified need to update
Competency Framework to reflect UNICEF strategic
direction
Revised Competencies reflect UNICEF’s changing
environment (eg, Entrepreneurial Thinking)
6 Foundational Competencies 3 Core Competencies
18 Functional Competencies 14 Functional Competencies
Competencies – 1 Level Competencies – 3 Levels
Up to 18 Competencies per role Maximum 6 Functional Competencies per role
Complex language in indicators Simplified behavioural indicators
Applicable primarily only in Recruitment Integrated across all HR processes: Recruitment,
PM, Assessment, Learning, etc.
Up to 48 Behavioural Indicators per Competency 4-7 Behavioural Indicators per Competency and
Level
INTRODUCTION TO THE REVISED COMPETENCY FRAMEWORK
UNICEF 48
Date Action
Sept 2009
onwards
Training for Interview Panel members and ‘Introduction to the Revised
Competency Framework’ presentations for Staff
2010 onwards Webex ’Introduction to the Revised Competency Framework’ sessions
developed and delivered.
January 2010
onwards
Integration of revised Competency Framework into performance management
system.
2010 onwards Integration into eRecruitment.
2010 onwards Integration into Development Programmes.
2010 onwards Competency Based Interviewing courses designed for interviewees.
INTRODUCTION TO THE REVISED COMPETENCY FRAMEWORK
UNICEF Zagreb office
April 2011
Elected in June 2010
Financial overview (Armin)
Activities◦ CMT participation
◦ One JCC held in 2010, after one with previous LSA
◦ End-year events
◦ Several targeted events
◦ Follow-up on Office improvement plan
Based on RSA annual plan
Country level UNCT Staff association coordination (income tax issue)
Contributions from staff
Fund-raisers in emergencies and for specific cases (for discussion)
Informal spring and summer events
Year-end events
Staff welfare funds (for discussion)
Regular: JCC, CMT, HRDC
On-going consultations and communication
Sarajevo, 15.4.2011