INTRODUCTION With the new results-based management culture in UNDP globally, the Annual Results & Competency Assessment (RCA) process has been going through extensive improvements in order to address staff development and career advancement in light of staff performance. Long term career advancement and succession planning for staff includes the prospect of promotion, however, for immediate reinforcement of good performance, the Country Office needs a mechanism to recognize and reward competent staff. The result of 2002 Global Staff Survey further endorsed the importance of staff recognition and implementation of a rewards system. In the last quarter of year 2001, a committee was constituted following up on the Reprofiling Mission’s recommendation to establish a Performance Based Rewards System in the CO. Performance Rewards Committee came up with various recommendations, which were shared with the CO management. This policy is an amalgamation of the committee’s recommendations and CO management’s input. FRAMEWORK The covers all CO staff on whom RCA is applicable (100, 200 & 300 series & SC holders with over 6 moths of contract). The CRG would review all RCAs with the rating of ‘outstanding’, ‘exceeded expectations’ and ‘fully met expectations’ separately, to select eligible staff for rewards under this policy. TYPES OF REWARDS Following are the three types of rewards under this policy: I - EMPLOYEE OF THE YEAR: 1. The Reward Itself: 1.1.The spirit behind this reward is to provide competent staff with a learning opportunity outside duty station, so that international exposure can further enhance the learning value of the reward. 1.2.Each selected staff member would be presented with an appreciation certificate with return ticket to a CO/SURF/Bureau HQ (commensurate with his/her work at the CO) with five working days' learning time given to him/her for professional development. 1.3.Three awards of this type would be distributed annually to staff. The award would be for these categories: 1.3.1. Country Office Employee of the Year: In recognition of forming exceptional cross-thematic linkages; networking & advocacy among UNDP partners/donors; and achievement of outstanding results in one’s own thematic area. 1.3.2. Development Division Employee of the Year: One staff member from the Division who demonstrated exceptional performance according to the criteria given below. 1.3.3. Operations Division Employee of the Year: One staff member from the Division who demonstrated exceptional performance according to the criteria given below. 2. Criteria for the Reward: 2.1.dditional work being done by a staff member is not a performance indicator in itself, however, the quality of results and strategies undertaken by the staff member to achieve his/her assigned tasks is of more importance. 2.2.Teamwork/leadership, knowledge management, networking and communication skills are of paramount importance. The staff member should also have demonstrated commitment to learning throughout the year through achievement of the yearly learning plan (Section E of the RCA). 2.3.The rewards would be based on comparative analysis of staff members’ behavioral competencies, like leadership skills, inter-personal communication, teamwork, etc. if several have the same RCA ratings. 3. The Process: 3.1.All staff members (and SC holders) who were rated as ‘outstanding’, ‘exceeded expectation’ or ‘fully met expectation’ would be eligible for these rewards, irrespective of their grade/gender/age/nature of job. 3.2.The CRG would select 3 staff members, one for each category of the reward, based on the criteria described above, after RCA discussions have completed. 3.3.If a staff member has already been recommended by the CRG for promotion, he/she would not be eligible for this award. II - TEAM OF THE YEAR: 1. The Reward Itself: 1.2. Tokens of appreciation in the form of certificates and gold-plated plaques/shields would be presented to all team members for achievement of the team and their individual contribution. 2. Criteria for the Reward: 2.1. The selection criteria would be the impact of the results achieved by the team and its demonstrated cohesion. 2.2. Cross-functional teams with a matrixed composition would be given special attention with regard to this award. Formal Work Units and Thematic Practice Communities are also eligible for this reward. 3. The Process: 3.1. The selection of the “Team of the Year” would be done by the CRG after the individual RCA discussions are complete and selection for the ‘Employee of the year’ award has been finalized. 3.2. The selection would be done on the basis of criteria described above. III – THE LONGEVITY AWARDS: 1. The Reward Itself: 1.1. The spirit of these awards is to recognize a 100 series staff member’s commitment to the UN ideals and dedicated service to UNDP. 1.2. The certificates received from Head Quarters in this regard would be nicely framed at the CO. 2. Criteria for the Reward: 2.1. Longevity of service for periods of 5, 10, 15, 20, 25 and 30 years is the basic criterion for this award. 3. The Process: 3.1. The Human Resources Unit would prepare the list of eligible staff members & Operations Support Services Unit would have their names printed on certificates and carved on the shields. MISCELLANEOUS 1. to give a fresh and energizing start to the work cycle. 2. All staff members (SC holders included) who received a rating of ‘fully met expectation’ or above in their RCAs, would be recognized through certificates and small tokens of appreciation, recognizing their contribution to work of the office. This would ensure positive reinforcement of good performance and further motivation for competent staff. 3. An email listing names of staff members who received the rewards through this policy would be sent by the Resident Representative to all CO staff, following the awards ceremony at the CO Retreat. 4. A list of all staff members who have received these rewards would be maintained in the Human Resources Unit and their names (with pictures) posted on UNDP website.
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