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Keynote_Stoeckl

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									           The United Nations
            common system
       in times of financial crisis



8th Career Development Roundtable,
                                     Berlin 1-2 December 2011
                         What is ICSC?
   The International Civil Service Commission
   is an independent expert body established by
   the United Nations General Assembly:

   The General Assembly of the United Nations
   establishes an International Civil Service
   Commission…

   …for the regulation and coordination of the
   conditions of service of the United Nations
   common system…

                             - GA Resolution 3357 XXIX of 18 December 1974


8th Career Development Roundtable                        Berlin, 1-2 December 2011
        Composition & Appointment

 15 members appointed by the General Assembly in their
  personal capacity as individuals of recognized
  competence with substantial experience of executive
  responsibility in Public Administration.




 Two of the members are
  designated Chairman and
  Vice-Chairman and serve on
  a full-time basis.



8th Career Development Roundtable         Berlin, 1-2 December, 2011
       Composition & Appointment




 Selected with due regard for equitable geographical
  representation.
 8th Career Development Roundtable          Berlin, 1-2 December 2011
                  How Does
                  ICSC
                  Work
8th Career Development Roundtable   Berlin, 1-2 December 2011
        Issues Under ICSC Mandate


                                    ICSC

                                           Recommendations to:
                                            General Assembly
           Decisions                        Governing Bodies
                                            Executive Heads




8th Career Development Roundtable                Berlin, 1-2 December 2011
                  Functions & Powers


                                               1. Makes
                                          recommendations to
      Broad principles
                                                   the
      to determine
      conditions of service               General Assembly on:

      Scales of salaries
       for professional
             staff
                                       Education grant, home leave,
                                      repatriation grant, termination
             Staff assessment
                                         indemnities, dependency
                                               allowances &
                                    language incentive for Professional
                                              and above staff

8th Career Development Roundtable                        Berlin, 1-2 December 2011
                 Functions & Powers


                                          2. Establishes:

                                            Daily Subsistence
                                             Allowance rates
                 Methodologies by
                 which the principles
                                                  Mobility and
                 for determining
                                                   Hardship
                 conditions
                                                  allowances
                 of service should
                 be applied                  Hazard pay


       Job Classification               Post Adjustment
           standards                     classifications

8th Career Development Roundtable                    Berlin, 1-2 December 2011
                  Functions & Powers


                                         3. Conducts
   New York                           General Service
                                      salary surveys at
                                        HQ locations:
           London

    Montreal                 Vienna
                                                Geneva
                                    Rome
           Madrid                                 Paris

8th Career Development Roundtable                 Berlin, 1-2 December 2011
                   Functions & Powers


                            4. Makes
                       recommendations
                                                      Contractual
                        to organizations:            arrangements

         General Service salary                    Performance
         scales at headquarters                    management

                                            Standards of
       Human Resources                        conduct
          policies

                                              Staff training
                   Gender balance/Work-          policy
                       Life issues

8th Career Development Roundtable                   Berlin, 1-2 December 2011
Recent issues under ICSC consideration
Performance management
Review of the mobility/ hardship scheme and of the different
types of allowances and the danger pay;
Review of the pensionable remuneration;
Base/floor salary scale and review of staff assessment
rates used in conjunction with gross salaries;
Evolution of the United Nations/United States net
remuneration margin;
Survey and report on diversity in the United Nations
common system;
Review of the General Service salary survey methodologies;
Harmonization of the conditions of service for staff serving
in non-family duty stations in the common system.

8th Career Development Roundtable            Berlin, 1-2 December 2011
Upcoming issues on the ICSC agenda

The new framework for performance management
based on rewards and recognition;
Update of the standards of conduct;
Review of the education grant methodology;
Review of the UN/US net remuneration margin;
Review of security evacuation allowance.




8th Career Development Roundtable      Berlin, 1-2 December 2011
        Human Resources Management
                  in times of financial crisis

 The Secretary General pointed out recently
 that we are living “in an era of austerity” and
 proposed all UN departments to decrease their
 budget by 3%.

      “The 3% cut is not across the board and
      doesn’t apply uniformly to all offices”.
                 14 September 2011, Town Hall Meeting of the SG with staff
                                      from duty stations across the world


 Some departments voluntarily offered cuts of 7%.

8th Career Development Roundtable                       Berlin, 1-2 December 2011
    Mobility in the UN common system



   Movement within organizations:
    * Across occupational groups/departments;
    * Geographic mobility (may be voluntary or
     mandatory)

   Movement across organizations:
    * Within the United Nations common system
     (inter-organizational mobility).


8th Career Development Roundtable    Berlin, 1-2 December 2011
Inter-Agency Mobility in the UN system

   Goal:
    Increased managed inter-agency mobility to enhance
    system-wide efficiency


   Role:
    Promotes the sharing of knowledge and experience;
    Builds a competent, versatile, multi-skilled and
    experienced international civil service




8th Career Development Roundtable         Berlin, 1-2 December 2011
Inter-Agency Mobility Policy Objectives
   Fostering staff members’ appreciation that they are part of
    one United Nations system;
   Encouraging movement of individual staff members
    between organizations;
   Valuing experience gained in UN system organizations;
   With due regard for organizations’ placement, rotation and
    internal mobility policies, giving staff members of all UN
    common system organizations equal access and
    consideration for employment opportunities on a
    competitive basis;
   Creating an administrative framework that supports
    mobility;
   Addressing work/life issues that impede mobility
                                    CEB Inter-Agency Mobility Statement (2003)

8th Career Development Roundtable                          Berlin, 1-2 December 2011
Inter-Agency Mobility in the UN system

 What is being done?
  CEB Statement on Inter-Agency Mobility (2003)
  Dual Career and Staff Mobility Programme (2008)
  Work/life balance initiatives (2008)
  Delivering as One Programme (2009)
     (8 pilot countries: Albania, Cape Verde, Mozambique, Pakistan,
      Rwanda, Tanzania, Uruguay, Viet Nam)
  Right to work initiative pilots (2010)




8th Career Development Roundtable                 Berlin, 1-2 December 2011
       Dual career/spouse employment
  Increasing concern by staff about relocation and
           expatriate spouse employment:
                                       Chief
                                     Executives
                                       Board
                                        (CEB)


                                    Dual Career &
                                    Staff Mobility
                                     Programme
             To help newly                          To assist those
           arrived expatriate                     expatriate spouses
           families to settle                      and partners who
          into their new duty                       wish to work to
                 station                          obtain employment

8th Career Development Roundtable                         Berlin, 1-2 December 2011
       Dual career/spouse employment

                            Dual Career
                    & Staff Mobility Programme

              Global Expatriate Spouse Association

              Local Expatriate           Dual Career & Staff
            Spouse Associations           Mobility Website
             In UN & World Bank        www.unstaffmobility.org
             Group duty stations (43).
                                        Information for settling
             Offer on-site assistance   into new duty stations.
             for employment and
             career interests of        Offers country-specific
             spouses.                   career and employment
                                        information.
8th Career Development Roundtable                       Berlin, 1-2 December 2011
                   Career Development
A new Performance Management framework
emphasizing the motivation, engagement and development of
staff members.




        Changing                         The new
        behaviors                       framework
                                                              More clear role
                                                                of the key
              Emphasis on the                                 organizational
                UN values           Emphasis on a number of
                                                                 players
                                        key enablers in the
                                         organization for
                                            successful
                                        implementation of
                                    performance management
8th Career Development Roundtable                             Berlin, 1-2 December 2011
      Career Development Initiatives

UN Secretariat Voluntary Initiative for Network
Exchanges (VINEs)
  - helps professional category staff to move laterally across
    departments and duty stations within Job Networks.



Revised UN Competency Framework
    - includes a refined set of Core Values and Core and Managerial
    Competencies that together comprise the profile of what it takes
    to be successful and effective in the UN’s fast-changing
    operational terrain.




8th Career Development Roundtable                Berlin, 1-2 December 2011
     Austerity Measures in Place
• New York post adjustment and New York GS
  Salaries were frozen 2009 and 2010
• GA request to take into account member
  states’ decisions regarding their national civil
  services
• GA request to increase weight of national civil
  service when determining the GS salary scale
  (new GS Salary Survey Methodology as of 1
  January 2011)
    Austerity Measures under GA
            Consideration
• Revoke Post New York Post Adjustment
  Increase of 1 August 2011 an freeze New York
  Post Adjustment at prior level for at least two
  years
• Reduce Margin UN-US from range 110 – 120
  to range 110 – 115
• Not to increase hardship/mobility scheme by
  2.5 per cent as proposed by ICSC and freeze at
  current level for three year
              Consequences
• Beside New York salaries pensionable
  remuneration would be frozen (at level of 1
  August 2007), because of link with New York
  post adjustment
• Possible post adjustment increases at duty
  stations other than New York would be
  downscaled

								
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