HRModule Rec_Staffing template Jan2011 by xiuliliaofz

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									United Nations Secretariat
       Human Resources
      Management Module
       Talent Management:
     Recruitment and Selection
  Talent Management Framework
                         External:
                        Recruitment
                         ►Outreach
                                                                     Performance
                         •Un/Under-Rep                               Management
                         •Women

                                                                                    Career /Staff
                                                                                    Development
                                               Induction                           ►Learning
Workforce Planning                           ►Organization                         ►Job Networks
►Targeted analysis of                        ►Department                           ►Mobility
       needs
►Short-term Planning


                                                                      Internal:
                                                                     ►Selection
                                                                     ►Mobility



                         Common Policy Framework
                         Common Policy Framework
                          e.g. Contractual reform, staffing policy
                          e.g. Contractual reform, staffing policy

                              Information System
                              Information System                                                2
                              e.g. e-Staffing tool -- INSPIRA
                              e.g. e-Staffing tool -- INSPIRA                             Page - 2
Staffing Challenges                Strategy
• High volume: more than       • Implement a new tool
  half a million applicants      (INSPIRA) with enhanced
  yearly                         data management capability.
• Manual pre-screening too     • Target: fill vacancies
  labour-intensive               in <120 days
• Time to fill vacancies on    • Use rosters for the field to
  average too long               ensure pool of available
  (2009: 197 days)               qualified individuals
• Vacancy rates too high in    • Increase outreach for
  some functions and duty        functions/gender/geography
  stations, especially peace   • Use common systems
  operations                     across the organization.
• Fulfil mandates: gender
  and geographical
         Staffing Mandates
• Highly qualified
  – Article 101 of the UN Charter
• Geographical distribution
  – Recruitments of candidates to
    geographical posts (professional
    categories) within the range established
    for each Member State.
• Gender balance
  – Attain or maintain gender parity
Supporting mechanisms for achieving
 gender balance through selections

• Human Resources Action Plan targets
• Advisory role of Departmental focal points for
  women
• Female candidates recommended but not
  selected remain on roster for three years
  (males, 2 yrs)
• CR bodies’ attention to selection process
  conducted objectively
• Monitoring and advising by HR Officers
                     Roles in Staffing
                                    HQ
          OHRM: Policy, technology, and oversight
                Manage HQ Central Review Bodies
          Professional & Above Staffing Section (PASS)
        General Services & Related Categories Staffing Unit
    Dept of Field Support: Field Personnel Division (FPD)


Offices Away from HQ and Peacekeeping Operations:
Human Resources Management Service
•Assist managers with international recruitment (Prof & Above vacancies)
•Assist managers with local recruitment (within the duty station) (GS staff)
• Manage local Central Review bodies or Field Central Review Bodies


                    Heads of Departments/Offices
                          Hiring Managers
           What we do as Recruiters
Support departments/offices                      Special recruitment campaigns
    in meeting staffing
       requirements             Advise on writing job
                                openings and
                                evaluation criteria




                                                        Training
                      Review and
                      determine eligibility

          Provide policy and        NCRE and G-to-P       Respond to queries
         technical/procedural       placement
            guidance and
             assistance
            Recruitment Mechanisms
                       External:
             • NCRE (P-2)
             • International P-3 & above            Performance
                                                    Management
             • Language examinations
             • Local recruitment G1-4                               Career
             • Peace Operations, other                            Development
             field needs
                                                       Internal:
                                           • International P-3 & above
Workforce                                  • Language examinations
Planning                                   • G-to-P examination
                          Induction
                                           • GS-5 and above and related
                                           categories
                                           • Peace Operations, other
                                           field needs
                                           •TVA


                        Policy (ST/AI/2010/3)
                        Policy (ST/AI/2010/3)

             Careers Portal and INSPIRA Staffing Tool
             Careers Portal and INSPIRA Staffing Tool                     9
            Exercise: Using the ST/AI/2010/3
1.   What criteria are applied to determine if an applicant is an internal or
     external candidate when he/she applies for a post?
2.   What defines a lateral move in the same department or office—change
     in supervisor or change in function?
3.   To which appointments does the staff selection system apply?
4.   A staff member was recruited at the G-2 level in January 2007, and
     promoted from G-2 to G-3 in January 2008. Is he/she eligible to apply
     now for a G-5 post? For an FS-5 post?
5.   What is the timing for releasing pre-screened applicants to the hiring
     manager during the time the vacancy is posted?
6.   At what point(s) in the selection process are the central review bodies
     involved in the process and for what purpose?
7.   Who has the final authority to select a candidate?
8.   The Programme Manager wants to assess candidates prior to the
     competency-based interviews. Can she ask the candidates to
     complete a work sample test and use that as a basis for evaluation?
                                   Answers
1.    What criteria are applied to determine if an applicant is an internal or
      external candidate when he/she applies for a post?
     Internal candidate recruited after a competitive examination or a competitive
           process (review by a CRB). (Section 1 (o) )

2.    What defines a lateral move in the same department or office—change in
      supervisor or change in function?
     Change in function. (Section 1, (q) )

3.    To which appointments does the staff selection system apply?
     One year or longer, G-5 and above, TC-4 and above, S-3 and above, P-3
         and above, Field Service (Section 3.1)

4.    A staff member was recruited at the G-2 level in January 2007, and
      promoted from G-2 to G-3 in January 2008. Is he/she eligible to apply now
      for a G-5 post? For an FS-5 post?
     For G-5, not eligible. For FS-5, eligible if meeting qualifications (Section 6.1
          and 9.1)
                                  Answers
5.    What is the timing for releasing pre-screened applicants to the hiring
      manager during the time the vacancy is posted?
     Within and/or shortly after the deadline of the job opening (Section 7.2, 7.3)
6.    At what point(s) in the selection process are the central review bodies
      involved in the process and for what purpose?
     Review of the selection proposal, to ensure candidates were evaluated on
          the criteria and procedures have been followed (Section 7.7, 7.8, 7.9)
7.    Who has the final authority to select an internal candidate? An external
      candidate?
     Internal, up to and including D-1, Head of Department. External, up to and
           including D-1, HOD with OHRM approval. D-2, Secretary-General.
           (Section 9.2, 9.3)
8.    The Programme Manager wants to assess candidates prior to the
      competency-based interviews. Can she ask the candidates to complete a
      work sample test and use that as a basis for evaluation?
     Yes, after preparing a shortlist of those who appear more qualified based
          review of their documentation (Section 7.4, 7.5)
   Highlights of Policy (ST/AI/2010/3)


• Discontinuation of 15-, 30-, 60-day lists and releasing
  eligible applicants as they apply
• Flexibility for deadlines less than 60 days (section 4.8)
• Eligibility for GS to apply to field and FS to apply to
  P-level posts (sections 6.1, 6.4 and 6.5)
• Review of the selection proposal by the CRB
  (section 8)
• Minimum post occupancy - 1 year (section 9.1)
The recruitment and selection process:




 • Inspira Tool (creating and managing vacancy
   announcements and the selection process, internal
   applications)
 • Careers Portal (searching job openings and external
   applications)
                      Inspira Terminology
UN Terminology         External Views and Internal    Other internal pages
                       Applicants
Category and level     Category and level             Salary Admin Plan
UN Secretariat         UN Secretariat                 Company
Department/Office      Department                     Business Unit
Competencies           Competencies
Duty Station           Duty Station                   Location
Evaluation Criteria    Evaluation Criteria
Functional Title       Job Title
HRCO                   Recruiter
Occupational Group Job Family
PCO                    Hiring Manager
PHP                    Application and user profile
VA                     Job Opening
Process for creating a job opening in Inspira
              Automated Pre-Screening

Eligibility Rules applied for                            Automated
Age limit                                                þ
Years of work experience                                 þ
Education minimum requirements                           þ
Former United Nations staff member                       þ
Former/current UN contractors, consultants and interns   þ
United Nations Volunteers                                þ
Length of work experience                                þ
Level                                                    þ
Languages, level of proficiency                          þ
Licenses and certificates                                þ
Screening questions                                      þ
How do we help?
Advising and training

• For Hiring Managers
• For CRB members
• For staff at large

• As needed -- by appointment -- email or
  phone us

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