CEB also continued to provide oversight, through the High-Level Committee on Management and its Human Resources Network, of staff management policies and practices across the system with a view to promoting best practices, harmonization and administrative simplification. Issues addressed included:
Please note: only publishing dates after March 2013 may be considered reliable.
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During the reporting period, the Human Resources Network of the High-level Committee on Management made progress in a number of areas, including the finalization of a policy statement on staff with disabilities, the introduction of a questionnaire for the exit interviews of staff members leaving an organization and the launch of a review of the mandatory age of retirement. During the reporting period, the CEB secretariat took over responsibility for the dual career and staff mobility programme, which had previously been implemented by WFP.
The HLCM’s human resources management agenda has, as its overarching goal, the continued development of the international civil service as an independent, neutral, highly skilled and engaged resource to meet the ever-changing requirements of the international community.
Documents tagged with Patterns of employment
The present report provides an overview of major developments in inter-agency cooperation within the framework of the United Nations System Chief Executives Board for Coordination (CEB) in 2014.
Briefing and update from the Field Group (FG), UN Cares, and new talent program for female leaders; development of new HRN Work Plan; Project on Harmonization of Vacancy Announcements and Selection Process; Regionalization of relocating grant levels; HLCM priority topic Mobility; Inter-Agency Mobility; Dual Career & Staff Mobility Programme; Medical Topics: vaccination policy, Mental Health, Special Dependency Allowance, Performance Indicators for UN Medical Services, and Staff Heath Care in Field Duty Stations; Issues under discussion by the ICSC; HLCM priority topic Performance Manage
The present report provides an overview of major developments in inter-agency cooperation within the framework of the United Nations System Chief Executives Board for Coordination (CEB) in 2013.
(survey report by UNRWA)
The HLCM Strategic Plan for 2013-2016 aims to contribute to the commitment of Member States to enhance the relevance, coherence, effectiveness, efficiency, accountability and credibility of the United Nations System through the re-design and implementation of administrative and management functions – so as to make the System organizations more adaptive and agile in delivering their programmatic mandates.
Discussions on personnel working for UN common system organizations on non-staff contracts; WG on review of the ICSC HR Framework; HBP HR projects; Inter-Agency Mobility; Support to staff and families after incident or death; Language proficiency examinations; UN Cares; Update from Field Group; Report on Performance Appraisal.
Outcome/follow-up to HR Directors’ Strategic Meeting; Payment of fees by organizations with observer status at the HR Network; Statement on cost-sharing principles; Consolidation of the CEB Secretariat; Pay freeze; Dual Career and Staff Mobility Programme; Work-Life Balance; Harmonization of Business Practices; Security Staff Screening and Vetting Policy; UN Stress Counsellors; HR Network Workplan; Update from Field Group; UN Cares; Inter-organization Mobility Agreement; ICSC issues such as: Education grant; UN/US net remuneration margin: review of the methodology; Resolutions and decisions
"The basic tenets of the Charter of the United Nations on the international civil service are unambiguous: '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'
Review of the pay and benefits system: Modernizing and simplifying allowances: Spouse benefits; Children’s and secondary dependant’s allowances; Mobility and hardship allowance, hazard pay and strategic bonuses; Contractual arrangements; Progress report from piloting organizations on implementation of the pilot studies on broadbanding/reward for contribution; Base/floor salary scale; Survey of best prevailing conditions of employment in Paris; Total compensation comparisons under the Noblemaire Principle: Results of the United Nations/United States grade equivalency studies; Total compensat
Review of the outcome of working groups: All leave entitlements; Survey and report on the status of National Professional Officers; Results of the UN/US grade equivalency studies; Summary of the UN/US margin methodology; Evolution of the UN/US net remuneration margin; Total compensation comparisons under the Noblemaire principle: total comparison - stage II (Belgium); Education grant: review of the methodology for determining the grant;
Working Groups: Education Grant Methodology; Conditions of Service at non-family duty stations; Leave Entitlements; Local Salary Cost Sharing Methodology; Special Session on Gender; Staffing of CEB Secretariat; Outcome of the HLCM. Working Groups: Education Grant Methodology; Conditions of Service at non-family duty stations; Leave Entitlements; Local Salary Cost Sharing Methodology; Special Session on Gender; Staffing of CEB Secretariat;Outcome of the HLCM.
The system-wide implications for HR management of the recommendations included in the Report of the High-Level Panel contained in A/61/583; The development of the senior management network; The review of the administrative guidelines for an Influenza pandemic; draft JIU Report on the “Age Structure of Human Resources in the Organizations of the United Nations system”; Staff Management relations; Compensation and benefits: Review of the pay and benefits system: modernizing and simplifying allowances: Separation payments; Considerations related to reviewing the Job Evaluation Standards for th
UN Cares Implementation Plan Supplement: 1.1 Presentation of UN Cares Implementation Plan Supplement ; 1.2 Discussion of UN Cares Implementation Plan Supplement; 1.3 Final Conclusions and Action Items; HR Network Participation in the ICSC Working Group on Grade Equivalency.
Oral updates from Working Groups: Education grant; Long-term care; Appendix D; Salary Surveys; Briefing and update: Safety and Security update by the Department of Safety and Security of Staff; Update from the Medical Doctors Network on its meeting in April 2007; Update from the IT Network on their last meeting; Briefing from the FB Network; Issues for discussion: The system-wide implications for HR management of the recommendations included in the report of the High Level Panel contained in A/61/583) (discussion on business process exercise and action plans); UN Contracts – issues of conce
Briefing on HLCM 14th Session, 20-21 September 2007; Update on 3 HR Network Programmes: UN Cares; Dual Career and Staff Mobility; Senior Management Network (SMN)/Senior Management Leadership Programme (SMNP); Working Groups – Composition: ICSC Working Groups: Education Grant ; Mobility and Hardship Review; Broad-banding and Pay for Performance – Pilot organizations; Reform of General Service/Job Classification; HR Network Working Groups: Appendix D; Long Term Care; Disability; Proposed Programme of Work 2007/2008; Expert Group Meeting on “Measures to accelerate the improvement in the status
Update on the United Nations/United States grade equivalency studies (General Schedule and other pay systems); Children’s and secondary dependant’s allowance: review of the methodology; Survey of best prevailing conditions of employment in Vienna; Review of the Job Evaluation Standards for the General Service and related categories; Review of the pay and benefits system: assessment of the pilot study of pay-for-performance/broad banding; Mobility; Performance management and evaluation – innovative practices; Education grant: review of the methodology for determining the grant; Effectiveness
Review of 2010/2011 Work Plan; HR Response to Crisis Situations (i.e.
Briefing on upcoming AIIC Negotiations; Election of HR Network Spokesperson.
ICSC Framework for Human Resources Management; Review of the pay and benefits scheme; Review of personnel working for UN common system organizations on non-staff contracts; Harmonization of Business Practices – HR Projects; Harmonization of vacancy advertisements and selection processes at Country level for GS and NPO positions; Harmonization of key elements of performance appraisal systems; Report from the Working Group on Inter-Organization Agreement concerning mobility; Update on the Mandatory Age of Separation; Review of EMSEA by ICSC; HRM Framework, and the pay and benefits system; Sit
Issues discussed included: Dialogue with Representatives of FICSA and CCISUA; Security and Safety of Staff; Measures to improve system-wide mobility; Information and communication technology issues; Financial and budgetary issues;, Procurement issues; Chief Executives Board secretariat issues.
Issues discussed included: Security and safety of staff; Update on the work of the HLCP; The impact on management and programme of the changing relationship between regular and voluntary funding; Measures to improve system-wide mobility, Human resources issues; Information and communication technologies issues.
Issues discussed included: Dialogue with Representatives of FICSA and CCISUA; Security and Safety of Staff; Update on the work of the HLCP; The impact on management and programmes of the changing relationship between regular and voluntary funding; Report of the third annual meeting of the United Nations system ombudsmen; Measures to improve system-wide mobility; United Nations common system issues; Human resources issues; Information and communication technology issues; Financial and budgetary issues; Review of governance structures, principles, accountability and future format and consider
Issues Discussed included: Dialogue with representatives of FICSA and CCISUUnited Nations system collaboration in regard to accountability and transparency, Security and safety of staff, Guidelines for a United Nations system contingency plan for an influenza pandemic, Information and communication technology, Financial and budgetary and Human resources management issues.
Meeting Documents tagged with Patterns of employment
Inter-Organization Agreement concerning Transfer, Secondment or Loan of Staff among the Organizations Applying the United Nations Common System Salaries and Allowances
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1 PROCEDURAL AND ORGANIZATIONAL MATTERS
Section 1.10 The constitutional background
1.20 Statute and rules of procedure
1.30 Functioning and working methods of the Commission
1.40 Programme of work
1.50 Budgetary and administrative arrangements
1.60 Personnel arrangements
2.1 PROFESSIONAL AND HIGHER CATEGORIES
Section 2.1.10 The Noblemaire principle
2.1.20 Highest paid civil service
2.1.30 Grade equivalencies
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The UN currently employs a very low percentage of people with disabilities and several organizations have developed policies on employment of persons with disabilities. The Working Group was reconvened in July 2010 to look at implementation issues, share good practices and to report back to HLCM on implementation issues.
On January 1st 2008 responsibility for the UN Dual Career and Staff Mobility programme (DC&SM) was transferred from WFP to the CEB Secretariat. The aim of the programme is to assist globally mobile UN staff members and their families, in networking, spouse/partner employment, obtaining work permits and settling into new locations. A Steering Committee takes decisions on the most important elements of the programme. The DC&SM programme provides guidance and support for a large number of Local Expatriate Spouse Associations (LESA) launched in several duty stations globally.
The revised Inter-Organization Agreement concerning transfer, secondment or loan of staff among organizations applying the United Nations Common System of Salaries and Allowances was ratified by all member organizations. Regarding Resident Coordinator issues, the HR Network recently adopted a proposal to guarantee return rights for RCs and to the extent possible the retention of grade. A new Working Group was recently in September 2012 and the Terms of Reference will be finalised in the near future
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