HR Network Member Organizations.
Please note: only publishing dates after March 2013 may be considered reliable.
Pages tagged with Human Resources Network
(1) At its twentieth session (CEB/2010/5, paras.114-121), the Committee requested that at the next HLCM meeting a discussion be organized on social networking tools, including the legal, technical and public relations aspects of their use, and relevant agencies’ experiences.
(2) At its twenty first session in Paris (CEB/2011/3, paras. 119-127), the Committee expressed appreciation for the presentations “on social networking tools, including the legal, technical and public relations aspects of their use and relevant agencies’ experiences”.
(1) At its 13th session in Rome (CEB/2007/3, paras. 133-134), the Committee responded positively to the request of the networks of 1) the Legal Advisers of the UN system and of 2) the Legal Liaison Officers to become a formal network under the auspices of the HLCM, under the condition that one network only, bringing together the two groups, be established.
(1) At its thirteenth session (CEB/2007/HR/8, paras. 65-67), in the context of the High Level Panel Report’s concern for spouse employment as a key element in staff mobility:
o The HR Network agreed to report to HLCM that this initiative have been launched in July 2004 to support spouses:
(i) A website and newsletter had been created; and
(ii) 32 countries had established Local Expatriate Spouse Associations (UN/LESA).
o Six organizations had participated in the initiative and the HR Network would seek HLCM support for:
(1) At the 14th session (CEB/2007/HR/14, para.74) of the HR Network, the Commission decided that its coordinating and regulating role in the area of leave entitlements should be concentrated on ensuring a consistent common system policy with respect to those elements of leave which were essential to maintaining harmonized recruitment incentives, facilitating mobility of staff and ensuring coherent conditions of employment among organizations with similar situated staff. The areas of concentration would include, but would not be limited to annual, home and sick leave.
(1) At its 14th session (CEB/2007/HR/14, para.74), the HR Network urged agencies, which have not yet implemented adoption leave to do so and also supported recommendations made by WFP, WHO and UNDP that each staff member should be entitled to full adoption leave, that adoption leave should be a specific kind of leave rather than fall under “special leave”.
Every year the CEB Secretariat collects HR data from member organizations and publishes statistics. Reports detail staff demographics such as staff grade, nationality, location, gender and age. Staff with appointments for a period of less than one year are excluded from published data. Reports also exclude information on National Professional Officers, which is provided separately.
Staff. All persons appointed by an organization as staff members within the meaning of its staff regulations and rules for a period of one year or more. The term thus excludes all staff members appointed for shorter periods and those persons who are employed under special contractual arrangements.
This page presents a selection of charts on the staff of the organizations in the United Nations common system.
Staff are defined as (1) all persons participating in the UN Joint Staff Pension Fund (UNJSPF) in accordance with article 21 of the Pension Fund Regulations (i.e. six month contract or employment) and (2) all "staff members" according to common system definitions (i.e. persons with a contract or employment of one year or more), whether or not they are Pension Fund participants.
Policies and practices on employment of persons with disability in the UN workplace
UN Cares is the UN system-wide workplace programme on HIV. At present approximately 1.4% of UN staff, about 1,400 people, are HIV positive, many more have family members and friends living with HIV, and others have died from AIDS-related causes. UN Cares seeks to provide “universal access” to a comprehensive range of benefits, called the 10 Minimum Standards, for all UN personnel and their families.
Addresses the design of compensation and benefits system determines how pay is administered and managed.
The career management Community of Practice is composed of four main areas: staff development and training; mobility; performance management; and pay for performance.Access to the contents of this folder is for registered members only.
The UN Cares programme aims at increasing the capacity of the UN system to respond to HIV and AIDS at the workplace in order to mitigate the impact of the epidemic on UN personnel, their families and the organization as whole. The scope of the programme is in line with global good practice on HIV in the workplace by ensuring that all UN system personnel and their families benefit from an agreed package of measures, from information to insurance coverage.
Recruitment /placement is the starting point of an organization’s overall employment policy. It covers both hiring new talents and reassigning serving staff, including those on inter-agency transfer, secondment or loan. Retention addresses the conditions which enable staff members to continue to serve. (ICSC “A Framework for Human Resources Management”, 2001).
Salary Levels and Revised cost-of-living (COL) supplements for Free-Lance Translators
Contractual arrangements covering all types of appointments are the tools used by organizations to employ staff on a short-, medium- and long-term basis. (ICSC “A Framework for Human Resources Management”, 2001).
A career may be defined as a series or progression of work assignments within or outside the United Nations system coupled with a continuing acquisition of skills and experience. It encompasses the notion of a widening of competencies and responsibilities, either in one or several professions. It normally involves several lateral or vertical moves. Career management is the process by which a staff member is empowered, with the support of the organization, to plan, organize and pursue a career in an enabling environment.
Performance management is an integrated system, including organizational design, work planning, assessments and feedback designed to maximize performance at the individual, team, unit and organizational level to motivate and to develop staff. Award and recognition systems form part of this system. They provide for monetary and non-monetary awards in recognition of meritorious performance and other noteworthy accomplishments. (ICSC “A Framework for Human Resources Management”, 2001).Access to the contents of this folder is for registered members only.
Revised rates for short-term conference interpreters
Pay for performance, sometimes abbreviated "P4P", is a motivation concept in human resources, in which employees receive increased compensation for their work if their team, department or company reaches certain targets. This reward method is applied mostly to the private sector, indeed as of 2005, 75 percent of all U.S. companies connect at least part of an employee's pay to measures of performance. This Community of Practice is aimed to give a broader vision of the concept trough literature reviews, organizations practical methods and working groups’ reports.
The concept of mobility includes movements within and across organizations, occupations and geographical locations. For the purpose of this framework, an important aspect of mobility is the movement of staff between agencies within the common system. Mobility increases staff versatility, provides additional career opportunities and encourages the concept of developing a career in the United Nations family. It strengthens the organizations’ capacity to respond to changing needs.
The Gender Community of Practice includes policies and practices of UN system organizations. Its objectives are: to raise the level of awareness of the gender issues; share the experience with the use of gender policies in each organization; consider the implementation of such policies adopted by agencies and bridge the perceived separation between the policy level per se and its value for the successful implementation of programmatic mandates.
An enabling work environment will result in staff well-being. It encompasses staff security; occupational, environmental, health and safety standards; medical services; and work/life programmes. Security policy involves the physical and psychological safety of staff and takes precedence over organizational expediency. Accordingly, organizations should remind Members States of their obligations to ensure the protection of staff at duty station. (ICSC “A Framework for Human Resources Management”, 2001).
The employment area is divided into three main sectors: recruitment, placement and retention; contractual agreements; and staff well-being. The aim of this Community of Practice is to give broader information about the three sectors.
This folder contains articles and research papers and it is meant to provide additional material on "Performance Management". It does not reflect the views of the CEB Secretariat but it is provided for information only.
This folder contains articles and research papers and it is meant to provide additional material on "Pay for Performance".It does not reflect the views of the CEB Secretariat but it is provided for information only.
System-wide human resources policy statements developed and agreed by the members of the HR Network.
Over the past 60 years, the need for a multi-skilled, versatile and mobile staff has been repeatedly expressed across the UN system. Most recently, the CEB has agreed an Inter-Agency Mobility Accord (2005). Dual careers in families is one of the large hindrances for staff mobility as many staff members have to satisfy two sets of career development needs when accepting a post in a new location. The Dual Career and Staff Mobility programme assists spouses in finding employment, obtaining work permits and settling into a new location.
Formal statements by the Human Resources Network to matters on the agenda for discussion at the International Civil Service Commission.
The Department of Peacekeeping Operations (DPKO) are not reported in this year's statistics
The overall number of staff members increased by around 6,000 people
The percentage of staff members working in project decreased from 14 % of the total to 6%
The overall number of staff members increased by around 12,000 people among which 10,000 only in the UN secretariat
The percentage of staff members working in project increased by 4 point percentage, and the overall number of staff members by 2,000 people.
In the decade (1997-2007) several major changes occurred in the UN Common System:
This page presents the annual statistical reports on the staff of the organizations in the United Nations common system with appointments for a period of one year or more as at 31 December. The tables before 2015 exclude information on National Professional Officers, which is provided separately.
Personnel Statistics Matrix
This presents an access to the tables across the years.
Inter-organization agreement concerning transfer, secondment or loan of staff among the organizations applying the United Nations common system or salaries and allowances
The Inter-organization agreement has been replaced by the Inter-Organization Mobility Accord which will become available on this page in the near future.
Should you wish to receive a copy of, or more information on the new Accord, please do not hesitate to contact the CEB Secretariat in Geneva
[Effective 1 January 1981, approved by CCAQ at its 53rd session,
July 1980, ACC/1980/17, paras. 70-71]
Definition of dependent spouse
(1) At its 82nd session (February 1995), participants in CCAQ(FB) exchanged information on organizations' experience in introducing time reporting systems by function for Professional staff. It also decided to set up at its next session a work programme for future discussions, on a regular basis, of management subjects (ACC/1995/6, paras. 46 and 47).
(1) A special meeting of CCAQ in September 1969 (CO-ORDINATION/R.762, paras. 20-26) agreed that an expert on forms design should be employed for an initial period of one to two months to assess the possibilities of standardizing forms used for:
(a) Fellowship applications
(b) Personal history
(c) Government requests for technical assistance
(d) Travel authorizations and travel claims.
(1) With a view to arriving at common standards, the Committee at its 8th session (February 1950: CC/A.8/SR.7; CO-ORDINATION-PREP/R.176, item B.1), after discussing existing practices of the organizations, reached some agreements in principle in regard to: establishment of dates; secretaries of meetings; conference officer; transportation arrangements for delegates, representatives, etc.; hotel accommodation; distribution of documents; interpretation; summary and verbatim records and sound recording.
(1) Organization of Administrative and Financial Services. At its 8th session (February 1950: CO-ORDINATION-PREP/R.176, item B.2) CCAQ considered a working paper on this subject (CC/A.8/5).
(1) At the 13th session (September 1952: CO-ORDINATION/R.132, Section B.1) FICSA requested that it be consulted on matters affecting conditions of employment of international staff. The Committee refused the request, feeling that it would not be appropriate to accord right of participation or observer status to the Federation. The majority of the Committee, however, felt that, subject to a decision by the Committee in each individual case, the Federation should be allowed to submit written statements or be granted a hearing before it.
(1) The draft statute and the attitude of the agencies towards use of the UN Administrative Tribunal were discussed at the 6th and 11th sessions (July 1949 and 1951: CC/A.6/Rev.1, CC/A.11/SR.4/Add.1, CO-ORDINATION-PREP/133, CO-ORDINATION/R.93). There is a separate, and older, ILO Tribunal, which is used (except for pension matters) by ILO, WHO, FAO, UNESCO, ITU, WMO, UPU, WIPO, IFAD, GATT and IAEA, as well as by CERN and several other non-UN organizations.
(1) At its 3rd and 4th sessions (October 1948 and January 1949: CO-ORDINATION-PREP/87 and 98) CCAQ discussed certain questions affecting the development of a common pattern of staff regulations. At the 9th session (July 1950: CC/A.9/CO-ORDINATION/R.83) it discussed draft common staff regulations. Subject to some changes, the Committee agreed to submit this to ACC, it being understood that the agreement did not affect the constitutional position relating to the competence of each agency to approve and amend its own staff regulations.
(1) At the 20th session (1959: CO-ORDINATION/R.295, paras. 28-46) as a step towards the unification of conditions of service for short-term staff in Europe (i.e. staff engaged for less than one year) the Committee, with UNESCO reserving its position, adopted policies intended to cover conference and language staff recruited for service in Europe. The organizations were free to apply these policies also to other short-term staff.
(1) At the first part of its 16th session (April 1955: CO-ORDINATION/R.193/Rev.1, paras. 52-54) CCAQ expressed concern at the lack of uniformity in rates among agencies. The Committee decided that a working party should consider principles for the establishment of non-local rates of pay for temporary language staff and the adequacy of present rates in the European area.
Introductory note. In the early years of the Expanded Programme of Technical Assistance (EPTA), administrative questions relating to technical assistance programmes or staff were dealt with by the Technical Assistance Board (TAB). Since these questions were often identical with or similar to questions affecting the regular staff and regular programmes, CCAQ at its 11th session (1951: CO-ORDINATION/R.93) decided to review annually the main administrative decisions of TAB.
(1) At the 23rd session (1962: CO-ORDINATION/R.391, paras. 86-87) CCAQ recorded that a special working group in New York had drawn up a text concerning agreement with Governments for use of volunteer technical personnel. This was endorsed by CCAQ and forwarded to ACC (see CO-ORDINATION/CC.23/34).
(1) At the 15th session (1954: CO-ORDINATION/R.162, para. 44) CCAQ, with UNESCO reserving its position, decided to recommend that TAB should establish stipend rates in local currency amounts and not in United States dollar equivalents. It also agreed to advise TAB that the same stipend rates should apply for fellows and scholars, whether paid from the regular funds of the organization or from funds provided under the Expanded Programme.
(1) At the 21st session, CCAQ confirmed (1960: CO-ORDINATION/R.325, para. 79) that organizations did not recognize liability to third parties for damage to property or persons resulting from actions of fellowship holders in the course of on-the-job training or otherwise.
(1) At its 62nd session (March 1985: ACC/1985/6, paras. 107-111), CCAQ reviewed certain issues which had arisen in connection with the conditions of service of staff employed for a fixed-term on the basis of a reimbursable agreement with donor governments, referred to by organizations variously as associate experts, junior professional officers or associate professional officers.
(1) At the 37th session (March 1973: CO-ORDINATION/R.984, para. 91) CCAQ discussed policy with respect to patents on inventions developed by staff members as part of their official duties. Few organizations had had much experience of the problem but their policy in general was that any work developed should be made freely available to Member States.
(1) At its 52nd session (Part I, January-February 1980: ACC/1980/4, paras. 73-75), CCAQ considered the question of enhancing the security of staff members, noting with concern recent incidents of arrest and detention of staff. It considered that a standard set of procedures for reporting the arrest or detention of a staff member, such as those of the UN, would be helpful, even if, in some cases, agencies were able to resolve situations of this kind on their own.
(1) At its 51st session (August 1979: ACC/1979/R.55, para. 19), CCAQ agreed to collaborate with ICSC in its projected study of criteria for the classification of duty stations according to living conditions in them.
(2) At its 11th session (March 1980), ICSC established a questionnaire designed to elicit information from duty stations as regards the factors of health, climate, education, housing, isolation and local conditions (A/35/30, para. 215).
Introductory note. This chapter deals with the overall subject of conditions of service of staff assigned to field duty stations, and with the scheme for the classification of duty stations according to conditions of life and work. Other aspects of conditions of service in the field are covered under the relevant subject headings e.g. medical examinations (section 8.1), medical evacuation (section 4.3, para. (29)), security arrangements (section 11.2), housing (section 14.4), etc.
(1) At the 1st and 2nd sessions (1948: CO-ORDINATION-PREP/16, para. 2; CC/A.1/2/Rev.1; CC/A.2/6/Rev.1) there was an exchange of information on the classification and salary plans in the agencies. At the 13th session (September 1952: CO-ORDINATION/R.132, para. 59) the Committee requested FAO to prepare a statement of the classification methods followed by agencies and analyse the main differences.
(1) At its 13th session (September 1952: CO-ORDINATION/R.132, para. 58) CCAQ discussed the recruitment of technical assistance experts in the higher age-groups who were not quite fit medically.
(2) At the second part of the 22nd session (July 1961: CO-ORDINATION/R.373, paras. 10-11) the Committee discussed difficulties of recruiting experts and agreed that Staff Office should prepare the draft of a report, which, after clearance by correspondence, could be submitted to ACC.
State: Public Add to folder Actions View Edit Properties Sharing GEO Location Versions Ownership Configure Setup Invite Recycle Register Assign Members Groups Updates Analytics Inventory Test Log Hide Menu You are here: UN System Chief Executives Board Publications Management Handbook Human Resources Patterns Of Employment Appointment, probation and promotion Appointment, probation and promotion Introductory note : All organizations have in their constitutions a provision on the lines of Article 101 of the Charter of the United Nations, which says, inter alia: "The paramount consideration i
(1) At its 13th session (September 1952: CO-ORDINATION/R.132, paras. 23-52) CCAQ adopted guiding principles concerning the application of certain staff rules. These are set out in paragraphs 25-52 of section IX of R.132 and relate, inter alia, to notice of termination of appointment (para. 29); terminations occasioned by reduction in force, unsatisfactory service and disability; non-renewal of a fixed-term appointment.
[See also report by ICSAB on this subject - CO-ORDINATION/CIVIL SERVICE/4 (1952)].
(1) At the 20th session (April 1959: CO-ORDINATION/R.295, paras. 73 and 74) CCAQ considered a suggestion for the introduction of a common basic training programme for persons entering the international civil service. It was doubtful about the effectiveness of such a programme, though some members thought that an experiment might be considered for P-1 and P-2 administrative staff. The Committee asked UNESCO to prepare a study on common training possibilities for submission to the next session.
(1) At its 6th session (July 1949: CC/A.6/SR.1/Rev.1 and CO-ORDINATION-PREP/133) the Committee discussed the conditions in which transfers of staff between agencies should be made.
(2) At the 12th and 15th sessions (April 1952 and 1954: CO-ORDINATION/R.124 and R.162) the Committee considered certain questions arising out of the 1949 Transfer Agreement.
(1) Following discussion of a secretariat document on the conditions of employment of short-term staff, contractors, etc., CCAQ at its 72nd session (February-March 1990: ACC/1990/4, paras. 103-106) agreed to complete a glossary and definitions of the terms used by the organizations in connection with such staff. The glossary would be submitted to a small task force established to review traditional contractual arrangements which had been found too inflexible. ICSC welcomed these decisions (A/45/30, paras. 164-169. See also ACC/1990/10, paras. 14-16).
Introductory note. The importance of facilitating reconciliation of work and family responsibilities for both genders has become a matter of growing interest, both in the public and private sectors, if employers are to attract and retain the highest quality workforce. Only good conditions of work for all employees, which enable women and men to reconcile their occupational and family obligations, will ensure implementation of the principle of equality of treatment.
(1) At the first part of the 22nd session (January and March 1961: CO-ORDINATION/R.351, para.bn27) CCAQ agreed that in emergency circumstances at any duty station where medical treatment could not be obtained locally organizations might pay travel costs of staff to the nearest point where adequate treatment could be obtained. Normally, however, this would be confined to:
isolated areas where there were no medical facilities whatever, and
(1) At the 12th session (April 1952: CO-ORDINATION/R.124) CCAQ, having been consulted by TAB, recommended that medical and hospitalization expenses of fellows and scholars should be covered to the extent of $ 1,000 through compulsory insurance under a joint policy; WHO undertook to work out a scheme.
(1) At its 58th session (March 1983) CCAQ(FB) noted information collected by IAPSU on recent experience in the organizations with regard to compensation for service-incurred injury, illness or death of staff financed by UNDP, as well as suggestions by UNDP on funding compensation payments for such staff. As most organizations had commercial insurance policies to cover compensation payments, IAPSU was requested to obtain quotations for a common policy, which could cover staff financed from sources of funds other than UNDP if this was desired by individual organizations (ACC/1983/11, paras.
(1) At its 55th session, the Committee considered the question of insurance coverage of fellowship holders. Before taking a definitive decision, the Committee decided to entrust to UN and UNESCO further research into practical arrangements (ACC/1981/31, paras. 121-123). CCAQ reverted to this matter at its 56th session (March 1982) on the basis of a report by UN and UNESCO (ACC/1982/PER/16), which provided a description of the main features of an insurance policy for fellows.
(1) At the 14th and 16th (first part) sessions (April 1953 and April 1955: CO-ORDINATION/R.142, para. 89, and R.193/Rev.1, para. 57) CCAQ discussed the varying degrees of liability assumed for service-incurred death and disability of members of commissions and committees. The Committee requested the Secretary to arrange for a compilation of comparative practices in the various agencies. This was reviewed at the second part of the 17th session (April 1956: CO-ORDINATION/R.224), para.
(1) At its 9th session (July 1950: CC/A.9/SR.1; CO-ORDINATION/R.83) the Committee adopted a provisional scale of benefits to serve as a basis for financial studies and a programme for future work. It also approved a provisional scale of benefits applicable to technical assistance experts. The matter was further discussed at the 11th session (1951: CC/A.11/SR.9; CO-ORDINATION/R.93).
(1) At its 11th session (1951: CC/A.11/SR.11; CO-ORDINATION/R.93) CCAQ discussed payment of Pension Fund contributions for validation of past service of transferees; currencies available to member organizations for payment of contributions to the Fund; and entitlement under the Fund of participants in leave-without-pay status.
Statutory age of retirement is the age at which staff members can retire with the full retirement benefits they have acquired according to the Regulations and Rules of the UNJSPF. It is at present (January 1992) age 60 for all participants in the Fund at 31 December 1989 and age 62 for all those entering or re-entering after that date (article 28a). Age of mandatory separation is the age at which staff members shall not be retained in active service, unless otherwise decided by the executive head.
(1) As result of changes in JSPF regulations associate experts employed after 1 January 1967 were, if they entered JSPF, full participants in respect of whom an employer's contribution of 14 per cent was payable. Certain governments which provided associate experts were unwilling to bear a charge of this magnitude. At its 29th session (March 1968: CO-ORDINATION/R.669, paras.
(1) At its 12th session (April 1952: CO-ORDINATION/R.124) CCAQ advised TAB to continue to exclude from the Pension Fund experts with contracts of less than three years. At its 14th session (1953: CO-ORDINATION/R.142) the Committee reiterated that, for reasons stated in para. 97 of its report, experts in "project" posts should continue to be excluded from the Fund, at least where length of contract or continuous service was less than three years. At the first part of the 16th session (April 1955: CO-ORDINATION/R.193/Add.1/Rev.1, paras.
(1) At the 14th session (April 1953: CO-ORDINATION/R.142, paras. 31-36) CCAQ agreed that, while it would be prudent for ILO to retain the provisions of its staff regulations regarding payments in annual instalments of termination indemnities, the Committee should defer to the next session a further discussion on the possibility of recommending that all organizations to accept such a method for application in the case of a major emergency involving large-scale reduction of staff.
Introductory note. Service benefit was introduced as part of the effort to reconcile conditions of service in regular and "field" programmes - see Chapter XIII of the report of the Salary Review Committee (A/3209). Under the conditions approved by the UN General Assembly the recipient of service benefit would not be eligible for repatriation grant, nor would he be a full participant in the Pension Fund - he would be an associate participant, covered for death and disability benefit, but not for retirement benefit.
Introductory note. Several organizations have developed a group insurance, accessible to their staff, which covers the risk of death or invalidity. The insurance premium is normally paid in full by the staff member and is generally subtracted from his salary each month by the organization, which sends it to the insurance company. The organization limits its action to the negotiation and administration of these group insurances.
(1) At its 19th session (March 1958: CO-ORDINATION/R.264, paras. 28-29) CCAQ agreed a schedule of lump-sum benefits to be paid in the event of the death in service of an official with a long-term contract who left a dependent spouse or child. The amounts were set out in paragraph 28 of CO-ORDINATION/R.264 and were to be reviewed if and when the average of survivor's benefits paid by the Joint Staff Pension Fund reached a more adequate level.
(1) At the 12th session (April 1952: CO-ORDINATION/R.124), in order to provide a basis for uniformity in administration of the repatriation grant, the Committee worked out a series of principles enumerated on pages 6-9 of CO-ORDINATION/R.124. At the 13th session (September 1952: CO-ORDINATION/R.132, paras. 23-25) the Committee made certain further proposals on the subject.
Introductory note. Benefits payable on separation from service include mainly so-called "separation payments", i.e. repatriation grant, commutation of accrued annual leave, death grant and termination indemnities under rules set by the General Assembly, in particular, decision 36/459 of 1981 and resolution 39/69 of 1984. The term "separation payments" has been used by the General Assembly since 1981. Earlier decisions make reference to "terminal payments" (e.g. resolution 31/141 of 1976).
(1) At its 12th session (April 1952: CO-ORDINATION/R.124, para. 15) CCAQ decided not to pursue the question whether the organizations might obtain a special status with air lines which would enable them to receive "travel agents' commission" on fares. At its 13th and 16th sessions (first part) (September 1952 and April 1955: CO-ORDINATION/R.132 and R.193/Rev. 1) the Committee noted the satisfactory experience of a number of organizations whose travel arrangements were made by travel agencies under contract. (2) At its 26th session (March 1965: CO-ORDINATION/R.488, para.
(1) At its 13th session (September 1952: CO-ORDINATION/R.132) CCAQ adopted certain guiding principles to secure uniformity in many conditions of travel and removal.
(1) At the 8th session (February 1950: CC/A.8/SR.8; CO-ORDINATION-PREP/R.176) CCAQ reached agreement (subject to confirmation by correspondence) on: subsistence rates; application of reductions during travel by train, plane and ship; and local rates during stopovers. UN was to be the central co-ordinating office for collection and analysis of data. It would recommend rates after consultation with all agencies concerned, and notify the effective date of application when agreement had been reached.
(1) At the first part of its 21st session (April 1960: CO-ORDINATION/R.325, Annex I) CCAQ agreed that General Service staff were eligible for removal of household effects if they were also eligible for home leave.
(1) At a special session in July 1972 (CO-ORDINATION/R.947, para. 10), CCAQ discussed a proposal that in accordance with General Assembly resolution 2782 (XXXVI) 24 October (UN Day) should be an additional public holiday. It felt that while there might be no objection to the substitution of UN day for another public holiday, it would not be advisable to make it an additional day unless a considerable number of Member States did so. It noted that some organizations had 8 public holidays, some 9 and others 10. It agreed that 10 should not be exceeded.
(1) From 1968 to 1981, provisions existed whereby staff members in certain field duty stations where conditions were such that action to obtain relief was warranted, were entitled to rest and recuperation travel to designated leave centres, in years during which they were not entitled to home leave. These provisions were defined by CCAQ until ICSC introduced a scheme for the classification of duty stations according to conditions of life and work in 1980 (see section 10.2).
(1) At its 11th session (April 1951: CCA/A.11/SR.7, 10 and 11; CO-ORDINATION/R.93) CCAQ decided the policy to be followed in principle in dealing with staff called for military service.
(2) At the 18th session (March 1957: CO-ORDINATION/R.245, para. 23) CCAQ noted a proposal of UN concerning the administration of annual leave rules in resignation cases; this had a useful bearing on the problem of ensuring equality of treatment between staff members who gave notice of resignation and those who did not. (
(1) At the 35th session (March 1972: CO-ORDINATION/R.931, para. 41) CCAQ agreed that a staff member entitled to maternity leave may, at her option, take a minimum of four weeks' maternity leave prior to confinement and the balance of the entitlement after confinement instead of the normal six weeks before and six weeks after confinement.
(1) At the first part of the 21st session (April 1960: CO-ORDINATION/R.325, Annex I) CCAQ recorded that sick leave for General Service staff should be on the same basis as for Professionals.
(1) At its 92nd session (March 2000: ACC/2000/5, para. 8) CCAQ confirmed the importance it attached to the overhaul of the pay and benefits system and the underlying job classification system as a key area in human resources management reform. CCAQ expressed its appreciation to the ICSC secretariat for presenting a number of issues for discussion (ICSC/51/R.10) which it considered to be the first stage of a broader long-term process.
Introductory note. This section covers the following issues: (i) long-service awards or steps; (ii) merit increments and other forms of merit recognition and (iii) performance appraisal.
(l) At the 24th session (March 1963: CO-ORDINATION/R.430, para. 27 and Appendix D) CCAQ agreed that any non-resident's allowance and language allowance should be added to the base pay, to arrive at the total take-home pay, before fixing the appropriate step in the Professional grade in the case of promotion from the General Service to the Professional category.
Introductory note. Assignment allowance was introduced on the recommendation of the Salary Review Committee (1956) (see UN document A/3209, para. 286), following proposals of the organizations for reconciling divergent conditions of service in different programmes.
Introductory note. The staff regulations or rules of most if not all organizations provide that a staff member may be required to carry out temporarily, without extra remuneration, the duties of posts of a higher grade than his own. If, however, he carries out such duties for a specified time (or in some cases if the higher level duties are performed in field areas) additional pay is granted. This is generally known as special post allowance, or sometimes as acting pay. CCAQ has discussed this allowance as follows:
Introductory note. On 13 February 1946, UN General Assembly resolved (on the recommendation of the Preparatory Commission) that an education grant should be payable to expatriate officials who sent their children back to their home country to school.
(l) At the l5th session (April l954: CO-ORDINATION/R.l62) CCAQ agreed that FAO could grant language allowance at Rome to staff members for the Italian language on a "proficiency-plus-use" basis, where the staff member was recruited for work in one of the official languages.
(2) At the first part of the 21st session (April l960: CO-ORDINATION/R.325, paras. 32-38) the Committee reviewed existing practices and reaffirmed that:
[See also Annex II.]
(1) At the 14th session (April 1953: CO-ORDINATION/R.142, paras. 47-50) CCAQ considered that because dependants were recognized by the organizations for a number of different administrative purposes and under varying definitions, a standard definition of dependants could not be made for all the different purposes.
Introductory note.(For the definition of dependency, see section 2.8 and Annex II).
Introductory note. This allowance was introduced on the recommendation of the 1949 Committee of Experts (Flemming Committee). The relevant resolution of UN General Assembly (resolution 470(V)) gave the Secretary-General authority to "where he deems it appropriate, establish rules and salary limits for payment of a non-resident's allowance to General Service staff members recruited from outside the local area".
Introductory note. Before 1 January 1957, "salary differentials" served the same purpose as post adjustments; the latter are sometimes referred to as "duty-station adjustments".
(1) A special CCAQ session was held in March 1957 (CO-ORDINATION/R.244) at which agreement was reached as regards the new system of post adjustments, which replaced the old "differentials" system, on guiding principles and procedure for fixing and altering post adjustments. The agreement, which forms Annex I to the above document, dealt with:
Preliminary remark : CCAQ has on several occasions attempted to deal with General Service entitlements to salaries and allowances in bulk - i.e. it has considered entitlement to a particular allowance not in the context of that allowance for Professional staff but in the context of all other allowances for General Service staff. In this edition of the Handbook, as in the previous one, each entitlement is treated in the context of the specific allowance concerned.
(l) On general developments, see introductory note to this chapter.
(2) For reference purposes, a summary is given below of the evolution of salary scales and post adjustments for the Professional and higher categories:
Main lines of salary system established
Introductory note.The main lines of the existing system of salaries and allowances were established as the result of a 1949 enquiry by a Committee of Experts (the Flemming Committee) set up under the auspices of ACC, after consultation between the UN Secretary-General and the UN Advisory Committee on Administrative and Budgetary Questions (ACABQ).
The CCAQ(PER) was the central forum in which the organizations of the UN common system developed and reviewed major policy issues in human resources and general administration. It developed policy statements adopted by ACC on human resource management reform, improving the status of women, work/family issues, and combating sexual harassment in the workplace.
(1) The origin of ICSAB lies in a resolution of UN General Assembly on 13 February 1946 (GA/RES/13(I) Section III) calling for the establishment of an "International Civil Service Commission" with advisory functions. Following further discussions in committees of the General Assembly, of the Economic and Social Council, and in ACC, ACC established the Board, with nine members, appointed by ACC, and with terms of reference related chiefly to questions of recruitment and certain matters of personnel administration.
(1) As stated in section l.2, para. (3), CCAQ recommendations normally require ACC approval if they concern matters of policy or principle. The regular published reports of ACC are made to the Economic and Social Council. Since the Council is not normally concerned with administrative matters, the ACC reports before l963 frequently contained no indication that ACC had approved those CCAQ recommendations which required its approval. At the second part of the 22nd session (July 1961: CO-ORDINATION/R.373, para. 33) FAO reported difficulties as a result of this fact.
(1) The Charter of the United Nations was signed in San Francisco on 26 June 1945 and entered into force on 24 October 1945.
(2) Article 57 says:
"l. The various specialized agencies, established by intergovernmental agreement and having wide international responsibilities, as defined in their basic instruments, in economic, social, cultural, educational, health, and related fields, shall be brought into relationship with the United Nations in accordance with the provisions of Article 63.
The Human Resources Handbook summarizes the discussions and agreements reached in sessions of the Human Resources Network and its predecessor CCAQ (Consultative Committee on Administrative Questions) as well as in the International Civil Service Commission (ICSC). It explains the chronological changes made in the different substantive areas, and sets out the rationale for such changes. Each chapter includes specific references to documents which provide additional detail. The chapters are organized by subject.
The Human Resources Network Report provides a summary of the twice yearly meetings of the network. The report contains the list of participants, the issues under consideration by the International Civil Service Commission (ICSC) and decisions taken, and updates on the activities of the working groups.