CEE/CIS Regional Staff Association meeting

Zagreb, 29-31 March 2011

Training for Staff Representatives

RSA overview (Sophie)

RSA Elections

HR Session

Q&A Session with the Regional Director and HR

Regional JCC

RSA Workplan

from the GSA presentation

International civil servants governed by: UN CharterUN Staff Regulations & Rules

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PREAMBLE

WE THE PEOPLES OF THE UNITED NATIONS DETERMINED

to save succeeding generations from the scourge of war, which twice in our lifetime has brought untold sorrow to mankind, and

to reaffirm faith in fundamental human rights, in the dignity and worth of the human person, in the equal rights of men and women and of nations large and small, and

to establish conditions under which justice and respect for the obligations arising from treaties and other sources of international law can be maintained, and

to promote social progress and better standards of life in larger freedom,

AND FOR THESE ENDS

to practice tolerance and live together in peace with one another as good neighbours, and

to unite our strength to maintain international peace and security, and

to ensure, by the acceptance of principles and the institution of methods, that armed force shall not be used, save in the common interest, and

to employ international machinery for the promotion of the economic and social advancement of all peoples,

HAVE RESOLVED TO COMBINE OUR EFFORTS TO ACCOMPLISH THESE AIMS

Accordingly, our respective Governments, through representatives assembled in the city of San Francisco, who have exhibited their full powers found to be in good and due form, have agreed to the present Charter of the United Nations and do hereby establish an. international organization to be known as the United Nations

Article 8The United Nations shall place no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs.

Article 97The Secretariat shall comprise a Secretary-General and such staff as the Organization may require. The Secretary-General shall be appointed by the General Assembly upon the recommendation of the Security Council. He shall be the chief administrative officer of the Organization.

Article 100In the performance of their duties, the Secretary-General and the staff shall not seek or receive instructions from any Government or from any other authority external to the Organization. They shall refrain from any action which might reflect on their position as international officials responsible only to the Organization.

Each Member of the United Nations undertakes to respect the exclusively international character of the responsibilities of the Secretary-General and the staff and not to seek to influence them in the discharge of their responsibilities.

Article 101

1. The staff shall be appointed by the Secretary-General under regulations established by the General Assembly.

2. Appropriate staffs shall be permanently assigned to the Economic and Social Council, the Trusteeship Council, and, as required, to other organs of the United Nations. These staffs shall form a part of the Secretariat.

3. 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. Due regard shall be paid to the importance of recruiting the staff on as wide a geographical basis as possible.

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Article 105

1. The Organization shall enjoy in the territory of each of its Members such privileges and immunities as are necessary for the fulfilment of its purposes.

2. Representatives of the Members of the United Nations and officials of the Organization shall similarly enjoy such privileges and immunities as are necessary for the independent exercise of their functions in connexion with the Organization.

3. The General Assembly may make recommendations with a view to determining the details of the application of paragraphs 1 and 2 of this Article or may propose conventions to the Members of the United Nations for this purpose.

Regulation 1.1Status of staff(a) Staff members are international civil servants. Their responsibilities as staff members are not national but exclusively international;

Regulation 1.2Basic rights and obligations of staffCore values(a) Staff members shall uphold and respect the principles set out in the Charter, including faith in fundamental human rights, in the dignity and worth of the human person and in the equal rights of men and women. Consequently, staff members shall exhibit respect for all cultures; they shall not discriminate against any individual or group of individuals or otherwise abuse the power and authority vested in them;

Regulation 1.2Basic rights and obligations of staffCore values (cont’d)

(e) By accepting appointment, staff members pledge themselves to discharge their functions and regulate their conduct with the interests of the Organization only in view. Loyalty to the aims, principles and purposes of the United Nations, as set forth in its Charter, is a fundamental obligation of all staff members by virtue of their status as international civil servants;

(f) While staff members’ personal views and convictions, including their political and religious convictions, remain inviolable, staff members shall ensure that those views and convictions do not adversely affect their official duties or the interests of the United Nations. They shall conduct themselves at all times in a manner befitting their status as international civil servants and shall not engage in any activity that is incompatible with the proper discharge of their duties with the United Nations. They shall avoid any action and, in particular, any kind of public pronouncement that may adversely reflect on their status, or on the integrity, independence and impartiality that are required by that status;

Regulation 1.3Performance of staff

(a) Staff members are accountable to the Secretary-General for the proper discharge of their functions. Staff members are required to uphold the highest standards of efficiency, competence and integrity in the discharge of their functions. Their performance will be appraised periodically to ensure that the required standards of performance are met;

(b) The whole time of staff members shall be at the disposal of the Secretary-General for the performance of official functions. The Secretary-General shall establish a normal working week and shall establish official holidays for each duty station. Exceptions may be made by the Secretary-General as the needs of the service may require, and staff members shall be required to work beyond the normal tour of duty when requested to do so.

1. The United Nations and the specialized agencies embody the highest aspirations of the peoples of the world. Their aim is to save succeeding generations from the scourge of war and to enable every man, woman and child to live in dignity and freedom.

2. The international civil service bears responsibility for translating these ideals into reality. It relies on the great traditions of public administration that have grown up in member States: competence, integrity, impartiality, independence and discretion. But over and above this, international civil servants have a special calling: to serve the ideals of peace, of respect for fundamental rights, of economic and social progress, and of international cooperation. It is therefore incumbent on international civil servants to adhere to the highest standards of conduct; for, ultimately, it is the international civil service that will enable the United Nations system to bring about a just and peaceful world.

13. An international outlook stems from an understanding of and loyalty to the objectives and purposes of the international organization itself as set forth in its legal instruments. It implies, inter alia, respect for the right of others to hold different points of view and follow different cultural patterns. It requires a willingness to work without bias with persons of all nationalities, religions and cultures; it calls for constant sensitivity to how proposals, events and statements may look to others. It requires punctilious avoidance of any expressions that could be interpreted as biased or intolerant. Working methods can be different in different cultures. International civil servants should not be wedded to the attitudes, working methods or work habits of their own country or region.

13. L’esprit international procède d’une compréhension des buts et objectifs de l’organisation internationale elle -même, tels qu’ils sont énoncés dans ses instruments juridiques, et de la loyauté à l’égard de ces buts et objectifs. Il désigne le fait de respecter le droit d’autrui d’avoir des opinions et des schémas culturels différents. Cela suppose que le fonctionnaire international est disposé à travailler sans parti pris avec des personnes de toutes nationalités, religions et cultures, se montre constamment sensible à la signification que des propositions, des circonstances ou des déclarations peuvent avoir pour d’autres personnes et évite scrupuleusement tout propos susceptible d’être considéré comme entaché de parti pris ou d’intolérance. Les méthodes de travail peuvent varier en fonction des cultures. Le fonctionnaire international ne doit pas nécessairement épouser les attitudes et les méthodes ou habitudes de travail en honneur dans son pays ou dans la région à laquelle il appartient.

All UN staff are required to sign the Oath [by Regulation 1.1 (b)]

“I solemnly declare and promise to exercise in all loyalty, discretion and conscience the functions entrusted to me as an international civil servant of the United Nations, to discharge these functions and regulate my conduct with the interests of the United Nations only in view, and not to seek or accept instructions in regard to the performance of my duties from any Government or other source external to the Organization.

“I also solemnly declare and promise to respect the obligations incumbent upon me as set out in the Staff Regulations and Rules.”

Staff Regulations and Rules Article VIIIStaff relations

Regulation 8.1 (a) The Secretary-General shall establish and maintain continuous

contact and communication with the staff in order to ensure the effective participation of the staff in identifying, examining and resolving issues relating to staff welfare, including conditions of work, general conditions of life and other human resources policies;

(b) Staff representative bodies shall be established and shall be entitled to initiate proposals to the Secretary-General for the purpose set forth in paragraph (a) above. They shall be organized in such a way as to afford equitable representation to all staff members, by means of elections that shall take place at least biennially under electoral regulations drawn up by the respective staff representative body and agreed to by the Secretary-General.

Regulation 8.2 The Secretary-General shall establish joint staff-management machinery at both

local and Secretariat-wide levels to advise him or her regarding human resources policies and general questions of staff welfare as provided in regulation 8.1.

Rule 8.1

Staff representative bodies and staff representatives

(f) The staff representative bodies shall be entitled to effective participation, through their duly elected executive committees, in identifying, examining and resolving issues relating to staff welfare, including conditions of work, general conditions of life and other human resources policies, and shall be entitled to make proposals to the Secretary-General on behalf of the staff.

Staff regulations 8.1 & 8.2:◦ SG to establish “continuous dialogue” with staff to ensure

“effective participation”◦ SR bodies to initiate proposals but ensure equitable

representation through elections◦ SG to set up joint staff-management machinery “to advise

him or her regarding personnel policies and general questions of staff welfare “

Staff Rule 8.1: establishes staff representational bodies

Staff Rule 8.2: establishes joint staff-management machinery

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Under UN Staff Rules, UNICEF has promulgated HR Manual Chapter 13 which regulates:◦ Local (country-based) Staff Associations

(LSA), LJCCs, [and representation in Country Management Teams--CMTs]

◦ Regional SAs, RJCCs, [and representation in Regional Management Teams--RMTs]

◦ GSA, GJCC, [and representation in the Global Management Team]

Staff representation is an official function supported by the organization

LSA:◦ Promotes and safeguards the rights, interests and welfare of all

UNICEF staff◦ Formal channel of communication between local staff and

management and with region

RSA: ◦ Platform to consider common issues affecting staff-management

relationships at the regional level

GSA:◦ Consolidates inputs from Regional and Local SA◦ Includes all members of UNICEF staff. ◦ Representing staff in the various management processes◦ Contributes to the development of UNICEF HR policies. ◦ Represents UNICEF staff in interagency fora

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GSA

New YorkGeneva

FlorenceCopenhagen

EAPRO

14 SA’s

ROSA

9 SA’s

ESARO

20 SA’s

WCARO

24 SA’s

MENA

17 SA’s

CEE/CIS

22 SA’s

TACR0

24 SA’s

Equal number of representatives of staff and management

Chair alternates between staff and management

Agenda set by both parties Meet three to four times yearly (or more

often if needed) Agreements are binding in matters within

the purview of the Executive Director / Regional Director / Representative

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Have been formalized in UNICEF since 1996 Staff reps are full members of MTs and can intervene on any matter

being discussed. They do not just represent staff issues◦ Country Management team: includes the LSA Chair as a full member

advises on annual workplan priorities for the use of human, financial and information resources;

advocate sand oversee the implementation of annual staff development plans;

monitors programme implementation and performance, advising on course corrections;

reviews policy issues; and

advises on the choice of strategies to address key management issues.

◦ Regional Management Team: includes the RSA Chair as a full member

integrates UNICEF’s work in the regional office

incorporating and taking into account diversities in the region

advises on regional strategies and priorities

fostering a participatory management style at the regional level.

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Staff Representation in

various office committees

Communication with staff

Organising events

Represent Staff & Continuously Advocate &

Engage in Staff WellbeingImprovement Activities

Constructively Dialogue, Consult, & Negotiate (CMT,

JCC, LTC)

Communicate Continuously with Staff

Organise Events, but also Fundraise

& Bring LSA Closer to UNICEF

Mandate

Be the First One to Know: Understand

Organizational Change & Formulate Your

Strategy

• Maternity leave alignment with BF – Flexible workplace

– RO management advocates for and sets example of W&L balance

– Mother & child friendly rooms/space

• Career development. Staff coaching & counselling

• Income tax in BiH

• Staff recognition

Staff Selection Policy and Central Review Bodies (CRB)

Performance Appraisal and Rebuttal Process

Separation from Service

Classification for GS posts

One-time review for permanent contracts

Clarifies Part 1 Separation other than termination of

appointment eg resignation

Part 2 Termination of appointment

Part 3 Benefits and entitlements on separation

Termination of appointment for disciplinary reasons is covered by the AI on Disciplinary Process and Measures

Relatively complex so please contact HR!

New global Master Standard for GS Job Evaluation◦ Greater focus on results achieved,

◦ New JD form to be introduced,

◦ Focus on GS functions as less support and more

standalone.

Only trained HR professionals to evaluate and

classify jobs.

Christine Mwendwa-Nanua and Martine Deletraz

Geneva Job Classification Panel (JCP) has been

disbanded.

◦ OTR Team established in DHR.

◦ Review to be done by region.

◦ No action required by staff unless contacted by DHR for

provision of documents.

◦ Can verify if meet criteria, namely :

5 years continuous service, on or before 30 June 2009, on

100 series fixed-term contracts ,

Under age 53 when reached 5 years of qualifying service,

Fully satisfactory performance.

http://www.intranet.unicef.org/corp/ehandbook.nsf

•A single place to find all the relevant regulations, rules and instructions concerning human resources management, launched in July 2008

• Simplified format easier for managers to use to assess people.

• Links all HR processes to allow consistency from recruitment to development and assessment.

• Facilitates eRecruitment and ePAS

• Easy to customise for functional areas and grades.

UNICEF 44INTRODUCTION TO THE REVISED COMPETENCY FRAMEWORK

UNICEF 45

Core Values

•Diversity & Inclusion

•Integrity

•Commitment

Core Competencies

•Communication

•Working with People

•Drive for Results

Functional Competencies

•Deciding & Initiating Action

•Leading & Supervising

•Relating & Networking

•Persuading & Influencing

•Applying Technical Expertise

•Analysing

•Learning & Researching

•Creating & Innovating

•Formulating Strategies & Concepts

•Planning & Organising

•Following Instructions & Procedures

•Adapting and Responding to Change

•Coping with Pressure & Setbacks

•Entrepreneurial Thinking

INTRODUCTION TO THE REVISED COMPETENCY FRAMEWORK

• Core Values− All 3 apply to all UNICEF roles

• Core Competencies:− All 3 apply to all UNICEF roles

• Functional Competencies:− 5 to 7 apply to each UNICEF role

UNICEF INTRODUCTION TO THE REVISED COMPETENCY FRAMEWORK

46

UNICEF

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Old Competency Framework Revised Competency Framework

HR Strategic Reviews identified need to update

Competency Framework to reflect UNICEF strategic

direction

Revised Competencies reflect UNICEF’s changing

environment (eg, Entrepreneurial Thinking)

6 Foundational Competencies 3 Core Competencies

18 Functional Competencies 14 Functional Competencies

Competencies – 1 Level Competencies – 3 Levels

Up to 18 Competencies per role Maximum 6 Functional Competencies per role

Complex language in indicators Simplified behavioural indicators

Applicable primarily only in Recruitment Integrated across all HR processes: Recruitment,

PM, Assessment, Learning, etc.

Up to 48 Behavioural Indicators per Competency 4-7 Behavioural Indicators per Competency and

Level

INTRODUCTION TO THE REVISED COMPETENCY FRAMEWORK

UNICEF 48

Date Action

Sept 2009

onwards

Training for Interview Panel members and ‘Introduction to the Revised

Competency Framework’ presentations for Staff

2010 onwards Webex ’Introduction to the Revised Competency Framework’ sessions

developed and delivered.

January 2010

onwards

Integration of revised Competency Framework into performance management

system.

2010 onwards Integration into eRecruitment.

2010 onwards Integration into Development Programmes.

2010 onwards Competency Based Interviewing courses designed for interviewees.

INTRODUCTION TO THE REVISED COMPETENCY FRAMEWORK

UNICEF Zagreb office

April 2011

Elected in June 2010

Financial overview (Armin)

Activities◦ CMT participation

◦ One JCC held in 2010, after one with previous LSA

◦ End-year events

◦ Several targeted events

◦ Follow-up on Office improvement plan

Based on RSA annual plan

Country level UNCT Staff association coordination (income tax issue)

Contributions from staff

Fund-raisers in emergencies and for specific cases (for discussion)

Informal spring and summer events

Year-end events

Staff welfare funds (for discussion)

Regular: JCC, CMT, HRDC

On-going consultations and communication

Sarajevo, 15.4.2011