NEW STAFF SELECTION SYSTEM
DPI30 May 2002
Introduction
Best known features of new system:• Selection decisions will be made by HoD• Mobility
Not so well known features:• Checks & Balances; monitoring &
accountability• Benefits• Why system is introduced, how it fits in
Secretary-General’s vision
Introduction
Subjects to be covered:• Features of prior and new systems• Central Review bodies• Checks and balances: underlying principles,
supporting mechanisms, and automated tools• External monitoring and accountability mechanisms• Benefits of the system• Relationship with HR reform and SG’s vision • Some practical suggestions, including mobility
FEATURES OF THE NEW SELECTION SYSTEM
NEW SYSTEM
Generic job profile (GJP)data bank facilitates preparation of vacancy announcements and promotes transparency of process; will be available on-line
Staff selection decision by Head of Department
Time in grade eligibility requirements no longer apply
PRIOR SYSTEM
Case by case examination of
the JD required before issuance of VA; frequent need for classification
Selection decision is diffused; ultimately by DM
Eligibility requirements favour seniority (3-5 years)
NEW SYSTEMPRIOR SYSTEM
Programme managers submit to CRB a list of candidates suitable for post
CRB reviews process, not individual candidates; evaluation against post requirements, not each other
CRB approved evaluation criteria required before managers evaluate candidates
Programme managers submit one recommended candidate and possible alternates
APB reviews individual case and endorses manager’s recommendation or substitutes another candidate
Managers set ad hoc evaluation criteria (often late in the process)
NEW SYSTEMPRIOR SYSTEM
Mobility is managed
• post occupancy time limit on all posts
• all posts available first for lateral moves
• link to promotion and career development
One candidate recommended Head of Department/Office selects from list of candidates
Mobility is ad hoc
NEW SYSTEMPRIOR SYSTEM
Multiple features reduce time required to reach selection decision - should be no longer than 120 days
Paper based system Web-based automated support tool allows for application and selection to be undertaken online; promotes consistency and timely processing
Average selection
decision takes 275 days
CENTRAL REVIEW BODIES
Review process of staff selection
Main functions :
1. Consider the evaluation criteria submitted by the department or office to ensure that they are objective, related to the functions of the post and reflect the relevant competencies.
* Pre-approval of the evaluation criteria is essential before evaluation of the candidates may begin.
CENTRAL REVIEW BODIES
Main functions (cont’d):
2. Review the process and determine that the selection is in compliance with the pre-approved evaluation criteria.
REVIEWING THE PROCESS
The CR bodies determine the process has been complied with by considering the following:
The proposed selection is reasoned and justifiable based on the pre-approved evaluation criteria
REVIEWING THE PROCESS (cont’d)
The record indicates no mistake of fact, law or prejudice which could have prevented a full and fair consideration of the requisite qualification and experience of the candidates
Certification by the head of department/office that the proposal has taken into account the Organization’s overall HR objectives with respect to geography and gender balance.
DETERMINATIONS BY CR BODIESHere are two possible scenarios of
what can happen:
Scenario One:
• The CR bodies are satisfied with the integrity of the process
• The Head of the Department makes final selection
DETERMINATIONS BY CR BODIES (cont’d)
Scenario Two:• The CR bodies are not satisfied that the evaluation
criteria were properly applied and that the applicable procedures were followed
• The CR bodies consult with the Programme Manager or Head of the Department to seek clarification
• If satisfied with the explanation, then it follows the actions listed in scenario one
• If not satisfied with the explanation, it submits its views to the Department of Management for further review and final decision
Accountability Mechanismschecks & balances
Within the system:• CRB process • Evaluation criteria reviewed up front• GJP accessible to all staff • Withdrawal of delegation when process not
followed• Training: HoDs, Programme Managers, CR bodies• Automated systems: enhance transparency;
consistency, monitoring, speed-up process
Accountability Mechanismschecks & balances (cont’d) External to the new selection system, but
integral to HR management:• HR action plans including gender and
geography targets• Heads of Departments’ compact with
Secretary-General• Accountability Panel
Facilitates mainstreaming HR as management function among managers and supervisors
Reviews HR situation in every department (vacancy, PAS, training, “stuck” staff, staff-management relationship)
Sets agreed quantifiable targets (geography, gender: GA mandate)
Dovetails into annual “compact” between USGs and the Secretary-General
HR action plans
The driving forcesSecretary-General’s vision:
Empowered and responsible staff and managersMember States
Faster recruitment Geography and Gender Accountability
HoD Selection decision Right staff at the right time
Staff Transparency Fairness Equitable opportunity
An Integrated Programme of HR Reform
10 Building Blocks A MORE PRODUCTIVE, FLEXIBLE
ANDRESULTS ORIENTED UN
A MORE PRODUCTIVE, FLEXIBLEAND
RESULTS ORIENTED UN
Streamlined
Rules&
Procedures
HRPlanning
RecruitmentPlacement
&Promotion
MobilityContractual
Arrangement
Administrationof
Justice
PerformanceManagement
Competencies and Continuous Learning
Career Development
Conditionsof
Service
Benefits for Member States
• Responsibility and accountability lines defined
• Efficiency enhanced• Faster recruitment• Mobile, versatile staff
Benefits for Staff
• Managed mobility• GJPs clarify job expectations and
requirements • Incentive to learn and develop
personal skills and competencies• Elimination of seniority-in-grade
requirements• Improved career opportunities• Networking in occupational networks
Benefits for Staff (cont’d)
• Possibility to come back from mission service at SPA level, if selected for an advertised post at that level
• Possibility to legitimize an organization-wide status for those with contracts limited to a particular organizational unit
• More transparency: status of cases available on-line
• Broader perspective/global “belonging”
Practical suggestions All staff are required to move periodically: start planning before 1 May 2007
Lateral move: Move to a different position at the same level.
The new position may be
- in the same or in another department or office,
- in the same or in a different duty station,
- in the same or in a different occupational group.
- in another organization of the United Nations common system.
Practical suggestions (cont’d)
Review compendium of vacancies regularly. Apply early because:
• Lateral move: 15-day-point
• Promotion: 30-day point
• All candidates: 60-day point
• Vacancies will be posted at http://jobs.un.org
To prepare for different jobs, check out GJP to see what is required
Use PAS discussion for development