Human Resources Management. Standing Committee September 2010

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1 Human Resources Management Standing Committee September

2 Human Resources Management Goals Satisfy the longer-term needs of the organization by promoting diversity, highest quality performance and skills development in UNHCR s workforce Work with staff members to meet their individual career aspirations and to provide good conditions of service Staff Member UNHCR workforce Meet the staffing needs of the operation by assigning the most suitable candidate to the available position in a timely and fair manner Organisation Administration Manager Operation Foster a respectful work environment for the cooperative achievement of planned results Cooperate proactively in partnership with UN agencies and other stakeholders 2 2

3 Milestones for HR management reform Creation of the Ethics Office and issuance of the policy on protection against retaliation (June 2008) Implementation measures for the policy on achieving gender equity in UNHCR staffing (June 2008) Convening of the Staff Management Consultative Council - SMCC (December 2008 and November 2009) Rollout of the Performance Appraisal Management System PAMS (May 2009) Creation of the Global Learning Center GLC (June 2009) Creation of the Career Management Support Section CMSS (July 2009) Effective date for new UN Staff Rules and Regulations (July 2009) New Administration of Justice system (July 2009) Introduction of new system for international assignments (August 2010) 3

4 Next steps to consolidate the reforms - I Update the policy and procedures for local assignments Introduce PRIDE policy for recruitment and conversions Formalise procedures for staff in between assignments Consolidate contracts policies and procedures Decide on the future of the promotions system after the 2009 session 4

5 Next steps to consolidate the reforms - 2 Introduce guidelines for managing affiliate workforce arrangements Start activities for succession planning for leadership positions in complex, flagship operations Conduct the one-time review for the granting of Indefinite Appointments Intensify activities to promote staff welfare and assure high standards for occupational health Make adjustments to the performance management policy and procedures 5

6 Career management initiatives Better monitoring and management of individual performance Better delivery of quality career management and staff welfare support in relation to assignments More access to better learning opportunities, with links to performance and career development Better succession management, with rosters for complex operations and for short-term positions Good communications in every respect - celebrating diversity 6

7 Gender in UNHCR All staff - excluding G-3 and below: 46% are women National staff - excluding G-3 and below: 48% International professional staff: 41% (increasing 1% per year) Senior staff (P-5 to D-2): 38% Representatives: 31% International recruitment: 48% (2007) 54% (2008) 48% (2009) 56% (2010 so far) International promotion: 50% (2007) 44% (2008) 7

8 Nationalities in UNHCR UNHCR s workforce is diverse and global Following are summaries of the regional distributions according to UNHCR s bureaux Of all UNHCR staff Of all international staff Of National Professional Officers Of Junior Professional Officers Of International UN Volunteers The Gender and Diversity Scorecard is now available to you on the Standing Committee secure website 8

9 UNHCR s global workforce of some 7,100 staff members is comprised of 147 nationalities 40% Africa 7% Americas 21% Asia & the Pacific 22% Europe 10 % Middle East & North Africa Region of nationality Total Africa 2,855 Americas 513 Asia & the Pacific 1,553 Europe 1,531 Middle East & North Africa 700

10 UNHCR s 1,700 international professional staff have 125 nationalities 25% Africa 14% Americas 16% Asia & the Pacific 41% Europe 4 % Middle East & North Africa Region of nationality Total Africa 444 Americas 259 Asia & the Pacific 287 Europe 725 Middle East & North Africa 76

11 Of whom 92 Junior Professional Officers come from 21 countries 1% Africa 13% Americas 11% Asia & the Pacific 75% Europe Region of nationality Total Africa 1 Americas 12 Asia & the Pacific 10 Europe 69 Middle East & North Africa 0

12 UNHCR has some 470 National Professional Officers from 101 countries 29% Africa 10% Americas 24% Asia & the Pacific 26% Europe 11 % Middle East & North Africa Region of nationality Total Africa 137 Americas 47 Asia & the Pacific 116 Europe 125 Middle East & North Africa 51

13 500 International UNVs work with UNHCR have 104 nationalities 47% Africa 9% Americas 15% Asia & the Pacific 26% Europe 3 % Middle East & North Africa Region of nationality Total Africa 237 Americas 48 Asia & the Pacific 75 Europe 134 Middle East & North Africa 15

14 Conditions of service for staff serving in nonfamily duty stations UNHCR must have a compensation framework that allows UNHCR to meet its obligations and deliver effectively in complex operations in insecure environments. Mobility is an operational imperative and a key aspect of career development in UNHCR. Fully one-third of all international staff serve in the most hardship and dangerous duty stations. Other conditions of service need to be upgraded and there is plenty of scope for inter-agency cooperation with host governments and donors: Medical services to staff in deep field locations Dual career and spouse employment opportunities Office-provided living accommodations for staff Better communications to keep in touch with families 14

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