NEW STAFF SELECTION SYSTEM DPI 30 May 2002

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NEW STAFF SELECTION SYSTEMDPI30 May 2002
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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-Generals vision

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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 SGs vision
• Some practical suggestions, including mobility

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FEATURES OF THE NEW SELECTION SYSTEM
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NEW SYSTEM
PRIOR SYSTEM
Managers set ad hoc evaluation criteria (often
late in the process)
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NEW SYSTEM
PRIOR SYSTEM
One candidate recommended
Head of Department/Office selects from list of
candidates

• Mobility is ad hoc

• Mobility is managed
• post occupancy time limit on all posts
• all posts available first for lateral moves
• link to promotion and career development

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NEW SYSTEM
PRIOR SYSTEM
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

• Multiple features reduce time required to reach
  selection decision - should be no longer than 120
  days

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CENTRAL REVIEW BODIES

• Review process of staff selection
• Main functions
• 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.

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CENTRAL REVIEW BODIES

• Main functions (contd)
• Review the process and determine that the
  selection is in compliance with the pre-approved
  evaluation criteria.

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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

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REVIEWING THE PROCESS (contd)

• 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
  Organizations overall HR objectives with respect
  to geography and gender balance.

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DETERMINATIONS BY CR BODIES

• Here 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

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DETERMINATIONS BY CR BODIES (contd)

• 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

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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

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Accountability Mechanismschecks balances
(contd)

• 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

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HR action plans

• 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

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The driving forces

• Secretary-Generals vision
• Empowered and responsible staff and managers
• Member States
• Faster recruitment
• Geography and Gender
• Accountability
• HoD
• Selection decision
• Right staff at the right time
• Staff
• Transparency
• Fairness
• Equitable opportunity

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An Integrated Programme of HR Reform
10 Building Blocks
A MORE PRODUCTIVE, FLEXIBLE AND RESULTS ORIENTED
UN
Streamlined Rules Procedures
HR Planning
Recruitment Placement Promotion
Mobility
Contractual Arrangement
Administration of Justice
Performance Management
Conditions of Service
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Benefits for Member States

• Responsibility and accountability lines defined
• Efficiency enhanced
• Faster recruitment
• Mobile, versatile staff

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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

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Benefits for Staff (contd)

• 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

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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.

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Practical suggestions (contd)

• 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