P1253037198bpIWe

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Salaries Allowances
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Topics

• The UN Charter, Flemming and Noblemaire
• Local and non-local
• Local Salary Surveys
• Post Adjustment reviews
• Hardship Mobility
• System wide coordination

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The UN Charter
The UN Charter, art.101 "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". See ILO Staff
Regulations, art.4.2. A)
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Flemming and Noblemaire
The Flemming principle ILOAT, Judgment 1713
What Flemming ordains is that General Service
staff shall have pay and other terms of
employment that match the best on offer at their
duty station.
ILOAT, judgment 986 The Noblemaire principle is
composed of two rules "One is that, to keep the
international civil service as one, its employees
shall get equal pay for work of equal value,
whatever their nationality or the salaries earned
in their own country.
The other rule is that in recruiting staff from
their full membership international organisations
shall offer pay that will draw and keep citizens
of countries where salaries are highest".
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Local and non-local

•  
• Jobs are classified into categories
• Some are filled  as far as possible  by locally
  recruited officials
• Others taking into account the  importance of
  maintaining a staff selected on a wide
  geographical basis. 
• A SINGLE SCALE OF REMUNERATION COULD KEEP THESE
  DIFFERENCES AND SOLVE SOME DIFFICULT ISSUES

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Local and non local (ctd.)
LABOUR LAWS ESTABLISH THE PRINCIPLE OF EMPLOYERS
RESPONSIBILITIES WHEN DISPLACING EMPLOYEES
removal, housing, schooling, installation,
repatriation, visit to dependents, home leave,
mission status, cost of living, hardship
SO DOES THE COMMON SYSTEM
BUT LABOUR LAWS ALSO ESTABLISH THE PRINCIPLE OF
EQUALITY OF TREATMENT !
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Local Salary Surveys

• Best prevailing local rates is not highest
  possible rate

• Review sample of comparators, at each duty
  station

• Take into account fringe benefits,
• transform kind into cash

• Participatory process, staff
• representatives, all agencies

• Nuances or differences between HQ and the Field

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Local Salary Surveys Key Actors

• Key Actors in the Local Salary Survey

• ICSC (omnipresent at HQ) or Salaries Specialist
  from lead Agency HQ (Field usually UNDP)

• Chairman of LSSC (in the Field, UN Res.Coord. too
  often delegates to Admin. official)

• Organizations and staff (in the Field, sometimes
  not easy to explain need to have differentiation)

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Salary Surveys Special Cases

• Established calendars for full surveys

• In between (Field) need for interim, mini surveys

• Special cases inflation without reliable outside
  index, economic or financial crises, closure of
  major entreprises

• A SURVEY MAY BE CALLED FOR AT ANY POINT IN TIME
  AT SHORT NOTICE

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Salary Surveys Need for Training

• Salary Surveys are not simple operations

• Require competent, motivated, stable staff
  representatives

• Every opportunity to get trained should be seized
  (training for HQ methodology lasts one full week)

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Local Salary Surveys in Practice (1)

• Salary Survey Phase 1 Preparation Phase

• Selection of Employers (pre-survey HQ-or
  direct contacts Field - might be necessary to
  help in that process)

• Job Selection Process (description and
  classification of jobs selected need to be
  uniform amongst organizations)

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Local Salary Surveys in Practice (2)

• Salary Survey Phase 2 Data Collection

• Interview experience (prepare in advance
  contact trade unions)

• Outside interference (influence of ICSC/Lead
  Agency HQ attempts to avoid physical
  interviews)

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Local Salary Surveys in Practice (3)

• Salary Survey Phase 3 Data Analysis

• Under the responsibility of ICSC (HQ duty
  stations) or of Salaries Specialist (Field)

• IN THE FIELD (results should be produced in situ
  on laptop (special software) allowing for
  monitoring by staff reps

• Transparency (absence of) is a key

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Local Salary Surveys in Practice (4)

• Salary Survey Phase 4 Decision

• Decision by ICSC

• HQ Control and debate after,
• Field most of it before

• Have to be promulgated by individual Agencies

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Post Adjustment Reviews

• Post Adjustment (PA) reflects country specific
  part of remuneration

• Based on NY pattern of consumption

• Reflects prices where officials do shop

• Housing is a key factor

• How to fill a questionnaire

• Importance of Interagency PA Groups !

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Hardship and Mobility

• Hardship and mobility factors were introduced
  recently

• So many factors involved climate, security,
  schools, language, culture, isolation

• Key role of the UN Resident Coordinator for
  classification of duty station

• Cash incentives, and accelerated home leave

• A key element in remuneration

• Additional incentives, agency-specific

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System wide coordination

• Pivotal role of the International Civil Service
  Commission (ICSC)

• Process is not necessarily transparent

• Staff have to unite locally, even if not
  internationally

• Training to achieve the best out of the system

• World wide mobilization on methodology

• Final word should be local
• if well prepared.

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SALARIES NEVER LET THE OTHERS DECIDE ...