The e-Pas system will remain available until 31 December 2012 to complete documents from previous cycles. Staff members and managers must complete all documents by this deadline. e-PAS cannot be used to create new documents from 1 April 2010 onwards.
All UN Secretariat staff will use e-Performance for the 2012-13 performance cycle which begins on 1 April 2012 and ends on 31 March 2013.
One of the new features of performance management is that it will link to staff development and learning management to allow for better career planning. The improved learning management system in Inspira will make it easier to enroll, track and keep records of learning programmes, including the mandatory courses in which you have you have participated. Moreover, the skills portal provides anytime, anywhere access to online learning programmes.
The second reporting officer is not required to make comments on the e-Performance/e-PAS document. The role of the second reporting officer is to ensure that the evaluation is completed in a timely manner and that it is fair (i.e. there is consistency between competency ratings, value ratings, comments, and the overall rating). The second reporting officer’s approval, without comments, is an endorsement of the first reporting officer’s evaluation of the staff member.
Yes. Performance reports that have been finalized before the eligibility date can be considered. For this review exercise, the eligibility date is 1 July 2013.
Managers may make the decision to use the flexible work arrangements as a tool to enhance productivity and efficiency as well as provide flexibility to the staff member. Here you will find the guidance for managers and staff members to develop an option for flexible work that suits the performance needs of the unit and the individual.
The end-of-cycle evaluation is much more than an exercise of filling out forms. Staff members deserve to have timely feedback so that they can reflect on lessons learned and develop a roadmap for moving forward. Honest and consistent ratings and comments help to give meaning to the process.
The midpoint review is an opportunity to assess your supervisees' progress, give formal feedback on what went well and which areas need improvement. Any needed updates to the workplan should be done at this time. Remember to talk about the progress made toward your colleague's personal development plan.
