Agile performance management is an approach to managing employee performance and development.
It is collaborative, involving regular conversations and continuous feedback.
The new approach offers flexibility in many ways. Feedback, such as comments and competency ratings, can be exchanged among all levels of staff, not just through the traditional route where a supervisor gives feedback to a direct report.
Many of us began 2019 facing a change: a new department, new job, new colleagues, and new tasks.
Our challenge is to not only adjust to this change, but to do better. How can each of us support the transformation needed for the United Nations of the future?
To help you look forward and succeed, the Department of Management Strategy, Policy and Compliance (DMSPC) launched the United to Reform – Learning Strategy to enable staff to embrace and support the Secretary-General’s “United to Reform” initiatives.
The Secretary-General’s vision for a more effective and accountable organization has at its core a strengthened performance management cycle. For the most recent performance management cycle (2017-18) e-Performance for 90% of staff in the global Secretariat was completed by the extended deadline of 31 July 2018. This is the second cycle in a row in which 90 per cent compliance was reached after several years of steady improvement.
Here is what our performance management data from 2017-18 reveals:
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The UN Secretariat is committed to being an inclusive organization for staff with disabilities of all types.
How can we behave in ways that are disability-inclusive?
The updates to the HR Handbook as at 25 January 2019 have been posted at https://hr.un.org/handbook/source. Below is a list of the changes for your reference:
ST/SGB/2019/1 - Policy on breastfeeding
The updates to the HR Handbook as at 5 Nov 2018 have been posted at https://hr.un.org/handbook/source. Below is a list of the changes for your reference:
The launch by the Secretary-General of the UN Staff Mental Health Strategy brings us a major opportunity to send the strongest message to staff that your well-being is of the utmost importance, to unite, to role-model best practice in employee well-being, and to translate this momentum into action.
With the Strategy providing an umbrella for the UN’s work on the mental health and well-being of its personnel, one of the first new actions is the start of a campaign to reduce stigma and start dialogue.
The updates to the HR Handbook as at 18 September 2018 have been posted at https://hr.un.org/handbook/source. Below is a list of the recent changes for your reference:
ST/IC/2018/25 G-4 visas for domestic partners
