Frequently Asked Questions

Mobility will be phased in by Job Network. Commencing in 2016, the first Job Network will be open to mobility, followed by another Job Network in 2017, and thereafter, two Job Networks will be subject to mobility annually. This gradual approach to deployment will provide both the Organization and its staff with a two year preparation period, which also gives time for our human resources systems to be operationally ready by the time managed mobility takes effect.

Selection recommendations for both vacant positions and reassignment options will be made by “Job Network Boards”[1]. These will be composed of senior managers in the respective Job Networks. The Boards will be supported by Network Staffing Teams, which will include both human resources staff and staff with expertise in that Network.

There will be a Special Constraints Panel composed of senior managers. If a staff member is recommended for a position in a location for which they have medical constraints or other compelling personal circumstances, they can submit an exceptional request for an exemption to a “Special Constraints Panel”. The panel will review all requests and make recommendations to the Assistant Secretary-General for Human Resources Management.

Locally recruited staff are eligible for Hazard Pay. However, the mobility and hardship allowances, including the new additional hardship allowance, are only for staff who have been internationally recruited on an assignment of one year or more.

If you are successful you will be offered a job at the P-1 or P-2 level (for further information on contracts, please have a look at the next section of these FAQs). Within 3 to 9 months after the conclusion of the examination, you will be informed of up to three jobs for which you will be considered and will be given an opportunity to indicate your preference(s). While efforts are made to take preferences into account this may or may not be possible. You are strongly encouraged to accept the job offer as declining it can eliminate you from further consideration.

The placement of Young Professionals is conducted on a quarterly basis or four times a year. This is a coordinated effort between the Hiring Manager, Headquarters Staffing Section in the Office of Human Resources Management and the respective human resources office in the duty station for which you are selected. The official start date of your new job will depend on the needs of the hiring manager and/or your availability; however, you do have up to 90 days to assume your functions from the date an official offer was made to you.

You will receive detailed information about the practical details of the offer. You will also be given further explanation about the specific instructions relating to the duty station. You will then go through the pre-formalities such as confirmation of reference checks and medical clearance.

While preferences made at the time of application will be taken into account for all YPP recruits, all successful candidates must be prepared to accept the first position offered within their occupational group. Should you decline to be considered for the position, you will be removed from the list of successful candidates unless your decline falls under the exceptional circumstances.

After the initial two years of satisfactory performance and depending on the availability of posts, you may apply for positions you qualify for at the P-3 level through the staff selection system.

Yes. The number of placements from the “YPP internal” roster is subject to paragraph 51 of General Assembly report A/65/305/ Add.4, “…10 per cent of the total pool of positions available for the programme [will] be earmarked for successful G-to-P candidates, who [can] be placed in any available post”. YPP internal candidates will be offered positions on a first come, first served, basis until the quota is met.