KEY ELEMENTS

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New Staffing System

  • A mobile workforce
    The new staffing system will facilitate the periodic movement of staff member and enhance knowledge transfer and sharing of service between headquarters and field locations in relevant functions.

     
  • Job opening
    A vacancy announcement issued for one particular vacant position or for multiple vacant positions, that are available for one year or longer, at the same or at different duty stations.
     
  • Managed mobility
    The process of placing eligible and suitable staff members in the Professional and higher categories, up to and including the D-2 level, and in the Field Service category to another position at the same grade level and in the same category. Managed mobility shall apply to staff members who have served their maximum positions occupancy limit or those who wish to opt-in after serving their minimum positions occupancy limit.
     
  • Transitional measures/ Timeline
    The new staffing system will be phased in over a five-year period between 2016 and 2020. Until 2020, the currently existing staff selection system will apply for job networks that are yet to be deployed.
     
  • Scope
    The new staffing system will apply to eligible staff in the D, P and FS level on a permanent, continuing or fixed-term appointment whose contract is not limited to an entity.

New Process Elements

  • Semi-annual staffing
    The process for the filling of vacant positions available for one year or longer and the placement of staff member under managed mobility will take place twice a year. However, staffing needs arising from surge, start-up or humanitarian emergency situations will be catered to at anytime. Temporary Job Openings (TJOs) will continue to be used address temporary staffing requirements.
     
  • Job networks
    To facilitate the movement of staff, existing job networks were reconfigured. Today, the UN Secretariat has 9 job networks comprising 47 job families. A job network is a grouping of job families with closely linked mandates or programmes of work that require similar skill sets.
     
  • Centralized staffing system
    The new staffing system will be managed through centralized boards and a special panel as follows:
    - Job Network Boards (JNBs)
    - Senior Review Board (SRB)
    - Special Constraints Panel (SCP)
    - Global Central Review Body (GCRB)

Expected Benefits

  • Human resources organizational priorities
    Priorities include: moving candidates between family and non-family duty stations between duty stations and between departments/offices; giving due regard to gender and geographical status; victims of malicious acts or natural disasters; and to representation of troop- and police-contributing countries, taking into account their level of contribution in positions financed from the peacekeeping budget, including the support account.
     
  • Staff growth and development
    Increased opportunities for service across the United Nations Secretariat and, for relevant functions, a more equitable sharing of the burden of service between Headquarters, Offices Away from Headquarters, including regional commissions, and field duty stations;
     

    Greater movement of staff members among functions, job families, across organizational units of the Secretariat and across duty stations; and

    Increased opportunities for career development by enabling the acquisition of new skills, knowledge and experience.

     

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