Q. What are the main steps in the staffing process?

A. You can see the process at a glance here

Q. What roles and responsibilities do managers and senior leaders have in the staff selection system?

A. When seeking to fill a vacancy in your office or if you are managing an occupational group, you are responsible for creating a job opening, evaluating applicants, and preparing a reasoned and documented record of the evaluation of the proposed candidates against the applicable evaluation criteria. Heads of department/office/mission have the authority to make selection decisions for positions up to and including the D-1 level, based on the recommendation of the hiring and/or occupational group manager and after review by the central review body.  
 
Heads of department/office have the authority to transfer staff to job openings at the same level within their departments/offices without advertising the position or review by a central review body. Heads of mission have the same authority under conditions established by the Department of Field Service.  This authority must be carried out in consultation with the staff member concerned, as well as the releasing and receiving offices. The decision must be made in good faith, transparent and in the best interests of the department/office.

Q. The staff recruitment process takes a long time. Is there not a faster method?

A. For speedier recruitment, you may select a candidate from a pre-approved roster, a pool of assessed candidates that have been reviewed and endorsed by a central review body and who are available for selection against a vacant position. There is also an expedited process for temporary positions (i.e. when there is an opening for less than one year due to, for example, maternity leave or need for urgent assistance).

Q. I know a great person with whom I’d like to work. Can I hire him/her?

A: Yes if the person proves to be the best candidate for the position through the competitive process. The best candidate must be determined through an open and transparent process that follows the staff selection procedures, and in which candidates meet the academic and professional experience requirements and compete with other eligible candidates. The person may not be a member of your immediate family. You must disclose your relationship with any candidate when the applicant names are first forwarded to the department/office for review to avoid any perceived or actual conflict of interest.

Q. When may I use the services of a consultant or an individual contractor?

A. Consultants are engaged in an advisory or consultative capacity when programmes have a need for special skills or knowledge not normally possessed by regular staff and for which there is no continuing need. These specialist functions are result-oriented and normally involve analysing problems, facilitating seminars or training courses, preparing documents for conferences and meetings or writing reports.  An individual contractor provides expertise, skills or knowledge for a specific task or piece of work that is short term in nature, and the assignment may involve functions similar to those of staff members, such as provision of translation, editing, public information, or secretarial services. For more information consult ST/AI/2013/4.

Q. How do I hire a consultant or an individual contractor?

A. The hiring process is managed locally.  Contact your administrative/executive/HR office.  You are responsible for developing the terms of reference of the work to be performed by the consultant or individual contractor and the outputs expected, as well as submitting the terms to your executive/administrative/HR office.

Q. Can a retired or former staff member be hired as a consultant or individual contractor?

A. Within certain guidelines and restrictions, yes.  Briefly, there must be at least a one-month break between separation or retirement of the former or retired staff member and reengagement on an individual contract, unless the separation was on mutually agreed terms, in which case the former staff member may be reengaged on an individual contract only after a period of 36 months from the date of separation from service; the individual cannot be reengaged to perform the functions of the same post from which he or she separated or contracted to encumber the position from which he or she separated; and the former staff member must have separated from the organization on satisfactory terms.  Other conditions also apply and there are limits on the fees to be paid. Refer to ST/AI/2013/4, Consultants and individual contractors for the details, and talk with your HR officer.

Q. How do I hire an intern?

A. The internship programme may be offered at any duty station of the Secretariat designated as a family duty station, and is managed locally. Contact your executive/administrative/HR office if you are interested in the services of an intern.

Q. What are the manager’s responsibilities and obligations towards interns?

A. The manager should create a working environment conducive to the interns’ substantive learning and professional development; ensure that an intern’s assignment is at the appropriate level of complexity and variety; prepare the terms of reference describing the tasks; and provide constructive performance feedback to the intern. Interns cannot undertake official travel on behalf of the United Nations. They may be permitted to travel in a UN vehicle with a signed liability waiver. For more information consult ST/AI/2014/1.