PM Roles and Responsibilities
As United Nations staff members, we have the privilege of contributing to the Organization’s mandate
of bringing about a more peaceful, equitable world for all people.
Whether we are working directly on humanitarian aid projects, tracking statistics on the Sustainable Development Goals at a peacekeeping mission or developing budgets at a main duty station, we need to make sure that we work in the most effective way. The performance management (PM) system provides the structure and guidelines needed.
See the main roles and responsibilities for staff members below.
- All staff members should read the policy on performance management (ST/AI/2010/5) along with the information on these web pages.
- Every staff member needs to have a performance document in the ePerformance tool on Inspira. Our work for each annual cycle, which starts on 1 April, is recorded in it. When you start a new position, you should create a work plan together with your manager. It includes goals, related actions and success criteria for the work you’ll carry out. There is also a development plan where you can list learning activities that you’d like to undertake in the coming year.
Be sure to complete your work plan between 1 April and 31 May of each year, or within two months of starting a new position.
Click here for guidance on setting challenging performance goals.
Participate in dialogue/feedback
- Strong communication between you and your manager is key for a successful relationship and for effective performance. Staff should participate in discussions with their First Reporting Officer (FRO) about their work plans at the start of the cycle and on an ongoing basis throughout the year. Staff should clarify expectations with their FROs about specific projects and overall goals and request feedback.
Clickhere for general guidance on giving and receiving feedback and here for mid-point review guidance.
- Staff should complete their work plans and all steps in the ePerformance cycle on time. Timeliness improves the effectiveness of the whole process.
- Completing the end-of-cycle steps are especially important. The cycle ends on 31 March and at this time staff members should review their performance over the last year and prepare to discuss it with their FROs. They should also develop a self-evaluation narrative to include in ePerformance. Staff members participate in end-of-cycle discussions with FROs and are responsible for accepting or rebutting the rating given to them (staff can only rebut the two lowest ratings.)
Click here for more guidance on the end-of-cycle appraisal.
Guidance and tips
Career coaching opportunity
• Are you feeling stuck or unsure about how to advance in your career?
•Would you like to think beyond current career options and explore what else is possible?
•Do you need help completing your Personal History Profile (PHP) and cover letter?
•Would you like to practice for a job interview?
Try a coaching session with a professional career coach from an external vendor contracted by the UN.
You can email Staff Development Officer Yesenia Figueroa for more information at email@example.com.
Recommended Video: Managing Up
Some of the Topics Covered
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