ADMINISTRATION DEPARTMENT

Transcription

1 WORK LIFE BALANCE ADMINISTRATION DEPARTMENT Directive on Spouse Employment POLICY AND PROCEDURE 25 July 2006 AD 2006/011 Human Resources Division Revises ED98/004

2 Administration Department Directive 2 WORK LIFE BALANCE A Directive on Spouse Employment PART I: BACKGROUND 1. In 1998, a WFP Executive Director s Circular ED98/004 introduced a Spouse Employment policy in recognition of lack of employment possibilities for spouses of professionally recruited staff who are recruited from outside the host country. It noted that spouses, who frequently hold professional qualifications of their own, must face the possibility of allowing their careers to stagnate or even end in order for the other spouse to be hired or to continue employment with WFP. Accordingly, the Spouse Employment Policy was issued with the objective of ensuring the recruitment and retention of the best qualified International professional staff of both genders. 2. Thereafter, WFP chaired a Spouse Employment working group under the auspices of the United Nations Development Group (UNDG). In July 2004, UNDG issued a Joint Guidance Note on the Employment of Expatriate Spouses. UN agencies adopting the objectives and principles set out in the guidance note were tasked to pursue set strategies to take advantage of the talent readily available through equally well-qualified expatriate UN spouses. 3. The recent amendment of Staff Rule on Family Relationships further supports the spouse employment policy. PART II: OBJECTIVE 4. The main objectives of this policy are to: Facilitate the geographical mobility of professional staff, in recognition of dual careers; Enhance the ability of the Programme to attract, recruit and retain the best qualified professional staff of both genders; Foster a supportive work environment to promote productivity and enable staff members to respond to the conflicting pressures of work and family life. PART III: GUIDELINES GENERAL PRINCIPLES 5. WFP encourages the employment of equally well qualified spouses of international professional staff members at all locations, either with WFP or other UN agencies. 6. The candidature of expatriate spouses who apply for employment with WFP shall be subject to the established procedures governing recruitment and appointment of staff to the Programme (e.g. work visas, required residency). 7. Selection shall be based on an applicant s qualifications (education and experience) as they relate to the required function. The Programme shall continue to apply the criterion of ensuring that paramount importance is attributed, in the appointment of staff, to securing the highest standards of efficiency, competence, and integrity. Due regard shall be paid to the

3 Administration Department Directive 3 importance of recruiting staff on as wide a geographical basis as possible, and attaining gender balance. 8. WFP does not have the obligation to ensure spouse employment. The relationship of a spouse with a staff member should not be construed to constitute an obligation on the part of the Programme towards the spouse. ELIGIBILITY 9. Spouses must possess all the requisite qualifications sought for a specific position or assignment to which they apply. 10. The Programme shall facilitate employment opportunities for qualified spouses of international professional staff members, to the extent possible. PROCEDURES FOR EMPLOYMENT OF SPOUSES WITH WFP 11. In line with the UNDG Joint Guidance Note on the Employment of Expatriate Spouses, special consideration shall be given to equally well-qualified expatriate spouse applicants over external candidates, given that the professional qualifications meet those specified in short-term and limited duration contracts of less than 11 months. 12. For fixed-term contracts and other long-term appointments of 12 months or more, the hiring manager and Staffing Coordinator, or delegated person(s), must indicate if a staff member s spouse is on the short list of qualified candidates, and confirm due process of selection via a written report forwarded to Director, ADH in line with WFP HR Policy Document on Administrative Procedures for International Professional Staff (paras and 2.4.5). A staff member s spouse is eligible for recruitment as a General Service staff member if the spouse is a national of that duty station/country, or has a work permit issued by the host government, and is considered qualified for the post. Staff member s spouses assigned as General Service staff at headquarters are appointed as per MS 302 Staff Rules, Chapter IV Appointment and Promotion. 13. One spouse shall not participate in any process of reviewing or taking administrative decisions concerning the other spouse, such as recruitment, employment status, entitlements, performance assessment, reassignment and promotion reviews. 14. One spouse shall not be assigned to a post which is subordinate to the other in the line of reporting/authority. 15. Neither spouse shall be assigned or reassigned to positions where it could be perceived that there exists a conflict of interest because of the nature of their work. 16. The proposed selection of a spouse of a WFP staff member is subject to clearance by the Director, ADH. REASSIGNMENT, ROTATION AND MOBILITY 17. The Programme shall make efforts in accordance with its policy on mobility, to facilitate the assignment of both spouses to the same duty station. The Programme s operational requirements always take precedence, in which case the Programme shall seek to

4 Administration Department Directive 4 assist the spouse in identifying suitable employment at the new duty station, subject to paragraph 8 above. 18. If one or both of the spouses is/are international professional and higher category staff member(s), the professional spouse(s), as per the Programme s policy on mobility, is/are subject to reassignment in accordance with his/her/their terms of employment. ADDITIONAL CONSIDERATIONS (REF. UNDG JOINT GUIDANCE NOTE) 19. The Programme shall encourage active cooperation among participating organizations of the UN System at both headquarters and field offices, to develop and disseminate dutystation-specific information on opportunities and resources in support of spouse employment and career concerns. 20. The Programme shall facilitate special leave arrangements in support of the temporary relocation of spouses who are staff members in the UN common system accompanying an expatriate staff member of a participating UN organization. Whenever possible, the special leave conditions and criteria shall be the same as those granted to a staff member accompanying a spouse within the same agency. 21. The Programme shall facilitate, on a space-available basis, the participation of UN equally well-qualified expatriate spouses from other participating agencies in local induction or training programs, particularly those that strengthen transferable skills and competencies, such as language skills, computer and information systems skills, career counselling, resume preparation and managerial and supervisory skills. PART IV: RESPONSIBILITIES 22. The Director, ADH is responsible for: Implementing the policy at the corporate level; Monitoring the execution of the policy; Reporting to the Executive Director annually on the implementation of the policy; Liaising with inter-agency groups (e.g. HR Network, UNDG) to facilitate spouse employment; Facilitating the exchange of information with LESA (Local Expatriate Spouses Association) vis-à-vis efforts to obtain cooperation from other UN Agencies for employment opportunities for spouses in Headquarters, Regional Bureaux and Country Offices. 23. Regional Managers, Division Directors and Country Directors are responsible for: Approving employment under their delegated authority, in accordance with the framework detailed above; Consulting with Director ADH, for approval of alternative arrangements in small Country Offices with limited opportunities for spouse employment; Reporting annually to the Director ADH, through ADHI-Statistics, on the number and types of contracts issued to spouses as well as any issues/concerns encountered;

5 Administration Department Directive 5 Obtaining the cooperation of host governments, particularly in the issuance of temporary work permits for spouses of expatriate staff; Facilitating exchange of information with LESA vis-à-vis efforts to obtain cooperation from other UN Agencies and NGOs for employment opportunities for spouses; Contributing to the development and dissemination of duty-station-specific information on opportunities and resources in support of spouse employment and career concerns. PART V: EFFECTIVE DATE 24. This directive is effective immediately. Susana Malcorra Deputy Executive Director, AD