STAFF SELECTION SYSTEM. September 2014 Human Resources Management Service

Transcription

1 STAFF SELECTION SYSTEM September 2014 Human Resources Management Service

2 Scope of Staff Selection System (ST/AI/2010/3) Applies to: All selections and appointments of one year or longer G-5 and above, up to D-2 level TC-4 and above, S-3 and above in certain duty stations (for example New York) Does not apply to: Entry-level appointments (G1-G4 or equivalent) NCE/YPP/G-to-P/LCE appointments Temporary appointments ASG/USG appointments 2

3 G1 G4 Informal review mechanism Role: The informal consultative mechanism was established at UNOG with a view to promote transparency and good governance in the selection process at the G1 to G4 levels. The designated staff representatives will review, along with HRMS representatives, recommendations for filling job openings at the G1-G4 levels, in order to ensure that applications were reviewed on the basis of the evaluation criteria listed in the job openings and that the applicable procedures were followed. N.B. This review does not apply to temporary job openings. 3

4 NCE/YPP/G-to-P/LCE Appointments through competitive examinations subject to specific requirements and governed by separate administrative procedures. Successful candidates receive two-year fixed-term appointments. Subject to satisfactory performance, these fixed-term appointments are converted to continuing appointments.

5 Temporary appointments (ST/AI/2010/4/rev.1) Any anticipated service for more than three months but less than one year (up to 364 days) requires the issuance of a temporary job opening. A current staff member who holds a fixed-term, permanent or continuing appointment may apply for temporary positions no more than one level above their current grade. If selected, internal candidates will retain their status and may be released on temporary assignment.

6 Staff Selection Workflow JO posted and candidates apply Recruiter and Inspira determine eligibility HM reviews applications and enters evaluations in Inspira CRB reviews proposal for filling of JO Clarifications Endorsed Not Endorsed HM submits case to CR Bodies Secretariatat DH selects candidate(s) DM for final decision CR Bodies review proposal for filling of JO Placement on roster

7 Applying for Job Openings Prepare your profile and update it regularly Check inspira for new Job Openings regularly and set up alerts for Job Openings in your areas of interest Do not wait until the closing date to apply applications submitted after the deadline are not accepted Make sure you provide complete, accurate and detailed information in your PHP

8 Most common mistakes/traps Don t forget to mention your mother-tongue Find your university in the UNESCO list in inspira Remember to check «YES» for completion of degree Don t forget to mention high school/secondary education Double-check accuracy of you address Remember to indicate all previous experience (both UN & non-un) Make sure that you receive the confirmation after submitting your application (if not, contact your HR Office)

9 Eligibility (1) Minimum age : 18 Maximum age : - 60 for staff who joined the organization prior to 1 January for staff who joined the organization after 1 January 1990 but prior to 1 January for staff who joined the organization after 1 January 2014 Eligibility for posts at one level higher only (all staff holding permanent, continuing, probationary or fixed-term appointments) GS staff are eligible for Field Service Category at any level if they meet the requirements FS6 & FS7 staff can apply for P3/P4 & P4/P5 posts respectively after one year of service (lateral move requirement applies for P5 posts) Language staff are eligible to apply to non-language posts after 5 years of service 9

10 Eligibility (2) (Temporary promotions) Temporary assignment of HQ Staff, with no appointment limitations, at a higher level position in a peacekeeping mission is considered as a temporary promotion. It allows these staff to apply for positions at one level higher than the temporary grade after 1 year of service and during the assignment. Above provisions also apply to Staff from a peacekeeping mission, with no appointment limitations, assigned to a higher level position at HQ locations or duty stations. Secretariat staff members, with no appointment limitations, on secondment / loan to UN Common System Organizations at a higher level can apply for positions in the Secretariat which are at one level higher than their grade in the receiving Organization, during such secondment / loan. Once the staff member returns to the original grade at the end of the temporary assignment or secondment, the above provisions are no longer applicable. 10

11 Eligibility (3) P-5 positions Staff in the Professional Category needs to have had at least two lateral moves in that category to be eligible for promotion to P5 level (except for language posts) Special Waivers for the P5 level eligibility : 1. ONE lateral move only if recruited at the P4 level 2. ONE lateral move only when having served for one year as Professional staff, or when applying to a P-5 post, in : - Nairobi - Economic Commissions, except ECE - Any duty station with A, B, C, D or E classification 3. NO lateral move required if served in non-family location for 1 year as P or FS ** Temporary assignments of more than three months but less than 12 months will be banked towards a lateral move 11

12 Eligibility (4) Temporary P staff placed against a post funded for 1 year or longer is INELIGIBLE to apply for or to be reappointed against the same post during 6 months from the end of his/her contract (Does not apply to PKO staff) Interns, Consultants/Gratis Personnel are INELIGIBLE for any P or FS6 & FS7 posts during 6 months from the end of their contract (JPOs are not concerned) 12

13 Evaluation of candidates Hiring Manager reviews all applications released to him for suitability and establishes a short-list of candidates, based on the evaluation criteria. Hiring Manager may administer one or several assessments, i.e. written tests, technical assessments, etc., which may be eliminatory. Successful candidates are invited to a competency-based interview. Based on the results of the evaluations, the Hiring Manager submits recommendations to the CR Bodies for endorsement. 13

14 Central Review Bodies Review recommendations to ensure that all applicants have been consistently evaluated against established Evaluation Criteria and that all applicable procedures have been followed If CRB does not endorse, the case is submitted for final decision to: - the USG for Management for P-5 and D-1 posts - the ASG for Human Resources Management for all other posts 14

15 Selection Decision Once CR bodies endorse the recommendations, the Head of Department takes the selection decision based on the proposal of the Hiring Manager Department Head shall select the best suitable candidate for the post (taking into account organizational HR targets such as gender, geography, etc.) 15

16 Roster Management Candidates placed on the recommended list, including the selected candidate, are placed on the roster for an indefinite period of time. Roster candidates shall reapply for subsequent similar job openings in order to be considered for those positions. Roster candidates may be invited by the Hiring Manager to participate in assessment exercises for subsequent job openings. Should a roster candidate be found suitable for a subsequent job opening, he/she may be immediately selected by the Head of Department without further reference to the CR Bodies. 16

17 Notification & Decision Implementation Selected candidate: The selected candidate shall receive an automatic notification from inspira asking to confirm acceptance of the position (within 7 days). Promotions shall become effective on the first day of the month following the decision at the earliest. The selected candidate shall be released within one month for the same duty station or within two months for another duty station. Other candidates: All candidates shall be automatically notified by the Inspira system (except in cases of roster selections when the Recruiter informs all applicants that the recruitment process is finalized). 17

18 THANK YOU 18