World Bank Group Directive

Transcription

1 World Bank Group Directive Staff Rule 6.05 Job Evaluation Bank Access to Information Policy Designation Public Catalogue Number HRD3.07-DIR.109 Issued March 1, 2018 Effective December 8, 2011 Last Revised On March 1, 2018 Content This Directive, Staff Rule 6.05, "Job Evaluation" (hereinafter Rule) sets forth provisions governing a Job Evaluation system to Grade Jobs in the Bank Group in accordance with their Job Content. Applicable to IBRD,IDA,IFC,MIGA,ICSID Issuer World Bank Group Human Resources Vice President, HRDVP; IFC Chief Executive Officer, IFCEO; MIGA Executive Vice President and Chief Executive Officer, MIGEX Sponsor Director, HR Compensation and Performance, HRDCP; Director, IFC Human Resource Department, CHRDR; Director, IBRD/MIGA Client Services, HRDCS

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3 SECTION I PURPOSE AND APPLICATION 1.01 This Directive, Staff Rule 6.05, "Job Evaluation" (hereinafter Rule) sets forth provisions governing a Job Evaluation system to Grade Jobs in the Bank Group in accordance with their Job Content This Rule applies all Staff Members holding Regular, Open-Ended, Term and Local Staff Regular appointments. SECTION II DEFINITIONS 2.01 Capitalized terms in this Rule have the meanings ascribed to them in Staff Rule 1.01, "General Provisions," and as follows: a. Classification means assigning a Grade, Job title, Job family, and/or Network/Sector Board affiliation to a particular Job. b. Grade means the value ranking placed on a Job in relation to other Jobs in the Bank Group based on the overall Job Content. c. Job means a recurring set of duties, accountabilities and reporting relationships of a Staff Member. d. Job Content refers to a Job's purpose, principal duties, accountabilities, and reporting/working relationships. e. Job Description refers to a description of the Job Content for a particular, individual Job, as well as the specialized skills, knowledge, competencies, education, and experience required to perform the Job at full proficiency. f. Job Evaluation refers to the process of analyzing Job Content for the purpose of Classification and/or grading a Job. g. Job Profile refers to a generic Job Description developed and classified as a benchmark or occupational standard and maintained for the purpose of matching and grading other Jobs. A Job Profile describes the typical Job Content required by a Job at a given grade level. h. Network/Sector Board means, inter-alia, a group of senior Staff Members with a shared interest and expertise in a particular professional discipline who are joined together for the purpose of defining performance and selection standards within the World Bank Group for that professional discipline. i. Network/Sector Board Head means the Staff Member who chairs the Network/Sector Board. j. Reclassification means a change of Job title and/or Network/Sector Board affiliation that generally occurs as a result of a significant change in Job Content. A Reclassification may or may not involve a change in Grade. 1

4 SECTION III SCOPE 03. Classification and Grading Decisions 3.01 Non-Managerial Jobs. For non-managerial Jobs, Classification and grading decisions are made by the responsible Manager in consultation with the assigned Manager, Human Resources Team (IBRD/MIGA)/HR Regional Head (IFC), or his/her designee, and the relevant Network/Sector Board, if applicable Managerial Jobs. For managerial Jobs, Classification and grading decisions are made by the responsible next-level Manager in consultation with the assigned Manager, Human Resources Team (IBRD/MIGA)/HR Regional Head (IFC), or his/her designee; the relevant Network/Sector Board, if applicable; and the Bank's Executive Resources function within the Career Management Unit of Human Resources for Bank and MIGA managerial positions; or by the Director, IFC Human Resource Department, or his/her designee, for IFC managerial positions Review by the HR Compensation and Performance unit of Human Resources. Review by HR's Compensation and Performance unit (HRDCP) includes the following. a. At the discretion of the Director, HR Compensation and Performance, HRDCP, the Compensation and Performance unit may assess institutional consistency by conducting selective ex-post reviews of Classification and grading decisions. Such reviews may result in recommendations for alternative Job matching, titles, grading, or Network/Sector Board affiliation. b. The Compensation and Performance unit may assist in the Classification and/or grading of individual Jobs at the request of the responsible Manager; the assigned Manager, Human Resources Team (IBRD/MIGA)/HR Regional Head (IFC), or his/her designee; or one of the Bank Group's Internal Justice Services Job Classification and grading decisions focus exclusively on the Job under evaluation and do not necessarily result in the promotion of the Job incumbent(s), if any. Promotion decisions are made in accordance with Staff Rule 5.05, "Promotion." 04. Job Evaluation Process 4.01 All Job Evaluation commences with the identification or confirmation of a business need and the preparation of a Job Description, by the responsible Manager, to fulfill the business need The Job Description detailing Job Content is the basis for comparing each Job to the generic Job Profiles in the Bank Group's inventory of Job Profiles maintained by Human Resources as benchmarks or occupational standards at defined grade levels. The Job is classified in accordance with the Job Content and grade level of the benchmark Job Profile that best matches the Job under evaluation. 2

5 4.03 The individual qualifications, interests, or performance of the incumbent are not taken into account for the purposes of evaluating a Job. The Job is evaluated strictly with regard to Job Content A Manager may initiate one or more Job Evaluations within his/her area of responsibility, at any time that such Manager believes that a current Grade or title, may not accurately reflect current Job Content or requirements. When a manager initiates the evaluation of a Job that has an incumbent, said incumbent provides an accurate Job Description of current principal duties and activities of the Job Staff disputes arising from decisions made under paragraphs 3.01 and 3.02 of this Rule may be addressed through the Bank Group's Internal Justice Services, in accordance with the provisions of Staff Rules 9.01, "Mediation Services," 9.02, "Ombuds Services Office," 9.03, "Peer Review Services," and 9.05, "The World Bank Administrative Tribunal." SECTION IV EXCEPTION SECTION V WAIVER The Issuers, or their designees, may waive any provision of this Rule, with respect to their Staff Members, with advice from the World Bank Group Human Resources Vice President. SECTION VI OTHER PROVISIONS SECTION VII TEMPORARY PROVISIONS SECTION VIII EFFECTIVE DATE This Directive is effective as of the date on its cover page. SECTION IX ISSUER The Issuers of this Rule are: World Bank Group Human Resources Vice President, HRDVP IFC Chief Executive Officer, IFCEO MIGA Executive Vice President and CEO, MIGEX 3

6 SECTION X SPONSOR The Sponsors of this Rule are: Director, HR Compensation and Performance, HRDCP Director, IFC Human Resource Department, CHRDR Director, IBRD/MIGA Client Services, HRDCS SECTION XI RELATED DOCUMENTS ANNEX(ES) Questions regarding this Directive should be addressed to the Sponsor. 4