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United Nations Human Resources Management Module Principles & Policies of the UN Compensation & Job Classification System. Charter of the United Nations Article 101

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slide1
United Nations

Human Resources Management Module

Principles & Policies of the UN Compensation & Job Classification System

slide2

Charter of the United Nations

Article 101

3. The paramount consideration in the employment of staff and in the determination of the conditions of service shall be the necessity for securing thehighest standards of efficiency, competence, and integrity. Due regard shall be paid to the importance of recruiting the staff on as wide a geographical basis as possible.

two compensation principles
Two compensation principles
  • Noblemaire

The international civil service should recruit from the Member States including the highest paid. Professional salaries are set by reference to the highest paying national civil service.

  • Flemming

Compensation for locally recruited staff should reflect the best prevailing conditions found locally for similar work. General Service salaries set on the basis of local salary surveys.

un common system local salary surveys
UN Common System local salary surveys
  • Local salary survey committee (staff)
  • Committee suggests local ‘comparators’ by ICSC criteria
  • Look for employers with systematic pay policies
  • Use ‘benchmark’ jobs for comparison
  • Compare ‘apples to apples’
  • Select best employers (5,7,10,15 and 20 depending on the category of a duty station)
definitions of work
Procedural, operational and technical

Support

Range from routine or repetitive to varied, complex and paraprofessional

Knowledge through experience

Often requires post-secondary education or technical training.

Definitions of work

PROFESSIONAL

GENERAL SERVICE

  • Analytical, evaluative, conceptual, interpretative.
  • Judgment and decision making
  • Discretionary choices
  • Requires organized body of knowledge
  • University degree
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INTERNAL PAY POLICY

Rank-in-job

  • Job hierarchy
  • Responsibility and assigned tasks or contributions

Rank-in-person*

  • Salary hierarchy
  • Personal qualifications or contributions

*not used by the Secretariat

what is job classification
What is job classification?

Method for organizing jobs

and levels of responsibility

objectives of job classification
Objectives of job classification
  • Internal equity

equal pay for work of equal value

objectives of job classification1
Objectives of job classification
  • Support the UN Common System
    • Inter-organization mobility
objectives of job classification2
Objectives of job classification
  • Internal justice

Fairness

Consistency

Transparency

objectives of job classification3
Objectives of job classification
  • Relate salaries to services
  • Workforce planning
  • Budgeting
job classification standards factors considered p category
Job classification standards: factors considered – P category
  • Nature of work: Focus and Deliverables, Scope and Context
  • Enabling Environment: Organizational Context, Managerial focus and Exposure/Risk
  • Partnership: Engagement and Communities of Interest
  • Results: Impact of Actions and Leadership Roles
job classification standards factors considered gs category
Job classification standards: factors considered – GS category
  • Nature of work: Focus and Deliverables, Scope and Knowledge/Skills/Expertise
  • Organizational Environment: Organizational context and managerial guidance received
  • Teamwork and Relationships: Engagement, Contactsand Language
  • Results: Impact of Action and Team Role
exercise should these two posts be classified at the same grade level
Secretary A

Drafts/types correspondence; reviews for completeness & grammatical accuracy prior to supervisor’s signature;

Maintains supervisor’s calendar & schedules appointments;

Organizes & maintains files;

Screens callers & incoming mails;

Responds to queries about the office activities.

Secretary B

Drafts/types correspondence; reviews for completeness & grammatical accuracy prior to supervisor’s signature;

Maintains supervisor’s calendar & schedules appointments;

Organizes & maintains files;

Screens callers & incoming mails;

Responds to queries about the office activities.

EXERCISE: Should these two posts be classified at the same grade level?
organizational setting
Organizational setting

Some factors affecting distinction in grades

  • HR management:
  • Diversity/scope/stability of programmes
  • Geographic locations
  • Delegated authority

Financial management:

  • Value, reliability & nature of funding
  • Currency transactions
  • Procurement:
  • Technical complexity
  • Variety of goods & services procured
what job classification is not
What job classification is NOT

The focus of job classification is on jobs

Noton people sitting on the jobs.

job classification is not
Job classification is NOT

A tool for recognizing good performance.

A tool for promoting specific individuals.

a res 56 253
A/RES/56/253

Requests involving a change in grade level:

  • exceptional in nature;
  • change in the nature or scope of the work;
  • details on increased responsibility;
  • workload statistics;
  • no reference to the incumbent or potential incumbent.
when to request a classification review
When to request a classification review?
  • New post.
  • Unclassified post.
  • Substantial change in duties.
  • Job classification audit.
job classification phases
Job classification phases
  • Phase 1

Job analysis

generic job profiles
Generic Job Profiles

Note:instead of going through the full job classification review process, posts may be associated to a GJP.

job classification phases1
Job classification phases
  • Phase 2

Job evaluation

references
References

On job classification

  • ST/AI/1998/9 – System for the classification of posts.
  • http://www.un.org/Depts/OHRM/salaries_allowances/classif.htm

On Common System and compensation

  • ICSC document in the Participant Manual
  • ICSC website: http://icsc.un.org
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