Access not permitted for this user account.

Participants reviewed the issues on the ICSC and on the HR Network agendas during the 18^th session of the HR Network to develop common positions.  The members of the Network – HR professionals working for the administrations of UN common system organizations – and staff representatives held the same basic positions on most of the issues, with the exception of the mandatory age of separation. The HR Network could not reach a consensus at the beginning of the discussion because some of the HR representatives (mainly UNHCR, UNIDO and IFAD) strongly disagreed with possibility of letting staff themselves decide to extend their retirement age to 62. Those organizations preferred to leave the decision to the discretion of the executive head.  FICSA was strongly opposed to that position. However, after a lengthy discussion, the Network decided that their position would be to extend the age of separation to age 62 for all staff without prejudice to the staff employed before 1990. They proposed the following as the position they would defend at the ICSC session:

“1.      All current staff members’ age of separation will be at 62 by 1 January 2012.

“2.     Those currently eligible to retire at 60 will retain that right with full retirement benefits or remain until the age of 62.

“It should be stressed that a few organizations expressed concern with the proposal to extend the current mandatory age of separation for those staff members with entry on duty prior to 1 January 1990 from 60 to 62 due to current operational requirements.

“In addition, the HR Network agreed to review the possibility of raising the mandatory age of separation to 65 for all staff members once the Pension Fund has completed its actuarial study in 2010. Furthermore, the Network will also examine innovative and flexible modalities to mandatory age of separation such as phased/flexible retirement, part-time work and other approaches.  The Network will report to ICSC by the end of 2010 with further proposals on this matter."

On the subject of the ACPAQ provisional agenda, the HR Network would propose that the ICSC carry out a study on the impact of exchange rate fluctuations on the post adjustment.

Concerning separation payments, the HR Network reached the same position as FICSA:  to maintain the existing separation payments and establish an end-of-service grant for staff on fixed-term contracts after 5 years of continuous service.

Issues on the HR Network agenda

Guidelines on succession planning

The CEB presented a document on succession planning as they surveyed each agency on their activities towards its development. It was noted that this issue was linked to recruitment practices, career development and inter-agency mobility. It was decided that a focus group would be created, consisting of New York-based organizations (UN, UNDP, UNICEF and UNFPA). It was also agreed to hold a video conference meeting with the HR Network and staff representative bodies in September 2009 to discuss the proposal from the group.

Recruitment for Senior - Level Posts

The HR Network agreed to review the principles and practices used in the various organizations to recruit senior-level staff. They also agreed to discuss this subject further in a focus group.

Recruitment practices

The HR Network reported on the various practices of each agency. It appeared that the majority of organizations continued to consider staff from other UN system organizations as external candidates. The Network agreed to continue to look into the issue and to discuss it further in the Focus Group.

UN Staff/Stress Counsellor Group

The HR Network received a briefing from Ms. Penelope Curling, UNICEF Staff Counsellor, who presented the latest developments. The HR Network agreed to follow up and requested the group to present a work plan, which will be assessed every two years.

Medical Doctors Working Group

Dr. Brian Davey gave an informative presentation to the Network on the various issues addressed by the group i.e. the H1N1 pandemic, testing for HIV/AIDS, the move to electronic files for sick leave records and the UN health system moving towards an occupational health environment in conjunction with the local health system.

Update from Working Groups on Appendix "D"

Ms. Vera Rajic, Chief, Insurance Service, UN Accounts Division,  briefed the Network on the review of Appendix D and similar compensation plans in the UN common system. Working to harmonize provisions across the system, the group is now called the Working Group on Compensation for Work-Related Death and Disability and consists of FAO, WFP, UNESCO, ITU, IAEA, UNDP and UNICEF. The review addressed the scope and level of benefits, administrative procedures, eligibility, financing mechanisms and payment modalities in comparison with what is being provided outside the UN. An external expert on insurance issues is being recruited to address these matters.

UN Cares progress report

Ms. Laurie Newell gave a briefing on the activities of UN Cares and on the financial situation, which is critical as they do not have enough funding to maintain the established regional posts (4) if the organizations do not commit to the proposed budget for the next biennium (2010-2011). FICSA strongly supported them and encouraged the HR Network to maintain UN Cares activities. The UN had not yet committed to funding them.

Recognition of personal status (document presented by UNAIDS HR)

The HR Network was open to the idea of expanding the criteria for the recognition of domestic partnership for dependency purposes but the majority requested to have a legal opinion before giving their full support. It was agreed that this item would be on the agenda of the next session of the HR Network, and that UNAIDS would continue to look into it.

Work/Life balance policies

The CEB made a brief summary on work/life balance policies in the UN common system. The Network will review the standards by the end of July 2009.

Administrative guidelines for pandemics

It was decided to review the existing guidelines by January 2010.

Working group on disability

The HR Network agreed with the proposal of the group.

Recommendations of the HLCM Steering Group on safety and security

The Network reviewed the recommendations and requested that:

• a paragraph be included to clarify the difference between evacuation (outside of the country) and relocation (within the country) and to ensure consistent wording across all documents that are to be put forward to the High-Level Committee on Management (HLCM) (review of service-incurred compensation, staff brochures and compensation for national staff). It suggested adding information on training for national staff and the new possibility of continuing hazard pay while working from home in exceptional circumstances. The Network also requested to include an action plan and cost some of the provisions listed in the report.

• In response to a recommendation from the Brahimi report, the Network reviewed a proposal for a Rapid Response Administration Team as part of an Immediate Crisis response to ensure that affected staff members and/or their families’ entitlements are facilitated, the functioning of the office is re-established and psycho-social and professional support is provided. The proposed staffing structure and mechanisms were supported by the Network with the request to elaborate on the purpose and the mandate of the Rapid Response Team, their relations with other teams like that of the Medical Doctors and their collaboration mechanisms with local entities. UNICEF and WFP expressed interest in leading the Rapid Response Team.  UNHCR would consult internally and respond at a later date.

WFP led a review on “Comparative service-incurred compensation in the event of a malicious act directed at the UN”. The document is still a work in progress requiring additional inputs from insurance experts. The UN is clearly at best practise in comparison with other international organizations such as development banks and development agencies. However, personnel with non-UN contracts (contingent workforce) only have access to the Malicious Acts Insurance Programme (MAIP). There is a need to simplify and streamline the administrative procedures and to focus on the support provided to local staff in the event of a malicious act.

The Network also requested that more clarification be provided on the definition of a ‘direct attack’ on the UN and the contingent workforce. It supported the proposed provisions such as the Providence Fund to allow for an education grant for children of local staff, but requested an indication of the financial implications before this paper is presented to Steering Committee and HLCM.

PAHO prepared a communication tool in the form of three brochures: 1) for international professional staff;  2) for locally recruited General Service staff;  and, 3) for third party personnel working in the UN system. The Network welcomed the draft brochures and agreed that detailed comments would be sent to PAHO who would then incorporate them and disseminate a revised copy.

UNDP led a review of all security measures in place for nationally recruited staff in the event of a malicious act or natural disaster. It focused on the responsibilities of both the employer and host government and approached the needs of locally recruited staff with the aim to empower them to rehabilitate and to return to work. It identified measures that address gaps in benefits, entitlements, policies, implementation and support systems.

It was agreed to submit the reviewed texts before mid-July 2009 in order to send it to the HLCM by 15 July 2009.