Staff training and development

[See also report by ICSAB on this subject - CO-ORDINATION/CIVIL SERVICE/4 (1952)].

(1) At the 20th session (April 1959: CO-ORDINATION/R.295, paras. 73 and 74) CCAQ considered a suggestion for the introduction of a common basic training programme for persons entering the international civil service. It was doubtful about the effectiveness of such a programme, though some members thought that an experiment might be considered for P-1 and P-2 administrative staff. The Committee asked UNESCO to prepare a study on common training possibilities for submission to the next session.

Termination

(1) At its 13th session (September 1952: CO-ORDINATION/R.132, paras. 23-52) CCAQ adopted guiding principles concerning the application of certain staff rules. These are set out in paragraphs 25-52 of section IX of R.132 and relate, inter alia, to notice of termination of appointment (para. 29); terminations occasioned by reduction in force, unsatisfactory service and disability; non-renewal of a fixed-term appointment.

Appointment, probation and promotion Appointment, probation and promotion

State: Public Add to folder Actions View Edit Properties Sharing GEO Location Versions Ownership Configure Setup Invite Recycle Register Assign Members Groups Updates Analytics Inventory Test Log Hide Menu You are here: UN System Chief Executives Board Publications Management Handbook Human Resources Patterns Of Employment Appointment, probation and promotion Appointment, probation and promotion Introductory note : All organizations have in their constitutions a provision on the lines of Article 101 of the Charter of the United Nations, which says, inter alia: "The paramount consideration i

Recruitment (including status of women)

(1) At its 13th session (September 1952: CO-ORDINATION/R.132, para. 58) CCAQ discussed the recruitment of technical assistance experts in the higher age-groups who were not quite fit medically.

(2) At the second part of the 22nd session (July 1961: CO-ORDINATION/R.373, paras. 10-11) the Committee discussed difficulties of recruiting experts and agreed that Staff Office should prepare the draft of a report, which, after clearance by correspondence, could be submitted to ACC.

Classification and grading of posts

(1) At the 1st and 2nd sessions (1948: CO-ORDINATION-PREP/16, para. 2; CC/A.1/2/Rev.1; CC/A.2/6/Rev.1) there was an exchange of information on the classification and salary plans in the agencies. At the 13th session (September 1952: CO-ORDINATION/R.132, para. 59) the Committee requested FAO to prepare a statement of the classification methods followed by agencies and analyse the main differences.

Dual career

(1) At its thirteenth session (CEB/2007/HR/8, paras. 65-67), in the context of the High Level Panel Report’s concern for spouse employment as a key element in staff mobility:

o    The HR Network agreed to report to HLCM that this initiative have been launched in July 2004 to support spouses:

    (i)    A website and newsletter had been created; and
    (ii)    32 countries had established Local Expatriate Spouse Associations (UN/LESA).

o    Six organizations had participated in the initiative and the HR Network would seek HLCM support for:

Diploma mills

(1) At its 14th session of July 2007 (CEB/2007/HR/14, paras.65-68), the HR Network was informed that a Working Group on diploma mills comprising the CEB Secretariat, UNESCO, the UN Secretariat, UNICEF and UNFPA was formed.

The Working Group would decide on having a list of bona fide Institutions or of “dummy” ones, or both and will prepare a list of Institutions to be kept in the CEB Secretariat.

Work/family issues

Introductory note. The importance of facilitating reconciliation of work and family responsibilities for both genders has become a matter of growing interest, both in the public and private sectors, if employers are to attract and retain the highest quality workforce. Only good conditions of work for all employees, which enable women and men to reconcile their occupational and family obligations, will ensure implementation of the principle of equality of treatment.

Contractual arrangements for non-career staff employed for limited periods of time

(1) Following discussion of a secretariat document on the conditions of employment of short-term staff, contractors, etc., CCAQ at its 72nd session (February-March 1990: ACC/1990/4, paras. 103-106) agreed to complete a glossary and definitions of the terms used by the organizations in connection with such staff. The glossary would be submitted to a small task force established to review traditional contractual arrangements which had been found too inflexible. ICSC welcomed these decisions (A/45/30, paras. 164-169. See also ACC/1990/10, paras. 14-16).