executive board powerpoint v3-27 july 2010

7/27/2019 Executive Board Powerpoint v3-27 July 2010

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Human Resources

Christine Lloyd

Director, Division of Human Resources

1Informal Briefing to UNICEF Executive Board27 July 2010


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Human Resources Management in UNICEF

Individual Capability Development Key Focus areas to close the gap

Challenges ahead

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Organizational Capacity Planning demand side

Inflow

-New TalentFuture Vision

and-Partners

-Returners

Goals

CurrentOrganisation

Organisation

ee o a ap

Outflow

-Retirees

-Leavers

- rans ers

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Individual Capabili ty Development supply side

Attract

Frameworks

Org Culture

Work

environment

PerformAdvance

Reward

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Staff by Gender and Age Group

GenderBalanceandVolumebyAgeGroup,asof1June2010 Female Male39% 61%60and

above

45%

44%

55%

56%

40to49

50to59

53% 47%30to39

65% 35%

2,000 1,500 1,000 500 0 500 1,000 1,500 2,000 2,500

29andbelow

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Staff by Gender and Grade

25% 75%USG/ASGnal

GenderBalanceandVolumeperStaffLevel,asof1June2010 Female Male

42%

41%

44%

58%

59%

56%

D2

D1

P5/L5

ofessional/

Nati

fficer

48% Female 52% Male

50%

49%

47%

50%

51%

53%

P3/L3/NOC

P2/L2/NOB

P1/L1/NOAInte

rnationalPr

55%

62%

72%

70%

45%

38%

28%

30%

G7/TC7

G6

G5

G4 TC4lService

25%

4%

20%

75%

96%

80%

G3

G2

G1

Genera

1,000 800 600 400 200 0 200 400 600 800 1,000 1,200 1,400

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Staff Category by Appointment Types

2,80125%

International

Professional

2,97627%

5,40648% NationalOfficer

GeneralService

Count % Count % Count % Count %

International Professional 275 10% 2147 77% 379 14% 2 801 100

Staff Category Name

Permanent Fixed-Term TAs/TFTs Total

National Officer 77 3% 2,340 79% 559 19% 2,976 100%

General Service 467 9% 3,908 72% 1,031 19% 5,406 100% 9


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Responsibilities

Line Managers

HRProfessionals

StaffMembers

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Key Focus Areas to close the gaps

Plan

ra eg c or orce ann ng

Attract

Regular Recruitment

HR in Emer encies

Develop

Learning and Development MADC/LDI/Functional

excellenceAdvance

a en poo s success on p ann ng

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NETI (New & Emerging Talent Initiative )

Attraction, selection, development, and retention of talent from entry to mid-

career eve s

One important source of talent for the future open to NOs and JPOs

One-year programme:

Two months in NYHQ:

Ten months in Field Office:

1st Cohort (2008): 9 successful graduates

2nd Cohort (2009-2010): 20 successful graduates out of 21 participants.

o or - : na par c pan s rom r gorous compe ve se ec on(4116 applications)

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Recruitment / HR in Emergencies

Normal Recrui tment (3-4 months) Fast Track: Cr is is & Emergencies (4-6 weeks)

2 weeks: Classification of JD Immediate Release of SURGE Staff based on release

2 weeks:Advertisement agreement already signed. Deploy SURGE staff within

48 hours.

1 week: Recruitment using only generic JD's.

Pool/Web Roster

2-3 weeks: Short-listing (DHR)

2-4 weeks: CO Short-listing

2-3 weeks: Short listing/Interviews for external

candidates only/ Desk Review for internal candidateswee : rgan z ng n erv ew ane

/Conducting Interviews

2 weeks: Submit case to CRB

1-2 weeks: Send recommendations for

1 day: Approvals - all through Emergency Decision

Lateral Appointments: DHR Director

recruitment approval Promotions: DED1 week: Candidate Received Initial Offer

Letter

1 week: Candidate Receives Detailed Offer

1 day: Candidate receives Detailed Offer letter

letter

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Revised Competency Framework

CORE VALUES CORE COMPETENCIESFor all UNICEF Staff.

Diversity and Inclusion

Integrity

Commitment

Communication

Working with People

Drive for Results

PLUS

Depending on your area of work, you will have 3 - 6 of the following Functional Competencies

FUNCTIONAL COMPETENCIES

Deciding & Initiating Action

Leading & Supervising

Relating & Networking

Persuading & Influencing

pp y ng ec n ca xper se

Analyzing

Learning & Researching

Creating & Innovating

Formulating Strategies & Concepts

Following Instructions & Procedures

Adapting & Responding to Change

Coping with Pressure & SetbacksEntrepreneurial Thinking

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Key Focus Areas to close the gaps

Plan

ra eg c or orce ann ng

Attract

Regular Recruitment

HR in Emer encies

Develop

Learning and Development MADC/LDI/Functional

excellenceAdvance

a en poo s success on p ann ng

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Key Focus Areas

Performance Culture ePAS introduction

Reward and recognise

Contractual frameworks Increased focus on recognit ion

Environment

m n s ra on o us ce ys em Staff relations

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e-PAS

End 2009 new electronic erformance a raisal s stem introduced

for IP staff - integrated with competency framework

Focuses on streamlined documentation and quality of dialogue

e-PAS process requires staff planning (Performance Planning, Mid-

Year Review, and Performance Review & Assessment phases)

81% global compliance rate vs. 60% historical compliance for paper-

based system. ext teps:

Comparative study of objectives quality

Focus Groups and mid-year online questionnaire on training, support, and

Continued focus on management skills development

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Key Focus Areas

Performance Culture ePAS introduction

Reward and recognise

Contractual frameworks Increased focus on recognition

Environment

m n s ra on o us ce ys em Staff relations

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UN Coherence

Inter-Agency Networks and Working Groups Ali nment of Policies and Practices

HR systems alignment

Joint staff relations

Sharing Good Practice / Cost Savings

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Key Challenges ahead.

Strengthening partnership with Line Managers

Integrating HR Planning into Planning Cycle

Streamlinin Processes and Policies

Systems enhancements/integration

Strengthening the HR Function

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A PEOPLE CENTRIC ORGANISATION

Human Resources are the key tosuccess in reachin our oals

strategic planning

systemic transformationshiftin mindsets

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executive board powerpoint v3-27 july 2010

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