The following three minor changes have been made to the PMD policy: 1) The policy has been revised to modify the titles of the overall rating options to: ‘Successfully meets performance expectations’ and ‘Does not fully meet performance expectations.’ The definitions of the ratings were updated to capture that ‘Successfully meets performance expectations’ refers to instances where the individual meets all or most of the performance expectations. 2) The policy updates also include updating the TMRG (Talent Management Review Group) to TMC (Talent Management Committee). 3) Lastly, the policy has ... The following three minor changes have been made to the PMD policy: 1) The policy has been revised to modify the titles of the overall rating options to: ‘Successfully meets performance expectations’ and ‘Does not fully meet performance expectations.’ The definitions of the ratings were updated to capture that ‘Successfully meets performance expectations’ refers to instances where the individual meets all or most of the performance expectations. 2) The policy updates also include updating the TMRG (Talent Management Review Group) to TMC (Talent Management Committee). 3) Lastly, the policy has been modified to establish that the recommendation for a certificate of special recognition should be endorsed by the second-level supervisor and approved by the Head of the Office instead of the TMRG. If the person reports to the Head of Office, then the Head of Office will provide the final endorsement. EXPAND
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The Performance Management and Development policy was amended to include reference to the Probation upon Appointment policy, which will apply to initial appointments of more than one year. |
The following policies are now available in Spanish. To access the content, click on the Spanish language tab of the respective policy page:Temporary AppointmentSelection and Reassignment Policy International Rotational Posts
Rules and Procedures for the UNDP Compliance Review Panel (CRP)
Absence Management Guidelines
Annual LeaveFlexible Working Arrangements
Time off for Breastfeeding
Termination of Appointment
Performance Management and DevelopmentService Contracts
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The Performance Management and Development policy and procedures have been updated with a view to:Further strengthening accountability for performance and performance management;Enhancing linkages between performance and other human resources management decisions; andFurther streamlining performance management processes and procedures.The revision of the policy on PMD is part of a more comprehensive effort to improve the quality of talent management in UNDP and, as such, is closely linked to a series of other initiatives related to performance management (e.g. a new programme on reward and ... The Performance Management and Development policy and procedures have been updated with a view to:
The revision of the policy on PMD is part of a more comprehensive effort to improve the quality of talent management in UNDP and, as such, is closely linked to a series of other initiatives related to performance management (e.g. a new programme on reward and recognition), career management (e.g. talent interviews), succession (e.g. staff selection for key roles) and learning and development. EXPAND
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The Policy aims to foster the culture of high
performance through making performance management an integral part of every-day
work. It encourages more frequent
interactions/communication between staff and managers on performance and
shifting the focus from compliance with annual milestones to higher quality
performance conversations. |
The former Rebuttal policy was retired and is now incorporated into the Performance Management policy on 1 February 2017. |