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10 July 2024

Performance Management

This change to the Performance Management and Development policy introduces an additional option in the Annual Performance Review (APR) overall rating scale. Previously, the overall performance rating scale options included: ‘Successfully meets performance expectations’ and ‘Does not fully meet performance expectations’. From 2024 onwards, an additional option will be included, namely: ‘Partially meets performance expectations’.The Talent Management Committee (TMC) can now review both ‘Partially...

This change to the Performance Management and Development policy introduces an additional option in the Annual Performance Review (APR) overall rating scale. Previously, the overall performance rating scale options included: ‘Successfully meets performance expectations’ and ‘Does not fully meet performance expectations’. From 2024 onwards, an additional option will be included, namely: ‘Partially meets performance expectations’.

The Talent Management Committee (TMC) can now review both ‘Partially meets performance expectations’ and ‘Does not meet performance expectations’ ratings under dispute. And both ratings, should staff members disagree with the TMC outcome, can be rebutted through a standard rebuttal process.

The introduction of the new rating scale has also resulted in some changes to the Performance Improvement Process for underperformance related to timelines and procedures. Supervisors can still initiate a Performance Improvement Plan (PIP) early in the year if needed, but it now becomes mandatory if the Mid-Term Review indicates significant improvement is necessary. PIPs must also be implemented following Annual Performance Reviews that result in 'Partially meets' or 'Does not meet' ratings.

If performance does not improve as expected or if the supervisee refuses to comply with the PIP, their appointment may be terminated or not renewed.  A supervisee can have up to two consecutive PIPs for a 'Partially meets' rating and one PIP for a 'Does not meet' rating unless a waiver is obtained. Supervisors are responsible for developing PIPs and for providing ongoing support and feedback throughout the process.

09 July 2024

Harmonized Approach to Cash Transfers (HACT)

The following clarification and editorial updates have been implemented:

09 July 2024

Harmonized Approach to Cash Transfers (HACT)

The following clarification and editorial updates have been implemented:

09 July 2024

Harmonized Approach to Cash Transfers (HACT)

The following clarification and editorial updates have been implemented:HACT policy: A clarification sentence has been added at the end of para. 40 (g) regarding postponement of assurance activities due to reasons beyond the control of the partner and the office.HACT Tables: All text references of ‘medium’ risk have been adjusted to ‘moderate’ risk in line with the HACT policy. Annexes A-D: All text references of ‘adjusted risk rating’ have been amended to ‘partner risk rating’ in line with...

The following clarification and editorial updates have been implemented:

  • HACT policy: A clarification sentence has been added at the end of para. 40 (g) regarding postponement of assurance activities due to reasons beyond the control of the partner and the office.
  • HACT Tables: All text references of ‘medium’ risk have been adjusted to ‘moderate’ risk in line with the HACT policy. 
  • Annexes A-D: All text references of ‘adjusted risk rating’ have been amended to ‘partner risk rating’ in line with the HACT policy.

25 June 2024

Service Contract

This update is to extend the duration of the Service Contract policy to 31 December 2024 to cover the transitional period of partner personnel currently on Service Contracts who will transition to Partner Personnel Services Agreement by 31 December 2024.