| Micro Purchasing Canvassing form | The Micro Purchasing Canvassing form has been simplified through the removal of multiple non-essential fields. The aim is to have in one form, the minimum required information to comply with the Micro-Purchasing procedures; and to include the necessary information to proceed with Atlas transactions. | 11/07/2019 | Procurement |
| Agency Implementation Finances | The Agency Implementation Finances policy has been updated throughout to provide guidance to country offices on the use of local funding to agencies for project implementation via account 16010.
| 11/07/2019 | Financial Resources Management |
| Individual Contract Procurement Notice template | The Individual Contract Procurement Notice template is now available in Spanish. It is linked in clause 81 of the Spanish IC policy and found in the POPP templates library (document ID POPP-11-3027). To access the document, click on the Spanish language tab.
| 02/07/2019 | Procurement |
| Authorizing Official Business Travel | Eliminated references to processing travel through the AP module. Eliminated need to obtain supervisor approval for travel 'in writing' to reflect the introduction of e services (absence management) which now includes duty travel. Updated link to T&E user guide.
| 01/07/2019 | Administrative Services |
| Post Travel | Eliminated references to processing travel through the AP module. Updated text to reflect payroll deduction option.
| 01/07/2019 | Administrative Services |
| Other Travel Allowances and Expenses | Eliminated references to processing travel through the AP module. Revised the text that no advanced should be paid when the estimated DSA and travel expenses are less than $200 to leave it to the discretion of the Regional Center / Country Office. This change reflects the introduction as the travel request in atlas as the authorization and implication of processing advances as part of the travel work flow in T&E.
| 01/07/2019 | Administrative Services |
| Route, Mode of Transportation, and Standard of Accommodation | Removed reference to paper travel authorization.
| 01/07/2019 | Administrative Services |
| UN Travel Documents and National Passport | Eliminated references to processing claims through the AP module. (UN Travel Documents and National Passport - procedures Claim - Reimbursement for the Issuance of a National Passport).
| 01/07/2019 | Administrative Services |
| Cost Recovery from Other Resources - GMS | The Cost Recovery from Other Resources - GMS policy was amended as follows in order to provide greater clarity. The various costs that are funded from projects and GMS are now presented in paragraph 17 instead of hyperlinks. | 21/06/2019 | Financial Resources Management |
| eTendering User Guide | The eTendering User Guide has been linked to step 2 of the procedure table on the Sourcing and Market Research main policy page. This addition is part of the global roll out of the eTendering system for the on-line management of all international competitive procurement valued at USD 150,000 and above. The use of eTendering will become mandatory from September 01, 2019. | 14/06/2019 | Procurement |
| Individual Contract On Behalf of a UN Agency | The template, Individual Contract On Behalf of a UN Agency, is now available in English (document ID POPP-11-3021) and Spanish (document ID POPP-11-3020). These are available in the POPP templates library. | 12/06/2019 | Procurement |
| Repatriation Grant | The Repatriation Grant policy is now available in Spanish. To access the content, click on the Spanish language tab. | 11/06/2019 | Human Resources Management |
| Death Policy | The Death policy is available in Spanish. To access the document, click on the Spanish language tab. | 11/06/2019 | Human Resources Management |
| Expiration of Fixed-term Appointment | The Expiration of Fixed-Term Appointment policy is available in Spanish. To access the document, click on the Spanish language tab. | 11/06/2019 | Human Resources Management |
| Termination of Appointment for Reasons of Health | The Termination of Appointment for Reasons of Health policy is available in Spanish. To access the document, click on the Spanish language tab. | 11/06/2019 | Human Resources Management |
| Special Leave | The policy update includes editoral changes to provide clarity, align with the terminology reflected in the UN Staff Regulations anad Rules as well as the Gender Parity Strategy, and to include the decisions approved by the Administrator related to the Gender Steering and Implementation Committee (GSIC) initiatives.
Service credit for entitlement accrual
50. All accrued annual leave must be
exhausted prior to starting SLWOP, except in the case of SLWOP granted
for military service as per staff rule 5.3 (c), for technical assignment
as per staff rule 5.3 (b) or SLWOP following any of the parental leave
entitlements, or as per paragraph 11 (k), SLWOP granted to locally
recruited staff members for UNV assignments.
Visa status
54. Visas which a staff member has been
granted on the basis of their employment with the Organization pertain
to active service. A staff member’s authorized stay in the United States
expires automatically upon separation from service (which includes
entry into special leave with or without pay of more than 30 days) or
transfer to a duty station outside the United States, even if the G-4
visa stamped in the passport indicates that it is valid beyond the
separation or transfer date. If a staff member on special leave wishes
to remain in the duty station for study purposes, for instance, the
staff member is responsible for obtaining the requisite visa. UNDP will
not sponsor or support any such applications and will abide by its
obligations towards the host country.
Separation from service after special leave without pay
62. If the staff member has not
identified or accepted a suitable placement at the expiry of SLWOP or
its extension(s), they will be separated from service in accordance with
the UN Staff Regulations and Rules or the terms specified in the letter
granting the approval for SLWOP.
Implementation
67. Upon approval of any type of special
leave, a communication to the staff member to this effect stating the
terms of the leave and administrative formalities (together with a copy
of this policy) is prepared by the respective HR contact in UNDP, and
should include the following information:
d)
Confirmation that all accrued annual leave to date will be exhausted
prior to commencing special leave (with or without pay) except for
reasons mentioned under paragraphs 49 and 50
| 31/05/2019 | Human Resources Management |
| Flexible Working Arrangements | The policy update includes editorial changes to provide clarity, align with the terminology reflected in the UN Staff Regulations and Rules as well as the Gender Parity Strategy, and to include the decisions approved by the Administrator related to the Gender Steering and Implementation Committee (GSIC) initiatives.
Discussions with appropriate parties
5. The implementation of flexible working arrangements should always take place following detailed discussions on the work implications for all involved; this could mean intra-office discussions and, in some instances, also inter-office discussions. Office supervisors have a responsibility for consulting all parties concerned, especially other team members who work with the individual who is requesting flexible working arrangements. The arrangements are subject to review on an on-going basis.
Contractual Status
34. When a staff member avails of the part-time employment arrangement, offices will be allowed to monetize the remainder of the full-time position to fund additional capacity, as needed.
Maternity Leave
49. The maternity leave benefits granted to full-time staff members are also afforded to part-time staff members. During maternity leave, part-time staff members will receive their respective prorated salary and allowances. As a general rule, requests for extended leave (either annual or unpaid) up to 6 months and flexible working hours following maternity leave should be granted. In case there is a compelling reason that prevents the supervisor from granting the request, a written justification must be endorsed by the Head of Office and the respective Bureau.
Paternity Leave
50. The paternity leave benefits granted to full-time staff members are also afforded to part-time staff members. During paternity leave, part-time staff members will receive their respective prorated salary and allowances. As a general rule, requests for extended leave (either annual or unpaid) and flexible working arrangements following paternity leave should be granted. In case there is a compelling reason that prevents the supervisor from granting the request, a written justification must be endorsed by the Head of Office and the respective Bureau.
Adoption and Surrogacy Leave
51. The adoption and surrogacy leave benefits granted to full-time staff members are also afforded to part-time staff members. During adoption or surrogacy leave, part-time staff members will receive their respective prorated salary and allowances. As a general rule, requests for extended leave (either annual or unpaid) and flexible working arrangements following adoption or surrogacy leave should be granted. In case there is a compelling reason that prevents the supervisor from granting the request, a written justification must be endorsed by the Head of the Office and the respective Bureau.
Telecommuting compact (full time)
72. Telecommuting can take place from a site as close as the normal commuting distance from the office or as far as from another country on another continent. Depending on this distance, the creation of a telecommuting arrangement may require an adjustment in the staff member’s conditions of service. This may require a change of duty station for the purpose of entitlements for which the HR focal point at the duty station must inform the HR Team Lead in BES/GSSU. If the full-time telecommuting arrangement commences before completion of one year in the duty station of assignment, the payments related to relocation and settling-in shall normally be prorated and recovered or adjusted accordingly. Entering into a full-time telecommuting arrangement does not change the contractual status under which a staff member is employed. Where there is no change in duty station required to establish the alternate dedicated worksite, conclusion of the telecommuting compact would be sufficient to establish the arrangement. For nationally recruited staff members, telecommuting arrangements are currently restricted to alternate dedicated worksites within the country or within commuting distance.
| 31/05/2019 | Human Resources Management |
| Maternity Leave | All of the parental policies reflect editorial changes that align with the Gender Parity Strategy, such as gender neutrality.
In addition, the following paragraphs are updated:
Pre-Delivery Period
6. In the interest of safeguarding the health and safety of staff members serving in duty stations with the hardship classification D and E, an additional period of Special Leave with Full Pay, up to a maximum of two months before the commencement of their maternity leave, is provided.
Flexible working arrangements
23. To ensure adequate child care and bonding with a newly born child, following maternity leave, as a general rule, requests for extended leave (either annual or unpaid) up to 6 months and flexible working arrangements should be granted. e.g. Instead of taking six weeks of full-time annual leave and/or special leave without pay following maternity leave, the staff member may request half-time annual leave over a 12-week period, combined with half-time work and/or special leave without pay. The staff member may choose the best option available that is suitable to her needs. In case there is a compelling reason that prevents the supervisor from granting the request, a written justification must be endorsed by the Head of Office and the respective Bureau.
24. If a staff member requests a special leave without pay in conjunction with maternity leave, she will not be required to exhaust her accrued annual leave before the commencement of special leave without pay.
| 30/05/2019 | Human Resources Management |
| Paternity Leave | All of the parental policies reflect editorial changes that align with the Gender Parity Strategy, such as gender neutrality. In addition, the following paragraph was updated: 24. To ensure adequate child care and bonding with a newly born child, following paternity leave, a staff member can apply for flexible working arrangements (e.g. telecommuting, part-time work) or request special leave without pay, which, as a general rule, should be granted. In case there is a compelling reason that prevents the supervisor from granting the request, a written justification must be endorsed by the Head of Office and the respective Bureau.
| 30/05/2019 | Human Resources Management |
| Time off for Breastfeeding | All of the parental policies reflect editorial changes that align with the Gender Parity Strategy, such as gender neutrality. In addition, the following paragraphs are updated: Time Off for Breastfeeding Conditions 4. Staff members who are nursing mothers may leave the office up to two times a day to breastfeed their infant(s) or express milk outside the workplace. The maximum duration of absence for such purposes is: a) Two hours away from the office (including travel time) when the infant is one year old or younger; or b) One hour away from the office (including travel time) when the infant is between one and two years of age.
| 30/05/2019 | Human Resources Management |
| Adoption Leave | All of the parental policies reflect editorial changes that align with the Gender Parity Strategy, such as gender neutrality. In addition, the following paragraph was updated: 9. To ensure adequate child care and bonding with a child following adoption, a staff member can apply for flexible working arrangements (e.g. telecommuting, part-time work) or request special leave without pay, which, as a general rule, should be granted. In case there is a compelling reason that prevents the supervisor from granting the request, a written justification must be endorsed by the Head of the Office and the respective Bureau.
| 30/05/2019 | Human Resources Management |
| Offerors Letter to UNDP Confirming Interest and Availability | The Offerors Letter to UNDP Confirming Interest and Availability is available in French and is available in the template library.
| 23/05/2019 | Procurement |
| Contract Management | The Contract Management main policy is now available in Spanish. To access the document, click on the Spanish language tab.
| 21/05/2019 | Procurement |
| Abandonment of Post | The Abandonment of Post policy is available in Spanish. To access the document, click on the Spanish language tab. | 16/05/2019 | Human Resources Management |
| Entitlements upon Separation | The Entitlements upon Separation policy is available in Spanish. To access the document, click on the Spanish language tab. | 16/05/2019 | Human Resources Management |
| Mobility and Hardship | The Mobility and Hardship policy is available in Spanish. To access the document, click on the Spanish language tab. | 16/05/2019 | Human Resources Management |
| Individual Contract | The Individual Contract main policy is available in Spanish. To access the document, click on the Spanish language tab.
| 14/05/2019 | Procurement |
| Procurement Methods | The Procurement Methods main policy is now available in Spanish. To access the document, click on the Spanish language tab.
| 07/05/2019 | Procurement |
| Procurement Forecasting and Delivery | The Procurement Forecasting and Delivery policy and procedures are now available in Spanish. To access this information, click on the Spanish language tab.
| 07/05/2019 | Procurement |
| Risk Management | The Risk Committee TORs are now available in the Managing Corporate Risk procedure table.
| 01/05/2019 | Accountability |
