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Risk Management policy, business proceudures and additional guidelines (Risk Escalation guideline and Risk Register examples).
1. Income earned from cost recovery, such as GMS fee from non-core programme
projects (refer to POPP ), implementation support services to UN Agencies based
on UPL or LPL (refer to POPP UN Agency Services), administrative agent fee for
joint programme and other adhoc service fees to external parties, together
constitute a major funding source for institutional budget to fund management
The SS&TRC procedure table reflected in POPP with correct links.
Revised Making Information Available to the Public policy.
The revisions to the Dependency Allowances policy and procedures align with the GA approved new
compensation package for internationally recruited staff.
Updated terminal benefits to be in line with ST/IC/2001/43/Amend 4.
Private Sector Partnerships through Pro Bono Agreement (Procedure 4, Step 1) link replaced and 'Explanatory Notes' column added with the following:
-When a private sector entity approaches UNDP with an unsolicited offer of pro bono contribution of goods or services, it is necessary, in addition to the risk assessment of the private sector entity itself, to take special care to ensure that this is the most cost effective way to achieve a particular objective. If it is not clear that there is a unique feature to the offer being made, then it is essential to undertake a thorough mapping and scoping exercise to research comparable alternatives and to:
a. approach a wide range of similar companies in order to ascertain that there are no better offers available;
b. provide evidence that the pro bono services or goods are fit for purpose and offer best value by obtaining complete specifications of donated goods, including quality standards;
c. define the necessary quality checks to be conducted depending on the nature of the donation;
d. have a documented process of peer review of options;
e. Conduct an analysis as to whether the contribution may lead to a 'future standardization whereby a specific good/service limits UNDP future choice and imposes unexpected costs. In particular, the analysis must show that there will be no dependency that can incur future costs.
f. Provide no unfair advantage.
The updates are intended to provide a more flexible framework for the recruitment of staff. The following changes were made in July 2017 and the reflected changes were made among others;
This updated policy provides required years of experience for holders of Bachelor’s degree to apply for General Service positions.
The policy has been updated in the following provisions: a) A route should be most economical route;b) Increase personal tolerance threshold to $500 at the discretion of the authorizing unit;c) 'Cabin above economy' applies when there is no business class;d) If the most economical fare does not include checked luggage, it is within the discretion of the authorizing unit to approve a higher fare including one piece of checked luggage; and; e) Revised advance purchase guideline from 21 days to 14 days when traveling in economy class.
The reimbursement of the cost incurred by seat assignment has been added. This provision is subject to an approval of authorizing unit. Policy provisions on rental car have been streamlined, now without a linkage between renting a car and reduced Daily Subsistence Allowance (DSA).
This policy applies to permanent and fixed-term staff members with five or more years of service, who are in between assignments, and take on short-term assignments.
A new fund code and operational procedures have
been clarified for Expert Advisory Services provided by the Headquarters’ staff.
A new position type “Structure Post (SP) – Direct
Project Costing” in Atlas is available to track the positions better that
routinely provide project implementation support services (UPL/LPL based) or advisory
services through Development Effectiveness (DE) fund source.
DPC account codes with better definitions to
attribute UPL/LPL based services and DE advisory services have been added.
A new fund code has been provided for CO
stand-alone projects where a pre-financing could be essential.
This is an update from 2012 and describes how authority is delegated in UNDP from the Administrator to Heads of UNDP offices. It also provides guidance on how and when such delegated authorities could be further delegated. These accountabilities are in line with the Corporate Accountability Framework (see link) approved by the Executive Group in 2016. This policy also serves as a single point of reference of the authorities of the Administrator, Associate Administrator and heads of UNDP offices in headquarters and in country offices including those funds and programmes administered by UNDP. A Summary Table of Delegated Authority of UNDP Administrator is available at Annex A.
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
As per audit recommendations, responsibilities of regional bureaus/regional hubs and BMS have been clarified.
To adjust the changes on Furniture and Equipment: Acquisition and Maintenance policy which were made in Feb 2017 based on the audit recommendation, the following descriptions on Assets and closure of projects were added for clarification purpose.
Assets and closure of projects
Updated CPD Template has been added. This template guides how theories of change should
be incorporated throughout the country programme document (CPD) to explain our
programming choices based on evidence, learning and UNDP’s comparative
advantages. Clearer expectations on how support to SDG achievement in the
country should be reflected within the theory of change and as a coherent
programming strategy is also included. Finally, a standard required statement
has been added on Direct Project Costing in the Programme and Risk Management
new project document template (2017) has been uploaded, reflecting new
clauses on fraud prevention and accountability to strengthen risk management
provide clarity, a background note on Background Note on Global Economic
Sanctions and Procedural Guidance has been
added to a procedure for creating and approving vendors. UNDP must facilitate
each bank’s exercise of its obligations by providing full, accurate and
complete information about a payment and the beneficiary. This information may
be captured at different stages of procurement or accounts payable processes,
but in all cases, the preparer must capture full and complete information.
home leave is discontinued, except in category D and E duty stations that are not designated for rest and
recuperation (R&R) under the framework of International Civil Service
A mobility incentive is introduced to replace the current mobility allowance. The annual amounts of the mobility incentive per grade band are as follows:
The incentive is payable to staff with at least five consecutive years of prior service in a UN common system organization, as of their second assignment, following a geographical move. Staff assigned to category "H" duty stations will not be eligible to the incentive. The incentive will be payable for a period of up to five years. Staff members serving in the "H'' duty stations that are in receipt of the mobility allowance or received a letter of offer that included the mobility allowance will continue to receive the current amount for up to five years or the move to the next assignment, whichever comes earlier. The mobility incentive will be increased by 25 per cent as of the 4th assignment, and by 50 per cent as of the 7th assignment.
The hardship allowance system is adjusted as follows, eliminating the current single rate (amounts in USD):
The current additional hardship allowance is replaced with a non-family service allowance. Eligible staff with recognized dependents receive 19,800 USD/year (1,650 USD/month); staff with no dependents receive 7,500 USD/year (625 USD/month).
Eligibility to repatriation
grant is subject to a minimum of five years of expatriate service. Serving
staff will retain their eligibility under the current grant up to the number of
years accrued at the time of implementation.