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Programme and Operations Policies and Procedures

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POPP>Human Resources Management


Recruitment and Selection Policy

August 1st, 2017 

The updates are intended to provide a more flexible framework for the recruitment of staff.

  1. The updates contains special provisions to recruit non-nationals at General Service level in countries where the individual is a resident and has legal working status in the country. The nationality requirement for National Officers remains unchanged. They must be of the nationality of the country where the office is located.  
  2. The Time-in-Post provision has been retired. A hiring unit may consider International Professional staff members after they have served in their posts, for one year for duty stations "D" and "E", and two years for all other duty stations.
  3. Provides a range of assessment methods for recruitment, including panel interviews; technical assessments; roster-review; written tests; work samples; language proficiency tests; and review of the candidates' performance history.
  4. Vacancy Announcements may be advertised internally and externally at the same time. Without prejudice to the recruitment of new talent, full regard shall be given to qualified internal candidates.
  5. A shortlist for any assessment must comprise at least two candidates. If no female candidate is included in the shortlist, a Hiring Unit must document the efforts made to identify qualified female candidates including re-advertisement.
  6. Participation of national counterparts or government officials on UNDP interview panels is not authorized either as a panel member or observer.
  7. Reference checks can be conducted by phone but the conversation must be documented and placed on record. 

Experience and Academic Qualifications

August 1st, 2017

This updated policy provides required years of experience for holders of Bachelor’s degree to apply for General Service positions.

Transition Pool Policy

June 1st, 2017

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.

Performance Management and Development Policy 

April 7th, 2017

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. 

Home Leave

January 25th, 2017

Accelerated 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 Commission (ICSC).

Mobility and Hardship

January 25th, 2017

A mobility incentive is introduced to replace the current mobility allowance. The annual amounts of the mobility incentive per grade band are as follows:

P.1 – P.36,500 USD
P.4 – P.58,125 USD
D.1 and above9,750 USD

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):

Hardship categoryP.1 – P.3P.4 – P.5D.1 and above

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).

Repatriation Grant

January 25th, 2017

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.

Settling-In Grant

January 25th, 2017

The entitlement formerly known as the Assignment grant is now called Settling-in grant. Under this policy, payment of the non-removal allowance is discontinued. Staff who moved prior to the implementation of the new relocation package and are in receipt of non-removal allowance will continue to receive the allowance for up to five years, or until they move to another duty station, as per current eligibility criteria.

Further, the second lump sum equivalent to one additional month of net salary previously payable under the non-removal option in case of moves to field duty stations for three years or more has been abolished. Where the letter offer issued to the staff member includes a payment of the second lump sum payment, this will be honoured.

Information and FAQs on these updates and other elements of the New Compensation Package for internationally recruited staff members in the professional and higher categories can be found on OHR website.

Mandatory Age of Separation Policy

January 1st, 2017  

This policy replaces the "Retirement" Policy and is UNDP's implementation of the New Compensation Package approved by the General Assembly [GA Resolution 70/244 in February 2016]. Key changes are as follows:

  1. In accordance with UN Staff Regulation 9.2, the age for mandatory separation in UNDP is age 60 for staff members that are recruited before 1 January 1990; age 62 for staff members that are recruited on or after 1 January 1990 and age 65 for staff members that are recruited on or after 1 January, 2014. 
  2. Former staff members may not receive compensation of more than US$ 50,000 for up to six months of employment or engagement, without suspension of his or her UNJSPF retirement benefit.

New Internship Policy

April 8th, 2016

This enabling Policy provides expanded eligibility by including any student enrolled in the last year of a bachelors' degree and one year after graduation from a master's degree or equivalent studies. It also removes the obligation that interns secure life insurance, as well as the ban on employment following the internship while clarifying that interns may not apply to positions during their internships.

Revised Salary Advance Policy

March 4th, 2016

The revised policy introduces the principle that UNDP is not a lending institution. Where no lending institutions exist or obtaining loans is impractical, UNDP can disburse a salary advance subject to certain conditions. Among others, the Policy clarifies that where a staff member does not receive his/her regular salary through no fault of his/her own, an advance shall be automatically granted in the amount due. The revised Policy also emphasizes the recovery of outstanding advance balances from final emoluments and any further balances in excess of the final emoluments.

Revised Sick Leave Policy

February 11th, 2016

To ensure simplification and clearer accountability, the revised Policy reduces required documentation and forms for certified sick leave submission. The corresponding procedures also introduced the feature for requesting sick leave and uncertified sick leave in the e-Services module at Atlas.

Revised Medical Insurance Plan (MIP)

April 29th, 2015

Cigna became the third party administrator for UNDP as of 1 April, 2015. New MIP application/request form, claim form and prior approval forms are also introduced.

New UN Clinics Policy

April 22nd, 2015

This policy covers management and operation of UN Clinics that are administered by UNDP on behalf of UN Common System organizations. This policy outlines the minimum standards for the establishment of UN Clinics which provide primary clinical and occupational health services to authorized UN Common System personnel and their recognized dependents. The UN Clinics policy and procedures clarify the provisions for the recruitment of UN clinic personnel; procuring and accounting; cost sharing mechanisms and management of the UN Clinics.

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