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76. Mobility, January 1st, 2021
As part of People for 2030, OHR is introducing a mobility policy which enables UNDP to deploy the right people in the right place at the right time, thus ensuring that the organization can fulfil its crucial mission and achieve its objectives in fostering the attainment of sustainable development. More specifically, the policy aims to:
UNDP's new mobility policy provides a clear framework for how mobility is implemented and managed in UNDP. It applies to all International Professional (IP) staff members holding a UNDP Letter of Appointment and hired on Fixed-Term Appointments (FTA) and Permanent Appointments (PA). The policy defines mobility as periodic moves of staff to new or re-classified positions within the same or different occupational group/functional area, laterally or to a different level, within the same or different duty station. The policy reintroduces a mobility requirement for most of IP positions as well as a duration of assignment (tour of duty) element. It further creates the categories of geographical, functional and inter-agency mobility.
The policy establishes that most of IP positions are mobile, and classifies these as either Rotational or Non-rotational.
The policy also outlines arrangements for:
The policy will take effect on 1 January 2021 and will be implemented in phases, including an initial designation of rotational positions, planning of upcoming AREs and other activities in accordance with the implementation plan currently designed by OHR/BMS.
75. Fellowship, October 1st, 2020
The Fellowship policy establishes a framework which allows UNDP to implement its own fellowship initiatives (corporate fellowships) and partner with academic and other institutions, such as international organisations, international financial institutions, foundations, national scholarship programmes and the private sector (sponsoring entities). Furthermore, the responsibilities of both UNDP and a sponsoring entity are clarified. The policy also establishes the basic principles to be followed when UNDP decides to fund a fellowship initiative. Until further notice, all fellowships initiatives will be reviewed by TAPP/OHR prior to implementation.
74. Internship, July 17th, 2020
In order to help facilitate remote internships, the requirement for interns to be present in the office as a condition to receive a stipend from UNDP has been removed.
73. UNDP Guidelines on Strategic Placements, April 24th, 2020
OHR has published guidelines on Strategic Placements. The purpose of these guidelines is to detail the characteristics of P6 and P7 positions to guide the classification exercise. The new guidelines are linked under the main Recruitment and Selection Framework policy, section 2.0.
72. UNDP Guidelines on the use of P-6 and P-7 level positions, April 24th, 2020
OHR has published guidelines on the use of P-6 and P-7 level positions. The purpose of these guidelines is to detail the characteristics of P6 and P7 positions to guide the classification exercise. The new guidelines are linked under the main Recruitment and Selection Framework policy, section 2.0.
71. Recruitment and Selection Framework, April 23rd, 2020
Paragraphs 28 has been updated to clarify the conditions under which a staff member which is seconded to UNDP from his or her government can be renewed. The Policy has also been edited to remove references to the recruitment and selection of Resident Coordinators.
70. Special Leave, April 23rd, 2020
Paragraphs 16 and 22 of the Special Leave policy were updated to clarify that special leave for purposes of external employment will be approved only if it is deemed in UNDP's interest and to reinforce that this cannot exceed 24 months in duration. Where external employment is approved for purposes of accompanying a UNDP spouse reassigned to a duty station by UNDP, the time limit is extended to 60 months.
69. Human Resources Management, April 9th, 2020
The following policies are now available in Spanish. To access the content, click on the Spanish language tab of the respective policy page:
68. Human Resources Management, April 8th, 2020
Dependency Status and Allowances
67. Performance Management and Development, March 27th, 2020
66. Human Resources Management, March 17th, 2020
Last Day for Pay Purposes
65. Recruitment and Selection, February 12th, 2020
OHR has published guidelines on the use of detail assignments for UNDP staff members. The purpose of these guidelines is to set out the conditions and procedures for detail assignments and to outline the roles and responsibilities concerning their administration, including selection and funding. The new guidelines are linked under the main Recruitment and Selection policy, section 2.0.
64. Internship, January 28th, 2020
The Internship stipend rates, forms and FAQs are available here.
63. Rank-In-Post, January 13th, 2020
The Rank-in-Post policy will be reviewed when the new Mobility Policy currently under discussion, is published. Until such time the POPP requires a clarification that the RR/DRR post selections are filled through the POOLs which straddle multiple grades, hence the Rank-in-Post does not apply to the POOL selections. The Administrator will continue to exercise his prerogative through the Executive Group to determine the grade that the incumbent will serve at.
62. Internship, January 1st, 2020
Effective 1 January 2020, UNDP’s internship policy has been updated, within the framework of People for 2030, to:
- Introduce payment of a stipend;- Expand eligibility to persons completing national service obligations;- Expand eligibility to students enrolled in postgraduate professional traineeship programmes;- Introduce accrual of leave at a rate of 1.5 days per month;- Clarify the obligations of the intern as well as UNDP’s;- Clarify that interns must be selected from as wide a geographical basis as possible and without distinction as to race, sex or religion;- Clarify areas of compliance with Sexual Harassment and SEA policies.
61. Home Leave, December 9th, 2019
Para. 62 in the Home Leave policy and Section 8 in the procedures have been updated to align the requirements for post-travel Home Leave certification and documentation by staff members.
60. Internship, December 9th, 2019
Effective 1 January 2020, UNDP's revised Internship policy will come into effect. Until then, colleagues can refer to the linked OHR resource SharePoint page to consult the revised policy, procedures and FAQs.
59. UNDP Legal Framework for Addressing Non-compliance with UN Standards of Conduct, October 24th, 2019
The UNDP Legal Framework for Addressing Non-compliance with UN Standards of Conduct is available in French. To access the document, click on the French language tab.
58. Eligibility for International Benefits and Entitlements and Determination of Official UN Nationality, September 23rd, 2019
The policy on eligibility for international benefits and entitlements and determination of official UN nationality guides staff members on UNDP's practice and procedures on how it determines the nationality of a new staff member on appointment or when a new nationality is acquired during service. The policy also guides on the eligibility of staff members for international benefits and entitlements in posts subject to international recruitment. The policy also reminds staff of their obligation to inform UNDP if they intend to acquire permanent residence status in any other country other than that of their own nationality of intend to change or obtain a new nationality.
57. Repatriation Grant, June 11th, 2019
The Repatriation Grant policy is available in Spanish. To access the document, click on the Spanish language tab.
56. Death policy, June 11th, 2019
The Death policy is available in Spanish. To access the document, click on the Spanish language tab.
55. Expiration of Fixed-Term Appointment, June 11th, 2019
The Expiration of Fixed-Term Appointment policy is available in Spanish. To access the document, click on the Spanish language tab.
54. Termination of Appointment for Reasons of Health, June 11th, 2019
The Termination of Appointment for Reasons of Health policy is available in Spanish. To access the document, click on the Spanish language tab.
53. Flexible Working Arrangements, May 31st, 2019
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.
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.
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.
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.
52. Special Leave, May 31st, 2019
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:
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 their 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, they will not be required to exhaust their accrued annual leave before the commencement of special leave without pay.
50. Paternity Leave, May 30th, 2019
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.
49. Time off Breastfeeding, May 30th, 2019
Time Off for Breastfeeding
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.
48. Adoption, May 30th, 2019
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.
47. Abandonment of Post, May 16th, 2019
The Abandonment of Post policy is available in Spanish. To access the document, click on the Spanish language tab.
46. Entitlements upon Separation, May 16th, 2019
The Entitlements upon Separation policy is available in Spanish. To access the document, click on the Spanish language tab.
45. Mobility and Hardship, May 16th, 2019
The Mobility and Hardship policy is available in Spanish. To access the document, click on the Spanish language tab.
44. Repatriation Grant, March 26th, 2019
The Repatriation Grant policy is now available in French. To access the content, click on the French language tab.
43. Salaries and Related Allowances Landing Page, November 15th, 2018
The following notice has been posted on the Salaries and Related Allowances Landing Page in order to provide clarity:
As the appointments of individual UNDP staff are based on the UN Staff Regulations and UN Staff Rules, legal and administrative interpretations shall be made on the basis of these instruments. Salaries and related allowances and benefits that are based on the UN Staff Regulations and UN Staff Rules as well as relevant published policies, are normally paid through payroll.
The UN Common System Allowances that are mandated by the Chairman, International Civil Service Commission (ICSC) must be managed in accordance with the criteria established and approved by the ICSC.
Any other ad-hoc administrative and operational allowances or one-time lump sum payments that are established locally require approval by Headquarters prior to implementation.
42. Salary Advance, November 2nd, 2018
E-services functionality for purposes of requesting salary advances has been integrated into the Salary Advances Policy. The Staff Advances eServices Tool User Guide has been uploaded to the POPP library and linked to the Salary Advances Policy procedures. The link to Atlas E-Services has also been added to the procedures.
41. Home Leave, October 5th, 2018
The Home Leave policy is available in French. To access the document, click on the French language tab.
40. Death Benefit, September 28th, 2018
The Death Benefit policy is available in French. To access the document, click on the French language tab.
39. Settling-In Grant, September 21st, 2018
The Settling-In Grant policy is available in French. To access the document, click on the French language tab.
38. Last Day for Pay Purposes, September 20th, 2018
The Last Day for Pay Purposes policy is available in French. To access the document, click on the French language tab.
37. Certificate of Service, September 19th, 2018
The Certificate of Service policy is available in French. To access the document, click on the French language tab.
36. Commutation of Annual Leave, September 19th, 2018
The Commutation of Annual Leave policy is available in French. To access the document, click on the French language tab.
35. Harassment, Sexual Harassment, Discrimination, and Abuse of Authority, August 2nd, 2018
The informal and formal harassment procedures are available in English, Spanish and French.
34. Service Contracts, July 1st, 2018
- The following changes are reflected in the Service Contracts policy:
- Streamlining action to extend the waiver validity period from 12 to 24 months for the payment of the 8.33% in lieu of Pension. Extension of the lumpsum arrangement is now delegated to the Regional Bureau.
- Alignment of competitive selection for SCs and ability of COs to establish Service Contract Rosters for all levels of SCs and how to create and maintain rosters for SC positions (Annex VII).
- Reduction of the minimum number of required candidates for interview/assessment from three (3) to two (2) to ensure a competitive and transparent process.
- Allowing the lateral transfer of SCs from one project to another with similar functions.
- Removing the obligation of biennial medical examination for SC holders, exception made of those with security, driving or manual work functions.
- Streamlining to allow Service Contracts to be initially issued for periods of less than six months in the exceptional situations listed in the SC User Guide upon approval of the Resident Representative, instead of the HR Business Partner.
33. Harassment, Sexual Harassment, Discrimination, and Abuse of Authority, May 11th, 2018
Building on the principle that all UNDP personnel have both the right to be treated respectfully and the corresponding responsibility to treat others accordingly, the Policy has been comprehensively revised.
The highlights of the revision include: 1. The scope of the policy has been expanded to also include discrimination in the workplace. This is reflected in the revised title of the policy "Policy on Harassment, Sexual Harassment, Discrimination, and Abuse of Authority".
2. The Policy reinforces that UNDP does not, and will not, tolerate harassment, sexual harassment, discrimination, and abuse of authority in any form. Such prohibited conduct is subject to disciplinary action, including dismissal and ban from future employment with UNDP. It further clarifies that while consensual, intimate relationships between UNDP personnel are generally not prohibited, managers and supervisors should recognize that such relationships are not appropriate where one person manages, reviews or takes administrative decisions concerning the other person, is subordinate to the other person in the same line of reporting/authority, or is in a position in which some other conflict of interest may arise.
3. The application of the Policy has been clarified and the definition of workplace expanded. It now covers all UNDP personnel, namely staff, Service Contract holders, UNVs and Individual Contracts. External personnel, which include vendors, suppliers and partners, can now report actions of prohibited conduct against them by UNDP personnel.
4. The Policy makes a clear distinction between sexual harassment in the workplace, and sexual exploitation and abuse of local populations by UNDP personnel. The latter is regulated by the Secretary-General Bulletin ST/SGB/2003/13: Special Measures for Protection from Sexual Exploitation and Sexual Abuse;
5. The obligations of UNDP personnel and managers and supervisors are reinforced by:
a. Putting greater emphasis on the completion of relevant mandatory courses; b. Requiring Directors of Bureaus and Heads of Office to provide an annual certificate to the Administrator confirming that they have fulfilled their responsibilities under this policy.
6. Provisions related to reporting prohibited conduct have been reinforced as follows:
a. The time for reporting prohibited conduct other than sexual harassment is extended from 6 months to a year (12 months) and the time limit for reporting sexual harassment cases has been removed entirely; b. Anonymous reports of prohibited conduct are allowed; c. Regarding allegations of sexual harassment, an additional process for reporting such allegations through an external helpline is being implemented; d. The Office of the Ombudsman may continue to offer initial guidance on options to be pursued for the resolution of complaints, while preserving the right to file a formal request directly with OAI at any time.
7. The Policy confirms that, as set out in the UNDP Policy for Protection against Retaliation, retaliation by any member of UNDP's personnel against another member of UNDP's personnel for having, in good faith, properly reported allegations of misconduct, or for having cooperated with a duly authorized audit or investigation, is strictly prohibited and is itself misconduct that will be treated accordingly.
8. The Policy also clarifies the rights of an alleged offender who separates from UNDP while an investigation into prohibited conduct is ongoing.
9. Finally, the Policy provides examples of each of the four types of prohibited conduct to help address misunderstandings regarding what actions and behaviours constitute harassment, sexual harassment, discrimination, and abuse of authority.
32. Temporary Appointment (TA), May 2nd, 2018
The Temporary Appointment (TA) policy updates are in place to accelerate recruitment and streamline the processes to ensure that the TA is used effectively. The changes are as follows: - The TA can now be offered and issued for a period of 1 year and 364 days at the out-set; - The decision to renew TAs beyond the initial 364 days is now decentralised and therefore no longer requires an exceptional approval by the Director, OHR; - The budget and planning provisions for TAs have been streamlined to allow the recruitment process to proceed before confirmation of a budget allocation but requiring that funding be secured prior to the offer of appointment being issued; - Alignment of the benefits and entitlements with the new compensation package; - Alignment with the UNDP policy on the retiree earnings limit; - Clarification on the granting of a with-in-grade increment for TAs with an uninterrupted duration of more than one year; - Removal of references to discontinued contractual modalities (SSA/ALD).
31. Revised UNDP Legal Framework for Addressing Non-compliance with UN Standards of Conduct (The Legal Framework), March 29th, 2018
The Legal Framework was revised to incorporate developments and lessons learned from the practice of handling allegations of misconduct. Changes include: (1) the means to expedite the handling of such allegations; (2) the roles and responsibilities of different members of senior management in the process; (3) clarifications on anticipated timeframes for staff; (4) clarifications on application of certain disciplinary sanctions and non-disciplinary measures; (5) action taken and decision-taking authority at each stage of an investigation and/or disciplinary proceedings when a staff member may separate, and (6) links to updated documents and information about various resources available to staff members in matters concerning allegations of misconduct.
30. Job Evaluation, March 28th, 2018
A clause was added under [Paragraph 7(h)] regarding job classification to require re-classification if changes are made to more than two functions listed in the job description, while the grade level remains the same. These changes must concern the position's main functions and levels of accountability and responsibility, not the specific duties/tasks and expected results.
Links to the Annex I-III templates are available on page three. (UNDP Job Description, UNDP Job Description Explanatory Note and Request for Classification).
29. Non-Reimbursable Loan Agreement (NRLA), January 25th, 2018
The NRLA policy content has been reviewed, and the main changes are the introduction of a two-year limit for the first loan and the completion of mandatory training.
28. Termination of Appointment, January 1st, 2018 This policy covers the different types of termination of appointment such as those resulting from the abolition of post or reduction of staff, unsatisfactory service, reasons of health, disciplinary reasons, facts anterior to the appointment, agreed separation and termination of appointment in the interest of the good administration of the organization The new policy highlights that the approval of agreed separations remains discretionary and is not an entitlement. The policy also provides a sliding payment scale for additional discretionary amounts that UNDP could pay in cases of agreed separation of staff.
27. Recruitment and Selection, January 1st, 2018 The guidelines on UNDP Agreed Separation Arrangements in the Recruitment and Selection policy have been deleted as they are now superceded by the new Termination of Appointment Policy. Separations resulting from an approved Rationale for Change prior to 1 January 2018 will continue to follow the UNDP Agreed Separation Arrangements. 26. Interim Change Management Measures, January 1st, 2018
As of 1 January 2018, the 'Termination of Appointment' policy supersedes the guidelines in the UNDP Agreed Separation Arrangements. Terminations of appointment and separations resulting from an approved Rationale for Change prior to 1 January 2018 will continue to follow the UNDP Agreed Separation Arrangements.
25. Home Leave, January 1st, 2018
The Home Leave policy has been updated to clarify who is eligible for home leave and to provide additional guidance on how to provide proof of travel. More specifically, an internationally recruited staff member is not eligible for home leave when: a) He/she is serving and residing in the country recognized as his/her country of nationality for UN purposes, in accordance with Staff Rule 4.3; b) He/she is serving and residing in the country where he/she is exceptionally authorized to retain his/her permanent resident status, in accordance with Staff Rule 4.5 (d); staff members are required to upload supporting documents into eServices to provide evidence that they have complied with the required minimum length of stay in their home country. These documents must be retained for two years and failure to produce such evidence when requested to do so may lead to the recovery of the amounts paid on account of the home leave. 24. Rental Subsidy, December 1st, 2017 The policy was updated to clarify maximum rent levels in field duty stations and to explain that the rental subsidy calculation excludes non-rental charges such as utilities and maintenance charges.
23. Recovery of Overpayments, December 1st, 2017
The policy has been amended to provide greater procedural clarity on how to recover overpayments made to staff members, including greater emphasis on repayment agreements and expanding the options available to recover any overpayments made.
22. Recruitment and Selection Framework, August 1st, 2017
The updates are intended to provide a more flexible framework for the recruitment of staff.
21. 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.
20. Rank-In-Post, August 1st, 2017 The Rank in Post policy was amended to reflect changes made to the Recruitment and Selection Policy, which includes the removal of minimum time in post requirements.
19. 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.
18. 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.
17. Performance Management Policy, February 1st, 2017 The former Rebuttal policy was retired and is now incorporated into the Performance Management policy on 1 February 2017.
16. 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).
15. 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:
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).
14. 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.
13. 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.
12. 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:
11. Dependency Allowance, January 1st, 2017
The revisions to the policy and procedures align with the new compensation package for internationally recruited staff approved by Resolution GA/RES/70/244 of the General Assembly on 23 December 2015. In accordance with Staff Regulation 3.4 (e) and Staff Rule 3.6 all staff members are obliged to report any changes to their dependency status to BMS/OHR at the time of the change ensuring accuracy in payment of benefits.
10. UN Staff Regulations and Rules, January 1st, 2017
In 2017, the UN Staff Regulations and Rules were updated primarily to reflect the changes of the new compensation package approved by the General Assembly on 23 December 2015.
9. Revised Selection and Recruitment of FTAs not covered by the candidate pool, October 3rd, 2016
The following provision, which previously required Fast Track activation request are no-longer necessary (i.e. integrated into the main policies). Offices are authorized to conduct desk review in lieu of an interview for all positions up to and including P-5 level. The desk review would still need to be conducted by an independent panel which must adhere to the recruitment principles as set out in the Policy.
8. Revised Temporary Appointment, August 4th, 2016
The following provision, which previously required Fast Track activation request are no-longer necessary (i.e. integrated into the main policies). The Regional Bureau Directors are authorized to grant waiver of competitive recruitment for up to 10 (ten) Temporary Appointment (TA) positions per annum, per country office in accordance with the following provisions: (a) The process must ensure that the person selected is the best-qualified candidate to perform the job functions in a fully satisfactory manner; (b) References must be checked prior to contracting/appointment; (c) Contracting/appointing of close family relatives and other conflict of interest matters must be verified prior to contracting/appointment; (d) The individuals must be medically cleared an enrolled in the applicable medical and life insurance policy prior to contracting/appointment; (e) The appointment letter/contracts issued must be in compliance with the standard terms and conditions; (f) The individuals must be informed of the contract terms and standards of conduct as set out in the POPP
7. Revised Service Contract, August 4th, 2016
The following provision, which previously required Fast Track activation request are no-longer necessary (i.e. integrated into the main policies). The Regional Bureau Directors are authorized to grant waiver of competitive recruitment for up 20 Service Contract (SC) positions per annum, per country office in accordance with the following provisions: (a) The process must ensure that the person selected is the best-qualified candidate to perform the job functions in a fully satisfactory manner; (b) References must be checked prior to contracting/appointment; (c) Contracting/appointing of close family relatives and other conflict of interest matters must be verified prior to contracting/appointment; (d) The individuals must be medically cleared an enrolled in the applicable medical and life insurance policy prior to contracting/appointment; (e) The appointment letter/contracts issued must be in compliance with the standard terms and conditions; (f) The individuals must be informed of the contract terms and standards of conduct as set out in the POPP.
6. 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.
5. 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.
4. Revised Sick Leave Policy, February 22nd, 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.
3. 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.
2. Rest and Recuperation Policy, April 29th, 2015
The R&R eligibility criteria for ICs has been aligned with the IC policy.
1. 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.