Skip Ribbon Commands
Skip to main content

Programme and Operations Policies and Procedures

Please Wait ...Processing
POPP>Human Resources Management

Announcements


90. Salary Advance, October 6th, 2021

The Salary Advance policy is now available in French. To access the document, click on the French language tab.

89. Dependency Status and Allowances, October 5th, 2021

The Dependency Status and Allowances policy is now available in French. To access the document, click on the French language tab.

88. Danger Pay, September 21th, 2021

Danger pay amounts for internationally-recruited and locally-recruited staff members have been updated to align with the danger pay amounts approved by the ICSC as of 1 January 2021. The Danger Pay policy is now available in French. To access the content, click on the French language tab. 

87. National Personnel Services Agreement, June 1st, 2021


The National Personnel Services Agreement (NPSA) is a new policy intended to improve and align the conditions of national personnel globally. It provides for inclusion of NPSA holders through access to training, learning and career opportunities, and provides for a fair and consistent set of benefits equal to all NPSA holders globally in terms of annual leave, sick leave, lump sum towards pension schemes of choice, possibility for commutation of annual leave to cash, to mention a few. It also provides for a lighter administration of contracts, for example, by using existing salary-setting methodologies to minimize administration, but also to ensure consistent levels of classification across all modalities.


86. Fellowship, March 4th, 2021


The following templates are now available in the POPP library and linked in the Fellowship policy and procedures:  


85. Probation upon Appointment, March 1st, 2021


Following the approval by the Administrator of the decision to implement two-year renewal cycles for Fixed-Term Appointments, BMS/OHR is introducing a supporting measure to ensure that all new staff on initial fixed term appointments of more than one year are subject to a probation period prior to being confirmed in their positions.

The probationary period will allow UNDP to manage the relationship more flexibly, so that managers can address problems, if any, before confirming a new staff member into a two-year appointment. Furthermore, it focuses managers’ attention on the first year of employment of a new staff member so that they provide the clear guidance which underpins a successful start in a new position in UNDP
 
Under the proposed policy, the probation period will give managers the opportunity to assess new staff members on the job, over a period of 10 months before deciding to either confirm or terminate the appointment. In certain circumstances, the probationary period can also be extended for up to 6 months. The policy will take effect on 1 March 2021.

84. Performance Management and DevelopmentMarch 1st, 2021

 

The Performance Management and Development policy was amended to include reference to the Probation upon Appointment policy, which will apply to initial appointments of more than one year.

83. Partner Personnel Services Agreement, February 15th, 2021

The Partner Personnel Services Agreement (PPSA) is a new policy to standardize HR services to partners and expand UNDP’s service catalogue.

82. International Personnel Services AgreementFebruary 15th, 2021

The International Personnel Services Agreement (IPSA) is a new policy which fills a gap in existing contractual modalities related to project-based international personnel.

81. Internship, January 5th, 2021

The UNDP Internship Agreement Form is now available in Spanish. It is linked in step 5 of the Internship procedures section 3.0. 

80. Career Transitions, January 1st, 2021

The policy will take effect on 1 January, 2021. 

79. 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:

  • Enable more effective and efficient staff mobility within UNDP;
  • Ensure that staff moves are managed strategically and that each established position is continuously filled;
  • Create opportunities for career development and continuous learning, as part of an integrated employee experience, through multi-directional moves driven both by business needs and staff aspirations;
  • Strengthen UNDP's ability to attract and retain a diverse and dynamic world-class global workforce that will effectively meet the Organization's current and future operational needs.

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:

  • Moves of staff in rotational positions, which are proposed to be managed through a corporate centrally managed Annual Rotation Exercise (ARE). There will be two types of AREs – for positions sourced from the Candidate Pools and for all other rotational positions; and
  • Moves of staff in non-rotational positions, which are proposed to be managed mainly through a regular recruitment process.

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.

78.  Human Resources ManagementDecember 31st, 2020

 

The following policies are now available in Spanish. To access the content, click on the Spanish language tab of the respective policy page:

  1. Rank-in-Post
  2. Non-Reimbursable Loan Agreements

77.  Human Resources Management, December 22nd, 2020

 

The following policies are now available in Spanish. To access the content, click on the Spanish language tab of the respective policy page:

  1. Temporary Appointment
  2. Selection and Reassignment Policy International Rotational Posts
  3. Rules and Procedures for the UNDP Compliance Review Panel (CRP)
  4. Absence Management Guidelines
  5. Annual Leave

  6. Flexible Working Arrangements 
  7. Time off for Breastfeeding
  8. Termination of Appointment
  9. Performance Management and Development

  10. Service Contracts

76. UNDP Legal Framework for Addressing Non-Compliance with UN Standards of Conduct, November 11th, 2020


The UNDP Legal Framework for Addressing Non-Compliance with UN Standards of Conduct is available in Spanish. To access the document, click on the Spanish language tab.


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 ManagementApril 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:

  1. Transition Pool
  2. Family Relationships
  3. Salary Advance
  4. Overtime Compensation

68.  Human Resources ManagementApril 8th, 2020

 

The following policies are now available in Spanish. To access the content, click on the Spanish language tab of the respective policy page:

  1. Home Leave
  2. Settling-In Grant
  3. Danger Pay
  4. Dependency Status and Allowances

67. Performance Management and DevelopmentMarch 27th, 2020

 

The Performance Management and Development policy and procedures have been updated with a view to:
  • Further strengthening accountability for performance and performance management;
  • Enhancing linkages between performance and other human resources management decisions; and
  • Further streamlining performance management processes and procedures.
The revision of the policy on PMD is part of a more comprehensive effort to improve the quality of talent management in UNDP and, as such, is closely linked to a series of other initiatives related to performance management (e.g. a new programme on reward and recognition), career management (e.g. talent interviews), succession (e.g. staff selection for key roles) and learning and development.