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Programme and Operations Policies and Procedures

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POPP>Human Resources Management

Announcement

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
A---
B5,8106,9708,140
C10,47012,78015,110
D13,95016,28018,590
E17,44020,92023,250

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.

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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