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88. Danger Pay, September 16th, 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
84. Performance Management and Development, March 1st, 2021
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 Agreement, February 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.
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:
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.
78. Human Resources Management, December 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:
77. Human Resources Management, December 22nd, 2020
Performance Management and Development
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 Management, April 9th, 2020
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.