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Programme and Operations Policies and Procedures

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POPP>Human Resources Management

Announcements


111. Organizational Unit Restructuring, September 29th, 2022

 The Organizational Unit Restructuring Policy sets out UNDP’s human resources policy governing the restructuring of organizational units, including special placement of staff and selection measures. The Organizational Restructuring policy establishes one single policy to manage the restructuring which:

  • Establishes clear roles, responsibilities and accountability for restructures of units organization-wide;
  • Provides a clear and simple process easily understood by different stakeholders;
  • Establishes a process agile enough to be effective in different organizational contexts (HQ and field);
  • Streamlines and increases flexibility in the restructuring process;
  • Ensures consistency, transparency, efficiency and fairness;
  • Significantly increases the speed of restructuring;
  • Provides safeguards for staff affected by restructuring and facilitates placement and selection of staff into new positions;
  • Ensures the restructuring process is aligned with, and leverages the benefits of, other related new processes such as mobility, talent reviews, and rank-in-post plus

110. Annual Leave, September 15th, 2022

 The Annual leave policy has been amended to guide staff on the principles underpinning their annual leave entitlement and to gender neutralize the policy in accordance with UNDP’s Gender Strategy policy. More specifically:

  • Staff members are encouraged to take at least half of the annual leave they are entitled to in each year and to take it in a reasonable period of continuous annual leave;
  •  The policy has been updated to reflect that staff can now take seven uncertified sick leave days continuously; and
  •  The policy has been updated to reflect the fact that staff who are able to do so are expected to work remotely in the event of office closure, rather than having paid time off.

109. UNDP Legal Framework for Addressing Non-Compliance with UN Standards of Conduct, June 09th, 2022

The UNDP Legal Framework for Addressing Non-Compliance with UN Standards of Conduct has been updated to reflect the following changes: (1) Deleting the reference to Resident Coordinators; (2) Updating the name of BMS/OLS and BMS/OHR; (3) Expanding the existing requirement to inform victims of harassment to include victims of sexual exploitation and abuse; (4) Clarifying the general obligation to report allegations of misconduct; (5) Clarifying that where the subject has separated from service after being charged with misconduct but before the imposition of a disciplinary sanction, BMS/OLS may include the matter without the subject’s response to the charges if the subject fails to provide their response within the deadline. The updated UNDP Legal Framework for Addressing Non-Compliance has also been published under Disciplinary Measures and Appeals.

108. Home Leave, March 18th, 2022

 The Home Leave policy procedures were updated in steps 6 and 8 to clarify the staff member’s obligation to inform GSSC/BES of changes to the scheduled home leave travel. In addition, staff who do not certify their home leave travel within 90 days from return, will have their home leave lump-sum recovered.

107. Rank-in-Post, February 28th, 2022

The Rank-in-Post policy is now available in French. To access the document, click on the French language tab.

106.  Rules and Procedures for the UNDP Compliance Review Panel (CRP), February 28th, 2022

The Rules and Procedures for the UNDP Compliance Review Panel (CRP) are now available in French. To access the document, click on the French language tab.

105. Internship, December 15th, 2021

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

104. Non-Reimbursable Loan Arrangement, December 14th, 2021

The Non-Reimbursable Loan Agreements policy is now available in French. To access the document, click on the French language tab..

103. Performance Management and Development  , December 14th, 2021

The Performance Management and Development policy is now available in French. To access the document, click on the French language tab.

102. Flexible Working Arrangements, December 13th, 2021

The Flexible Working Arrangements policy is now available in French. To access the document, click on the French language tab.

101. Termination of Appointment, December 8th, 2021

The Termination of Appointment policy is now available in French. To access the document, click on the French language tab.

100. Annual Leave, December 7th, 2021

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

99. Service Contracts, December 3rd, 2021

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

98. Absence Management Guidelines, November 30th, 2021

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

97. Time off for Breastfeeding, November 30th, 2021

The Time off for Breastfeeding policy is now available in French. To access the document, click on the French language tab.

96. Family Relationships, November 29th, 2021

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

95. Selection and Reassignment Policy for Rotational Posts, November 17th, 2021

The Selection and Reassignment Policy for International Rotational Posts policy is now available in French. To access the document, click on the French language tab.

94. Temporary Appointment, November 16th, 2021

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

93. Overtime Compensation, November 16th, 2021

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

92. Home Leave, November 9th, 2021

 The home leave policy was updated to permanently increase the ceiling of home leave points from 40 to 48 and to clarify that the 7 day minimum stay in home country include both the arrival and departure dates.

91. Partner Personnel Services Agreement, November 3rd, 2021

This update is to extend the date of transition of partner personnel currently on Service Contracts to Partner Personnel Service Agreements from 31 December 2021 to 31 December 2022 instead. This is due to the need to introduce partners to this new modality, and the planning required for the transition, which can only commence towards the end of 2021 giving the implementation a full year at least.

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 5