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POPP>Human Resources Management>Non-Staff>National Personnel Services Agreement
National Personnel Services Agreement
Personnel Services Agreement useful information and FAQs are available here.
2.0 Policies
Main Policy
National Personnel Services Agreement
The following guides supplement this policy:
Guide on Using Contractual Modalities
Guide on Titles, Levels and Minimum Qualification Requirements 

Language English | Español | Français
Page Properties
Key Words
Focal Point
James Hanneman
Effective Date
Planned Review Date
Summary of Changes/Comments
January 16, 2023 - The National Personnel Services Agreement (NPSA) policy has been reformatted and amended in the following areas: 
Clarification of general conditions and legal status of NPSAs
Clarification of selection process for different types of NPSAs 
Duration of regular and short-term NPSAs
Provisions related to issuance of regular NPSAs
Clarification that NPSAs are not Internal candidates for UNDP staff vacancies
Process for making modification to NPSA functions 
Conditions for parental leave for birth parents during the first year of the NPSA contract
Conditions for NPSAs to take unpaid leave 
Confirmation that NPSAs can undertake detail assignments 
Provision of flexibility for NPSAs serving on national Implementation projects
Possibility for creation of special NPSA remuneration Scales under certain conditions
Extension of overtime entitlement to NPSA levels 4 to 7

January 9, 2023 - The policy has been updated to reflect UNDP's transition to its new cloud-based management platform Quantum in January 2023, replacing its previous ATLAS system.

June 01, 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.