Harassment is any improper and unwelcome conduct by UNDP personnel against UNDP or external personnel that has caused, or that might reasonably be expected or be perceived to cause, offence or humiliation. Harassment may be present in the form of words, gestures, electronic communication or other actions that annoy, alarm, abuse, demean, intimidate, belittle, or cause personal humiliation or embarrassment to another, or cause an intimidating, hostile or offensive work environment. It includes but is not limited to harassment based on any grounds, such as race, religion, color, creed, ethnic origin, physical attributes, gender identity, or sexual orientation. Harassment will often consist of a series of incidents, but it may be brought about by a single incident only.
The purpose of the Home Leave (HL) travel entitlement is to allow eligible internationally recruited staff members periodic visits to their home country to renew and strengthen cultural and family ties. Having a multicultural staff is a founding principle of our international civil service. The UN invests in maintaining its multicultural nature through the HL entitlement. HL does not carry any extra entitlement to days of leave beyond the normal annual leave entitlement. The time spent on HL is charged against the staff member’s normal annual leave entitlement. Absence on HL is subject to the exigencies of service, as determined and approved by the staff member’s supervisor.
PPSA is a contractual modality through which UNDP may engage and administer non-staff personnel contacts for an on behalf of client UN entities - ‘the Partner’ for the purposes of this policy.
The United Nations Joint Pension Fund (UNJPF) provides participating staff members with benefits in the event of death, disability, separation from service before retirement age, or upon retirement. The United Nations Joint Staff Pension Fund (UNJSPF) (www.unjspf.org) was established by the General Assembly (GA) to provide retirement, death, disability, and related benefits for the staff of the United Nations and other organizations admitted to membership in the Fund. The Fund is administered by the UNJSPF Board together with staff pension committees from each member organization, with a secretariat to the Board and to each such committee (in tripartite and equal representation). The assets of the Fund are property of the Fund and are acquired, deposited, and held in the name of the UN on behalf of the participants and beneficiaries of the Fund; however, the assets are held separately from those of the UN and can be used only for the purposes stated in the Fund's Regulations.
For the purposes of the United Nations Joint Staff Pension Fund (UNJSPF), special scales, called Pensionable Remuneration (PR), are established as the basis for determining the contribution to be paid by the staff member and by UNDP as well as the pension benefits to which the staff member may become entitled.
All UNDP staff members are accountable to the Administrator for performing their functions and delivery of agreed results based on the highest standards of competence, integrity, ethics, and efficiency, in line with the UN values, Standards of Conduct for the International Civil Service, Secretary-General’s Bulletin on the Status, Basic Rights and Duties of United Nations Staff Members, UN Staff Regulations and Rules, and UNDP policies.
A Performance Improvement Plan (PIP) is a tool that aims to facilitate the required improvement in the performance of a staff member. It serves to record: (1) identified shortcomings and improvements to be achieved, (2) actions to be taken to fully meet the requirements of the job and performance objectives, (3) timelines; as well as (4) support to be provided, (5) outcomes of periodic check-ins, and (6) the final review of the PIP implementation.
Effective performance management and development of each staff member (PMD) are a shared responsibility of the supervisee and the supervisor. Performance management and development are continuous processes and are anchored in the frequent, two-way, open communication between the supervisor and the supervisee aimed to ensure the achievement of results, staff development, and the provision of timely and appropriate support. Both the supervisor and the supervisee are expected to initiate and engage in such communication.12. The annual performance management and development cycle is from 1 January to 31 December of the year and includes: annual performance planning (mandatory); regular performance discussions, including performance monitoring, feedback and coaching during the performance year; the mid-term review (MTR) (mandatory); and the annual performance review (APR) (mandatory) .
The Post Adjustment system was designed to equalize purchasing power of United Nations salaries for professionals and higher categories, taking into account the cost of living differences between the base city of the system (New York) and other duty stations. The system aims at ensuring that, no matter where United Nations common system staff work at some 180 locations worldwide, their take-home-pay has a purchasing power equivalent to that at the base of the system. The Post Adjustment System is available at: http://icsc.un.org/secretariat/cold.asp?include=par