The National Personnel Services Agreement (NPSA) policy has been revised, with main changes in the following areas:Changes to conditions of service, such as applicability of flexible working arrangements to PSAs; sick leave entitlement inclusive of uncertified sick leave days.Changes to contractual status, such as discontinuation of the maximum duration of contract; restrictions on simultaneous contracts to be held by one person; addition of termination indemnity for short-term PSAs, in case of termination without cause by UNDP; discontinuation of the payout of annual leave upon separation; an ...
The National Personnel Services Agreement (NPSA) policy has been revised, with main changes in the following areas:
- Changes to conditions of service, such as applicability of flexible working arrangements to PSAs; sick leave entitlement inclusive of uncertified sick leave days.
- Changes to contractual status, such as discontinuation of the maximum duration of contract; restrictions on simultaneous contracts to be held by one person; addition of termination indemnity for short-term PSAs, in case of termination without cause by UNDP; discontinuation of the payout of annual leave upon separation; and shortening of break-in-service between FTA to PSA from 1 month to 2 weeks.
- Expansion of the use of PSAs, permitting the use of NPSAs for professional and support roles in functions, within an office/bureau/project or as a shared service, which may otherwise be outsourced to a company.
- Detailed provisions on competitive selection process for PSAs have been removed from the policy, and now are provided in a separate Guidance on Competitive Selection Procedures for PSAs.
- The Guide on Using Contractual Modalities has been updated to align with the revised policy.