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Mobility
Mobility

Main navigation

Duties, Obligations and Privileges
- Standards of Conduct
  - UNDP Legal Framework for Addressing Non-Compliance with UN Standards of Conduct
- Harassment, Sexual Harassment, Discrimination, and Abuse of Authority
  - Harassment, Sexual Harassment, Discrimination, and Abuse of Authority
Classification of Posts
- Job Evaluation
Salaries and Related Allowances
Appointment and Promotion
Annual and Special Leave
Social Security
Travel and Removal Expenses
- Entitlement Travel
- Relocation Shipment
  - Relocation Shipment
Separation from Services
- Entitlements upon Separation
- Types of Separation
Disciplinary Measures and Appeals
- UNDP Legal Framework for Addressing Non-Compliance with UN Standards of Conduct
Non-Staff
Workforce Management
- Organizational Unit Restructuring
  - Organizational Unit Restructuring
- Performance Management
  - Performance Management and Development
  - Probation upon Appointment

Focal Point

Sarah Rose

Effective Date

01/01/2021

Planned Review Date

31/12/2024

Version

2.0

Latest updates

January 09, 2023 -

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

January 01, 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:

• Enable more effective and efficient staff mobility within UNDP;
• Ensure that staff moves are managed strategicall

January 09, 2023 -

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

January 01, 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:

• Enable more effective and efficient staff mobility within UNDP;
• Ensure that staff moves are managed strategically and that each established position is continuously filled;
• Create opportunities for career development and continuous learning, as part of an integrated employee experience, through multi-directional moves driven both by business needs and staff aspirations;
• Strengthen UNDP’s ability to attract and retain a diverse and dynamic world-class global workforce that will effectively meet the Organization’s current and future operational needs.

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:
• Moves of staff in rotational positions, which are proposed to be managed through a corporate centrally managed Annual Rotation Exercise (ARE). There will be two types of AREs – for positions sourced from the Candidate Pools and for all other rotational positions; and
• Moves of staff in non-rotational positions, which are proposed to be managed mainly through a regular recruitment process.

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.

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Relevant Regulations and Rules

Staff regulations and staff rules, including provisional staff rules, of the United Nations

Policies

Main Policy

Mobility

DOCX (98.63 KB)

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Related Policies

Recruitment and Selection Framework Policy

Procedures

Main Procedures

1

Step

Establishment of an Annual Rotation Catalogue of vacancies

Responsible Party

OHR/BMS

Template/Guideline

Mobility Policy

Download

Explanatory Notes

Based on the established tour of duty for rotational positions (as guided by the ICSC hardship classification of duty station and relevant UNDP policies), OHR/BMS in consultation with the Regional Bureaux, will establish an Annual Rotation Catalogue of positions.
OHR/BMS facilitates update of post profiles of confirmed vacancies by the respective Regional Bureaux.
Director OHR/BMS informs staff members who are due to rotate during the year and whose positions will thus be advertised as part of the Annual Rotation Exercise.
Bureau Director request OHR/BMS to review position classifications if needed.

2

Step

Vacancy Announcement and Application Process

Responsible Party

OHR/BMS Staff

Template/Guideline

Mobility Policy

Download

Explanatory Notes

Vacancies in the Catalogue will be advertised for 3 weeks among the members of the Candidate Pools.
Interested and eligible candidates will be invited to express their interest in up to 25% of vacancies in the Catalogue (maximum 6 positions).
To be eligible to apply, candidates should be members of the relevant Candidate Pools (members of the RR pool can apply to DRR positions)

In considering their applications, candidates must take into account the following:

In line with the objective of building a strong senior management cadre of staff able to effectively serve in various UNDP offices, countries and development/humanitarian environments, candidates, over the course of their career, will be encouraged to apply for and serve in positions in:

countries of different types (e.g. middle-income countries, countries in special development situation, etc.);
duty stations with different hardship levels (A, B, C, D, E);
countries in different regions.

In their applications, candidates will be required to indicate the order of preference of the positions they are applying for. They will also have the option to indicate their willingness to be assigned to any available positions in the Catalogue.

Staff members who are currently serving in the positions included in the Catalogue may apply for other rotational positions, or any other positions available in the Organization that they are suitable for. The selection processes for the latter will be undertaken outside of the ARE.

3

Step

Review of Applications and development of shortlists

Responsible Party

OHR/BMS Bureau management

Template/Guideline

Mobility Policy

Download

Explanatory Notes

The shortlisting of the applicants and establishment of a list of shortlisted candidates for each position will be carved out by corporate shortlisting panels to be established for this purpose by OHR/BMS. Shortlisting will be conducted based on the criteria established for the selection exercise.

To ensure corporate approach, corporate shortlisting panels will include a designated representative of the 'hiring Bureau', 1-2 designated representatives of other Bureaux and 1 representative from OHR/BMS. All Bureau representatives should be at D1 level and above for RR positions, and P5 level and above for DRR and other positions. OHR/BMS representative should be at the P5 level and above.

Upon the closure of the application period, OHR/BMS will compile the lists of applicants for all positions and provide relevant documentation and information to the panel members.

4

Step

Presentation of the shortlists

Responsible Party

OHR/BMS

Template/Guideline

Mobility Policy

Download

Explanatory Notes

Based on the results of the corporate shortlisting panels, OHR/BMS will prepare the Annual Rotation Exercise (ARE) documentation packages and submit them to the respective Corporate Selection Committees.
The documentation package will include, among others:

ranked shortlists with the comments of the shortlisting panels;

lists of all candidates who applied for each of the positions;

Vacancies in the Catalogue will be advertised internally for UNDP staff for 3 weeks.
Interested and eligible candidates will be able to express their interest in up to 3 positions.

In considering their applications, candidates must take into account the following:

Candidates, over the course of their career, will be encouraged to apply for and serve in positions in:
- countries of different types (e.g. middle-income countries, countries in special development situation, etc.);
- duty stations with different hardship levels (A, B, C, D, E);
- countries in different regions.
In their applications, candidates will be required to indicate the order of preference of the positions they are applying for.

3

Step

Review of Applications and development of shortlists

Responsible Party

OHR/BMS Bureau management

Template/Guideline

Mobility Policy

Download

Explanatory Notes

Longlisting will be conducted by OHR/BMS.
The shortlisting of the applicants and establishment of a list of shortlisted candidates for each position will be carved out by corporate shortlisting panels to be established for this purpose by OHR/BMS.
To ensure corporate approach, corporate shortlisting panels will include a designated representative of the ‘hiring Bureau’, 1-2 designated representatives of other Bureaux and 1 representative from OHR/ BMS.

4

Step

Presentation of the Shortlists

Responsible Party

OHR/BMS

Template/Guideline

Mobility Policy

Download

Explanatory Notes

Based on the results of the corporate shortlisting panels, OHR/BMS will prepare the ARE documentation packages and submit them to the respective Corporate Selection panels.
The documentation package will include, among others:

shortlists with comments of the shortlisting panels;
lists of all candidates who applied for each of the positions;
CVs;
Job descriptions.

5

Step

Selection recommendations

Responsible Party

Template/Guideline

Mobility Policy

Download

Explanatory Notes

The Corporate Selection Panels will conduct desk reviews or interviews and/or other types of assessment as needed and identify the recommended candidates.

6

Step

Selection decision

Responsible Party

Template/Guideline

Mobility Policy

Download

Explanatory Notes

The Associate Administrator will review and approve the recommendations of D1 and above positions and BMS Director- P5 and below positions. Some recommendations may require re-consideration, in which case the respective Corporate Selection Panels will be convened again.

7

Step

Implementation of the reassignments

Responsible Party

OHR/BMS

Template/Guideline

Mobility Policy

Download

Explanatory Notes

Once the final decisions are taken, OHR/BMS will communicate with the selected candidates and inform them of the decisions.

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