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Authorizing Official Business Travel

1 January 2018

Duty Travel

The policy’s ‘Templates and Guidelines’ section features the latest Atlas Travel and Expense Guidelines.


Business Continuity Management

16 January 2018

Business Continuity Management

The BCM policy has been revised is now available in PoPP. The revision is mainly editorial and does not include any substantive changes. The revised policy has also included a reference to UN Organizational Resilience Management System (ORMS) which was approved by UN CEB in 2014.
 
Non-Reimbursable Loan Agreements

25 January 2018

Non-Staff

The NRLA policy content has been reviewed, and the main changes are the introduction of a two-year limit for the first loan and the completion of mandatory training.
Combined Delivery Report (CDR)

21 February 2018

National Implementation (NIM) Finances and NGO Implementation Finances

The following updates are intended to reduce the staff burden and expedite compliance process in respect of CDRs.Offices are now required to send CDRs to Implementing Partners (IPs) for verification and signature, only for the 2nd, 3rd and 4th quarters of the year. The 2nd quarter CDR will cover January to June cumulative expenses. The 3rd quarter CDR will cover from January to September cumulative expenses; and the 4th quarter CDR will cover from January to December cumulative expenses.If no response is received from the IP within 30 days, a follow-up request should be sent indicating that "t...

The following updates are intended to reduce the staff burden and expedite compliance process in respect of CDRs.Offices are now required to send CDRs to Implementing Partners (IPs) for verification and signature, only for the 2nd, 3rd and 4th quarters of the year. The 2nd quarter CDR will cover January to June cumulative expenses. The 3rd quarter CDR will cover from January to September cumulative expenses; and the 4th quarter CDR will cover from January to December cumulative expenses.If no response is received from the IP within 30 days, a follow-up request should be sent indicating that "the Combined Delivery Report will be deemed accepted if no response is received within 15 calendar days." Copies of the CDR (or evidence of follow-up where no responses are received), should be uploaded to theCDR Library (inUNDP's Corporate Planning System) no later than 45 calendar days after the end of each quarter.
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Job Evaluation​

28 March 2018

Classification of Posts

A clause was added under [Paragraph 7(h)] regarding job classification to require re-classification if changes are made to more than two functions listed in the job description, while the grade level remains the same. These changes must concern the position's main functions and levels of accountability and responsibility, not the specific duties/tasks and expected results.

Links to the Annex I-III templates are available on page three. (UNDP Job Description, UNDP Job Description Explanatory Note and Request for Classification).
UNDP Legal Framework for Addressing Non-Compliance with UN Standards of Conduct

29 March 2018

Standards of Conduct

The Legal Framework was revised to incorporate developments and lessons learned from the practice of handling allegations of misconduct. Changes include: (1) the means to expedite the handling of such allegations; (2) the roles and responsibilities of different members of senior management in the process; (3) clarifications on anticipated timeframes for staff; (4) clarifications on application of certain disciplinary sanctions and non-disciplinary measures; (5) action taken and decision-taking authority at each stage of an investigation and/or disciplinary proceedings when a staff member may s...

The Legal Framework was revised to incorporate developments and lessons learned from the practice of handling allegations of misconduct. Changes include: (1) the means to expedite the handling of such allegations; (2) the roles and responsibilities of different members of senior management in the process; (3) clarifications on anticipated timeframes for staff; (4) clarifications on application of certain disciplinary sanctions and non-disciplinary measures; (5) action taken and decision-taking authority at each stage of an investigation and/or disciplinary proceedings when a staff member may separate, and (6) links to updated documents and information about various resources available to staff members in matters concerning allegations of misconduct.
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Harmonized Conceptual Funding Framework and Cost Recovery Methodology

23 April 2018

Cost Recovery from Programmes funded by Regular and Other Resources

​The Harmonized Conceptual Funding Framework and Cost Recovery Methodology main policy is now available in Spanish. To access the document, click the Spanish language tab.
Temporary Appointment

2 May 2018

Types of Appointment

...

The Temporary Appointment (TA) policy updates are in place to accelerate recruitment and streamline the processes to ensure that the TA is used effectively. The changes are as follows:
- The TA can now be offered and issued for a period of 1 year and 364 days at the out-set;
- The decision to renew TAs beyond the initial 364 days is now decentralised and therefore no longer requires an exceptional approval by the Director, OHR;
- The budget and planning provisions for TAs have been streamlined to allow the recruitment process to proceed before confirmation of a budget allocation but requiring that funding be secured prior to the offer of appointment being issued;
- Alignment of the benefits and entitlements with the new compensation package;
- Alignment with the UNDP policy on the retiree earnings limit;
- Clarification on the granting of a with-in-grade increment for TAs with an uninterrupted duration of more than one year;
- Removal of references to discontinued contractual modalities (SSA/ALD).
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Harassment, Sexual Harassment, Discrimination, and Abuse of Authority

11 May 2018

Harassment, Sexual Harassment, Discrimination, and Abuse of Authority

Building on the principle that all UNDP personnel have both the right to be treated respectfully and the corresponding responsibility to treat others accordingly, the Policy has been comprehensively revised....

Building on the principle that all UNDP personnel have both the right to be treated respectfully and the corresponding responsibility to treat others accordingly, the Policy has been comprehensively revised.

The highlights of the revision include:
1. The scope of the policy has been expanded to also include discrimination in the workplace. This is reflected in the revised title of the policy “Policy on Harassment, Sexual Harassment, Discrimination, and Abuse of Authority”.

2. The Policy reinforces that UNDP does not, and will not, tolerate harassment, sexual harassment, discrimination, and abuse of authority in any form. Such prohibited conduct is subject to disciplinary action, including dismissal and ban from future employment with UNDP. It further clarifies that while consensual, intimate relationships between UNDP personnel are generally not prohibited, managers and supervisors should recognize that such relationships are not appropriate where one person manages, reviews or takes administrative decisions concerning the other person, is subordinate to the other person in the same line of reporting/authority, or is in a position in which some other conflict of interest may arise.

3. The application of the Policy has been clarified and the definition of workplace expanded. It now covers all UNDP personnel, namely staff, Service Contract holders, UNVs and Individual Contracts. External personnel, which include vendors, suppliers and partners, can now report actions of prohibited conduct against them by UNDP personnel.

4. The Policy makes a clear distinction between sexual harassment in the workplace, and sexual exploitation and abuse of local populations by UNDP personnel. The latter is regulated by the Secretary-General Bulletin ST/SGB/2003/13: Special Measures for Protection from Sexual Exploitation and Sexual Abuse;

5. The obligations of UNDP personnel and managers and supervisors are reinforced by:

a. Putting greater emphasis on the completion of relevant mandatory courses;
b. Requiring Directors of Bureaus and Heads of Office to provide an annual certificate to the Administrator confirming that they have fulfilled their responsibilities under this policy.

6. Provisions related to reporting prohibited conduct have been reinforced as follows:

a. The time for reporting prohibited conduct other than sexual harassment is extended from 6 months to a year (12 months) and the time limit for reporting sexual harassment cases has been removed entirely;
b. Anonymous reports of prohibited conduct are allowed;
c. Regarding allegations of sexual harassment, an additional process for reporting such allegations through an external helpline is being implemented;
d. The Office of the Ombudsman may continue to offer initial guidance on options to be pursued for the resolution of complaints, while preserving the right to file a formal request directly with OAI at any time.

7. The Policy confirms that, as set out in the UNDP Policy for Protection against Retaliation, retaliation by any member of UNDP’s personnel against another member of UNDP’s personnel for having, in good faith, properly reported allegations of misconduct, or for having cooperated with a duly authorized audit or investigation, is strictly prohibited and is itself misconduct that will be treated accordingly.

8. The Policy also clarifies the rights of an alleged offender who separates from UNDP while an investigation into prohibited conduct is ongoing.

9. Finally, the Policy provides examples of each of the four types of prohibited conduct to help address misunderstandings regarding what actions and behaviours constitute harassment, sexual harassment, discrimination, and abuse of authority.



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Authorizing Official Business Travel

11 May 2018

Duty Travel

One of the duty travel responsible party roles changed from "certifying officer" to "travel processor" to better reflect their duties.