The Dependency Status and Allowances policy has been updated to reflect an increase in the amount of the special dependency allowance for international staff. |
This change to the Performance Management and Development policy introduces an additional option in the Annual Performance Review (APR) overall rating scale. Previously, the overall performance rating scale options included: ‘Successfully meets performance expectations’ and ‘Does not fully meet performance expectations’. From 2024 onwards, an additional option will be included, namely: ‘Partially meets performance expectations’.The Talent Management Committee (TMC) can now review both ‘Partially meets performance expectations’ and ‘Does not meet performance expectations’ ratings under dispute. ... This change to the Performance Management and Development policy introduces an additional option in the Annual Performance Review (APR) overall rating scale. Previously, the overall performance rating scale options included: ‘Successfully meets performance expectations’ and ‘Does not fully meet performance expectations’. From 2024 onwards, an additional option will be included, namely: ‘Partially meets performance expectations’. The Talent Management Committee (TMC) can now review both ‘Partially meets performance expectations’ and ‘Does not meet performance expectations’ ratings under dispute. And both ratings, should staff members disagree with the TMC outcome, can be rebutted through a standard rebuttal process. The introduction of the new rating scale has also resulted in some changes to the Performance Improvement Process for underperformance related to timelines and procedures. Supervisors can still initiate a Performance Improvement Plan (PIP) early in the year if needed, but it now becomes mandatory if the Mid-Term Review indicates significant improvement is necessary. PIPs must also be implemented following Annual Performance Reviews that result in 'Partially meets' or 'Does not meet' ratings. If performance does not improve as expected or if the supervisee refuses to comply with the PIP, their appointment may be terminated or not renewed. A supervisee can have up to two consecutive PIPs for a 'Partially meets' rating and one PIP for a 'Does not meet' rating unless a waiver is obtained. Supervisors are responsible for developing PIPs and for providing ongoing support and feedback throughout the process. EXPAND
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The following clarification and editorial updates have been implemented:
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The following clarification and editorial updates have been implemented:
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The following clarification and editorial updates have been implemented:
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This update is to extend the duration of the Service Contract policy to 31 December 2024 to cover the transitional period of partner personnel currently on Service Contracts who will transition to Partner Personnel Services Agreement by 31 December 2024. |
This update is to extend the end date of transition of partner personnel currently on Service Contracts to Partner Personnel Service Agreement from 30 June 2024 to 31 December 2024. |
The Accounts Payable policy has been updated to align with the requirements of the Procurement Methods policy on micro-purchasing (purchases below $5,000). These purchases now require a PO in line with the requirements stipulated in Procurement Methods Policy (paragraphs 18 - 23). |
Paragraph 1 of the Payment and Taxes policy has been updated to align with paragraph 6 of the Prepayments policy to reflect that when an advance payment that exceeds $30,000 or 20% of the value of the contract is being granted to a supplier, an approval is required from BMS/OFM, in addition to a bank guarantee being provided by the supplier. |
The explanatory notes in Step 8 of the Internship procedure have been updated to clarify that the internship stipends are currently under review by OHR. In the meantime, the stipend rates issued in 2023 continue to be applicable in 2024. |