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Human Resources Management policies and practices in the common system

The FICSA Standing Committee on Human Resources Management advises the Executive Committee on:

Contracts: identifying best practice in contractual arrangements

Job classification: monitoring the job evaluation tools for all categories of staff

Recruitment and selection: sharing information on recruitment and selection procedures and the participation of staff representatives in selection committees/panels

Installation: advising on the best practice

Appointment and promotion procedures: exchanging information on appointment and promotion procedures and the participation of staff representatives on appointment and promotion boards

Performance management: participating in the development of performance management and performance appraisal tools

Career development: working towards the implementation of a holistic approach to individual career advancement

Leave provisions: monitoring and identifying best practice

Separation and termination policies: monitoring and identifying best practice and ensuring that termination policies are fully respected

Hours of work, holidays - flexi-time: exchanging information to identify best practice - advocating for the implementation of flexi-time policies system-wide

Mobility policies and procedures: participating in the development of inter-agency and intra-agency mobility policies and safeguards against abuse

Outsourcing: identifying the impact of outsourcing on the organizations and their staff

Training: providing training to members on HR initiatives and trends, and monitoring the availability of training provided by the organizations; advocating that at least 2% of staffing budgets be allocated for training

Ethics: including Codes of Ethics and Standards of Conduct

Whistle-blowing: including strengthening protections for whistle-blowers and developing a model policy

Main issues raised at the 70th FICSA Council (13 to 17 February 2017)

Performance management: Overview of the diverse performance management tools within the IOs, which include rebuttal panels, performance improvement plans (PIP), peer review possibilities, recognition rewards, and merit promotions, while also focusing on managing underperformance.

Mandatory age of separation (MAS): Round table review of the different implementation dates of the MAS for serving staff. Some would do so as of 1 January 2018; others in 2019 and still others are still in discussion.

Parental leave: Practices vary. WHO reported that maternity leave had been extended to 24 weeks (16 weeks under current rules and 8 weeks of paid administrative leave) using the UNICEF model. UNWTO reported that it offered maternity leave to personnel on non-staff contracts. The Committee looks to further discussions to promote more harmonized policies.

Whistle-blowing policies in IOs: Participants presented whistle-blowing policies in their respective agencies. Definitions varied. Of concern to staff are the issues of objectivity and independence, anonymity and the clear possibility of retaliation (protection against was not always guaranteed).

Available training for the upcoming year: Training was proposed on “Negotiations with Performance Management Review” and the development of a “Whistleblowing” workshop.

Non staff contracts: Unfortunately, due to time restraints, this item will be on the agenda for next Council.