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Staff-Management Relations

The FICSA Standing Committee on Staff/Management Relations advises the Executive Committee on:

Labour relations: including consultation and negotiation

Joint staff-management bodies: including a system wide inventory and identifying best practice

Partnership and recognition agreements: including the development of model agreements

Strengthening staff representation: including FICSA organized workshops, development of training material, guidelines and Handbook for Staff Representatives

Access to governing bodies by associations and unions: including a system wide inventory and best practice

Organizational reform and its impact on staff representation: including the development of strategies to enhance the representation of staff in reform initiatives

Relations with inter-agency bodies: including the International Civil Service Commission (ICSC), the HR Network, High Level Committee on Management (HLCM), Chief Executives Board (CEB) and subsidiary working groups and task forces

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

Cost-sharing initiative: Discussions on cost-sharing release for FICSA officers are still ongoing.

Recognition Agreement: A useful tool to ensure agreed terms such as release time, consultation/negotiation process, financial support for FICSA or training-related travel are respected. Only a few staff associations/unions seem to have this type of agreement with their administrations. SRBs should be encouraged to put such an agreement or MoU in place. See FICSA model.

Update of Staff/Management Relations: While an agreement may be in place, unfortunately not all executive heads respect it. Participants raised some of the recurrent situations such as failure by management to consider staff perspective and input, accusations of co-management, breakdown in dialogue, abusive actions by executive heads. In this respect, reference was made to the JIU Report (JIU/REP/2010/10) on staff management relations in the specialized agencies.

Proposal for agency rating: In view of the varying approaches to staff/management relations and how regulations, rules and policies and their application differs across the UN and IOs, an agency rating was proposed to evaluate respective organizations. This would not only serve as a tool to identify areas of improvement in organizations but could also be used as a positive incentive to achieve and maintain best practices in staff/management relations and staff conditions of employment.