News from the field

Workshop on GS Classification and Salary Survey Methodology for HQ and non HQ duty stations – Rabat, 15-20 September 2003

Maria Dweggah

Twenty-one participants, the majority staff representatives, from a wide range of countries, languages and cultures (Egypt, Ethiopia, Sudan, Eritrea, Mauritania, Switzerland, Spain, UK, Chile, Morocco, France, Denmark, Slovenia) met in Rabat to attend the FICSA-sponsored workshop on GS Classification and Salary Survey Methodology for HQ and Non HQ duty stations.

It was a great and unique opportunity for me to be with such a diverse group of GS staff from different UN organizations — UNDP, IMO, ECLCAC, IARC, UNICEF, OMT, UNESCO, WHO/ Cairo, WHO/Copenhagen, WHO/Geneva. Apart from the workshop with was an educational experience in itself, the hours spent with Azieb, Slavka, Magda, Juan, Omar, Johanna, Fabienne, Mohamed, Ingrid, Jane, Nadine, Mona, Heba, Claudine, Salima, Nadia, Michel, Juan, Osman and Christiane were as enriching. As a staff representative I am particularly concerned about the relationship between the staff associations and management and the employment conditions of our colleagues in the field. Our discussions and exchanges touched on a number of issues— access to staff rules and manual, release time for staff representatives and official recognition by top management of their work, internal grievance procedures, policies on harassment, existence of an ombudsman, mediator or other person designated to handle conflicts, contractual situation, sharing of information, isolation, training opportunities, performance management, recruitment and selection/promotion, the devaluation of their currency and its effect on their salaries and pensions. I was impressed by their enthusiasm and their candor.

The issues raised were not much different than those of their colleagues in New York, Rome, Geneva or Paris. One subject I brought up dealt with the Resident Coordinators and their reputation as field station despots with supreme, non-contested powers in their duty stations and who may or may not have been selected for their technical or managerial expertise. Yes, there is that type but I also heard of the other, the Res Rep who is kind, considerate and totally tuned in to the needs of her staff. It is true that the employment conditions of staff, particularly of the locally recruited GS staff and NPOs much depend on who the Res Rep is. To avoid and prevent the abuse, it is very important that a system of accountability be set up at top level. Do we fare any better in HQ duty stations as regards despot-like DGs, SGs and ADGs who seem to forget to consult staff before taking major decisions on employment conditions?

It was clear to me that these men and women were anxious to learn to be more effective staff representatives. They expressed a need for better access to information, further training in staff management relations. They also expressed a need to be reassured that staff representation is the right of all staff and that they cannot be punished for taking part in staff association activities. It does happen.