News from WHO Staff Association

And what are staff concerns in your organization?

Below is a follow up of the WHO Staff Meeting held on 30 April 2004. Four issues were discussed: collaborative work- place (open office space); harassment; service contracts (replacing the old career service contracts, and the short term contract policy.

Open Office Space

A survey was sent out in March to the staff to ascertain how they felt about the new spacial concept--the open office space- -also known as collaborative workplace, team-oriented physical setting, dedicated spaces or activity-based work arrangements. If this new concept were to be implemented, it would be a costly endeavor not only financially but emotionally and psychologically. The new office space is designed to enhance team work, promote collaboration, and increase productivity and work satisfaction. Staff are saying that what motivates them is not a rearrangement of their desks but well applied HR policies such as promotion opportunities, job security, fair treatment, respect of the rules, career development, credible performance evaluation and intelligent management.

WHO staff want to improve the working environment and are fully committed to the WHO mission but feel disempowered by existing systems, structures and decisions-making processes. There were 534 replies to the survey. The top three winners were: job security (400); true career development (338); credible performance evaluation and improving the performance assessment strategy (274).

Harassment

Staff Association proposes URGENT stakeholders meeting to discuss and move forward on:
1. Assistance for present and past victims: urgent action and trigger mechanism needed immediately.
2. Harassment policy
3. Awareness & training for all staff
4. Improvement of formal investigative procedures (Grievance panel, Headquarters Board of Appeal
5. Sanctions and re-training

Service Appointments

The Staff Association is in favour of the principle of service appointments but concerned with the implementation.

SA cannot insure that the present process is fair for all staff, because of:
1. Quotas per clusters (departments)
2. Scoring of form done by supervisors and no information is provided to staff member concerned
3. Criteria used by committee may differ from one cluster to another because of quotas per clusters.

SA proposes to revisit the implementation process before service appointments can be granted.

Short-term contracts: advice to temporary staff at WHO be proactive, now!

Between July 2006 and February 2007, 576 staff members will have to leave WHO HQ for a one year break.
1. Be aware of your contractual status and its implications.
2. Seek appointment with supervisors to discuss your future contractual status.
3. Discuss with MSU Human Resource Officer the implications of nationality in regards to gender and geographical targets.