UN Special N° 643 Septembre · September 2005

As Executive Secretary of UNOG Staff Coordinating Council and First Vice President of (CCISUA), I attended, from 5 to 8 July the Meeting of the Human Resources Network (HR Network) and from 11 to 15 July, the first week of the 61st session of the
International Civil Service Commission (ICSC) in New York. During the second week of the ICSC meeting, from 18 to 22 July, the Deputy Executive Secretary represented UNOG Staff Coordinating Council.
The HR Network, made up of senior human resources officers of the common system, meets twice a year both to consider items on
the agenda of the ICSC and thereon coordinate the position of administrations throughout the common system and to exchange information on subjects of mutual interest. Staff representatives from both CCISUA and FICSA are invited to attend and fully participate in these meetings.
Inter alia, and keeping in mind the up-coming ICSC meeting, consideration was given to the implementation of the Senior Management Network; the inter-agency mobility accord; access to hard currency for locallyrecruited staff to provide for the education of dependent children abroad; the harmonization of conditions of travel throughout the system, DSA for locally-recruited staff and safety and security of staff. An orientation session on HIV/AIDS in the Workplace was provided by UNAIDS.
A detailed discussion took place on the review of the Noblemaire principle and the continued relevance of the comparator (US federal civil service) that is currently in the process of revising its infrastructure and pay systems and no longer appears to adequately fulfill its role in the establishment of the remuneration package of professional staff members of the common system.
Collaboration was positive throughout the meeting between all participants, and staff representatives worked closely together, in particular in support of a working paper presented by the Federation of International Civil Service Associations (FICSA) to open discussion on the enhancement of staff-management relations in the UN system. The document was well received and in response to the proposal to establish a working group on this question, the Chair referred to the need to decide on the terms of reference. Organizations, although in support of establishing such a group, expressed their preference to holding preliminary discussions amongst themselves before going ahead. Both staff federations will continue to insist on the need for debate on this question to achieve considerable improvement in the relationship between staff and management.
In the context of the ICSC agenda, CCISUA and FICSA continued their close collaboration and, in particular, submitted a joint paper (ICSC/61/CRP.9) on the review of the job evaluation standards and development of new job classification standards for the General Service staff. The paper, that lays out a plan of action to review the evolution of GS staff and analyse their jobs – what they are really doing today – was well received and led to the adoption of Terms of Reference for a working group that will address this subject, aiming to present a final report in spring 2007. Both CCISUA and FICSA plan to continue their close cooperation and work together to ensure that this question is addressed in its entirety.
Presentations were made to the meeting on the pilot projects currently underway on broad banding and pay for performance in UNDP, UNAIDS, WFP, IFAD AND ICTP/UNESCO. One of the major elements for the success of these procedures is an efficient and transparent evaluation system, and staff representatives insisted that before any final decisions are taken on the introduction of the broad banding and pay for performance systems, the staff at large should be consulted. CCISUA has therefore initiated a system-wide survey on the current appraisal system, the results of which should be shared with staff in the near future. It is unfortunately to be deplored that very few staff members at UNOG have taken the time to respond and return the questionnaire to the Staff Council offices, where copies may still be obtained. During discussions, staff representatives questioned the capacity of the databases used in the pilot projects to address the questions of harassment and mobbing and to integrate reforms in the internal justice system, in order to fully protect the rights of staff, and appeals procedures. Staff representatives will keep these questions in mind during the pilot projects to be considered whenever final results are presented.
Although CCISUA deplored the cost-neutral and cost-cutting exercise that had begun with regard to the mobility and hardship allowances and hazard pay, the establishment of a working group, in the context of the HR Network, to further consider these questions, especially the protection of acquired rights, was welcomed. These benefits represent the most important compensation that incites staff to live and serve in the field in the most hazardous and dangerous conditions, and the Organization needs more than ever to recruit and retain staff with the highest professional and personal qualities to fulfil its global mandate. With this in mind, staff representatives expressed the hope that the Commission would work towards improving rather than eroding entitlements.
Debate on the results of the Montreal General Service Survey conveyed the need to well prepare the survey that will take place in Geneva in 2007. With this in mind, the UNOG Staff Coordinating Council is in the process of putting into place a training programme to prepare interested staff members to work on the technicalities of this and other important subjects on the reform agenda addressing the entitlements and conditions of service for all staff.
Herewith are just a few of the important questions that are addressed by your staff representatives both at official meetings and on a day-to-day basis. More detailed documentation containing the decisions taken, are freely available to all staff for consultation in the Staff Council offices.
The United Nations Organization, Our Organization, is now at a watershed and the Secretary-General has proposed many wide-ranging proposals for change. These proposals will not only affect management. They will affect all staff. For this reason you, the staff, should actively participate in the preparation of your future alongside the representatives that you have elected. It’s not enough to vote once a year. Strong support for your representatives is needed all year round and we need to show, amongst ourselves, and in face of reform, that we have one voice, and a voice that will be heard to maintain acquired rights and improve entitlements and conditions of service.