UN Special N° 643 Septembre · September 2005

In the work culture of the United Nations, the introduction of mobility is considered as one of the important aspects, based on the perspective of the staff members for the Organization that would facilitate future career development, in promotion of multi-skilled staff and competencies.
Mobility is broadly understood as the movement of staff within and between functions, departments, occupations, duty stations and organizations within the UN system. The full details of the mobility policy are set out in policy documents ST/SGB/2002/5 and ST/AI/2002/4.
The Secretary-General introduced the new mobility policy, which came into effect from 1 May 2002. All staff members on 100 series contracts from G5 to P5 with appointments of one year, or longer will have a post occupancy limit of five years and six years at the D1 and D2 level, which started with the effective date of the policy – 1 May 2002.
The implementation of this policy has been planned in four Phases. Phase 1 (2002-2004) which has been completed, Phase 2 (2004-2005) is currently in progress is meant to disseminate further information and planning on the part of the human resources management to facilitate mobility. Phase 3 (2005-2006) entails encouraging staff members to proactively think about their career planning and participate in voluntary lateral assignments. As of 1 May 2007 Phase 4 (2007-2009) of managed mobility will be fully implemented.
The Staff Development and Learning Section will play an important role in organizing training programmes in order to upgrade and promote greater opportunities for broadening their skills in the areas of interest, career support workshops covering the various topics as career planning, analysing vacancy announcements, identifying transferable skills and competencies etc. In addition a Career Support Centre will be opened on 28 September 2005, to provide the opportunities to practice the above-mentioned skills in small groups, as well as to consult a wide assortment of books, videos, websites and other selfstudy materials related to career development and support.
Mobility for the UN staff gives greater perspective to develop skills, acquire more career opportunities, gain experience in various fields, and most of all avoid stagnation in the career. Its principle is based on “Staff don’t own their posts and Manager’s don’t own their staff.”
The Human Resources Management Service, UNOG will provide guidance, support and information, monitor the implementation of mobility in client services and departments in order to ensure that the voluntary reassignment exercises and managed mobility will be in compliance with the established procedures.
It is important for staff members to see mobility as an opportunity to explore and diversify their own career profiles, interests and backgrounds. The Human Resources Management Service, UNOG will ensure that the questions and concerns of staff members concerning the mobility policy are addressed in an adequate and efficient manner.