Staffing Procedure Office of Human - PowerPoint Presentation

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Staffing Procedure

Office of Human Resources ManagementUnited Nations

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Scope

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Stakeholders in the Staffing Process

*

*

*

*

*

Applicants

Hiring Managers

CRB

Department Head

UN Secretariat

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The United Nations System

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The Global UN Secretariat uses

inspira as its staffing platform.What is in

inspira

?

I

nspira

integrates staffing, performance management and e-learning; in the future position management, workforce management and mobility

Why are we using

inspira

?Based on Oracle’s PeopleSoft Internet-based - broader accessEnhanced functionality for all usersAutomated data screening, search and reportingCustomer support & 24/7 technical supportThe Talent Management Tool--Inspira

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6

6

What can you do

at the United Nations?

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Profiles UN Secretariat is looking for

Audit

Administrators

Aviation

Cartography

Conference and Language Staff

Drug Control & Crime Prevention

Demographics

Economic Affairs

Electoral Affairs

Engineering

Information and Communications Technology

Information Management

Library ScienceLogistics

Procurement

Medical

Programme

/Project Management

SecurityHumanitarian AffairsHuman RightsLegal AffairsPolitical AffairsPublic AdministrationPublic Information, Radio & TVRule of Law Social AffairsStatistics

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8

8

What are the career options?

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Starting Points

Internationally-Recruited

Individual /Generic Vacancies

Language Competitive Examination

Young Professional

Programme

(YPP) Recruitment Examination

Associate Expert

Programme

/Junior Professional Officer (JPO)

Locally-RecruitedGeneral ServiceTemporaryTemporary professional and general service staffIndividual/Institutional Consultants/ContractorsOtherInternship ProgrammeUnited Nations Volunteers (UNV) (www.unv.org)International UN Volunteers

On-line Volunteers (www.onlinevolunteering.org)

Youth Volunteers

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Usual experience requirements in addition to a degree:

P-2 = No experience required: YPP or Language recruitment examination or

without examination: 2 years

P-3 = 5 years

P-4 = 7 years

P-5 = 10 years

D-1/D-2 = 15 years

Add 2 years if only have Bachelor’s degree

Professional jobs

Minimum experience

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Usual experience requirements in addition to an high school:

G-4= 3 yearsG-5 = 5 years

G

-6 = 7 years

G-7 = 10 years

General Service jobs

Minimum experience

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The Staffing Procedure

Main components of staffing process:

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Searching for job openings

Understand the position and location

Creating a profile and preparing an application

Submitting a job application

Application Process

Evaluation of the application

Assessment exercise

Competency-based interview

Selection or rostering notification

Background checks

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Personal History Profile (PHP)

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Organizational Setting and Reporting

I

indicate

clearly where the position is located and who the incumbent should report to. Mandate information may also be included as well as links

Responsibilities

The terms of reference of the position

Evaluation Criteria (EC

)

Competencies, academics, work experience and language requirements

Special

notice

Contains important information the applicant should be aware of including funding information, lateral move requirements and information on mandatory tests (ASAT

, GGST,

Statistical, Accounting, Trades and Crafts etc)

The Parts of A Job Opening

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Applying to a Job opening

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Applicants should use the “Instructional Manual for the Applicant” as a guide to ensure their profile and PHP includes all necessary information.

Accessing

I

nspira

manuals

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New United Nations Considerations

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The Inspira Pre-Screening Process

Evaluation Criteria

Automated Pre-Screening

Years of work experience

Field of work, area of specialty

Education minimum requirements

Degrees

Licenses and Certificates

Languages, level of knowledge

Tests (assessment methodology)

Competencies

Screening Questions

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Page -

20

Screening and Evaluation Workflow

Who

Objectives

How

Numbers

Inspira

tool

Screen-out and/or flag ineligible and unqualified applicants

automatic screening based on applicants

’

input

Recruiter

Screen-out ineligible/unqualified applicants; submit qualified to the HM

manual screening, review of flagged applicants

Hiring Manager

Identify best qualified candidates for the Short-List and the Interview List

review; conduct substantive assessment

HM and the Panel

Identify suitable candidates for the Recommended List

competency-based interview (CBI)

CRB

Reviews and ensures that applicable procedures are properly followed

CRB holds virtual review meetings

Head of Department

Select a candidate from the Recommended list

consult Scorecard, take into account the Status Matrix

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Context

You will be expected to give an overview of the situation: what the situation was about, when it was, how you first got involved, what were the key events and the time frame

Actions

You will be expected to cover significant events, specific instances, that were clearly attributable to you rather than the team.

Results

What was the outcome, impact or results of your actions: You may be asked questions such as: How did it turn out? What was the final result?

Learning

What learning did you take away from this experience?

CBI Principle- CARL

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Competency-based interviews:

http://careers.un.org

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After selection both the selected and other endorsed candidates are rostered.

A roster is defined by the Job Code.When a job opening is posted, all

rostered applicants

for that

job code

and associated job codes are notified through email

.

Rostered candidates may be selected for another position in the same job code without review by the CRB.

A rostered applicant expresses interest by submitting an application to the relevant

job opening.

Rosters

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ST/SGB/2014/1

Staff Rules and Staff Regulations of the United Nations ST/AI/2010/3 Staff Selection System (21 April 2010)ST/AI/2010/3/ Amend.1 Staff Selection System (29 June 2012)ST/AI/2010/3/ Amend. 2 Staff Selection System (16 December 2013)At-A-Glance for Applicants

The application process (English and French)

Rosters

Instructional Manual for the Applicant

Additional Resources

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Questions and Answers

Gracias

Merci

ﺷﻜﺮﺍﹰ

Thank You

Спасибо

谢谢