MC/INF/295

Original: English 15 October 2009

NINETY-EIGHTH SESSION _________________________________________________________________________

REPORT ON HUMAN RESOURCES MANAGEMENT

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CONTENTS Page

I.

INTRODUCTION ..... 1

II.

IOM STAFF .... 1 New Director of HRM . 1 Vacancies and placements ... 1 Associate Experts .... 2 Staff exchanges, secondments and loans ..... 2 Internships ....... 2 Rotation ....... 2

III. EFFECTIVE HUMAN RESOURCES SERVICE DELIVERY

.. 3

HRM policy and services .... 3 Staff well-being, health insurance and improved working conditions ... 4 Staff relations .. 4 Staff Development and Learning . 5

ANNEX - Statistical Overview

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REPORT ON HUMAN RESOURCES MANAGEMENT

I.

INTRODUCTION

1. During the reporting period, the Organization experienced a further increase in the number of projects, and this resulted in staff strength worldwide increasing by another 11 per cent, from 6,873 in June 2008 to 7,735 at the end of June 2009. 2. During the same period, key developments at Human Resources Management (HRM) included: the arrival of a new Director of HRM; a review of the Staff Regulations; the production of the Welcome to IOM package to facilitate staff induction; the extension of health insurance coverage to local staff worldwide; the implementation of staff rotation and the incorporation of lessons learned.

II.

IOM STAFF

New Director of HRM 3. The new Director of Human Resources Management joined IOM in December 2008. He is expected to have the requisite objective and fresh outlook on human resources management, and the potential to make human resource policy and strategic changes and to formulate recommendations for the Director General in order to further strengthen one of the most important areas of the Organization. Vacancies and placements 4. The Recruitment Unit continued to focus on streamlining IOMs selection processes and enhancing its talent management tool to respond to the need for speedy and effective recruitment, while upholding IOMs principles of equal opportunity, transparency and fairness. Between July 2008 and June 2009, IOM issued 36 vacancy notices and recruited or placed 24 staff members through internal (18) and external (6) advertisements. Furthermore, three vacancy notices were placed for General Service staff at Headquarters and 19 short-term vacancy notices for Officials. The figures show that internal candidates have the qualifications and experience needed to fill vacancies (see Annex, Figures 131 and 16).

Figure 13 compares the number of vacancies for Officials worldwide and Employees at Headquarters filled by internal and external candidates.

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Associate Experts 5. IOMs Associate Expert programme continues to expand. The Organization presently has 16 agreements with various donors, including a newly signed agreement with the Government of Norway. Five new Associate Experts joined IOM in the first semester of 2009, funded by Austria, Denmark and Sweden. The number of Associate Experts remains consistently high, with a total of 27 working at IOM during the reporting period. Ongoing efforts to encourage donor countries to fund Associate Experts from developing countries will result in an Associate Expert who is a national of Zimbabwe and funded by the Italian Government joining the Migration Policy and Research Department. During the reporting period IOM retained six Associate Experts as Officials of the Organization once their assignment had ended.

Staff exchanges, secondments and loans 6. During the reporting period 19 staff members were seconded to or from IOM. The secondments to IOM comprised one person from the Danish Refugee Council to work in emergency programmes in Myanmar, and 11 people from SYNI2 to Headquarters and five from SYNI to the Field (four to Chisinau and one to Belgrade) to work in migration research, gender, media and external relations. IOM loaned one staff member to the Global Forum on Migration and Development, another to the International Labour Organization (ILO) and a third to the North Atlantic Treaty Organization. It is discussing the secondment of a senior IOM migration health official to the WHO Health Action in Crises Cluster, to enhance joint programme efficiency and supplement the operational and conceptual capacities of both parties. The secondment is expected to start in August 2010. Internships 7. The IOM internship programme continues to expand both at Headquarters and in the Field, providing mutually rewarding learning experiences and opportunities for both the talented young professionals involved and the Organization. During the reporting period IOM hosted 200 interns (84 at Headquarters and 116 in the Field) from a wide range of educational and national backgrounds. In addition, a new agreement has recently been signed with the McGill University Faculty of Medicine/School of Nursing to host a graduate student in migration and health activities. During the reporting period 9 interns were retained on special contracts. Rotation 8. In 2009 steps were taken to clear the fairly large back-log of staff members due for rotation, with the Administration assigning 69 of the 123 staff members up for rotation to another location. Further rotations are expected to take place during the second half of 2009 and in 2010. A few pending cases will be reviewed during the last quarter of 2009
2

SYNI is a non-profit professional project carried out by Lausanne City Council that offers motivated professionals the possibility of participating in formative international cooperation assignments in Switzerland and abroad. To that end it facilitates short-term subsidized assignments to Swiss resident professionals interested in acquiring international working experience. SYNI is funded and commissioned by the Swiss State Secretariat for Economic Affairs (SECO) and Lausanne City Council.

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and the next cycle of rotations, which will begin in July 2010. Several meetings have been held, and others are planned, between the Administration, the Staff Association Committee and senior managers concerning rotation and to draw on the lessons learned. The aim is to improve rotations potential to enhance staff career development and to match operational needs with potential candidates, subject to rotation, through a consultative process. A new software, the Rotation Management System, is being developed for the same purpose. It is expected to be completed for the next cycle of rotations.

III.

EFFECTIVE HUMAN RESOURCES SERVICE DELIVERY

9. In order to provide appropriate and relevant services to IOM staff and operations, HRM strives constantly to improve; applying lessons learned and best human resource practices. Some of these are illustrated below. (a) The Policy, Standards and Quality Control Unit at Headquarters is working on a system of checks and balances to ensure the integrity and validity of human resources data and information, which are key to making informed decisions (i.e. checking on data structure and content so they reflect the policy being implemented). Key Performance Indicators (KPIs), such as quick and effective responses to personnel queries, were implemented in HRM Manila and Headquarters, giving HRM a dashboard for monitoring and adjusting its operational activities. A minimum timeframe has been established for responding to queries. In 2009 the financial information system (PRISM FI) and the human resources information system (PRISM HR) were fully integrated to ensure that the flow of financial and human resource information is accurate and reliable. The Personnel Administration and Payroll Units in HRM Manila tested and adjusted the system to ensure minimal disruption to human resource activities during the integration. Furthermore, HRM units in Manila and Panama working in close consultation with Headquarters and the information technology team, identified the system functionality upgrades required for the PRISM payroll roll-out.

(b)

(c)

HRM policy and services (a) HRM developed the Welcome to IOM package for new staff. The package comprises three booklets: one containing general information on IOM, a second on staff entitlements and a third on the specific conditions that apply to each IOM Field Office. During the reporting period, the Human Resources Policy Unit, working in coordination with the Legal Affairs Department and the Staff Association Committee, reviewed the Staff Regulations that apply to Officials and those that apply to Headquarters Employees and prepared a new, unified version that applies to all IOM staff at Headquarters and in the Field.

(b)

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(c)

The Occupational Health Unit developed policies on staff well-being in the workplace in respect of physical or mental risks, specifically in relation to measures to prevent tuberculosis infection among IOM health care workers and reduce staff exposure to the virus.

10. HRM staff members traveled to a number of IOM Field Offices in Egypt, the Syrian Arab Republic, Jordan, Nepal, Sri Lanka, Colombia, Myanmar, Thailand, Sudan, Panama and the Mindanao region in the Philippines - to provide support for human resource activities such as recruitment, training, personnel administration, capacitybuilding and staff management. Staff well-being, health insurance and improved working conditions (a) Agreements were concluded with major hospitals in the Philippines, Nepal, Pakistan, the United Republic of Tanzania and Italy to facilitate admission procedures and improve the cost effectiveness of health services. Other agreements are being negotiated in other IOM Field locations. In order to be medically prepared for epidemics, IOM staff travelling on duty were given vaccinations and medical kits and support was provided to Field Offices exposed to epidemics. The Administration has been working in close coordination with WHO to prepare for the possibility of an H1N1 outbreak among IOM staff and dependants. The extension of health insurance coverage (MSP) and of regular periodic medical exams for local staff worldwide is in its final phase. The Health Claims and Processing Unit recently established at the Panama Administrative Centre is functioning well, helping IOM Field Offices in Africa and the Americas file health claims. The MSP has now been rolled out to all Field Offices worldwide, with 29 new Field Offices (1,753 participants) joining in 2009. A total of 105 Field Offices are now enrolled, with 5,325 participants (staff member and eligible dependents).

(b)

(c)

Staff relations (a) HRM worked closely with the Staff Association Committee throughout the reporting period, particularly in a series of Joint Administration and Staff Association Committee meetings that sought to address staff matters in a constructive fashion. During the reporting period HRM and the Staff Association Committee met six times. The Director of HRM and the Ombudsperson now meet weekly to discuss individual staff complaints with HRM implications. Together they have looked into conflict management within the Organization and are developing policies with respect thereto. HRM is encouraging Chiefs of Mission to manage conflicts more effectively. To this effect, a number of case studies have been developed in collaboration with the Ombudsperson and will be included in the next training workshop for Chiefs of Mission.

(b)

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(c)

As concerns staff grievances, the Joint Administrative Review Board received three appeals in the twelve months ending on 30 June 2009, and one complaint was filed with the ILO Administrative Tribunal.

Staff Development and Learning (a) In 2009, Phase 2 of IOMs Project Management Training Package was transferred to Field locations in order to facilitate staff access to it and to reduce travel costs. While four sessions had been organized in Geneva in 2008, five sessions are planned for 2009, one in Geneva and four in the Field (specifically Manila and Brussels in February and March, and Panama and Nairobi in the second half of 2009). A new programme, Public Speaking and Presentation Skills, was designed and launched in the first half of 2009 to enhance the ability of all IOM staff at all levels to present the Organization in a professional manner to all target groups. Similarly, a new training-of-trainers programme focusing on project development augmented the pool of IOM project development trainers to 20, ensuring that IOMs efforts to develop good quality projects could draw on a sustainable source of trainers. During the reporting period, the Staff Development and Learning Unit played an instrumental role in the organization of the Director Generals regional meetings with IOM Chiefs of Mission in the second half of 2008 and first quarter of 2009 and facilitated the selection of the specialized provider for the first organizationwide satisfaction survey in early 2009. The Performance Development System is under review and plans are being made to develop a career development system. The Unit has also had reference training material translated into Spanish to facilitate communication with IOM staff in the Organizations Spanish-speaking Field Offices.

(b)

(c)

(d)

(e)

11. IOMs staff are its most valuable asset, and HRM therefore plans further to enhance working conditions and hone the Organizations ethics and values by communicating more transparently and frequently with staff on human resource matters, furthering career development and ensuring that the staff development system is applied in a systematic, fair and equitable manner throughout the Organization to all categories of staff.

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Annex STATISTICAL OVERVIEW IOM STAFF COMPOSITION .. Figure 1 Figure 2 Figure 3 Figure 4 Figure 5 Figure 6 Figure 7 Figure 8 Figure 9 IOM Field locations, 2005-2009 .... IOM staffing trends, 2005-2009 IOM staff Distribution by category, location and gender, June 2009 . Officials - Distribution by gender and category/grade, 2005-2009 .. Distribution by gender and category/grade, June 2009 (Officials and Headquarters General Service staff) ... Officials - Distribution by country of nationality, category/grade and gender, June 2009 .. General Service staff - Distribution by category/grade and gender, June 2009 .. Headquarters General Service staff - Distribution by country of nationality and gender, June 2009 .... General Service staff - Distribution by country of nationality, category/grade and gender, June 2009 .. 2 2 2 3 3 4 5 8 8 9 12 12 13 14 15 15 15 16 18 18 18 19 19 19 20 20 21 21

ALTERNATIVE STAFFING RESOURCES ..... Figure 10 Figure 11a Figure 11b Associate Experts - Distribution by country of nationality, 2005 - June 2009 ... Interns - Distribution by gender and duty station, July 2008 - June 2009 ... Secondees Distribution by gender and duty station, July 2008 - June 2009 ...

RECRUITMENT AND SELECTION .. Figure 12 Figure 13 Figure 14 Figure 15 Figure 16 Figure 17 Vacancy notices issued for Officials, 2005 - June 2009 ... Officials appointed through vacancy notices, 2005 - June 2009 Officials appointed through vacancy notices Distribution by country of nationality, 2005 - June 2009 ..... Vacancy notices issued for Employees at Headquarters, 2005 - June 2009 Mobility of internal staff, 2005 - June 2009 ..... Temporary recruitment and selection, 2005 - June 2009 .....

STAFF DEVELOPMENT AND LEARNING . Figure 18 Figure 19 Figure 20 Figure 21 Figure 22 Figure 23 Staff development and learning activities, 2005 - June 2009 ... Staff trained Distribution by gender, 2005 - June 2009 .... Staff trained Distribution by location, 2005 - June 2009 .. Staff trained Distribution by category, 2005 - June 2009 ...... Regional distribution, January June 2009 .. Staff trained Distribution by main areas of learning and development and gender, January - June 2009 .

MC/INF/295 Annex (English only) Page 2 IOM STAFF COMPOSITION1

Figure 1. IOM Field locations, 2005-2009

500 450 400 440 350 407 300 340 250 200 248 1 50 1 00 50 0 2005 2006 2007 2008 2009 290

Figure 2. IOM staffing trends2, 2005-2009

9000 8000 7000 6000 5000 4000 3000 2000 1000 0 GENERAL SERVICE OFFICIALS TOTAL 2005 4188 757 4945 2006 4533 808 5341 2007 5113 939 6052 2008 5841 1032 6873 2009 6642 1093 7735

1 2

IOM staff statistics have been revised in order to group categories of staff with similar responsibilities. Staff members holding a short-term contract included.

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Figure 3. IOM staff - Distribution by category, location and gender, June 2009
Headquarters Category F Officials Officials (1,093)
3

Field Total F 211 40 144 M 336 49 170 6 786 2802 4149 658 101 314 20 3407 3235 7735

M 55 6

56 6

Officials, short-term National Officers Associate Experts

1 52 5 120

2 20 1 84

11 2549 427 3382

General Service (6,041)

General Service

General Service, short-term TOTAL

Figure 4. Officials - Distribution by gender and category/grade, 2005-2009

June 2005 Category/grade M P5 and above P3-P4 P1-P2 PU Short-term officials Associate Experts National Officers Gender Total Gender % Total Officials 56% 44% 57% 43% 57% 43% 57% 43% 57% 43% 14% 37% 14% 2% 17% 1% 15% 426 F 6% 28% 23% 3% 20% 4% 17% 331 M 14% 38% 14% 3% 17% 1% 14% 458 F 6% 32% 21% 4% 13% 4% 20% 350 M 13% 36% 14% 3% 10% 0% 24% 532 F 5% 33% 16% 4% 13% 3% 26% 407 M 12% 35% 12% 2% 12% 1% 27% 587 F 5% 27% 18% 4% 14% 2% 29% 445 M 11% 34% 15% 3% 9% 1% 27% 624 F 4% 28% 20% 5% 10% 3% 31% 469 June 2006 June 2007 June 2008 June 2009

757

808

939

1032

1093

The Director General, Deputy Director General, consultants, interns and staff on special leave without pay are excluded.

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Figure 5. Distribution by gender and category/grade, June 2009 (Officials and Headquarters General Service staff)

100%

80%

60%

40%

20%

0% D2 MALE FEMALE 2 D1 25 6 P5 40 15 P4 83 34 P3 129 98 P2 66 75 P1 27 17 UG 19 22 OFF AE ST 55 46 8 12 NO 170 144 G7 1 6 G6 7 14 G5 4 21 G4 4 9 G3 1 1 G2 3 1 G1 UG GS ST 1 5

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Figure 6. Officials - Distribution by country of nationality, category/grade and gender, June 2009
Category/Grade Country of nationality D2 D1 P5 Member States Afghanistan Albania Algeria Angola Argentina Armenia Australia Austria Azerbaijan Bahamas Bangladesh Belarus Belgium Belize Benin Bolivia (Plurinational State of) Bosnia and Herzegovina Brazil Bulgaria Burkina Faso Burundi Cambodia Cameroon Canada Cape Verde Chile Colombia Congo Costa Rica Cte dIvoire Croatia Cyprus Czech Republic Democratic Republic of the Congo Denmark Dominican Republic Ecuador Egypt El Salvador Estonia Finland France Gabon Gambia Georgia Germany Ghana Greece Guatemala Guinea Guinea-Bissau Haiti 2 4 1 7 1 2 1 5 1 1 10 2 3 2 1 1 1 2 2 2 3 2 6 1 3 1 1 6 5 1 8 1 7 3 3 1 3 1 1 1 1 1 1 1 2 1 6 1 2 4 4 1 1 1 1 2 1 1 1 2 1 1 2 5 2 1 1 1 2 1 3 1 1 1 2 1 2 1 47 3 7 7 7 1 4 1 1 1 1 1 1 1 1 1 1 3 3 1 1 1 1 1 1 1 1 4 1 1 1 1 3 1 1 2 14 2 2 1 1 3 6 2 1 6 5 2 1 2 4 1 1 1 1 14 1 1 3 1 1 1 1 1 1 1 1 1 5 3 7 5 2 0 3 4 38 11 4 0 17 3 14 0 1 2 5 5 1 2 1 3 1 31 0 3 52 0 12 5 6 0 1 3 5 0 7 16 1 0 5 37 0 0 6 34 13 3 3 2 0 6 1 5 3 18 5 1 1 1 3 16 8 2 2 1 3 17 2 20 3 4 4 12 1 2 1 3 3 3 2 4 9 3 2 1 28 2 24 13 1 1 2 1 18 1 3 2 1 2 1 1 2 3 5 1 5 12 2 9 2 3 11 3 1 1 1 27 8 3 5 2 7 P4 P3 P2 P1 UG ShortAssociate National term Experts Officers officials Total F M Gender breakdown

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Figure 6. Officials - Distribution by country of nationality, category/grade and gender, June 2009 (continued)
Category/Grade Country of nationality D2 D1 P5 Member States (continued) Honduras Hungary India Iran (Islamic Republic of) Ireland Israel Italy Jamaica Japan Jordan Kazakhstan Kenya Kyrgyzstan Latvia Liberia Libyan Arab Jamahiriya Lithuania Luxembourg Madagascar Mali Malta Mauritania Mauritius Mexico Mongolia Montenegro Morocco Namibia Nepal Netherlands New Zealand Nicaragua Niger Nigeria Norway Pakistan Panama Paraguay Peru Philippines Poland Portugal Republic of Korea Republic of Moldova Romania Rwanda Senegal Serbia Sierra Leone Slovakia Slovenia Somalia 1 5 1 1 8 1 2 1 1 1 1 1 1 1 1 2 3 3 1 1 3 2 1 1 1 2 1 3 2 1 2 1 8 10 1 4 1 2 1 1 1 2 1 1 5 1 3 19 3 1 1 1 1 1 2 1 1 1 1 2 4 1 1 1 8 3 1 4 1 3 1 6 1 1 1 1 1 1 1 1 1 1 2 2 1 1 2 1 2 10 5 1 6 3 5 2 4 1 1 3 2 8 1 11 2 1 5 2 11 1 1 2 1 1 1 1 3 1 2 1 15 5 2 3 12 5 3 1 1 1 2 2 2 1 3 1 5 10 4 7 1 63 0 19 20 2 31 2 1 2 1 3 0 0 2 0 0 2 1 0 0 1 0 6 11 2 3 1 1 5 13 5 0 5 43 8 11 2 6 10 0 5 21 6 3 0 1 1 3 8 2 3 2 13 4 1 22 5 2 2 3 8 3 2 4 21 3 9 1 1 2 1 2 3 12 3 3 4 3 7 2 3 1 2 1 2 3 14 6 1 14 2 1 2 1 5 14 1 17 1 5 6 1 3 1 24 39 4 3 4 P4 P3 P2 P1 UG ShortAssociate National term Experts Officers officials Total F M Gender breakdown

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Figure 6. Officials - Distribution by country of nationality, category/grade and gender, June 2009 (continued)
Category/Grade Country of nationality D2 D1 P5 Member States (continued) South Africa Spain Sri Lanka Sudan Sweden Switzerland Tajikistan Thailand Togo Trinidad and Tobago Tunisia Turkey Uganda Ukraine United Kingdom United Republic of Tanzania United States of America Uruguay Venezuela (Bolivarian Republic of) Viet Nam Yemen Zambia Zimbabwe Observers/non-Member States Bahrain Bhutan Chad China Cuba Djibouti Eritrea Ethiopia Guyana Holy See Indonesia Iraq Lebanon Malaysia Mozambique Myanmar Papua New Guinea Qatar Russian Federation San Marino Sao Tome and Principe Saudi Arabia Syrian Arab Republic The former Yugoslav Republic of Macedonia Turkmenistan Uzbekistan Total 2 31 55 117 227 141 44 41 101 20 314 4 1 4 2 3 2 3 7 2 1 1 1 3 1 1 3 1 1 3 1 2 2 1 6 1 1 9 4 1 1 1 3 7 1 1 1 1 0 0 1 2 0 1 2 11 0 0 19 6 2 2 6 7 1 0 14 0 0 0 4 8 2 0 1093 469 624 2 1 2 2 7 8 6 2 4 10 4 1 9 2 1 2 4 3 1 1 1 3 1 8 1 2 2 9 3 2 1 1 8 3 16 25 1 18 1 7 3 1 1 5 14 1 3 8 1 2 15 1 3 3 1 1 2 1 6 4 5 3 1 1 2 1 1 2 2 1 1 3 5 2 1 3 4 2 3 1 1 3 10 1 1 1 1 2 1 3 2 1 1 1 1 2 1 4 1 5 1 3 15 8 8 7 18 12 15 4 21 1 0 2 2 7 9 42 1 95 8 2 6 0 0 11 2 9 36 2 1 4 3 7 17 2 2 4 2 25 1 59 6 1 2 7 5 1 3 8 9 1 11 1 3 6 15 4 6 3 10 1 P4 P3 P2 P1 UG ShortAssociate National term Experts Officers officials Total F M Gender breakdown

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Figure 7. General Service staff - Distribution by category/grade and gender June 2009
1600

1400

1200

1000

800

600

400

200

0 Male Female

G-1 225 82

G-10 3 1

G-11 G-13 G-1A G-1B 3 5 2 97 42 58 9

G-2 362 102

G-3 297 325

G-4 490 539

G-5 371 390

G-6 161 187

G-7 96 97

G-8 7 7

G-9 14 12

ST 786 427

UG 618 749

Figure 8. Headquarters General Service staff4 - Distribution by country of nationality and gender, June 2009
Country of nationality F Albania Argentina Austria Azerbaijan Barbados Bosnia and Herzegovina Bulgaria Canada Colombia Democratic Republic of the Congo Estonia France Germany Ghana Italy Mexico Netherlands Portugal Romania Slovakia Spain Sri Lanka Switzerland The former Yugoslav Republic of Macedonia United Kingdom United Republic of Tanzania Uruguay Grand Total 1 1 1 1 1 1 1 1 1 15 3 1 4 1 1 7 1 1 Gender M 1 1 1 1 0 1 1 1 1 1 1 1 22 4 5 1 1 0 1 0 1 2 15 3 8 2 2 78 Total

1 1 12 1 7 2 2 57 2 3 2 1

21

Including short-term employees.

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Figure 9. General Service staff - Distribution by country of nationality, category/grade and gender, June 2009
Category/Grade Country of nationality
G-13 G-11 G-10 G-9 G-8 G-7 G-6 G-5 G-4 G-3 G-2 G-1B G-1A G-1 UG ST

Total

Gender breakdown
F M

Member States
Afghanistan Albania Angola Argentina Armenia Australia Austria Azerbaijan Bahamas Bangladesh Belarus Belgium Bolivia (Plurinational State of) Bosnia and Herzegovina Bulgaria Burundi Cambodia Cameroon Canada Chile Colombia Congo Costa Rica Cte d'Ivoire Croatia Czech Republic Democratic Republic of the Congo Dominican Republic Ecuador Egypt El Salvador Estonia Finland France Gambia Georgia Germany Ghana Greece Guatemala Guinea Guinea-Bissau Haiti Honduras Hungary India Iran (Islamic Republic of) 1 3 1 1 2 2 4 5 3 4 3 19 3 1 1 6 8 2 2 2 2 1 1 11 5 10 2 1 1 3 1 2 4 1 1 1 1 4 1 8 1 1 1 3 2 8 10 3 9 4 3 1 1 1 3 4 1 1 2 6 11 1 3 7 1 3 4 11 5 5 1 8 3 2 14 4 4 4 5 2 2 2 2 2 3 2 13 6 2 3 2 1 1 2 5 1 8 2 5 2 7 5 2 6 7 2 2 3 2 3 2 1 1 1 1 2 4 6 5 1 1 10 1 18 1 1 1 1 11 26 2 1 2 10 1 4 18 1 3 44 2 1 8 2 1 4 3 2 1 2 1 4 19 55 2 16 4 35 2 25 1 20 1 6 4 4 4 4 7 3 5 1 6 9 1 1 7 1 2 1 396 6 28 2 3 3 5 1 2 5 1 4 3 2 5 9 1 16 9 8 22 24 3 6 3 2 2 3 17 3 3 1 1 1 3 4 3 1 1 1 1 3 4 1 2 3 5 5 4 3 3 4 7 6 1 2 2 14 6 2 1 10 10 1 13 1 17 5 3 1 34 29 8 3 4 2 23 3 5 20 1 4 4 12 1 74 202 13 28 38 8 16 29 34 1 58 18 53 6 49 5 2 37 6 3 12 570 6 40 16 5 13 63 7 96 46 10 2 17 11 1 22 28 48 13 47 25 13 67 18 13 11 14 14 9 6 21 3 14 20 16 1 22 12 32 3 23 2 1 15 3 2 7 383 3 23 6 4 8 9 5 49 27 7 2 9 9 1 9 17 23 8 18 7 5 18 13 4 4 7 188 4 22 17 5 2 9 18 0 36 6 21 3 26 3 1 22 3 1 5 187 3 17 10 1 5 54 2 47 19 3 0 8 2 0 13 11 25 5 29 18 8 49 5 9 7 7

MC/INF/295 Annex (English only) Page 10

Figure 9. General Service staff - Distribution by country of nationality, category/grade and gender, June 2009 (continued)
Category/Grade Country of nationality
G-13 G-11 G-10 G-9 G-8 G-7 G-6 G-5 G-4 G-3 G-2 G-1B G-1A G-1 UG ST

Total

Gender breakdown
F M

Member States (cont'd)

Ireland Italy Jamaica Japan Jordan Kazakhstan Kenya Kyrgyzstan Latvia Liberia Libyan Arab Jamahiriya Lithuania Madagascar Mali Malta Mauritania Mauritius Mexico Montenegro Morocco Nepal Netherlands Nicaragua Niger Nigeria Norway Pakistan Panama Paraguay Peru Philippines Poland Portugal Republic of Korea Republic of Moldova Romania Rwanda Senegal Serbia Sierra Leone Slovakia Slovenia Somalia South Africa Spain Sri Lanka Sudan Tajikistan 7 9 1 5 6 1 9 7 6 35 30 4 29 29 11 15 36 2 28 45 3 3 26 27 6 8 4 3 5 1 1 3 4 8 2 7 7 2 5 3 18 2 11 1 5 1 3 11 54 5 38 207 2 2 4 7 3 7 3 9 4 1 1 5 2 5 5 1 9 3 2 1 3 3 2 10 1 30 1 1 40 2 51 3 2 22 5 13 1 3 3 1 6 3 1 5 2 2 8 4 26 10 1 10 1 9 3 1 2 3 5 8 10 1 12 47 1 6 12 1 1 21 7 1 3 3 22 2 1 3 11 3 1 5 2 3 4 4 2 10 1 1 7 26 5 4 3 7 1 2 5 49 6 1 4 1 3 4 102 45 1 3 37 1 2 13 52 17 37 1 2 1 8 1 6 3 1 1 2 2 2 3 1 1 1 6 3 8 2 11 2 11 1 1 1 5 2 3 3 45 2 45 1 36 1 1 45 1 19 1 9 1 22 2 2 15 35 2 30 3 1 3 1 5 1 3 1 7 1 9 4 3 4 2 1 3 1 27 1 1 23 2 50 1 1 1 2 1 5 39 3 6 202 13 238 12 2 5 14 7 1 4 3 3 2 18 5 24 345 70 5 2 19 22 99 16 2 32 202 17 8 6 53 13 3 26 73 20 25 1 7 35 4 201 444 38 4 24 2 5 99 8 117 3 2 2 6 5 1 0 3 0 2 7 4 13 138 41 4 1 8 15 32 11 1 12 129 13 5 4 30 8 2 10 36 5 16 0 2 22 3 31 72 15 1 15 1 1 103 5 121 9 0 3 8 2 0 4 0 3 0 11 1 11 207 29 1 1 11 7 67 5 1 20 73 4 3 2 23 5 1 16 37 15 9 1 5 13 1 170 372 23

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Figure 9. General Service staff - Distribution by country of nationality, category/grade and gender, June 2009 (continued)
Category/Grade Country of nationality
G-13 G-11 G-10 G-9 G-8 G-7 G-6 G-5 G-4 G-3 G-2 G-1B G-1A G-1 UG ST

Total

Gender breakdown
F M

Member States (cont'd)

Thailand Trinidad and Tobago Tunisia Turkey Uganda Ukraine United Kingdom United Republic of Tanzania United States of America Uruguay Venezuela (Bolivarian Republic of) Viet Nam Yemen Zambia Zimbabwe 1 1 2 6 25 2 20 27 1 13 5 26 4 8 11 27 19 10 4 3 5 1 7 1 2 2 6 4 1 2 3 9 2 3 1 1 3 3 9 13 5 12 1 4 7 25 57 7 15 8 1 3 3 3 1 2 1 6 11 1 1 1 3 1 10 5 60 5 2 10 7 3 1 1 3 2 10 16 42 2 7 2 1 2 2 3 26 54 62 15 14 4 21 43 244 1 4 31 26 110 92 31 66 10 5 84 11 30 162 147 1 3 19 14 73 46 11 40 6 2 64 3 13 72 97 0 1 12 12 37 46 20 26 4 3 20 8 17 90

Observer and non-Member States

China Cuba Djibouti Ethiopia Hong Kong Indonesia Iraq Kuwait Lao People's Dem. Republic Lebanon Mozambique Myanmar Papua New Guinea Russian Federation Saudi Arabia Syrian Arab Republic The former Yugoslav Republic of Macedonia Timor-Leste Turkmenistan Uzbekistan TOTAL 2 8 4 26 14 193 1 1 2 1 1 1 348 7 20 2 2 50 2 1 2 1 761 1029 622 464 67 139 17 1 3 2 1 4 307 1367 1213 1 2 1 35 1 66 1 1 7 17 1 30 42 9 2 1 3 1 1 8 4 182 1 9 1 11 1 23 3 1 1 15 33 1 2 1 1 57 4 6 12 8 2 101 7 18 3 48 3 55 53 57 2 1 9 3 3 1 128 121 40 2 5 1 3 1 2 23 2 5 1 2 57 3 501 115 5 6 12 3 320 4 125 1 144 8 101 4 6 6564 4 1 1 21 3 162 11 2 3 8 0 179 2 88 0 68 6 22 1 3 2976 1 0 1 36 0 339 104 3 3 4 3 141 2 37 1 76 2 79 3 3 3588

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ALTERNATIVE STAFFING RESOURCES

Figure 10. Associate Experts - Distribution by country of nationality 2005 - June 20095
2005 Armenia Austria Belgium Denmark Finland France Germany Italy Japan Morocco Netherlands Niger Sweden Switzerland United States of America Total 2 22 2 23 2 12 2 16 20 4 1 4 4 1 4
7

2006 1 1
6

2007

2008

June 2009

1 1

1 1

1 2 1 1

1 3 4 1 3 4 1 1 4 2 1 5 4

1 2 5 3

5 6 7

Includes Associate Experts present for only part of the year. Funded by the Government of the Netherlands. Funded by Organisation Internationale de la Francophonie.

MC/INF/295 Annex (English only) Page 13

Figure 11a. Interns - Distribution by gender and duty station, July 2008 - June 2009 Duty station Headquarters Accounting Budget Director General's Office Donor Relations Election Support Emergency and Post-crisis External Relations GFMD Support Unit Human Resources Management . Information Technology and Communication . International Dialogue on Migration . International Migration Law and Legal Affairs . IT Procurement Labour and Facilitated Migration . Media and Communication Unit . Media and Public Information . Migration Health Migration Policy and Research . Movement Management . Ombudsperson Regional Advisers Research and Publications Return Management and Counter-trafficking . Spanish Translations Staff Development, Learning and Communication Strategic Policy and Planning . Technical Cooperation on Migration . Field Angola Argentina Austria Bangladesh Belgium Bosnia and Herzegovina . Bulgaria Cambodia Colombia Costa Rica Egypt Finland France Germany Ghana Indonesia Ireland Italy Jordan Kenya Lao People's Democratic Republic Malta Nicaragua Peru Philippines Republic of Korea Russian Federation South Africa Spain Switzerland (Bern) Tajikistan Thailand Timor-Leste Turkey Ukraine United States of America . Viet Nam Zambia Zimbabwe F M 2 1 1 1 1 Total 2 3 8 2 1 8 1 1 2 1 7 8 1 3 1 4 3 3 3 3 1 3 8 1 3 1 2 84 4 1 8 1 7 1 1 1 3 3 2 1 2 2 1 1 2 3 2 5 2 1 3 1 5 3 2 3 2 2 2 12 5 2 11 4 3 1 1 116 200

2 7 2 7 1 1 1 1 7 5 1 3 1 3 3 3 2 3 1 2 7 . 3 1 67 3 1 7 1 5 1 1 1 2 3 2 1 2 2 1 1 2

1 1 1 1 1 17 1 1 2

Headquarters Total

1 1 1 2 5

2 1 3 1 3 3 2 1 2 1 2 8 2 9 4 3 1 Field Total 84 151

2 1 4 3 2 2

1 32 49

GRAND TOTAL

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Figure 11b. Secondees Distribution by gender and duty station July 2008 - June 2009
Duty station Headquarters Director General's Office Labour and Facilitated Migration Media and Public Information Regional Advisers Research and Publications Headquarters Total Field Argentina Hungary Morocco Zambia Field Total 1 5 3 3 1 1 2 5 1 1 1 8 2 2 2 2 2 10 1 1 2 11 1 2 2 Women Men Total

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RECRUITMENT AND SELECTION

Figure 12. Vacancy notices issued for Officials, 2005 - June 2009
Vacancy notices issued Total number of vacancy notices issued Headquarters positions Field positions Advertised internally only Headquarters positions Field positions Advertised internally and externally Headquarters positions Field positions
8

2005 61 14 47 40 6 34 21 8 13

2006 72 8 64 37 5 32 35 3 32

2007 106 16 90 56 12 44 50 4 46

2008 71 9 62 53 7 46 18 2 16

June 2009 36 8 28 24 7 17 12 1 11

Figure 13. Officials appointed through vacancy notices, 2005 June 2009
June 2009 18 6 12 6 1 5 24

Vacancy notices issued Vacancies filled internally Headquarters positions Field positions Vacancies filled externally Headquarters positions Field positions Total

2005 39 12 27 6 1 5 45

2006 45 5 40 14 2 12 59

2007 46 11 35 40 3 37 86

2008 40 5 35 10 1 9 50

As of January 2008, vacancy notices advertised internally only are also open to external candidates from non-represented Member States.

MC/INF/295 Annex (English only) Page 16

Figure 14. Officials appointed through vacancy notices Distribution by country of nationality, 2005 - June 2009 Country of nationality Albania Argentina Australia Austria Azerbaijan Bangladesh Belarus Belgium Bosnia and Herzegovina Brazil Burkina Faso Canada Cape Verde Chile Colombia Costa Rica Cte dIvoire Croatia Czech Republic Denmark Ecuador Egypt Ethiopia10 Eritrea9 Finland France Georgia Germany Ghana Greece Hungary India Indonesia10 9 Iraq Ireland Israel Italy Japan Jordan Kazakhstan Kenya Latvia Liberia Lithuania Malaysia9 Morocco Mozambique10 Netherlands Nicaragua 2005 2006 1 1 2 2 2007 2008 June 2009

3 1

7 1 2

3 2

2 1

1 3 1 1 2 1 1 7 1 1 2 1 1 1 1 1 3 3 1 1 3 1 1 2 1 2 2 1 3 2

5 2

5 1 3 1

2 4 1

1 1

2 1

2 2 1

1 2 1 2 1 1

1 4 1

8 2

1 1

2 1 1 1

MC/INF/295 Annex (English only) Page 17

Figure 14. Officials appointed through vacancy notices Distribution by country of nationality, 2005 - June 2009 (continued) Country of nationality Niger Nigeria Norway Pakistan Panama Peru Philippines Poland Portugal Republic of Korea Republic of Moldova Romania Russian Federation10 Senegal Serbia Sierra Leone South Africa Slovakia Spain Sri Lanka Sudan Sweden Switzerland Thailand The former Yugoslav Republic of Macedonia10 Togo Tunisia Turkey Uganda Ukraine United Kingdom United States of America Uruguay Total Number of nationalities 2005 2006 2007 1 1 1 1 2 1 2 1 1 2008 June 2009

2 1 1 1

1 1 1 1 1 1 1 1 1 2 1 2 1 1 1 2 1 14 2 1 1 1 1 1 1 2 1 1 6 1 1 1 2

1 3 2

3 8

2 11 1 50 26

4 4

45 29

59 30

86 36

25 16

9 10

Non-Member States Observer States

MC/INF/295 Annex (English only) Page 18

Figure 15. Vacancy notices issued for Employees at Headquarters, 2005 - June 2009
Vacancy notices issued Total number of vacancy notices issued Advertised internally only Advertised internally and externally Total number of corresponding positions Vacancies filled internally Employees from Headquarters Employees from the Field Vacancies filled externally Cancelled/ reissued 2005 2 2 0 2 2 2 0 0 0 2006 3 3 0 3 2 2 0 0 0 2007 3 2 1 3 1 1 0 11 1 0 2008 4 3 1 4 3 3 1 1 0 June 2009 3 2 1 3 2 0 2 0 1

Figure 16. Mobility of internal staff, 2005 - June 2009

2005 From Headquarters to the Field From the Field to Headquarters From one Field Office to another Reassignment within same duty station Total 2 2 19 16 39 2006 6 1 25 13 45 2007 5 8 41 19 73 2008 4 2 28 11 45 June 2009 0 3 9 8 20

Figure 17. Temporary recruitment and selection, 2005 - June 2009

2005 For Officials Number of temporary vacancy notices issued Number of temporary positions filled Of which for emergency and post-conflict operations For Employees at Headquarters Number of temporary vacancy notices issued Number of temporary positions filled 4 12 0 0 0 0 5 5 3 3 97 210 138 101 56 26 41 17 21 182 182 66 77 77 30 2006 2007 2008 June 2009

11

External candidate from a non-represented Member State.

MC/INF/295 Annex (English only) Page 19

STAFF DEVELOPMENT AND LEARNING

Figure 18. Staff development and learning activities, 2005 - June 2009
2005 Learning Activities organized by SDL Total staff members Staff members trained Percentage of staff trained 111 5015 786 15.70% 2006 66 6470 631 9.80% 2007 89 6052 894 14.80% 2008 89 6873 1146 16.70% June 2009 39 7735 349 4.50%

Figure 19. Staff trained Distribution by gender, 2005 - June 2009

1400 1200 1000 552 800 398 600 302 400 200 0 2005 2006 2007 Female Male 2008 2009 168 496 304 329 186 594 163

MC/INF/295 Annex (English only) Page 20

Figure 20. Staff trained Distribution by location, 2005 - June 2009

1400 1200 1000 800 600 400 200 0 2005 2006
Field

172 146 72 974 137 559 335 748 62 287 2007

HQ

2008

2009

Figure 21. Staff trained Distribution by category, 2005 - June 2009

600 535 500 400 400 363 377 365

300 207 200 165

100 211

189
152

160 124

100

79

65

0 2005 2006 Officials 2007 Employees Ungraded 2008 2009

MC/INF/295 Annex (English only) Page 21

Figure 22. Regional distribution, January June 2009

HQ 13%

AFRICA & THE MIDDLE EAST 25%

EUROPE 34% ASIA & OCEANIA 18% THE AMERICAS 10%

Figure 23. Staff trained Distribution by main areas of learning and development and gender, January - June 2009

Main areas

% of No. of staff participants attending in all courses

Gender breakdown

Female % Female Male % of Male participants participants participants participants 18 30 10 20 46 24 15 18 181 5% 9% 3% 6% 13% 7% 4% 5% 52% 28 15 19 14 36 22 19 11 164 8% 4% 5% 4% 10% 6% 5% 3% 47%

Coaching and team-building Communication Emergency response Language courses Project development and management Resource management Executives training Specialized migration training TOTAL

46 45 29 34 82 50 34 29 349

13% 13% 8% 10% 23% 14% 10% 8% 100%