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DECEMBER 2017 I S SS UE (2)
 CONTENT

DHRM Group 2 Recruitment

Eligibility for Field Services Assignments

Human Resources News

Questions and Answers

 DHRM GROUP 2 RECRUITMENT

Recruitment and Assignment Administrative instructions (RAAI) indicates that

in order to be considered for Group 2, a general application has to be submitted
online. Therefore, as a first step you are requested to submit a general
application to any of the profiles in the Talent Pools accessible at:
http://www.unhcr.org/talent-pools.html.
Staff Members can apply to multiple profiles as long as you have the relevant
experience/professional skills for these different profiles. In case you do not
find a suitable Talent Pool to apply, you have to apply to the Non-specific
Profile. Please also ensure that you highlight your scope of work in the letter of
interest.

Should staff members already have an existing Talent Pool application, no

need to reapply, however please note that candidates who have applied to the
Talent Pools before the 15th of March 2017 have to update their application as
there were system upgrades.

When updating applications, candidates now have the possibility to indicate

their UNHCR employee IDs, which is strongly recommended as it greatly
facilitates the precise identification of potential Group 2 candidates. (Employee
IDs can be found in Fact Sheets, pays lips or Personnel Action forms).
Kindly note that only candidates who successfully pass all the required steps
of the vetting process are considered vetted for Group 2 as per the Recruitment
and Assignments Policy. These candidates will be granted access in MSRP to
apply for internally advertised vacancies up to a specific grade.

Please note that the vetting process takes about 8-10 weeks to complete.
Candidates will only be notified if successful throughout the different stages of
the process.
 ELIGIBILITY FOR FIELD SERVICES ASSINGMENTS
After three continuous years of service with UNHCR, excluding periods of service prior to
appointment through the AC or previous joint staff-management bodies, General Service staff
members at the G3 to G7 levels may apply for a Field Service assignment.

When advertised, Field Service positions will be open to all internal candidates at the G3 to G7
levels in the first instance; this information will be clearly indicated in the vacancy notice. The
seniority determination will be based on the corresponding GS grade as reflected below:

G-3 & G-4 ==> FS4

G-5, G6 & G7 ==> FS5

Staff members at the grade of the position, as

well as staff members one grade higher or,
provided they meet the seniority-in-grade
requirements, one grade lower, will be given
priority consideration.

Staff members at the grade of the position, as

well as staff members one grade higher or,
provided they meet the seniority-in-grade
requirements, one grade lower, will be given
priority consideration.

ASSIGNMENT TO TECHNICAL FS POSITIONS

The selection procedures for technical FS

positions will be the same as for other
FS positions. Normally only candidates who have
been functionally cleared should be
recommended by the manager.

Candidates must be graduates of secondary

school in addition to a technical school as
attested to by diplomas or certificates in their field
and have appropriate experience for the post.
General Service staff members at all levels
possessing the required technical expertise may
apply for a technical Field Service position.

Assignment to a higher level technical FS

position.

Technical FS staff appointed to a higher level

position in the FS category will be promoted on
the first day of assignment to the position.
 NEWS

UNHCR Global Initiative

External Vacancies are now available on INTRANET

The Career Management Section (CMS) was pleased to inform all staff that the
new UNHCR intranet has now a dedicated section External Vacancies.

You can find now all external vacancies that were shared with us by other
agencies as well as other career related information under this link. Save this
link to your favorites
(https://intranet.unhcr.org/en/hr/careermanagement/CareerDevelopmentOptions/
External_Vacancies.html)

UNHCR Global Initiative

Great opportunity for all staff member to patriciate in the upcoming review of HR
tools, system and processes.

UNHCR has selected PricewaterhouseCoopers (PwC) to conduct a review of

Human Resources (HR) at UNHCR, including the analysis of DHRMs tools,
systems and processes.

The review is to be completed by the end of February 2018. It is expected that

the outcome of the HR review will propose how to better align HR activities with
the evolving organizational and operational needs of UNHCR, building on
UNHCRs People Strategy.

While the PwC team will not be able to meet with everyone, it has created a
confidential email address (dhrmreview@ch.pwc.com) where colleagues can
write to share comments and ideas directly with them, anytime until the end of
2017.
- My supervisor changed during the evaluation period, how does it influence
my ePAD / performance evaluation?
If the supervisor changes during the evaluation period, while the function
and the work objectives remain the same, the ePAD (whether annual or
Mission/Short-term) will not be cancelled. The supervisor who has most
recently worked with the supervisee should do the appraisal, seeking input
or feedback from the previous supervisor. To reflect the change of
supervisors in the system, supervisees and supervisors should approach
PMU, via the Global Service Desk, to request the modification.

The Mid-Year Review phase of an Annual ePAD will be completed by the

initial supervisor, provided that he/she supervised the supervisee for at least
four months from the beginning of the evaluation period.

- What are the types of leave I can combine with R&R?

R&R may be taken in conjunction with the following:

Official holidays;
Annual leave, except when such leave is taken for home leave or family
visit travel as provided in paragraph 29. Where R&R is combined with annual
leave and illness occurs during the period of annul leave, it shall be subject to
the provisions of staff rule 6.2(e).5 It is possible to take annual leave days
immediately after taking the R&R break (not in reverse order) subject to
exigencies of service and approval of the manager;
Certified sick leave, subject to appropriate medical certification and so long
as it is not a medical evacuation.

As R&R is a supplementary travel to allow staff members time-off outside

the duty station at regular intervals and is paid travel in addition to other
paid leave entitlements, it may not be combined with any of the following:

Travel on home leave, family visit or (reverse) education grant travel;

Uncertified sick leave; or
Maternity leave, paternity leave. In the event that such a combination
should occur, the R&R time-off shall be charged to annual leave or other
leave, as appropriate.
 HUMAN RESOURCES NOW
DECEMBER I S S U E (2)