Download - 1 Annex of Comments: Raising the Bar of Excellence Recruitment

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AnnexofComments:

RaisingtheBarofExcellence Recruitment Pages142 Retention Pages4252 Dismissal Pages5261 PerformanceManagement Pages62101OrganizationalStructure Bureaucracy Pages101122 System/Procedures Pages122178 OutofDatePractices Pages178188CareerEnhancing ProfessionalDevelopment Pages189263 Deployment/Mobility Pages263287 JobSecurity Pages287326Leadership Pages326381Transparency Promotion Pages381401 Recruitment Pages401422 Vision/Communication Pages422443FamilyandLifeBalance Pages443476FinancialConsiderations Pages 476533SurveyCritic Pages 533545PositiveFeedback Pages 545558Other Suggestions Pages 558565 Retirement Pages 565566 WorkEnvironment/Morale Pages 566570 Equality Pages 570574 Harassment Pages 574575 BeyondCategories Pages 575580

Gender Age Category Organization DutyStation COMMENTS

Female 1825 Generalservice IMO Headquarters

InthefirstpartofthequestionnaireIansweredwithtimeframesthatactuallyconstitutedmyincorporationintowork,firstwiththeUNHCRandthenwithIMO.InordertogettheregularcontractInowhaveitactuallytookayearsinceIjoinedtheOrganizationasIworkedontemporaryassistancecontractstillIwasmadeanofferofemployment,ittook10monthstorecruitformypost.

Female 1825 LocalALD Other Dhangahi

Beforerecruitingstaffmembersitisimportanttochecktheirbackgroundandworkability.Internationalstaffshouldbetrainedandwellculturedabouthostcounty.ItisnecessarytorunawarenessprogramsforbeneficiariesaboutUNsexualabuseandCodeofConductbecauseinmostcasesnonUNpeoplebecamevictimsotheyshouldknowthechannelofcomplainandtheirrights.Thosestaffwhoarecapableforhigherpositionsupervisorshouldrecommendthemandorganizationshouldcreateanenvironmentwherethereismuchpossibilityofpromotion.

Female 1825 LocalALD Other NULL

IstronglydonotbelieveintherecruitmentprocedurescarriedonintheUNsystem.Recruitmentandappointmentsshouldbedoneonsolidacademicandworkexperiencebackgroundsratherthanthroughpersonalnetworking's

Male 1825 LocalALD UN Kandahar Therecruitmentprocessisveryslow.

Female 1825 Generalservice UNICEF Suva

Afterstaffrecruitment,staffmemberneedstobeproperlybriefedtojobresponsibilitiesaswellasgivenaproperorientation.Aftertheofferletterhasbeensigned,thecandidatemustbethoroughlybriefedonactualtimeitwilltakebeforecandidatecanbeginworkingaswellasbriefedonsalarypaymentarrangements

Female 2635InternationalProfessional ECE Headquarters

Ihavebeenashorttermstaffmemberforalmost4yearsintotal.IhadtoleavetheUNforayearandahalfforadifferentjobsothatIcouldhaveachildandactuallyhaveapaidmaternityleave.IamextremelydissatisfiedwiththerecruitmentconditionsforentrylevelPstaff.IamtoooldtotaketheNCREyetIamavaluedUNstaffmember.Itisridiculousthatthesystemmakesitsodifficulttoretainexperiencedandappreciatedshorttermstaffmemberssuchasmyself.

Female 2635InternationalProfessional ECE Headquarters

Theadministrativeprocessessurroundingrecruitmentareinefficientanddifficulttounderstand.Recruitmentmustbestreamlinedandinconjunction,managersneedtrainingtoimprovetheirskillsandcentraladministrators

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needtolearnhowtoprovidegoodservice(ratherthanpolicinghowformsarefilledoutandslowingtheprocessdownwithoutaddingvalue).IunderstandthatbusinessprocesseswillbelookedataspartoftheERPprojectbusinessprocessreengineeringneedstohappeninUNOGdesperately.IamsurethecurrentworkflowsandprocessesarecostingtheUNafortuneinstafftime.

Female 2635InternationalProfessional ECLAC Santiago

Theselectionprocess(intransparency,duration,flawsinselectiondecisions,etc.)inECLACisworrisomeandasourceoffrustrationformanystaff.AlmostallyoungprofessionalsplantoleavethisdutystationASAP.

Female 2635InternationalProfessional ECLAC Santiago

TherecentchangesinhiringpracticesatECLACthathaveincreasedthenumberofinternationalprofessionalsfromoutsideoftheLatinAmericanregion,buttheinstitutionalculturehereremainsveryaggressivetowardsthosethatdonotcomefromaLatinAmericancountry(includingthosefromtheEnglishCaribbean).ThisdrivesmanypromisingprofessionalstootherdutystationsorotheropportunitiesoutsideoftheUNsystem.

Female 2635 Generalservice FAO Headquarters

Thepolicyofrecruitmentandappointmenttointernalpostsshouldbesomehowrevisedandadaptedtonewskillsandabilities(someoftheskillsrequired,e.g.typing,areobsolete).

Female 2635InternationalProfessional FAO Headquarters

Thequotasystembasedonnationalityhinderstransparencyinrecruitmentandmaypenalizedstaffunfairly.Myinabilityinobtainingalongerterm/regularprogrammepost,despitemyconsistentperformance"exceedingexpectations"isthemainmotivationformewantingtoquittheorganizationIworkfor.

Female 2635InternationalProfessional IAEA Headquarters

WithintheIAEA,theamountoftimeittooktoprocessmyapplicationandgetmestartedatwork7monthsisjustridiculous.Howcanapplicantsbeexpectedtoputtheirlivesonholdforhalfayearwhiletheywaitforaresponseandcontract?Also,whenIfinallyDIDreceivemycontract,IhadNOpointofcontactintheHRdepartment.Noemail,nofax,notevenadirectaddressornameofapersonwhowashandlingmyfile.Ihadquestions,butnowaytoaskthemandnoideawhotoask.IrealizethatHRisprobablyoverworkedwiththehighturnoverintheorganization,butstill,theyneedtorealizethattheyarethefirstcontactmanypeoplehavewiththeIAEA.Therefore,myfirstimpressionoftheIAEAwasthatitisagiantblackholewherenooneknowswhat'sgoingonandpeoplearetotallyinaccessible.IdidhaveotherjoboffersthatIturneddownbecauseIwantedtoworkattheIAEA,butIstartedtogetabitnervousaboutthatdecisionasthelengthoftimedraggedonandthenasHRstonewalledmyattemptstocontactthem.Rememberthe"Human"partofHumanResources.You'redealingwithpeople,notjustanameonapage.Ifyouwanttoattractandretainthebestpeople,youneedtotreatthemlikethey'rethebest.Currently,ourrecruitmentprocessdoesn'tdothatverywell.

Male 2635InternationalProfessional IAEA Headquarters Therecruitmentprocessistoolong.

Female 2635InternationalProfessional IFAD Headquarters

Themainconsiderationforleavingthisorganizationisthetotallackofperspectiveforyoungerpeoplecontractsareshort,thereisnostability,recruitmentprocessesarenotopen(usuallythereisalreadyapreselectedcandidate).Thismakesitimpossibletoplanandisdoublyfrustratingwhenoneseesthe`oldergeneration`withtheircareercontracts,whowillremainemployedeveniftheyarenolongerdoingagoodjob(forinstance,atIFAD,thereisapoignantcaseofaDirectorwhosedivisionwasdissolvedduetoherlackofmanagementskillsyetshewasnotletgo,butturnedinto`SpecialadvisortothePresident`).Atthesametime,thereisanarmyofconsultantsandshorttermstaff(includingmanyformerAPOs/JPOsthatfaceproblemsoncetheyarenolonger`forfree`totheorganization)intheirearlythirtiesthatareexpectedtoworkextremelyhardandtakeonmajorresponsibilities,butgetnostabilityinreturn.TheUnitedNations,inthisrespect,isnotameritocracy.

Female 2635InternationalProfessional ILO Headquarters

TheUNsystemshouldmakerecruitmentmoretransparent,trainrecruiterstochoosetherightpersonandfightnepotism.Furthermore,precariousworkshouldbereduced.

Male 2635 Generalservice ILO Hyderabad

ParticularlystaffwhoworkinProjectsformorethan5yearsshouldalwaysbegivenpreferencetocontinueintheUNsystemifnotinthesameorganizationatleastinotherUNorganizations.Adatabasecanbemaintainedtoknowthestatusofemploymentoftheshorttermemployeesandwhereverthereisanopportunitypreferencecanbegiventothem.

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AnypersonjoiningtheUNsystemshouldbegivenadequatetrainingoraninductionprogrammebeconductedtoknowtheworkingenvironmentandotheradministrativeissuesoftheorganization.

Male 2635

NationalProfessionalOfficer OCHA Nairobi

Recruitmentandretentionprocessneedsimprovement,particularlyproperpromotionandrecognitionofindividualsshouldbeimproved.Bestregards

Female 2635InternationalProfessional Other Beirut

ThosewhohavepassedtheNationalCompetitiveRecruitmentExam(NCRE)inaspecificoccupationalgroupmustbeofferedpostsinthatspecificoccupationalgrouponly,regardlessoftheirpastworkexperience.Otherwise,whymakethemtakeexamsinspecificoccupationalgroups?Itwouldbemeaninglesstohavethemtakeit.

Female 2635InternationalALD Other Bujumbura

Itwouldbehelpfulfornewpersonneltohaveabriefingofthetypeofcontractsavailableandbenefits,ormakethemsomehowavailablebeforeacceptingajob.AndnothavetowaituntiljointheUNtofindoutbasicsthingsaboutthewaytheUNworks.

Male 2635 Generalservice Other Damazine

THEWAYOFSHARINGCOURSESOPPORTUNITIESISHIDDEN.THESALARYISNOTADAPTEDTOSTAFFQUALIFICATIONS.(CERTIFICATES&EXPERIENCES)WHICHEFFECTPERFORMANCE.THERECRUITMENTSOFRELATIVESSOCLEARANDLEADTOUNJUSTICEUNEQUALITY.

Female 2635InternationalProfessional Other Dili

IacceptedanassignmentinmycurrentDPKOmissiononlytofindoutthatmypostexpireson30June2008(8monthsafterreassignment).MyspousewasinterviewedinAugust2007forapostandwasnotifiedofpassingtheinterviewanditturnedoutthattherewasnopostavailabletorecruithim.Ilost4weeksofmymaternityleavewhenIgavetomyspouse4weeks(beforetheapprovalofthepaternityleavepolicy),whenthepolicywasapproved,itsretroactivedateaffectedusandthe4weeksIgavehimwerenotreturnedtome,hewasnotallowedtotakemorethan8weeksofpaternityleaveandIwasnotallowedmorethanthebalanceofmymaternityleave(12weeks).Wewerenotmadeawareofthepossibilitytotakematernityorpaternityleaveinsidethemissionarea....Thelabelforthefamilymembersresidinginanondutystationis"illegalfamilymembers"Itfeelsthattheorganizationdoesnotcareforitsemployees.MobilitypolicyisnotapplicabletocolleaguesinUNHQ!Thereisnotransparencyintherecruitmentprocedures.

Female 2635 Generalservice Other Headquarters

IamextremelyhappyandproudtobeworkingfortheUN.AsastaffmemberoftheICTYintheHagueIbelievethatitisessentialtogettheinternalstatuswiththeUNwithrespecttorecruitment,asIamsurethatmanypeoplefromtheICTYwouldliketocontinuetheirserviceintheUN.

Female 2635 Other Other Headquarters

IhavebeenworkingfortheUNformorethan2yearsnowandIamreallydisappointedthewaypeoplearerecruitedespeciallyintheUNWorldFoodProgramme.Whatisintherulesandregulationsiscompletelydifferentfromwhatisactuallyinpractice.IfeelverymuchdiscriminatedandoffendedinthewayHumanresourcepersonneltreatpeoplefromdevelopingcountries.Isawpeoplewithlessqualificationandexperiencegivenpositionswhichtheydonotdeservejustbecausetheyarefriendsofthedirectorwhoisafriend.ManagersandSupervisorsabusingtheirpowerinthisrespectandevenpeoplewithseriousintegrationproblemspromoted.IstronglybelieveintheobjectivesoftheUNandIwillcontinueworkingandhopeoneday,atleast,theUNwouldbecomeaplaceofequalrepresentationandmeritbasedrecruitmentapracticeinsteadofatheoryinthebooks.

Male 2635InternationalProfessional Other Headquarters

Inmyorganizationthereisatendencytorecruitpeoplewhoareoverqualifiedforthepositionwhichcontributestothefeelingthatthereisnoopportunitiestousetheskillsandcompetenciesavailable.

Male 2635 LocalALD Other Rumbek

RecruitmentinmyUNwasnotwelldonefromthebeginning.Someofuswhowhererecruitedearlierwereundergrade.Theliveexampleismyself.IaminGL3asanofficeassistantbutalltheofficeassistantswhowererecruitedaftermewereputinGL4.Notthattheyarefarbetterthanmeintermsofexperience.SoCanUNreviewthat?

Female 2635 FieldService UN Abidjan

(1)Therecruitmentprocessisnottransparent.JobInterviewsfornewpostsareonlyarrangedforthesakeofit.Theselectionsarebasedonwhothecandidateknowsorthenationalityofthecandidate.(2)ThePHPsarenotverified.StaffhaveforgeduniversitydegreesandarecurrentlyProfessionalcategorystaff.(3)Forfieldservicestaff,theminimumlevelatwhichanewstaffisrecruitedtoday,isFS4(rarelyFS3)andstaffwhohavebeeninthesystemforlongremainatlowergrades.(4)Thereisnojobsecurityforstaff

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whoremainonboardfortheliquidationofamission.(5)Thereshouldbeabettersystemofevaluatingstaff.Thebiggestglitchinthesystemisthatevenifastaffisnotperformingwell,thereisnoactiontakenexceptformaybea`slaponthewrist`.InordertogetbetterperformanceoutofstafftheUNshouldfollowtherulesofbiggercorporationsandsuspendthestaffwhodonotperformwellandpromotestaffwhodo.

Male 2635 FieldService UN AbidjanIwonderhowandwhereYoupickYourPstaffandSeniorManagement.Isitallbasedonconnectionsandbribes?

Male 2635 Other UN Abidjan

Well,Ihaveservedtheorganizationforalmostsevenyearsnow.FromnationalstaffandcurrentlyaUnitedNationsVolunteerwithUNOCI...IhaveappliedtirelesslyontheUNGALAXYbutuntilnow,Ihaveneverbeencalledorappointed.

Male 2635 LocalALD UN Beirut

TheonlyissueIwanttoraiseisaboutchoosingstaffmemberstogoinmissions,causeasIseethepersonschosenhavenotthepreferredbackgroundsandmostofthemhavenottheskillsmentionedintheirPHPs.

Male 2635 LocalALD UN ElObeid

IwouldliketorecommendHRtoadoptanewbetterprovisioninhandlingtheissueoftherecruitment,andspecificallythewayalotofstaffmembers(mainlyarelocal)includingmyself,areheldupinfieldsthosehavenothingtodowiththeirqualifications.WhenI'mrecruited,andmaybeforsomereasonIhavetoacceptanunsuitablejob,IshouldlaterbeadjustedattherightpositionaccordingtomyqualificationsrightafterthePostReviewthatIhadonlyheardabout.Itisverybadseeingtensoffullyqualifiedgraduatesholdingwrongjobswhilesomeinsufficientlyqualifiedpeoplearestrugglingtogettrainedforthenewjobwithinthesamespecializationofthosegraduates!Thisissueissuchaseriousone,andIhopetheHRfindsawayoutforthosestuckfutureexperts.TheresurelywouldbeamutualinterestthatUNwillmakeagooduseoftheirknowledge,andintheotherhandthesegraduateswillimprove,consolidateandsupporttheirtheoreticalknowledgebythebestpracticalmethodsgivenwithinsuchaproperinternationalsystem.Thankyou

Male 2635

NationalProfessionalOfficer UN Gardez

AsfarasrecruitmentisconcernedIwouldliketorecommendthefollowingasacriteria:MeritBackground(Pastcareer,experiencesandintegritytotheorganization)GeographicalDispersion(Awarenessoflocalsocialandculturaldynamicsandthestakeholders).

Female 2635 Generalservice UN Headquarters

ThebasisofrecruitmentlevelandpromotionarenotconsistentacrossUNcommonsystemandnotexplainedwellinanydocumentationasinformationaredifficulttofind.

Female 2635InternationalProfessional UN Headquarters

Throughmyexperiences,thethreeprimaryissuesaffectingjobsatisfactionandperformanceatanorganizationallevelare(1)shorttermism,(2)theNCEprogrammeand(3)lackofeffortmadetokeepfamiliestogetherindutystations.Whenemployeesarekeptonthreeandsixmonthcontracts,theyareincapableofconductingtheirjobswithstrategicvision,astheydonotknowiftheywillbetherethefollowingmonth.Theyalsowastetimelookingforjobs.RegardingtheNCEprogramme,itisagoodinitiativebutthepracticeofprioritizingP2andP3postsforNCEcandidatesonlydeprivestheorganizationofhiringcandidateswithmorevariedbackgrounds.Variedexperiencecouldcontributetoimprovedleadership.Keepingfamiliestogetherindutystationsistheonlywaytoensurestaffretentioninmissions,staffsatisfactionandtodecreaseUNSEAoffences.


Therecruitmentprocess,asmanagedbyOHRM,isappallinglyunclearandslow.IwasledtothinkthatmyServiceneededme"ASAP",butthenOHRMdraggedtheirfeetforexactly6months(anditwasonlythat"fast"becauseIcalled&emailedregularly)beforeactuallygettingmycontract&travelorganized(Iwaslatertoldthatthiswas"standard",ifnotfast!).Verylittledocumentationwasprovided,andwhenitwas,itwasinaformatthatwasbarelyaccessibletosomeonecomingfromoutsidetheUN.OHRMneedsacompleteoverhauloftheirsystemandstaffshouldbegiventrainingintransparencyandclearexplanation.

Male 2635InternationalProfessional UN Headquarters

Thelackoftransparencyandoverpoliticizationoftherecruitmentprocess.Cronyismisrifeandunderminestheeffectivenessoftheorganizationinpursuitofitloftyandworthygoals.Thebeststaffdon'tgetcreditorthepromotionopportunitiestheydeserve.Iknowofseveralpeoplewhohaveleftorareconsideringleavingforthesereasons.

Male 2635 FieldService UN NULLBeforeemployingtotheUNIthinkorganizationshouldimplementmoreseriousconditions,thiswillincludenotonlyprofessionalskills,butalsotest

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forpersonalityandcandidatesmorallevel.OtherwisereputationofUNemployeeswillstillgodown.

Female 2635InternationalProfessional UN Other Employmentsystemisweakanddefinitelynottransparent.

Male 2635InternationalProfessional UN Other

LowlevelofknowledgeinmanagementlevelinthePeaceKeepingmissions.Nepotismisamajorproblem.Unequalrightsforthenationalandinternationalstaffmembers.Inpeacekeepingopsmorerelyonformermilitarieswhoaremostlyunabletomanagethethingsincivilianway.Shouldbeaquotaforanynationsatthepeacekeepingmissionlevels.Differentprivilegesfordifferentpeacekeepingmissions,ORB,FreeAirTransportation.LessbenefitsandlessattractivecompensationpackageforPeacekeepingOps.Slowrecruitmentprocess,mobility.Lessopportunityforpromotions.Lessopportunityforrecognition.InGeneraltheHRMpracticeisveryslowanddisappointing.ProperconflictresolutioninPeacekeepingmissionlevel.Lackofleadership,overadministrationandbureaucracyinPeacekeepingmissions.BlockingstaffdevelopmentOpportunitiesforthestaffbymanagementincertainareasandcertainmissions.Unavailabilityofproperlevelofprotectionforthenationalstaffinconflictenvironments.LackoftransparencyofHRPracticeandoverrelationshipsinHRandfillingnationalandInternationalposts.LessinvolvementofHQsinFieldOpsorlackofinterestinfieldOps.

Female 2635InternationalProfessional UN Pokhara

Thelackoftransparencyoftherecruitmentsystemveryhardtofindoutwhathappenswithyourapplication.

Female 2635 FieldService UN PortAuPrince

IftheUNused(butreallyusedandapplied)itsownrulesandregulationswhenitcomesto,forexample,recruitmentmanyproblemswouldbesolved.IthinkthatthismassiveorganizationwhereIamworkingiscurrentlyfullofpeoplewhoarenotqualifiedandprofessionalenoughtoperformtheirjobs.Imagineahospitalwithsemiqualifieddoctors!Wouldyouevergothereforatreatment?Iwouldsuggestthatstaffareheldmoreresponsibleforwhattheyaresupposedtodoand,also,IwouldgivemorefreedomtoManagerstoterminatecontractsofpeoplewhoarenotperforming.Everyonefeelsuntouchable.

Female 2635InternationalProfessional UNAIDS Headquarters

RecruitmenttimeintheUNsystemisatverypoorlevels.Itisgenerallyknownthatifyouwanttomovewithinorganizations,youmuststartapplyingforjobsayearinadvance.Itwouldbebeneficialifatleastthosethatwerenotshortlistedwereinformedthattheirapplicationwasdeclinedsotheydonothavetowonderaboutitsstatus.Inaddition,thereasonIamconsideringleavingtheUNsysteminthemediumtermisbecauseofitsadministrativebureaucracy.Decisionsgenerallytaketoolongtomakebecausemanytimes,noonewant"tomakethecall"forfearofitbeingthewrongone.Inaddition,youarenotpromotedbasedonmeritinthesystem.Youmustapplyforthejobandthenplaypolitics.Yes,therearepoliticsatanyorganizationbutthecombinationofpoliticsandredtapecanmakeitunnecessarilyfrustratingtowork.IjoinedtheUNsystembecauseitisimportanttometobelieveinthemandateofwhereIwork.ButIcangetthisfeelingatother,moreefficientlyrunNGOs.

Male 2635InternationalProfessional UNCTAD Headquarters

LstaffcarriesoutexactlythesamefunctionsandresponsibilityofPstaffbutisdiscriminatedwhenapplyingforposts.AfteranumberofyearsasL,equalopportunitiesshouldbeoffered.Itissimplyaquestionoffairness

Female 2635 Generalservice UNDP Beijing

HRpoliciesareseriouslyabusedinmyCO.Transparencyandfairnessarebigissues.Staffmoraleislowandturnoverrateishigh.Ifsomeoneasksmeifmyorg.isgoodornot,Iwillnotrecommendit.

Female 2635InternationalProfessional UNDP Headquarters

1.IbelieveintheUN`scause,butamconcernedaboutitsdeterioratingreputationandimageincertainpartsoftheworld.2.TheUNsystemsrecruitmentandhumanresourcesmanagementssystemshouldbetrulymodernizedandsimplifiedtoensurequicker,moreprofessionalandmeritbasedrecruitment.Thiswouldgreatlyenhancenewstaff'sfirstimpressionoftheorganization(byreducingfrustrationanddisillusionment)andimprovestaffretentioninthelongrun.

Male 2635InternationalALD UNDP Headquarters

permanentcontractsshouldbeabolishedassoonaspossibletogetridofthedeadwood;newstaffshouldnotbetrainedcontinuouslyinstead,atleastremotelyqualifiedstaffshouldbehiredatthefirstplace;nepotismshouldbeacknowledgedopenly;candidatesforP2andP3positionsshouldnotbeallowedtohavemorethanaBachelor'sdegreeandshouldhavelessthantwoyearsofprofessionalexperiencebecausetheworkissodull,repetitive

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anduninspiringthatitisaninsulttohireanyonewithanysignificantintellectualpotentialtoworkattheselevels,inparticulargiventhepervasivenessofpoormanagementandtheresultingfrustrationatmidlevel;NB:thesolutionisnottosendscoresofD1stoxmanyridiculouslyexpensive"leadershiptrainings"buttosendthemintoearlyretirementtheUNissufferingbadlyfromthehundredsofutterlymisplaced`senior`peoplewhodonothing

Male 2635

NationalProfessionalOfficer UNDP Kabul

RespectedSir/Madam,IamworkinginUNDPAfghanistanKabulinMinistryofFinanceasaDatabaseOfficer.IhavebeenworkinginUNDPsince2006.IhaveseenNepotisminUNDPCountryofficeKabulAfghanistan.SomeEthnicgroupOccupytheUNDPCountryofficebecausePersonallymeandmycolleagueshaveappliedforanyPosition,Sonooneofushasbeenshortlistedfortheposition.NowIamworkingintheprojectofUNDPinMinistryofFinanceBudgetDepartment.Since5to6monthsIhaveseenthereisonlyoneethnicgroupiscominginouroffice.Evenmanyotherethnicgroupshavetheabilitytofightfortheposition,butunfortunatelytheyhavenotbeengiventhechancetillinterview.RespectedSir/MadamIneedyourlittleconcentrationregardingthisNepotismissue.Thanks,

Female 2635 Generalservice UNDP Thimphu

IworkinHRandIwouldliketosaythatIstilldon'tunderstandwhywhenaninternalstaffappliesforapostwhichisafewgradeshigherandissuccessful,thestaffmemberisnotgiventhatgrade,whileifanexternalstaffappliesforthesamepostandissuccessful,theyaregiventheadvertisedgradeimmediately.Ittomeseemstobepunishmentforhavingworkedinthesystemandtheadditionalknowledgeofknowinghowourorganizationworks.Pleaseletusknowofthisreasoning???????

Female 2635InternationalProfessional UNEP Headquarters

HavingworkedindifferentUNagenciesIfindtherearesignificantdifferencesinworkenvironment,benefitsandagenerallackoftransparencyupfrontatthetimeofrecruitment.Itisstillagoodplacetoworkforsomeonewhobelievesintheidealsoftheorganizationandenjoysworkingintheirparticularareaofexpertise.

Female 2635InternationalProfessional UNESCO Apia

Iamgravelyconcernedaboutunopen,untransparentHRrecruitmentandpromotionpractices.

Female 2635InternationalProfessional UNESCO Headquarters

Moretransparencyandfairnessinrecruitmentbasedoncompetenceandexperiencedincludingacademicqualifications.

Female 2635 Generalservice UNESCO NULL

Enlargerotationpolicyatalllevels(GandP)GivemoreopportunityforpromotiononmeritbasisGiveupwithshorttermcontractstobridgegapbetweenworkloadandscarcepermanentresources(i.e.torecruitsufficientstafftodotheworkincompetitiveselectionprocess)

Female 2635InternationalProfessional UNESCO NULL

1.LackofgenderbalanceinPcategory.2.LackoftransparencyregardingHRpoliciesanddecisions;lackoftransparencyregardingpromotions3.Lackofflexibilityandspecialpoliciesaddressingcertaincategoriesofstaff(e.g.,parentsofyoungchildren,singleparents,parentsofchildrenwithspecialneeds),whichresultindefactodiscriminationagainstthosecategories.

Female 2635InternationalProfessional UNESCO NULL Atransparentprocessforrecruitmentandpromotionisveryimportant.

Female 2635InternationalProfessional UNFPA Hanoi

HRproceduresaretoolengthyandwhileemployeesareexpectedtobeavailableatthedropofahat,theorganizationtakesitstimeindecidingwhetherornottoextendcontractsand/orwhichcandidatesaresuccessful.Thesystemisverybureaucraticanditseemsthatjoballocationsarestillnotmadebasedonmeritbutonpoliticsand/orpersonalconnections.

Female 2635InternationalProfessional UNHCR Badghis

**Iagreethatthereareworkbalancemeasuresandloadsofothermeasuresandprograms,butinpractice,themanagementpunishesyouforusingthesemeasuresbynotprolongingyour(temporary)contract.Wheneveryouwanttoapplyfortrainingsorworkbalanceorwhatevermeasures,youneedtheapprovalofyoursupervisor,buthehimselfisunderpressurefromhissupervisornottoallowallthese"extra"things.**Iseestaffaroundmethatissoincredibleincompetent,thatIamalmostashamedofworkingnexttothem.ThenIwonderifIwasalsoselectedbecauseIamawomanorbecauseIhaveacertainnationality...**ThereisabiggapbetweenthecompetenciestheUNrequestsduringtherecruitmentandthecompetencesapersonsonreallyhas.E.g.Iknowmanystaffmemberswhodonotspeak2UNlanguages,whoaredishonest,whohavedegreesfromuniversitiesthatareknownasnotgoodetc....So,ifitalldoesn'tmatter,thenwhydidIstudyseverallanguagesandwhydidIdotheefforttogotoagooduniversity...

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Male 2635 Generalservice UNHCR Beirut

IthighlyrecommendedtobriefandtrainthenewlyrecruitedstaffonallthepoliciesrelatedtohisagencyandtheUNingeneralandfromthebeginning,inordertohelphimunderstandthesystemandhaveasenseofbelonging,thiswillhaveanaddvaluetohisperformance.

Female 2635 Other UNHCR ColomboUnfairness/lackoftransparencyregardingIPR/postings.YoungpeoplelikemenothavingenoughopportunitiesforadvancementnotenoughP2posts.

Male 2635InternationalProfessional UNHCR Damascus

IamsomewhatdisappointedatthecontentofthissurveyasIexpectedittobebetterconfiguaratedtocapturecertainrecruitment/retentionpolicyissues(i.e.lackoftransparency,roleofpersonalconnections,lackofcandidandreliableevaluationswhichareusedastoolsforpromotion/postings,almosttotalabsenceofcompetitiverecruitmentprocedures,thefreezeinthegrantingofIndefinitecontractsetc).Ihopethatthissurveywillsomehowaddressthoseissueswhich

Female 2635

NationalProfessionalOfficer UNHCR NULL

Inspiteofmyorganizationbeingagoodplacetowork,servingagoodcausethatIbelievein,discriminatorypractices,unfairrecruitmentandpromotionprocedures,frequentabuseofpower,noimpressionthatfairnessatalllevelsandinallaspectsoftheworkispromotedmakethingsverydifficultandincreasetheunhappinessassociatedwithmywork.Drasticallychangeshavetobemadeintheselectionandpromotionprocedures,accesstorelevanttrainingbyallstaffirrespectiveoftheirtypeofcontract(withanFTAcontractonedoesnotevenhavethechanceogetabankloanortohaveaccesstoarelevant/essentialtrainingwithintheorganization).Andmanymoremightbesaid.

Female 2635 Generalservice UNICEF AddisAbaba

Moreeffortshouldbemadetomakesurethatdecisionsbemadeonlybasedontheorganizationalneeds,notbasedonpersonalfeelings;morechecking/auditingmechanismsshouldbemadetocontrolthehiringprocess;makesurethatUNrules&regulationsareapplicableforeverybodyequally,andtheexceptionsthatexistintheregulationsshouldnotbemisusedornottoserveasholes&"weapons".

Female 2635 Generalservice UNICEF KabulTheissueoffavoritisminrecruitmentisabigissue.Nostrategicplanforstaffdevelopment.Nogenderbalance.

Male 2635

NationalProfessionalOfficer UNICEF Kabul

Thebalancebetweentimeandtalentisanissuemostofthepoliciesaretimefocusedinsteadoftalentlikelengthofworkexperience.Thereishugedifferencebetween10yearsexperienceanddoingonethingfor10yearthereshouldbepoliciesinplacethatcouldhelpyoungtalenttogrow.WeshouldnotfocusonkeepingonepersonfordecadesratherweshouldencourageyoungtalenttodeliverforUNandthancanproceedoutsideandhewillbeagoodadvocateforus.LearningopportunitiesneedstobeseriouslylookedatandcouldbelinkedtotheyearsofserviceafterthetrainingforUNsothatwespentinourstaffandtheydeliverforusforawhileaswell.TheinterviewingsystemintheUNalsoneedstobereviewedrelyingmainlyonsupervisorandrepresentativeswillnotbeagoodoptionaswemayendupwithanenvironmentofliketodislikeofindividualsratherthanapoolofprofessionals.LongagoIheardUNisanorganizationwherefriendsworkforfriendsthisimpressionneedstobechanged.IwishIcouldhavemoretimetoreflectonsomanythingsstrikingmymindbutwilldosoifneededsothatwecanmakeUNthebestasweshouldbe.thanksforpossiblereading

Male 2635 Generalservice UNICEF Kathmandu

Ifthereisanyinternalvacancywithincurrentorganization/UNsystem,thereshouldbegivenmorepriority1sttointernalcandidateratherthanexternalforrecruitmentiftheirexperiences&skillscanmatchtosomeextent.Ifthereisnocandidateforthatposts,thengoaheadforexternalaswell.Deprived,ethnic&indigenousgrouppersonscanbestronglygivenpriorityinrealityscenariosfornewrecruitmentinternallyaswellasexternally.

Female 2635 Generalservice UNICEF Manila

IsthereamethodorwaytofullyacclimateanewemployeetothewaysandcultureoftheUNorUNICEFespeciallyifthepersoncamefromthePrivateSector?Becausealthoughnotallformerprivatesectorstaffwouldhaveahardtimeimbibingtheculture,somearesooverwhelmedwiththeBrandofUNICEFthatitdefocusesthemontherealobjectiveoftheorganizationwhichisimprovingthelivesofthechildrenandfightingfortheirrights.Theyfocustomuchonpromotingthebrandthattheydon'tseethefacesofthechildrenwhichinspiredthecreationoftheorganization.

Female 2635 Generalservice UNICEF Moscow UNHRPOLICYNEEDSIMPROVEMENTNOW!!!

Male 2635 UNICEF Other Inprovidingadvisorforthehostgovernment,itisimportantthatneedsto

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identifythepersonwhoareadvisefor,whatlevelofhe/shehasinterimsoflanguageitwillhelpusindecisionmakingandCapacityBuilding.UNagenciesinprovidingadvisorforthehostgovernmentneedtoinvolveinstaffrecruitmentbeforeprovidingadvisor.

Female 2635InternationalProfessional UNIDO Freetown

Havingstartedwithhighidealsaboutservingthepoorandimprovingtheirlivingconditionsinasustainableway,Iamafterfouryearsratherdisappointedanddisillusionedabouthowthepooraresystematicallyexcludedfromprogrammesandprojectswhenitcomestoconcreteactionorfunding.Recruitment:objectiveassessmentsofmostqualifiedstaffforajobarejeopardizedbypoliticalconsiderationssuchascitizenshipofdonorcountriesetc.Thishasanegativeimpactonqualityofstaffandhencequalityofdelivery.SpecialbenefitssuchasSOLAetc.shouldbeuniformlyappliedbyallUNorganizations/agenciesandnotlefttothediscretionofindividualagencies.

Female 2635 Generalservice UNODC Headquarters

Timeandagainthereisnotransparencywhenitcomesdowntorecruitmentissues.Candidatesarealreadypreselectedevenwhenthereisavacancyannouncement.Interviewsareheldforformalityreasons.Gstaffarenotgivenenoughopportunitiestoprovethemselves.Evenwhenhardworkandovertimeisputinthesearenotrecognized.Sometimesitevenseemsthatthosewhoarenotascompetentaretheoneswhoarepromotedorseeningoodlightduetotheirrelationswiththesupervisororthoseinhigherpositions,whichmakesitfrustratingforthosewhoareinterested,keen,andhardworkingdeservingofapromotion.Thereshouldbeopportunitiesforgstafftogoonmissionsatleastonceayeartounderstandwhatitistheircolleaguesdowhenonmission,anditwouldalsohelpthemunderstandthesubstanceofworktheirunitisinvolvedin.

Female 2635InternationalALD UNOPS Headquarters

1.Partsofthissurveyseemtechnicallyinvalid.Forexample,youseemtohavecombinedawarenessofbenefitsandtheneedforparticularbenefits(e.g.telecommuting)intoasinglequestion.IcannotindicateusingyourpredefinedanswersthatIhaveneverheardofatelecommutingprogrammeatmyofficebutIwouldbeinterestedinparticipatinginone.2.Ilovemyjobverymuchandmysupervisors.Ourorganization'smandateiscompelling.Ourhumanresourcespolicies,though,arepoor,suchthatitisveryhardtogetgoodnewstaffintotheorganizationanditisequallyhardtogetridofpermanentstaffwhoareunethicaland/orincompetent(asmallminorityofstafffallsintothislattercategory,buttheirpresenceisdemoralizingforeveryoneelse).IwishthatUNhumanresourcespoliciesresembledthoseoftheprivatesectormore.

Female 2635 Generalservice UNWTO Headquarters

Notatransparentpromotionandhiringprocedure.Doubtaboutgenderequality,verydifficulttofindarespectfulchiefsandmanagers.(Someofthemhaveethicproblem...)

Male 2635 Generalservice WFP Headquarters Communicationaboutfuturerecruithadbeendevelopedinafearfulway

Male 2635 Generalservice WFP HeadquartersStaffmemberswhoentertheorganizationforthefirsttimeshouldreceivemoreinformationabouttrainingandcareerdevelopmentopportunities

Female 2635 Generalservice WFP Kampala

Thankyouforthesurvey.MyconcernistherecruitmentintheUNsystemwhichisnotfairespeciallytostaffinthesystem.1.Itisimpossibletogetshortlistedforajobifyoudonothavea`Godfather`.2.Theorganizationdoesnotrecognizestaffeducationalqualificationsespeciallyiftheyhavebeenattainedduringtheiremploymentwiththesystem.

Female 2635 Generalservice WHO Headquarters

IampersonallydisappointedbythetreatmentGstaffisreceivinginWHO.Wecannotapplytothesocalledgenericpositionsanymore.Allwecandoistoassurethatournameisonthespecificrosterandwaituntilweareapproachedbyhumanresources.Weonlylearnwhatthejobisallaboutwhenactuallydoingtheinterview.Noselfcontrolonourowncareeranymore.

Female 2635InternationalProfessional WHO Headquarters

WHOdoesnotattractnorretaintalentwithitscurrentadminandHRrules.Itcurrentlytakesmorethanayearforcompletingafixedtermrecruitmentandmorethanhalfayeartocreateanewpost,makinggeneralstaffrecruitmentandretentionhighlychallenging,withsevereimplicationsonservicedeliveryandperformance.Specificallyontalentretention,therearenotflexibilityonrecruitmentrulesforstafftobeeasilypromotedtoanotherpositionwithintheorganization.Therearenoleadershipdevelopmentprogramme.WHOcurrentinstitutionalsettingmakingregionsindependentfromHQcreatespowerstrugglesandgenerateunderperformanceatalllevels.

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Female 2635 Generalservice WHO JakartaEqualopportunityfortraining/studyforallstafftheselectionprocessisfairandclear.

Male 2635InternationalProfessional WHO Nairobi

MobilitywithintheorganizationandbetweenUNagencieshavetobeimprovedalot.Moreoverleadershipandexecutivedevelopmentopportunitiesandtransparentpromotion/recruitmentproceduresareessentialandverypoorintheUNsystem.

Female 2635 Generalservice WHO NewDelhi

Please,letusmakeaseriousefforttocurbnepotismandbiasattheworkplace,becauseitiseatingintothemorale,enthusiasmandthezestforworkingofmanypeoplelikeme.Letusintroducemeritbasedselections,promotionsandgiveequalopportunitiesfortrainingtoall,temporariesincluded.Itwouldalsobeagoodideatorecognizeaperson'sskillsandcompetenciesandgivingthemworkaccordingly.

Female 2635 Generalservice WHO NULL

Thehumanresourcesunitmusthaveamoreestablishedsysteminbriefingnewlyhiredstaffandshouldtaketheinitiativeinhaveastatuscheckonhowthestaffishandlinghis/hercurrentposition.

Female 2635 Generalservice WHO Suva

Thereisnoopportunitiesforpromotion!Accordingtomanagement(WR/SP)thiswouldupsetlongservingstaff(morethantenyears).Firstly,theirlackofknowledgeandskillsoftoday'stechnologyduetothepoorstaffdevelopmentprogramprohibitsthepromotionofotheryoungerstaffthisissowrong!Creditshouldbegivenaccordingtowhatyoucandoandtheresultsyoucomeupwithandnothowlongyouhaveworkedfortheorganization!Secondly,thebackingupsystemofpersonneliscrazy!EachpersonshouldbemaderesponsiblefortheircontractedTORsandnotthewholeoffice.WPROPERprovidesverylittleorincorrectrecruitmentinformationandtherecruitmentprocessforthesuccessfulapplicantisterribleinWR/SP!Noorientation,notraining,nothing!Jobdescriptionsshouldbeupdatedyearlyandmadeavailabletostaffsothattheyaremadeawareofwhoseresponsibleforwhat.Therearemanythingsthatfailinthisofficeandnooneyoucanreallytalktotogetananswerorasolution.Thehygieneoftheofficespacewasn'tevenaddressedinyoursurvey.Somethingthatyoushouldconsiderincludinginthefuture.Thankyouforallowingmethisopportunity.

Female 3645InternationalProfessional ECLAC PortofSpain

Lackoftransparencyinthestaffselectionprocedurestofillvacancies!!!!!Mostjobsarealready`earmarked`beforetheyevengoonthenet....


OneofthegreatestpitiesintheUNsystemisthatstaffarehirednotnecessarilybaseduponthembeingthebestqualifiedforthejob,butoftenbasedonwhotheyknoworwhotheirfatherknowsorbaseduponnationality.Anothergreatshameistheamountoftimeittakestohireaperson.Foraprofessionalstaffmember,theminimumamountoftimeis6months.


Seniormanagementsetsthecultureoftheorganization;ifseniormanagersarerecruitedduetopoliticalpanderingratherthanrecruitedontheirmerits,staffwillcontinuetobemanagedinefficiently.


Strongneedforawarenessofleadershipdevelopmentprograms/executivetraining,andlearning/professionaldevelopmentopportunitiesingeneral.Alsoseetheneedforbetterdistributionofworkloadsandmoreappropriateskillsmatchinginselectingindividualsforjobs.OverallIseeahugeimbalanceintheaboveandnotruemeanstoaddresspoorperformers.

Female 3645 Generalservice IAEA Headquarters

Thesearesomeofthereasonsthatpreventmefromenjoyingtheworkintheorganization:.1)Recruitmentprocess\staffselection\promotions.Iandmanyofmygeneralservicecolleagueshaveanimpressionthatthestaffselectionprocess,appointmentsandpromotionsarenotalwaysbasedonknowledge,experienceandqualificationofthestaff,whichcausemisunderstanding,demotivationandfrustrationamongthestaffandgenerallynegativelyaffectstheatmosphereintheorganizationanditsgoodreputation.Therecruitmentprocessandstaffselectionshouldbetransparent,someoftheexistingrigidpoliciesshouldbechanged.2)Parttimework.Parttimeworkisonlypossibleattheconsentofsupervisors,whosometimeshavenowellfoundedreasonsnottoallowastaffmembertogoonparttimeor80%.****IwouldalsoliketomentionthatIconsideritunfairthatasaGeneralServicestaffmemberwith"localtypeofrecruitment"(althoughnotacitizenofthecountryofdutystation)Icannotusebenefitsprovidedbytheorganization,excepttheopportunitytoimportsomeofthecarmodelsdutyfreeoncein4years.

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Female 3645 Generalservice IAEA Headquarters

InmyorganizationImisstransparencyintherecruitingprocess.Ihavethefeelingthatpoliticshasahigherprioritythanqualificationinmanycases.InadditionImissleadershipstandardsintheorganization.Theworkatmosphereandtheinformationflowdependsverymuchonthedirectorofeachdivision.IstronglyfeelthedifferencebetweenGSstaffandprofessionalstaff.Eventhemeetingsaresplitbetweenthetwocategoriesinmyarea.MyopinionisnotvaluedasaGSstaffmemberinthedecisionmakingprocess.


Thereshouldbeanefficientandactivestaffrotationprogrammeforalllevelofstaffs,fromGPD.Staffsmustbehiredbasedonrelevantqualificationsandworkexperiences,notduetopoliticalreasonsorcountryquotasystem.Morestaffstobehiredfromprivatesector,notjustwithinUNfamilysystem.InbreedingandignoranceoftherealworldcanhurttheUN.MusthavecredibleandworkablesystemtorewardgoodhardworkingUNstaffs,notjusthighflyersandgoodspeakers.


Therecruitmentprocessisfartoolong.Pleasenotethattherotationpolicywasnotmentionasareasonforleavinginthissurvey,anditisveryoftenthereasonwhypeopleleaveIAEAevenbeforetheirfinalcontractexpires.Thesetwoissuesarecloselyrelatedtotheproblemofthe"corporate"knowledgebeinglostbecausethereisnotimeforaproperhandover;wearecurrentlyinthesituationwhenmorestaffhavealreadyleft,andnobodynewiscomingyet(therecruitmentisstill"inprocess"...)

Male 3645 Generalservice IAEA Headquarters

Itwouldbegoodopeningmorethechancesof"G"staffbeconsideredfor"P"positionswhentheymeetqualifications.Nowismoredifficulttoachievethisforaninhousecandidatethanforoutsideapplicants.

Male 3645InternationalProfessional IAEA Headquarters

ThereisalackoftransparencyintheHRprocess.Alotofourmanagement'stimeisspentfindingoutthestatusofstaffmembers`contractsinsteadofwheretheireffortsarebetterspent,inmanagingtheirareasofresponsibilities.Therecruitingprocessalsotakestoolong.Ihaveheardfromanumberofcolleaguesthattheirrecruitmenthadtakenoverayear.IbelievethattheUNsystemisunabletorecruitthebestcandidatesfromtheapplicantssimplybecausetheirtopselectionmayhavemadeothercommitmentswhilewaitingforaresponse.Anumberofmycolleaguesarealsoonveryshorttermcontracts(1monthto3months)insteadofthetypical1+yearforthosepositions.Thishasunreasonablyincreasedtheamountoftimeourmanagementhastospendtochasedownthecontractrenewals.Staffwhoareaffectedalsohavelowmoraleandmayconsiderleavingbecauseoftheuncertaintyintheirjobs.ItisimperativethattheUNmakesomelevelofcommitmenttoitsstaff.Therotationpolicyisdetrimentaltotheknowledgecontinuitythatcreatesaneffectiveorganization.TheupcomingwaveofretirementofbabyboomerswillhaveanadverseeffectontheabilityoftheUNorganizationstofulfillitsmission.

Male 3645InternationalProfessional IAEA Headquarters

Hiringandretentionisabysmal.Contractsituationsareamess.Supervisorsdon'tseemtobeabletoadequatelystaffandretainand,what'smore,don'tseemtoevenknowwhatitistheyneed.Iappliedforaposition,wentthroughinterviews,etc.andittookTWOYEARStogetananswerthattheyweren'tgoingtofillthepost,then,afteracoupleweeks,IgotamessageaskingifI'dcomeforanFTA.Thisisseriouslymessedup.RotationandFixedTermtemporaryisapermanenthouseofcards."Permanent"peopleshouldbeauditedforperformance.Thereexistdozensofuselessliferswhoarebasicallyuntouchable:can'tbefired,can'tbeenticedtoimprove.Meanwhile,theskillsandknowledgearecontinuallyrotatedout.IAEADGismicromanagingstaffingtoalevelthatisseriouslyimpactingnegativelyallareasofwork:frommoraletoworkproduct.

Female 3645 Generalservice IFAD Headquarters

WithregardtoIFAD`shiringpolicy:IhavebeentemporaryGSfor5years,withinwhichIhavebeenshortlistedandinterviewedfor5permanentposts,allofwhichwerefilledbythetempsalreadyworkingintheposition.Inotherwords,thehiringprocessatIFADisjustaformalityandonlyoccurswhenacandidateischosenprevioustothemandatoryprocessofshortlistingandinterviewingatleast3candidates.AlthoughIreceiveoffersconstantlyandmanagetowork11monthsinarow,everyyearIhavetotakeamandatory3monthbreak,whichisstressfulonthefinancialfront.Hiringpoliciesneedtobemorefair.

Female 3645 Generalservice ILO Bangkok Transparencyinrecruitmentandpromotion.

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Female 3645 Generalservice ILO Bangkok Transparencyinrecruitmentandpromotion.

Female 3645 Generalservice ILO Headquarters

ThecareerdevelopmentforGeneralServiceStaffisverylimited,itisimpossibletomovetotheProfessionalStaffstatus.Salarysurveyisverycomplicated,takesenormoustimeandefforttocomplete.Theorganizationisverybureaucratic,rigidandhierarchical,theHRdepartmentisnotsupportiveatall.Therecruitmentisextremelyslow.

Male 3645InternationalProfessional ILO Headquarters

Transparencyoftherecruitmentandplacementprocess.NocarrierdevelopmentpoliciesBasicallyimprovementofHRfunctionalityintheILO

Female 3645 Generalservice ILO Manila

WhiletheUNpromotesequalopportunitiesforworkorDecentWork,stillthereisastrongindicationofdiscriminationsasregardstothestaffbenefits.ILOrecruitmentinthefieldofficesishighlypolitical.LotsoffavoritismandManagersarenotexperienced.Notfamiliarwithlocalpracticeswhichcreatedissensionandmisunderstandingamongcolleagues.ThereisalargegapwithregardstothebenefitsbeingenjoyedbylocalstaffandthoseatHQ,e.g.accesstostaffwelfare,accesstohealthservices,etc...

Male 3645 Generalservice ILO NewDelhi

Thereshouldbestandardorientationgiventoallnewstaffateverylevel.Thesupervisormustfacilitatebestintheteamthroughparticipatoryprocessesratherthanimposingideas.Supervisorshouldbefairtoall,subjectivefavorstoone/certainstaffisaverystrongdeterrentinteamworkandkillinitiativeandmotivationofteammembers.

Female 3645 Generalservice ITU Headquarters

Ibelievetherecruitmentpolicyistoorigidandveryoftendoesnotmatchthebestpersonforthejob.Thesamerulesarenotapplicabletoeveryoneequally,particularlywithregardtorecruitment,evaluationandpromotion.

Female 3645InternationalProfessional Other Badghis

ThereasonIfeelratherdisappointedandhighlyoverstressedismainlyduetorunningtheunitonmyownforalmostsixmonths,withnoChief,nosupervisor,andnootherinternationalcolleaguessofar.I'vespentmostofmytimeonrecruitmentandmanagement,notonmyfieldofexpertise.Proceduresofrecruitmentarehighlytimeconsuming,complicated,andveryslow.Nogratificationatallforallthisoverwork,nogoodsportfacilitiesoffered,verybadcafeteria,nocoffee:basicthingsformentalandphysicalwellbeingarelackingintheworkenvironment,whileextraneededinunsafeenvironment.Decisionsaretakenwithoutconsultation,trainingsarelimitedandnotallrelevant(e.g.nomanagementtrainings).Positiveisthatotherinternationalcolleaguesaregenerallyniceandhelpful.

Female 3645 FieldService Other Beirut

Yes,asanewmembertotheUNnotknowingwhatisthedifferencebetweenFS1FS6.WheninterviewedformypositionasFS4withalmost24yearsofspecializedexperience(VIPprotection,Intelligence,Operations,Investigationetc)andacceptedtofindoutthatmemberswith34yearsexperienceonlevelFS4aswell.Isitnotbettertohelppeoplerightfromtheinterviewandrecruitthemfortheirexperienceatasuitablelevel.Sopeoplecominginwith2430yearsexperienceonalevelsuitableforthevaluetheycanaddtotheUNorganization.

Female 3645 Generalservice Other BeirutThereisanurgentneedtocreateregularpostsforthoseGSstaffwhohavefixedorshorttermcontracts.

Female 3645InternationalProfessional Other Beirut

ThereshouldbemoreopportunityforstafftodevelopskillssoastobuildacareerintheUN.Atthemomentthereisnosuchthinginexistenceforlawyersforexample.Anotherissuesarethereisinsufficientfeedbackfromsupervisors,nodirectiononhowworkshouldbedoneandhowstaffcanmeetgoalsintheirunit,nomentoringfromseniorstaff.Mostvacanciesaregiventopeoplebecausetheyhavecontactsratherthanbasedononesexperienceandeducation.

Female 3645 FieldService Other Butare

IwouldliketorequesttheUNorganizationtobemoretransparentinitsrecruitmentpolicy,tolookintoconsiderationthegeographicaldistributionofstaffinallitsmissions,andallpositionsnationstoberepresentedinallpositionsfromDirectorstobottom,thiswillenablethoselesspresentedcountriesandcontributingtotheUNtohavehis/herpeopletoserveandgetglobalexperienceequally,UnshouldlookalsointheexperiencerequiredfortheposttobeminimumasfreshbloodisrequiredtochangetheUNandmostofthemtheyhaveEducationrequiredbutdoesnotmeetthe3yearsexperienceintheUNsystemyoushouldtakefreshpeoplefromoutsideUNwhohavethequalificationsregardlessofyearsofexperienceastheyaregoodandquicktolearntherulesandregulationswhileonthejob.Selectionsystemshouldalsochangeandbemoretransparentnotonwhoknowswhointhemission,ifyoumeettherequirementofthepostyoushouldgiventhe

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opportunitytoservetheUNorganization.

Female 3645 Generalservice Other Headquarters

IbelievestronglyintheUnitedNationsbutfeelthesituationforthestaffisnotimproving.Wedonothaveenoughrecognitionwithintheorganization,employmentprotectionorpromotion/trainingpossibilities.Theattitudeseemstobethatweshouldthankourluckystarstoworkhere(Geneva)becausepeoplefromallovertheWorldwouldliketohaveourjobs.AlthoughwearewellpaidGstaffcanbekepttemporaryforyearsandthisseemstobedeteriorating.TheemphasisisonrecruitinghighlyqualifiedPs.AsGstaffarelessqualifiedweseemtobeconsideredasdisposableitemsandaregivenveryfewopportunities.

Male 3645 FieldService Other Headquarters

Recruitmentisveryslowi.e.avacancyisadvertisedinthegalaxyandittakestoolongtobetechnicallycleared,calledforaninterviewthenrecruited.Itisonmyopinionthatthelongestavacancycanbeadvertisedistwomonthsthenthethirdmonthisinterviewwhilethefourthmonthisrecruitment.

Female 3645InternationalProfessional Other Johannesburg

Theissuesaroundperceptionsaroundrecruitment(i.e.favoritism,bureaucraticandlongrecruitmentpolicies,racism,sexismetcdonotcomeoutwiththequestionsaskedaboveitisavery"safe"questionnaire....

Male 3645 FieldService Other Juba

Thethingis,recruitmentshouldbeinlinewiththeareaofknowledge,andnotbasedonfriendship.MoststaffwhocomeinUNarenotqualifiesespeciallyintheAdministration,hencealotofinefficienciesoccureverynowandagain.SeriousreprofilingshouldbedoneintheseMissions.

Male 3645 FieldService Other Kadugli

Iwouldliketherebemoretransparencyinrecruitmentprocess,Galaxysystem.Notificationofclearancetocandidateshascomeverylate.EasemovementbetweenFSandPcategories.Whyastaffmemberdoesnotmovefromthestepofrecruitmentyearafteryearduringallthecontractterm?DPKOstaffmembersareworkinginveryhostileandharshconditionswithlittleevennocomfortatall,therefore,Ithinktheyshouldbegivenspecialtreatmentandbenefits.

Female 3645 FieldService Other KathmanduTheprocessofhiringinGalaxyisnottoefficient.UNismissingalotofgoodprofessionalpeoplebecauseofthat.

Male 3645InternationalALD Other Kathmandu

TherecruitmentstrategieswithinsomeUNcommonsystemmemberse.g.ICAO,UNDP,WHO,etcareunfavorableforrecruitmentofstafffromUNmissions.Manytimesmissionstaffhavetherequisitequalificationsandexperiencebuttheirselectionisunfavorable.WHO,UNDP,UNICEF,etcshouldseriouslyconsiderforselectionapplicantswiththeexperienceandqualificationsforspecificjobstheyapply.ForexampleifaLogisticspostisavailableforapplicationandamissionstaffwiththerelevantLogisticexperienceandqualificationapplies,Idonotseeanyreasonwhyhe/shecannotbeshortlistedforthepost!!!Itisapparenttheseorganizationsdonotseriouslytakeapplicationsfromthosewhohaveservedmissionsandarequalified,theyshouldchangetheirattitudestowardsqualifiedstaffwhohaveservedinmissionsandrecruitthem.Letuslookatstatisticstoappreciatethisbetter.

Female 3645 LocalALD Other OtherTakingintoconsiderationtheeducation&theexperienceintheclassificationofpost.Thankyou

Male 3645 FieldService Other Other

WiththefalloftheUSdollarthesalarypackageislessattractiveandwiththeUnitedNationsseeminglymakinganyefforttorelievethisintheshorttermotheremploymentopportunitiesarelookingmoreviable.PutthefactthatUNAMIisnotadutystationandmostparentswilltravelhomeontheirORBtobewiththeirfamilies,thevalueoftheUSdollarhasadirectimpactonwhetherornotIwillstaywiththeUN.PoormanagementandlackofstructurewithinthesecurityelementsoftheUnitedNations.Ifinditamazingthattheattitudeofplacingindividualsinpositionsofmanagementandresponsibilityisnotrewardedwithhigherpayorallowances...WithinUNAMIitisacceptedbythelongerservingmembersoftheSSUandbymanagementthataProtectionOfficerTeamLeaderisonthesamepayastheindividualsheisresponsiblefor.ThisisnotacceptableintheprivatesectoranditshouldnotbeacceptableintheUN.Individualsshouldberecognizedfortheireffort,inputandexpertise,paythemwhattheyareworth.ThelackoffunctioningsystemswithinUNSecurityespeciallyinhighriskenvironmentsisamazing.Basicfundamentalssuchasreliablecommunicationssystemswhenelementsareoutindangerousareas,amannedoperationsroomwhentasksintotheredzonearebeingconductedetcetcIndividualsarerecruitedintopositionsandthenlaterfoundtobe

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unabletoperformtheirdutiesduetoalackofexperienceorinabilitytomeettherequirements.ThishappenswhenyousignoneyearcontractsafteronlycarryingoutaCVselectionandaphoneinterview.Placeaprobationperiodof3monthsonthecontractsothatifapersonisnotuptothetasktheycanbereplaced.ThereareotherissueswithinUNAMIbutthesewillsuffice

Female 3645InternationalProfessional PAHO Headquarters

IwouldliketoseethemoreexpeditiousfillingofvacancieswithintheOrganizationwithsuitablyqualifiedpersons.

Male 3645InternationalProfessional UN Adjumani Emphasizeonrecruitingmorefemales.

Male 3645InternationalProfessional UN Ansan

MoretraininginductioncourseswhenyoujointheUNonpoliciesandfinancialissues,contractingworketc.,andcoursesrelevanttothefieldyouworkinconservationmanagementandconservationpolicy.

Male 3645 FieldService UN Beirut 1Promotionsand2Weekpurchasepowerofthe$

Male 3645 Other UN Bouake

Thereisnoobjectivebasisonrecruitingpeople.Ihavenowaclearunderstandingrecruitingyoudosnotnecessarilydependonyourskillsandexpertise.Butratheronwhoyourecommendsyouforagivenpost.Ithighlydisappointingtome.FouryearsofICcontract,tensofapplicationsevenatlowerlevelnevergotofferedachance.Simplybecausethere'snobodyintheSystemtobackmeup.

Male 3645 FieldService UN Bujumbura

ToimprovestaffingofstaffsinunitslikewhereIworkinsecuritytoavoidworkoverloadsbecauseofshortageofmanpowerwhichsubsequentlyleadstostress

Male 3645InternationalProfessional UN Cairo

Recruitmentandselectiontaketoolong.Fewopportunitiesexistforspouseemploymentinfieldmissionsandeducationgrantforfamilieswithmorethan2childrenisinsufficient.

Male 3645 LocalALD UN CasablancaTrytofightagainstcorruptionex:don'tneedtheGALAXYsystemifthebuttonarenotworkinginsamemannerforeverybody

Female 3645 Generalservice UN Headquarters

Therecruitmentofnewpersonnelisdegradingrapidly.NewpersonnelareintroducinganewculturetotheUNsystemanditsisaculturethatdoesnothaveveryhighstandardsandaverylowtolerancetherebycompromisingtheidealsoftheorganization.


1ThedifficultyintransferringtootherUNorganizationsordepartmentsitisclearthatyouhavetoknowsomeoneinordertogetajoboreventogetaninterview.Itisnearlyimpossibleforsomeoneoutsidetheorganizationtogetintothesystemanditiswellknownthatpeoplealreadyhavewhotheywantforcertainjobsthattherecruitingprocessifforappearanceonly.SoifIamnothappyinmycurrentjobhowdoIgetintoanotherdeptifIdon'tknowanyoneinthatdept?2HowtherecruitingprocessishandledIinterviewedforanotherjob8monthsagoandunderstanditwasfilledonlythruthe"grapevine",howevertodateIhaveneverbeeninformedthatIdidnotgetthejobafter2interviews.Thisisveryunprofessional.


ThisOrganizationisinterribleneedofgettingthebeststaffandkeepsit.Therulesinplaceor/andtheirapplication(ornonapplication)donotallowforthistoday.Realandfaircompetitiononlyappliestoasmallpercentageofentrylevelstaff.Itshouldbetheruleforall.Thepromotionproceduresshouldbetransparentandbasedonmerits,notdiscretionalandbaseonnetworking.Then,whenyouhavethebest(technically,ethically,etc.),youwouldgetthebestwork.Thebestwouldalsoexpectanddeservethebesttreatmenttocontinuetoperformatthathighlevel.


IcameintotheorganizationasanNCEwith11yearsofprofessionalexperienceoutsidetheUN.LikemanyNCEsthisexperienceisnotrecognizedbytheorganizationandoftenjuniorprofessionalsaretreatedasiftheyhavealackofcompetencebecausetheyarenot"insiders".AtthesametimeweseepeoplepromotedintotheorganizationfromoutsideatseniorlevelsduetoinfluencefrommemberstatesorotherkindsoflobbyingandthisbothunderminesstaffconfidenceandmoraleandhasadetrimentaleffectontheabilityoftheSecretariattoworkindependentlyandeffectively.NCEcandidatesarenotasawholewelltreatedintheorganizationeventhoughitisrecognizedasthemosttransparent,equitableandmeritbasedmethodofrecruitment.

Male 3645 Generalservice UN Headquarters

IhavethehighestthoughtsandconsiderationoftheUNOrganizationandIrecommendworkingforitsgoalsandobjectives.IamagoodambassadoroftheUNwithpeopleIknow.Nevertheless,IfindthattheOrganizationisweakindealingwithunfairtreatments,doublestandards(especiallylocally,but

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alsoacrosstheUNCommonSystem),lackoftransparencyinrecruitmentprocesses(i.e.processestailoredtothe`person`ratherthanthejobrequirements,lackoffeedbackaftercompletionofrecruitmentprocess),lackofprovenmanagerialcompetenciesinmanagement,personalcareerinterestbeforetheinterestoftheOrganization.Regards.


Recruitmentpoliciesarenotimplementedtransparently.VAsremainunfilled,onGalaxy,forlongtimes.Promotionof`insiders`(staffalreadyindivision)doesnotseemtransparent:staffinthefieldfinditdifficulttomovetoHQ.Weakimplementationofmobilityisobserved.IncomprehensibleimplementationofNCEManagedReassignmentProgram:whydoestheorganizationessentiallyimplementa`slowtrackcareer`programforNCEs,encouragingLATERALmoves,ratherthanintroducingarapidtrackonewithautomaticpromotionaftertheprobationaryperiodforNCEs,whohaveshowntheirabilitybypassingtherecruitmentexamination?


Therecruitmentandpromotionsystemshouldbetransparent.Mostofthejobsarereservedandawardedtoknownpeopleevenbeforetheyareadvertised.ThisGalaxyadvertisementandinterviewsareallforeyewashpurposesandforshowcasingtothestatutorybodies,whicharejusttimeandresourceconsuming.Thesystemshoulddevelop/reformproperwaysforidentifyingcompetentpeoplethroughrecruitmentandpromotion.

Male 3645InternationalProfessional UN Headquarters Recruitmentpoliciesarenotimplementedtransparently.


TheStaffSelectionSystemcurrentlyinplaceshouldberevised,inparticulartheeligibilityrequirementsrelatedtolateralmoves.ThePromotionsystemshoulddulyrecognizeperformanceandmerit,andprovideopportunitiesforprofessionalgrowthtostaffmemberswithstrongpotential,inthebestinterestoftheOrganization.


Littlethoughtisgiventorecruitingtherightpersonfortherightjob.Toooftenemploymentisbasedonirrelevantqualificationsforthejob.10%ofthestaffdo90%ofthework.Therestjustgossip,giggleandGoogle.


ExtremelylongleadtimesfordecisionstakenonVacancyAnnouncements(Iwasinterviewedfor1VA,whichdidnotcloseaftermorethan10months!).

Male 3645 FieldService UN Juba

Promotionandrecruitmenttakesmanyyears,andapplicationsareneverfollowedup.Trainingbudgetisnotextensiveenoughtocoverallstaff,oritisbeingabused.Gettingthecorrectequipmenttogetthejobdoneisessentialbutdoesnothappen.Aprimeexampleisverybasicvehiclespareparts,includingtiresandbatteries.Ihavewaitedinexcessof1yeartogetsomeitems.Gettingprofessionalpeople(Systemscontracts)tofixtechnicalequipmentwouldsaveallotofbreakdownsanddelaysandimprovesafety,orgetstafftrainedtodealwiththeproblem,aprimeexampleAirportbaggagescannersoutofcommissionfor6months.

Male 3645 LocalALD UN Kabul

theworkperformanceofeverybodyshouldbetakenserioustheexperienceofeverystaffmemberi.e.forhowlongheworkedinanysection,sometimeinsomemissionIhaveseenapersonwithoutonedayexperiencegottheFSpositioninthatfieldsometimeinthedutystationstheyarehiringfortheofficerpositiononlybypersonallink,whileHRhandbookrecommendsatleastfiveyearsexperience.WhichisoutofUNrulesandregulation.

Female 3645 FieldService UN Kathmandu

AstheparticularmissionIamworkinginisabouttostartliquidation,whilstthereseemstobeanefforttoassiststafftofindalternativeemployment,IamquiteworriedthatthereisMUCHmoreemphasisonassistingNationalratherthanInternationalStaffandthatifwearenotpreparedtogotoChadorDarfurthatwewillendupwithnojob,particularlyifwedonot"KNOW"someonewhocanhelp.IreallybelievethatmostrecruitmentinDPKO/DPAdependsonwhoyouknownotwhatyouknow.

Female 3645InternationalALD UN Kathmandu

Thereisnotransparencyintherecruitmentprocess.AlthoughIfeelfullyqualifiedformyjob,ImanagedtogetthisjobbecauseIhave"connections",andnotbecauseofmyqualifications/experience.

Female 3645InternationalProfessional UN Kathmandu

ThemainreasonswhyIamconsideringleavingtheorganizationare:thelackofjobsecurity(6monthcontractsareinsufficient);thelackoffairnessintherecruitmentpolicyapplicationsmadeonGalaxyarenotprocessed/cleared;thereisalackofimpartialityintherecruitmentprocessmostvacanciesareinformallyfilledbeforetheinterviewtakesplace;talentedcandidatesaredeliberatelyomittedfromshortlistssothatpreferredcandidatesucceedatinterview;nepotismamongstcertaingroupsinmissions;incompetenceof

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seniorstaff;failureoftheUNtoseriouslyaddressmisconductamongstaff.

Male 3645 FieldService UN Khartoum

Therecruitingprocessisstillquestionableasiftheorganizationreallywanttotakepeoplewhocangiveagoodnametotheorganizationthentheemploymentbasedon"whoyouknow"shouldbelimitedandinsteadrecruitpeoplewhohaverelevantbackgroundandexperienceinthejobpostedtosothatresourceswon'tbewasted.Sosadtonotethatthe"padrinosystem"isstillstrong,asaresult,poorperformersaretakenonboardasdecorations.Staffmemberswhodeservedtobepromotedmustbeautomaticallybegivenwhattheydeserveinsteadofmakingithardforthem.UNshouldstandasaglobalorganizationwithintegritybystartingintherecruitmentsystem.

Male 3645 FieldService UN Khartoum

IfIhadknownwhatanFSlevelpositionisbeforejoiningIwouldnothaveacceptedit.WhydoDPKOinsistonPlevelpostsforpeoplewithadegreeandnotlookatexperience?Howcansomeonefreshfromathirdworlduniversitywithabasicthirdworld`degree`getaPlevelpostoversomeonewithqualificationsbutnodegreefromadevelopedcountry?

Female 3645InternationalALD UN Kinshasa

Therecruitmentprocessisstillwaybelowstandards,it'salwaysamatterofwhoyouknow.

Female 3645InternationalProfessional UN Kinshasa

IfDPKO/DFSiseverandgenuinelytoattractandretainqualitystaff;thebottleneckthatisGalaxyneedstobedrasticallyoverhauled,asstaffjustrelyonusingpersonalcontactstogetahead.It'sreallynotwhatyouknowbutwhoyouknow.Thereisatotallackofstandardization/consistencyregardingwhogetspromoted,andhowlongittakes.Qualifications/experienceforsome,andnotforothers.Itmuststoppromotingthe`badapples`bymovingtheproblemontootherfieldmissions,andrewardcompetentstafffortheirprofessionalism,insteadoftreatingthemasthreatstobeconsistentlymistreatedbyincompetents.Finally,thespousepolicyneedstobemodernizedtobepartnerfriendly.Staffwhodonothavefamilies/dependentsshouldnotbepenalizedtheydon'treceiveanyequivalent/compensatorymeasuresfortheirenvironmentallyfriendlyconduct.Thecurrentpolicies/practicesinthisregardareoutmodedandneedtoberapidlybetteredtokeepthegoodpeoplefromrapidlywalkingoutthedoor.

Male 3645InternationalALD UN Kisangani

Thexenophobicandracialtendenciesencounteredarenumerousandtherearenochecksandbalancestostopthe"minormafia"fromrecruitingamongfriendsandrelativesintojuicyposts.AlotofstaffthathavebeenhereoverfiveyearsarebeingbypassedbynewlyrecruitedindividualswhohaveadaptedabrownnosingtechniquetotheChiefsanddirectors.ThisinevitablycausesaslowdownandseeinghowthebulkofthejobispushedtothefolkwhoknowthesystemthroughthehardwaywhilethenewcomersgoforshoppingspreestoblindtheChiefs.Alsothepracticeofbringinginretireeswhoreallyarearoundtocollectextrapocketcashandsuppressanychanceofacareerdevelopmentonthejuniorstaff.Theyalwaysstifleanyprogresswemaydeserveandgiveittolessprogressingstaffinexchangeforfavors.

Female 3645InternationalProfessional UN Monrovia

ItisverydifficultforpeopletogetintotheUNsystemunlessyouare`connected`.Itriedformorethanoneyearbysendinglettersandemailstorecruitmentcells(addressesIhadachievedthroughmypersonalcontactswithinthemission)butdidnotevenhearbackfromtheorganization.ThensuddenlyoneofmyparticularskillswasneededandIwascalledandaskedtoleavemycurrentjobinlessthanonemonth(ofcoursenotpossibleatthetimewhywenegotiatedanextension).OncedeployedwiththeurgencyitallpresentednobodyinthemissionknewmyToRs,wasabletobriefmeorprovidemewithofficespace.Thisinitialimpressionisnotthebestfornewrecruits.Thisimpressionissharedwithmanyofmycolleagues.OthercolleaguesarebackhomeawaitingconversionfromUNVtoProfessional,spending612monthsunemployedwithoutanyclearmessagesfromHQ.Recruitmentproceduresandcoordinationwithmissionareaspriortodeployingstaffshouldthereforebeimproved.Anotherveryimportantthingtolookintoinordertoretainstaff,particularlywomeninmissionareas,istoallowformorecaretowardsfamilyentitlements.Ifamissionisconsidereda`nonfamilymission`,itshouldsufficeforparentstosignawaiverthattheirfamiliesareintheareaattheirownriskandresponsibilityiftheyopttohavethematthemission.Anyothermeasuresishighlyimmoralanddemotivatingandrisksthesystemlosingmanyvaluable,highlyprofessionalandcompetentfemalestaff,somethingthatseemsstrange

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consideringtheUNemphasisongenderequality.

Female 3645 FieldService UN NULL

Theplacementprocessshouldbereviewedtoensurethatcompetentstaffareplacedinincreasinglyresponsiblepositionswheretheycanbegivenanopportunitytogrowandimprove.ThecurrentplacementprocesstakesstaffwithsomelevelofresponsibilityintoadminassistantrolesunderfullsupervisionaftertheirpreviousperformanceexceededperformanceandtheyreceivedSPAsforoccupyingahigherpost.SecondlythePerformanceAppraisalReportshouldalsoincludeabottomupreviewtogivestaffanopportunitytoaccessthesupervisorsmanagerialskills.Supervisorsaremanipulatingandabusingthesystemandtheorganizationsgoalsandprinciples,startingfromtherecruitmentprocess.Staffthatfeelunfairlytreatedshouldbeabletorecordtheirconcernsagainstthemanagersname.

Male 3645 FieldService UN NULL

Themainfrustrationisthelackoftransparencyregardingstaffpromotions,employmentandtrainingyoucangetpromotedbywhoyouknowinthesystemandnotforwhatyouareabletodo.AlsogotverydisappointedwhenpeoplesayinmissionsthatquoteyoucannotchangeUNsystemtheUNwillchangeyoukissupstepdown.Afteralmost4yearsinthesystemIstillbelievethatIbroughtsomethingwithmetoONUCIthedaythatIfeelIstarttobeswallowedbythesocalledSystemwelltimetoleaveasIstillhavesomeprofessionaldignity.WaitinghopethatthereformsintheUNsystemwillreallyhappen.

Male 3645InternationalProfessional UN NULL

StatusofP(100series)staffrecruitedunderrecurringXBfunding(suchasprogrammesupport)isappalling!EventhoughtheywererecruitedfollowingnormalprocedurestheycannotapplytoRBpostsat15or30days.ThisisnotacceptableandiscurrentlymymajorconsiderationforleavingUNsinceIamXBinamostlyRBorganization(ESCAP),

Male 3645

NationalProfessionalOfficer UN NULL

DearSir/Madam,sinceIhavejoinedtheUNsystem,Ihavegotverylessopportunitiesforthetrainingsforcapacitybuilding,lessconsiderationforstaffdevelopment/Mobilization,andverylesschancesforpromotion,unlessyouhaveaconnection&linkyoumaynotgetahigherpositionorassignmentwithotherUNmissions,sometimestheybringthereasonyouare"Overqualified"andsometimesonlyformalities.Everyonearoundknowsthisreality,buteveryonekeepsquitebecauseoftheirpersonalbenefits.Incaseasupervisorisunhappywiththesubordinatessomehow,thepooremployeemaynotgetpromoted,benefitsandchancesfortrainings,hewillbeconsideredasadisqualifiedonlybecausethesupervisorisnothappywithhim.thereshouldbeasysteminplacethatindividualsperformanceshouldbemonitoredandevaluated

Female 3645 FieldService UN Other

Onemustaskoneselfhowlongareyouwillingtoworkinthefieldandreceiveonlylipserviceto"careerdevelopmentgoalsinyourePAS"when,despiteyearsofUNservice,anadvanceduniversitydegreeandprovenaptitudeforfieldwork,oneissimplytoldtoresign(riskonlyfamilyincome)beforeyoucanchangestaffcategory(i.e.FStoP)whenapersonwithnoUNexperienceandfreshoutofcollegecanbeofferedaprofessionallevelposition.ThereMUSTbeabetterwaytomoveupthroughtheranks.Nextpoint,thewhole"initialclearance"and"technicalclearance"inGalaxyissimplyamaskanddoesnotaddresstheissueof"cronyism".Thesheervolumeofapplicationsmeansastaffmemberwithrelevantexperiencemaynotreceiveanyclearancesintimeforconsideration.Dependsonwhoyouknowtogetyouthoseclearances...

Female 3645InternationalALD UN Other

TheUNOrganizationshouldbemoreconscientioustorecruitbothinternalandexternalstaffmembers.Theorganizationshoulddothesurveyregardingthesalaryincrement,asthepricehasgoneupsohighcomparingtofewyearsago.

Male 3645 UN Other

AsFortyfourpercentofourstaffinthefieldhaslessthanoneyear,andnearly60%ofourstaffinthefieldhasfewerthantwoyearsofexperienceinpeacekeeping(JHL):A:In2004IreceivedanHonorsDegreeinBusinessStudiestoaddtomyDiplomainEconomicsandtechnicalqualifications.HoweverIhavebeenledtobelievethatIcannotcompeteforP4postssincemyworkexperiencepriorto2004doesnotcounteventhoughIhaveserved15yearswiththeOrganizationacrossabroadrangeoffunctionsandsections..IhaveappliedforanumberofP4postsonGalaxy,includingAdminPosts,butamnottechnicallyclearedforthisreason.Pleaseadviseisthisanartificialbarrierbearinginmindtheincreasingneedforexperiencedqualified

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stafftoworkinhardshipmissionsandthedifficultiesFPDisfacinginrelationtorecruitingstaffinthefield.InadditionIbelieved,asanFSO6,IamentitledtoapplyforpostsbothattheFSO7/P4level?P4REQUIREMENTS:Education(takenfromGalaxy)Advanceduniversitydegree(Master'sdegreeorequivalent)inbusinessadministration,finance,accountingorrelatedfields.Afirstleveluniversitydegreewitharelevantcombinationofacademicqualificationsandexperiencemaybeacceptedinlieuoftheadvanceduniversitydegree.B:ThenumberofFSpostsattheFS6andFS7levelsadvertisedinmissionsareverylimitedeventhoughtherearenumerousP4andP3posts.ForexampleDarfurhasfiveP4adminpostsadvertisedbutnoFS7posts.AgainIbelievethisisallowingexperiencedstaff,whohaveservedinhardshipmissions,slipthroughthenet.WhatisthepolicyasregardsadvertisingpostsatFS6andFS7andisn'tthislackofpostsnotonlydeprivingmissionsofexperiencedstaffbutcurtailingthemobilityandcareerprospectsofFScategorystaff?C:RecentlythePostofSAOUNTSOwasadvertisedattheFS7level.HoweverthepostwassubsequentlyoccupiedbyaP4.DoesthatfitinwithcurrentpoliciesespeciallysinceFSO`scannotcompeteforP4posts......

Male 3645InternationalProfessional UN PortAuPrince

a)Thesystemsandprocedures,aspromulgatedandusedinthefield,arenotworkingproperlyandefficiently.Thisiscommonknowledgeandmanypeoplecomplainabouttheslackinprocessingtime,theenormousdelays,etc.Andyet,noconstructiveeffortismadetoaddressthisvitalissue.Thequestionissimpleisrathersimple:Isitworking?Doesitaddvaluetotheorganization?Or,doesitsimplyaddcostandburdentooneandall?(b)Thecompetenceandskillslevelofpeoplehiredshouldmatchtherequiredstandardstoeffectivelyoperate.Iamnotawareofanyinternalcontrolthatevaluateshowsuccessfultherecruitmentprocessis.WhatIknowisthatitiscommonknowledgethatsomepeoplearehirednotbecauseofwhattheyknowbutbecauseofwhotheyknow.Andsomeareusingthispracticeforinternalpromotionbecauseoftheapparentlackofcareerdevelopmentprogram.Thequestionis:Howeffectiveisthehiringprocess?Aretheoneshiredtherightpeopleforthejob?(c)Therearegoodandcompetentpeopleinthefield.However,Iamnotawareofanyinternalcontrolbeingmadetoproperlyidentifythetrainingneedsofthesepeople.Iamsurprisedtoseeinthebulletinalistoftrainingsandshorttermcourses,butImyselfhaveneverparticipatedinanysurveytoidentifytrainingneeds.Hence,Ifeelthatthistrainingareidentifiedwithoutproperneedsassessment.


YesGalaxyrequiresstaffmembersservingatThePleveltohaveUniversitydegreesand710yearsofexperience,andyetwhenyoubringallthatintotheUNsystemyouarecagebyasupervisor"Chief"thatcanbarelymanagehis/herSectionIthinkwehavetostartfromthetopifwereallycareaboutthefutureoftheUN


Iamtiredofthenepotismthatexistswithintherecruitmentsystem,andofthegenerallevelofmediocrityofUNstaff.After50yearsofpeacekeepingwearestillpretendingtoknowwhatwearedoing.

Male 3645InternationalALD UN Pristina

recruitmentthroughGalaxyisdisasternofeedback,ittakesyearstomarkthepostasfilled,notransparencyintheprocess(shortlistingcompleted,interviewscompleted...);aftertheinterviewthereisnoinfoontheoutcomeformonths...very,verybad...

Male 3645InternationalALD UN Pristina

1.Thereisnoclearmechanismforpromotion.2.Asapeacekeepingstaff,itisdifficulttoplanlifebecauseemploymentistiedwithmissionmandateandnoguaranteeforcontinuationofemployment.2.ParticularlyinPeacekeepingoperations,Ipersonallydonotseetherelevanceofbeinginterviewedandcompetewithotherexternalcandidatesforthesamejob(atthesamegradelevel)thatsomeonehasdoneforthepastXnumberofyears,justbecausethejobisinadifferentgeographicallocation.Ialsobelievethatthecurrentrostersystembypassescompetentstaff.Itismybelievethatavacancyshouldhaveadeadlinebecauseifapersonisseriouslylookingforajob,he/sheshouldregularlycheckVAannouncementsandcomplywiththedeadline.

Female 3645InternationalProfessional UNAIDS Headquarters

Inthesectiononleaving,youmissedanoption:x.TheBureaucracy!Mytwomajorfrustrationsatworkarea)howlongittakestohirestafforconsultantsandb)thefactthatmyareaofwork,whichisgloballycritical,isnotusedtobestadvantage,andworse,itcan'tbecauseofproblema)."UNReform"and"AccountabilityFrameworks"barelyscratchtheserviceofwhatthese

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organizationsneedtoturnintotobeeffectiveinthe21stcentury.Frankly,IamnotsuretheUNsystemwilllastlongenoughformetoeverseemypensionunlesswetakearadicalnewapproach.But,Ilovemycolleagues,enjoymywork,likewhereIliveandkeephopingthatIcancontributetosortingtherestout.Thanksforthesurvey!

Male 3645InternationalProfessional UNAIDS Khartoum

Fasterrecruitmentandprocessingofstaffsalaryandbenefitsuponarrivalatthedutystation.IreceivedaftermorethantwomonthsmyreassignmentbenefitsincludingDSAuponarrivaltoahardshipdutystation.

Male 3645InternationalProfessional UNCTAD Headquarters

Themainconsiderationforentryandpromotionshouldbemeritandnotgenderandnationality

Male 3645InternationalProfessional UNCTAD NULL

UNCTADhasimplementedasetofproceduresandrequisitesforhiringLstaff(projectpersonnel)thatarenotinlinewithUN/UNOGpractices.IthinktheserulesshouldbereviewedinordertoalignthemwithUNrules.

Male 3645

NationalProfessionalOfficer UNDP Accra

THENEEDTOTAKEORIENTATIONOFNEWSTAFFSERIOUSLY.ITHELPSTOKNOWRIGHTFROMTHESTARTWHATISPOSSIBLEANDWHATISNOT,ASWELLASTHEIRRIGHTSANDRESPONSIBILITIES.STAFFSHOULDBEGIVENTHECHANCEASMUCHASPOSSIBLETONEGOTIATETHEIRSALARYANDOTHERCONDITIONSOFWORK.ONCETHEYAREWELLCATEREDFORWITHINTHEPOLICIESOFTHEORGANISATION,THEYBEHAPPYANDFOCUSONTHEIRJOBCOMPLETELYTOTHEBENEFITOFTHEENTIREUNSYSTEM.THANKYOU.

Female 3645

NationalProfessionalOfficer UNDP Bangkok

Theopportunityforthenationalstaffbecominganinternationalstaffinahigherlevelislimited,notbychoice,butbytherecruitmentprocessthatoftenonlylooksatyourexperienceswithintheUNsystemandignoresorgiveslesscredittoexperiencespriortothejoiningtheUN.

Female 3645InternationalProfessional UNDP DaresSalaam

InductiontrainingfornewcolleaguestotheUNsystemshouldbeprovidedinthefirst26monthsofjoiningtheorganization.Thiswillenhanceperformanceofsuchstaffinthefirstyear.

Female 3645

NationalProfessionalOfficer UNDP DaresSalaam

Inductionmaterialforlocallyrecruitedstaffonvariouscontractsisnonexistentandthisleaveroomforharassmentofyoungwomenbyolderlongerservingmenundertheguiseof"teachingthemtheropes".Complaintsmechanismsinmanycasesworkagainstyoungwomenandthereforemanycasesgounreported.

Female 3645 Generalservice UNDP Headquarters

Workloadisveryhighandresourcesarepushedtothelimitwithsolutionsifanybeingshorttermed(puttingofffires)ratherthanlongterm.Also,internalrecruitmentpoliciesarearchaicandneedsrevisiting,consideringthatGSstaffpromotionopportunitiesareverylimited.

Female 3645InternationalProfessional UNDP Headquarters

Needmoretransparencyinrecruitmentdecisions.Thelevelofnepotismandcronyismisontherise.TheviewthatoneneedstohavecontactsinsidetheUNinordertogetajobisdamagingtotheorganization.Unfortunatelyitinincreasinglytrue.

Male 3645InternationalALD UNDP Khartoum

Totallackofinductionprogrammeleavesallthenewcomerstothisorganizationeithertolearndependonwrongsourcesorfindinformationtoolate

Female 3645InternationalProfessional UNDP Suva

a.AtUNDPthereisnocareerdevelopmentpath.Itisverytiringtoapplyforjobsafter4yearsand3jobsintheorganization.Iaminmy5thyearand4thjob.IdonotthinkIhavethetimeandenergytospendsearchingforonemorejob.Peoplearestillchosenbasedonpersonalnetworking.Ifyouarelessaggressive,shyorintrovert,yourchancesdiminishdramatically.b.IhavenowayofknowinginadvancewhereIamgoingandplanaccordingly.Thiscouldbehandleddifferently.Mypartnerworksforaninternationalprivatecompanywhichdispatchespersonnelaccordingtoaplan.c.Inthepast5years,therealvalueofUSDagainstmyhomecurrencydroppedby65%percent.

Male 3645

NationalProfessionalOfficer UNESCO Abuja Effectiveorientationfornewlyrecruitedstaff

Female 3645InternationalProfessional UNESCO Apia

UNESCOsuffersfromverypoorinternalmanagementandprogrammingpractices.ThoughthereareMANYGOODandchallengingactivitiesitisfrustratingtotryandgetsomethingdone.AsfarasHRissuesgo,UNESCOsuffersfromtotallackoftransparencyinappointmentandpromotionprocess(whicharealsoincrediblyslowwith1yearconsideredfast),poorsupportservicesforstaffandincrediblydemandingschedulesthatleavenooptionsforworklifebalance(e.g.notelecommuting,noflexibilityofhours,noreimbursementofweekendslosttowork).Thesupportservicesinfoiled

19

offices,includingtrainingopportunitiesarenonexistent.Thesalaryandbenefitsontheotherhandareexcellent(withtheexceptionofthehealthfundwhichishopeless)

Female 3645

NationalProfessionalOfficer UNESCO Beijing Orientationfornewstaffatfieldoffices

Male 3645InternationalProfessional UNESCO Doha

ThewayUNESCOemploysitsstaffisinmyopinionascandal.ItshouldbeoutsourcedtoPriceWaterhouseCoopersorsuchcompanies,andtheyshouldprovideshortlistsoftenstaffandthenUNESCOmanagementcandecide.Currentlyitisajoke.BeingexposedasahighlyefficientProgrammeSpecialiststoamicromanagementDirectordoesnothelphavingimpact.Finallytherotationpolicyshouldbemandatory.Staffshouldrotateafter5yearsmaxinonedutystation,unlessthereisagoodreasonkeepingthemthere,oroftheyabsolutelywishtostay.CareerDevelopmentmustbeimproved.AndIthankyouforthissurvey,andIhopeitwillmakeachange.

Female 3645InternationalProfessional UNESCO Headquarters

IworkedatOECDbeforeandtheirlaudablerecruitment,motivatingperformancereview,innovativerotationpolicy(includingreplacementsduringmaternityleaveandvacationstoget"credits"for"stages"athighergradesandinothersections)keeptheemployeesmuchhappierandmotivatedthanatUNESCO.Pleasetrytolearnfromthem.

Male 3645InternationalProfessional UNESCO Headquarters

1)Inmyorganization,asintherestoftheUNSystem,thereisasignificantdifferencebetweenprinted/adopted/officialpersonnel(mainlyrecruitmentandpromotion)policies,whicharequitepositive,andwhatactuallyhappensinpractice.Thisisduetothefactthatthesepersonnelactionsareentirelydecentralizedtoprogrammesectors/divisions/services,whosemanagersdonotrespectatallthepoliciesandthesearenotcontrolledbythehumanresourcesdept.,i.e.,thereisnoaccountability.2)Inmyorganization,atleast,thereisalsoalargedisparitybetweentheofficiallyadoptedpoliciesandstrategicobjectivesdelineatedbythenormativebodies(Gen.Conf.,Exec.Board)andthetypesofactivitiescarriedoutas"priorities"mandatedbythesenioradministrationandmanagersinpractice(suchas"humanitarian"work,"crisissituations",etc.)Theproblemisthatsinceresourcesarelimited,theseactionsarecarriedoutattheexpenseofREGULARactivitiesandmandatedobjectives(setforthintheConstitution),thuscontributingtolessmotivationandsupportonmypartforthe"goals"and"ideals"oftheorganization.Inbrief,whilesomechangeisalwaysinevitableandpositive,Myorganization(andIsupposetheUNSystemingeneral)areverydifferenttodaynotonlyfromtheiroriginalmandatebutevenfromwhattheywerejust10yearsago.AndallthishashappenedwithoutanymodificationtotheirConstitutions(i.e.theirmandates)oreventotheirplanningandprogrammaticdocuments.Again,aclearcaseoftheoryvs.practice.

Male 3645 Other UNESCO HeadquartersIthinkthattheUNESCOrecruitmentprofessorsarenotstrictlyfollowed,especiallyintermsoftimeframe.

Female 3645 Generalservice UNFPA Headquarters

IbelieveitisaproblemthathighlyqualifiedpeopleareemployedatGSlevels.AtmydutystationhardlyanyoneinanyGSpositiondoesnotholdatleastamaster'sdegree.ThismakesitimpossibleforpeoplewithlesseducationtoentertheUNsystemanditsomewhat"takesadvantage"ofthefactthatUNwagesarehighlycompetitivehere(becausewedonotpaynationaltax)tomakepeopleacceptGSpostevenifmuchoftheirwork(alsoaccordingtosupervisors)couldeasilyqualifyasP.Intheshorttermofcourse,thismeansthatwedointerestingtingsforagoodpay(nocomplainsthere:))Butinthelongrunitdoesjeopardizeacareertostayatalevelwhichdoesnotcorrespondtoyoureducation.InthenationallaborsysteminDenmark,ifyouemploysomeonewithamaster'sdegree,becauseofthequalificationsgainedthroughthatdegree(i.e.thisdoesnotapplyifyouhireadoctortobecomeacleaninglady)thenyouhavetoemploythematalevelcorrespondingtothisdegree.ThiscouldbeworthconsideringespeciallysincethewagesarenotnecessarilydifferentbetweenhighGSpositionsandlowPpositions(forinstance,atthisdutystationG6/4correspondstoP1/2withregardtowages).

Female 3645 Generalservice UNFPA Headquarters

Selectionprocessesshouldnotdecideonthecandidatebymeansoftheinterviewonly,aspeopledogoodinterviewsandaftertheyarenotgoodfitsforthejobs.

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Female 3645InternationalProfessional UNFPA Headquarters

ThewaypeopleonSSAcontractsaretreatedisacauseofshamefortheentireUNsystem.Anorganizationthatadvocatesforthemostessentialandbasichumanrights,deniestoitsownworkersthebasicbenefitsgrantedtootherworkersaroundtheworld:healthbenefits,participation,nondiscrimination,predictability,stability,amongmanyothers.EvenTHISVERYSURVEYsaysatthebeginningthatit'snotforpeopleonSSAcontracts,whentherealityisthatabigportionoftheworkforceattheUNisworkingunderthatkindofcontracts(andthemajorityareWOMENandYOUNGPEOPLE)Somuchforequality!Onadifferentnote:theGALAXYsystemDOESNOTWORK.ItisanothershamefulexampleofhowtheUNisnotatransparentplacewheretowork.Iappliedtomanypositionsonlinemanymeaningaround30positionswithinthespamof3yearsandwasnevershortlistednotevenonce.Itwasn'tuntilsomeonefromoneofthesystem'sorganizationcameoutlookingformethatIwasabletoenterthesystem.Ifyoudon'twantoutsidecompetitors,thenputtheGalaxysystemdown,otherwiseisjusthypocriticaltohaveit.


Morecarefulconsiderationshouldbegiventothehiringprocessofmanagersanddirectorstoensurethattheyfulfilltherequirements.


Recruitmentisvery,veryslowandtheprocessisnotstraightforward.Thismakesorganizingforatransitionfromoneposttoanotherveryfrustratingandanxietyridden.Youdon'twanttoquitsixmonthsbeforeyoustartrecruitingforyourreplacementbutthenagainyoudon'twantallthatyouworkedfortogodownthedrainbecauseittakesninemonthstofindyourreplacement.Youendupworkingatyournewjobandcontinuingtosupportcolleaguesintheoldone...

Female 3645 Other UNFPA Headquarters

Iamworkingasaconsultantandfeelthatthisstatusshouldbegivenmorerespect.UNapplicationformsshouldhaveanentryforthisstatus.ForthetimebeingIhavetoclick"noUNstaff",althoughIhavebeenworkingfortheUNforover2years.Furthermore,IfeelthatparttimepositionsshouldbecreatedintheUN.

Male 3645InternationalProfessional UNFPA Headquarters

1.Salaryadjustmentswiththecostoflivingisbecomingincreasinglyurgent,astheinflationandweakeningdollareatupthesalarybothatthedutystationbutmoreinthehomecountry.Theexpendituresmorethandoubledoverthelast23years,whilethesalaryhasbeenmarginallyadjusted2.Theremustbemoretransparencyinhowrecruitmentsarehandledinmyorganization

Female 3645InternationalProfessional UNHCR Headquarters

Thelackoftransparencyinpostingsandpromotionsareunacceptableandthemainreasonthatqualifiedandcommittedpeopleleave.

Female 3645 Other UNHCR Lilongwe

TojointhemainstreamUNHCRiscomplicatedtotheIUNV`sdespiteseveralyearsworkingwithUNHCR.TheUNHCRrosterrequirestwolanguagestoentertherosterandyetinternationalUNV`swhoarealreadyworkingwithUNHCRindifferentcountriesaredoingwellwithonelanguage.IthinksomethingcanbedonetoenableUNV`swhohavebeenworkingwithUNHCRinparticulartojointhesystem.UNHCRhasbeenabletoappraisethemduringtheirwork,whichmakesitmucheasier.

Male 3645InternationalProfessional UNHCR Ndjamena

Opacityofpostingandplacingdecisions,unfairnessoftreatmentofstaffaccordingtoorigin,raceetc..

Male 3645

NationalProfessionalOfficer UNHCR NULL

Transparencyinrecruitmentprocessisbeingcompromisedandgenderbalanceissuesareaffectingequalopportunitiesofmalestaff.

Male 3645 Generalservice UNICEF Astana1.tocontinuetheUNreform2.todeveloprecruitmentprocess3.topromotethestaff

Female 3645 Generalservice UNICEF Headquarters

FairandjustrecruitmentwithintheUNSystemexistsinveryminimalinstances.SelectionofcandidatestopositionsespeciallyinthePleveldependsonwhoknowswhoandattimesacademicqualificationsarenottakenintoconsideration.ThatiswhyyouwillfindstaffmemberswhopossessmastersincertainfieldsworkingasGSwhilefreshfirstdegreegraduatesgetjobsinthePlevel.IfonlyrecruitmentwasFAIRANDJUST.

Female 3645InternationalProfessional UNICEF Headquarters

Recruitmentprocessesarenottransparentevenafterlongprocesses,thedecisionsaremadeinbackroomsinNYandrecommendationsfromtheprocessarenotfolloweditsaboysclub,orbasedonnetworksnotcompetenceatbest!

Male 3645InternationalProfessional UNICEF Headquarters Staffhiringisnotonmeritandthishasbeenseenonseveraloccasions.

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Male 3645InternationalProfessional UNICEF Headquarters

1.Poorhandlingofgenderpromotioninrecruitment.2.Pooroverallmanagementandaccountabilitysystemsthatperpetuatelowqualityoutputandprofessionalism.3.Pooroverallrecruitmentandhumanresourcesprocesses.Bestqualifiedstaffarenothiredandthisweighstheorganizationdown.Unqualifiedpeoplearehiredinkeypostsandtheyarenotheldaccountableforpoorperformance.4.Lackofresultsbasedmanagementandorientation.Excessiveprocessorientation.5.UNshouldwakeupthatthemarketplacefortalenthasmultipliedinthepast10years,anditishemorrhagingtalenttootheremployers.Reputationisfallingconsiderably.6.Lastly,corruption.TheUNmustdoMUCHMOREtoaddressinternalcorruption.

Female 3645

NationalProfessionalOfficer UNICEF Jerusalem

Competencyofstaffshouldbelookedinto.Staffshouldhavetherelevantexpertisewhenrecruited.

Male 3645

NationalProfessionalOfficer UNICEF Kabul

UNICEFisoneofthebestorganizationsintheUNsystemandIamproudtobeworkingforUNICEFbuttherecenthighlevelrecruitmenthasbeenhandledroughlywhichhasbadlyeffectedworkenvironmentandworkrelations.IfthissituationisnotimprovedIamafraidtheorganizationwilllosesomeveryimportantandessentialstaffmembersthattheorganizationhasinvestedinforsomanyyears.

Male 3645InternationalProfessional UNICEF Maseru

IsometimesfeelthatthereisfavoritismintheorganizationassomepeoplearecomplementedforeverythingtheydoandyetIdonotgetthesamerecognition.Somesupervisorsarenotfairintheirassessmentandtheygobehindyourbackinsteadoffacingyouifthereisanissue.Recruitmentandpromotionisnotalwaysbasedoncompetencybutnowmoreofnetworking.Thereisthusseriousviolationofhumanrightsandtheorganizationtendstobelievewhatthesupervisorssayattheexpenseofsupervisees.TheUnrisksbecomingamafiaorganizationiffavoritismduetonetworkinginrecruitmentandpromotionisnotchecked.Multiplerolesplayedbyfewstaffinsmalldutystationsshouldberewardedastheworkloadisnotevenlydistributedinsmallversuslargedutystationsandbetweenorganizations.

Female 3645

NationalProfessionalOfficer UNICEF Other

Detailbriefingsofnewstaffs,particularlythosewhoperformjobatmanageriallevel

Female 3645InternationalProfessional UNICEF PanamaCity

WorkloadsrecruitmentprocessaretooslowandunpredictableexchangeratesandimpactofdevaluationofUSD.FamilyfriendlypoliciesopportunitytoreallyUSEthem=apolicyisonlyasgoodasthepracticeinusingit!Goodtohaveopportunitytotakesabbaticalstrainingshouldbeopentoallneedtohavemoretransparentrecruitmentprocesses.ButthingsAREimproving!Thanksforthisinitiative.

Male 3645

NationalProfessionalOfficer UNICEF SaoTome

WhyisitthatonestaffmemberthathasbeenrecruitedasaGSstaff,sixmonthslaterappliesforanationalprofessionalpostandgetsthejobworksfortwoyearbutcannotbecamenationalprofessional,neitherinthetitlenorgetcompensatorysalaryfordueadditionalworkforwhichheisqualifiedandshowssuperbresults?WhatkindofpolicyhisthisithasnothingtodowithagoodHRmanagement,ratheritisawaytoexplorestaffanddiscouragethemtoleavetheorganization.

Male 3645 Generalservice UNICEF Thimphu

InareasofPeaceKeepingandEmergency,UNshouldnotonlylookintoqualificationbutshouldalsolookintoexperiences,multitaskedstaffsothatresourcesarebestutilized.

Male 3645InternationalProfessional UNICEF Vientiane

Demovatingstaffiseasilydoneandcareshouldbetakentoavoidsituationswherethishappense.g.refusingleave,recruitingstaffwithsimilarqualificationsandskillsatdifferentsteplevelsduetoadministrativeerrors

Female 3645 Generalservice UNIDO HeadquartersTimelyreplacementsofstaffmembersleavingtheorganizationwouldalleviatethestress.

Female 3645InternationalProfessional UNIDO Headquarters

WhileIdostillbelieveintheappropriatenessandneedforUNandUNAgencies,Iamverydisillusionedandincertaincasesappalledbycertaininternalissuessuchaslackoftransparencyinrecruitment,lackofappreciationofwork,abuseoforganization'sresourcesetcIhavewitnessedinmyyearsofemploymentwithinthesystem.

Male 3645 Generalservice UNODC Headquarters

WorkinginUNODCasanorganizationcombatingcrimeandillicitdrugstrading,Istronglysupporttheideaofdrugscreeningforallstaffmembers,hencewetelltheworldthatweleadbyexample.Anotherethicalissueisthefactthatit'sacommonpracticethefavoritismtokeepjobsandpositionsfor

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closerelativesapracticeknownasnepotismwhichagainaspartofUNsystemweneederadicateatall,weasUNstronglyneedtoleadbyexampletoallthecountrieswhomwearegivingadviceaboutgoodgovernanceandethicalbehavior.

Male 3645 Generalservice UNOG HeadquartersTheonlyissueIfindveryrelevantinthedepartmentIworkforisthatthereisanunfairbalanceinrecruitmentregardingnationality.

Male 3645 Generalservice UNON Nairobi

TherecruitmentsandpromotionsinNairobidutystationisnotbasedonqualificationsandexperiencebutonbasisofrace,tribe,familymembershipandwhoyouknow.ThishasbroughtinrelativesandunqualifiedpersonnelinthesystemwhodonothavetheobjectivesoftheUNatheart.Promotionsarebasedonhowgoodyourrelationstotherecruitersandbosses.Advertisedpositionsarefilledbyrelativesbeforetheclosingdate.Veryold(over52years)makethebulkofemployees.Theyshouldbegivenearlyretirementtogivechancetoyoungandactivepeoplewhoaretrainable,havegreatercontributionsandoutput.Genderimbalanceprevailswithwomentakingover60%ofthestaffnumbers.

Female 3645 Generalservice UNOPS HeadquartersStaffmembersshouldbehiredaccordingtotheirskills.DonotbeafraidtoemployeesomeonewhoisnotcurrentworkingfortheUN.

Female 3645InternationalProfessional UNOV Headquarters

Whereasonpapermanyofthepoliciesmentionedinthissurveysoundgoodandvaluable,thepracticalapplicationoftenleavesmuchtobedesired.Thereisastrongsensethatdifferentrulesapplytodifferentkindsofpeople,thatraisingconcernsandhighlightingproblemsisfrownedupon(orevenpunished).Ethics,office,Ombudsman,whistleblowerpoliciesalltheseseemtobemerewindowdressing.ThereareanumberofissuesIwouldhavelikedtoraiseinrelationtomisuseofresources,abuse

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