United Nations Educational, Scientific and Cultural Organization

1. United Nations Educational, Scientific and Cultural Organization

2. Objective To provide a brief overview of: • UNESCO Staff composition • The recruitment policy and process • The situation of the geographical distribution of staff and the measures to improve it. • The Young Professionals Programme (YPP).

3. PART I UNESCO STAFF COMPOSITION

4. UNESCO Staff composition (as at 1 February 2007) Regular Budget only

5. Professional staff by grade(as at 1 February 2007) International Professional staff National Professional staff Regular Budget only

6. Professional Staff (P/NO) by Programme Sector(as at 1st February 2007) Total: 421 staff Regular Budget only

7. PART II RECRUITMENT POLICY AND PROCESS

8. RecruitmentFundamental PrinciplesUNESCO Constitution Article VI Paragraph 4: The Director-General shall appoint the staff of the Secretariat… Subject tothe paramount consideration of securing the highest standards of integrity, efficiency and technical competence, appointment to the staff shall be on as wide a geographical basis as possible.  Competence is the main selection criterion

9. Staff Regulations Regulation 4.2 In appointing staff members, … the Director-General shall use a competitive process in order to secure the highest standards of efficiency, competence and integrity. Regulation 4.3.1 Without prejudice to the terms of Regulation 4.2, the Director-General shall ensure a staff constituted on as wide a geographical basis as possible.

10. Recruitment ProcessInternal and External Recruitment • P-1 to P-5 and Head of Field Offices posts are advertised internally first, for one month for staff members in the Secretariat. • In a second stage, and if no suitable internal candidate is identified, the posts are advertised externally for two months on internet. • Director posts at Headquarters are advertised internally and externally for two months.

11. RecruitmentNumber of appointments In 2005 - 2006, • 188 appointments to Professional posts (P/D). • Of whom 104 (55%) internal candidates and 84(45%) external candidates.

12. Recruitment processInternational professional posts Advertisement The recruitment process is divided into the following phases: Pre-selection Evaluation & Interviews Shortlist & Decision Appointment

13. Essential Requirements: Management professionals Grade P-5 and D • Advanced university degree relevant to the professional requirements of the post • 10 to 15 years’ professional experience • Proven high experience in the area of specialisation • Excellent management and leadership skills • Strong international orientation • Excellent knowledge of French or English • Good knowledge of the other language

14. Essential Requirements: Middle-ranking professionals Grade P-3/P-4 • Advanced university degree relevant to the professional requirements of the post • 4 to 10 years’ of progressively responsible professional experience of which preferably 2 to 5years at the international level • High potential and proven experience in area of specialisation • Excellent knowledge of French or English • Good working knowledge of the other language

15. Essential Requirements: Junior professionalsGrade P-1/P-2 • Advanced university degree (equivalent to 4 - 5 years higher education) relevant to the professional requirements of the post • 2 - 4 years’ professional experience of which preferably 1 year at international level • Excellent knowledge of French or English • Good working knowledge of the other language

16. PART IIIGEOGRAPHICAL DISTRIBUTION

17. 3 Factors used to calculate geographical distribution: • Membership 65% • Contribution 30% • Population 5%

18. Calculation of quota 850 x 65% Number of Member States (191) 850 x [Contribution x 30%] 100 850 x [Population x 5%] Total population of all Member States Base figure used: 850(all P/D posts funded by the regular budget are geographical posts, excluding 28 language posts) Mid-Point (quota)

19. Calculation of quota Over-representation Upper limit: 25% above the mid-point Normal Representation Mid-point (ideal geographical distribution) Lower limit: 25% below the mid-point Under-representation

20. Current Situation 161 (84%)of 191 Member States are represented As at 1 February 2007

21. Evolution of the geographical distribution 2000-2007

22. Candidatures received in 2006 Total: 14,691 candidatures • 39% from over-represented countries • 38% from normally represented countries • 22% from under-represented countries • 1% from non-represented countries 77% 23%

23. Measures to improve Geographical Distribution

24. Pro-active Measures • Commitment to fill 50% of posts open to external recruitment with candidates from non- and under-represented Member States • Flexibility in language requirements: Candidates from non- and under-represented countries may be short-listed, even if they are not fluent in both working languages, English and French

25. Pro-active Measures • Revised selection procedures to guarantee a better consideration of candidates from non- and under-represented Member States: • When recommending an external candidate, at least oneof the short-listed candidates should be from a non- or under-represented country • Evaluation Panels have to clearly explain the reasons for short-listing candidates from over-represented countries and not short-listing candidates from non- and under-represented countries • Increased accountability of managers

26. Pro-active Measures • Information on geographical distribution on vacancy notices and on internet • Wider dissemination of UNESCO’s vacancy notices in non- and under-represented Member States

27. Pro-active Measures • Recruitment missions and regional workshop undertook in 8non- and under-represented Member States • Recruitment seminars to reach out for candidates • Meetings with representatives of non- and under-represented countries to find ways and means to improve the representation of a specific country

28. Possible Roles of National Commissions • Promotion of UNESCO in general • Broader and more focused dissemination of vacancy notices to relevant Ministries, universities, professional associations, etc. • Advertisement of vacancy notices in local media as required

29. Possible Roles of National Commissions • Organise information sessions to potential interested candidates and training workshops for applicants • Identify qualified candidates for posts in the Secretariat • Promotion of Young Professionals Programme

30. PART IV THE YOUNG PROFESSIONALS PROGRAMME (YPP)

31. Objectives of the YPP • To improve the geographical diversity within the organization • To rejuvenate the staff of the Secretariat by bringing new talents from under- and non-represented Member States

32. YPPRequirements • Nationals of non- or under-represented Member States • University degree relevant to UNESCO’s activities • Under 30 years old • Excellent learning & growth potential • Good analytical and writing skills • Good multicultural skills • Excellent knowledge of either French or English

33. Modalities of the YPP • Programme designed for highly motivated young people with an excellent potential to growth • Special training and coaching programme during the first year of appointment • After the programme the young professionals will be placed in a regular post • Since 1989,130Young Professionalsfrom under- and non-represented countries have joined UNESCO

34. YPPSelection Process • Letter to National Commissions informing about the launch of the Programme • Pre-screening carried out and submitted to UNESCO by National Commissions • Candidates are evaluated by a panel of specialists from the Sectors and the Central Services concerned • Some 25 – 30 candidates interviewed by evaluation Panels at Headquarters • Appointment of 10 candidates per year

35. Thank you for your attention