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Methodology for HR Relocation Plan UNDP Iraq

Methodology for HR Relocation Plan UNDP Iraq. Disclaimer: The following figures do not represent ‘real data’ as well as other mentioned entitlements have no legal implication for UNDP at this stage as they serve ‘illustrative purpose’.

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Methodology for HR Relocation Plan UNDP Iraq

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  1. Methodology for HR Relocation PlanUNDP Iraq Disclaimer: The following figures do not represent ‘real data’ as well as other mentioned entitlements have no legal implication for UNDP at this stage as they serve ‘illustrative purpose’. They are solely to used for further analysis and decision-making to be made at the CO level.

  2. Overview • Current Structure Analysis & Mapping Exercise • Relocation Time Frame • Phase 1 • Phase 2 • Phase 3 • Transitional Measures • Current Staff • Challenges & Issues

  3. Re-Engineering of Current Structure Division of Current Structure into three groups: • Programme • Operations • Projects Current Structure Re-Engineered Structure DCD DCD Fin. Manager Specialist Fin. Manager Specialist Fin. Associate Analyst Manager Fin. Associate Analyst Fin. Assistant Pr. Assistant Clerk Fin. Assistant Manager Pr. Assistant Clerk

  4. Mapping Current Projects Ex. Date for Staffing Location of Staff No. of staff & personnel

  5. Analysis of Mapping Exercise By analysing the exercise’s results, we will learn: • Until when we need our current project personnel • Location where our ‘staff’ be located in the future to support projects • Staff needs for ‘Office Structure – Programme & Operations

  6. New Structure - Iraq New Structure will be the result of: Re-engineering & Mapping Exercise & Cost Analysis In general: • NO and GS positions need to be relocated • IP positions – management positions, if needed • IP project positions – depends on cost analysis

  7. Relocation • Phase I – by the end of 2011 • Phase II a) by the end of 2012 b) by the end of 2013 • Phase III – closing the physical presence Due to the fact that there is no certain date of relocation, more scenarios with more effective days might be used

  8. Phase I – Baghdad & Erbil Offices Due to business continuity needs and cost-saving measures, the offices structure will be filled in by: • Filled positions • Advertised positions • EB approved positions (that are vacant) • DCD/P relocation – (cost calculation) Additional positions might be moved depending on: • Office desks availability • Slots for IP staff in Baghdad

  9. Phase I – Baghdad Office DSRSG/UNRC/ UNDP RR MCNAB Personal Assistant GS6 (611) Deputy Country Director – D1 (40374) - BATCHELOR Governance Cluster Head P6 - 27958 Operations Manager NOC (8826) Programme Specialist NOC (610) Programme Specialist NOC (617) Procurement Analyst NOB (8829) AL-QASSAB Operations Associate GS7 (612) IT Associate GS6 (614) Progr. Mngt. Associate GS7 (8737) Administrative Associate GS6 (8704) Project Personnel not included Administrative Clerk GS4 (58334) - WALEED Driver GS2 (47626) – AL-ANI Filled position Advertised position Vacant position

  10. Phase I - Erbil Chief – P4 (28987) - SEZMANI Programme Specialist NOC (47626)– ISMAEL Operations Associate – GS6 (88367) - FATTAH Finance Assistant GS5 (8844) - SALIH Driver– GS2 (36500) LUQMAN Driver– GS2 (36504) - ADEL Programme Associate – GS7 (613) Project Personnel not included Filled position Advertised position Vacant position

  11. Phase II Office Scenarios • Office in Baghdad • Office in Erbil • Combined office in Baghdad & Erbil Phase II: • By 31 December 2012 • By 31 December 2013

  12. Phase II: Decision Tree By the end of phase II, all positions to be ‘relocated’ to Iraq: • EB Approved Positions • MPRP Positions (XB) • Project Positions (if the project life cycle continues & it is vital to ‘relocate’ the position)

  13. Phase II: Decision Tree Phase II relocation in two waves: • Half of the positions of the same job family in Wave 1 • Remaining half of the position of the same job family in Wave 2 • Project positions, if needed, relocated based on costing analysis and project needs

  14. Phase II: Relocation of Positions Before Phase II Finance Specialist P3 Finance Associate GS6 Finance Associate GS6 Finance Assistant GS5 Finance Assistant GS5 Phase II: A Phase II: B Relocation or Missions to Iraq Office in Iraq Finance Specialist P3 Positions in Iraq Finance Specialist P3 Finance Associate GS6 Finance Associate GS6 Finance Associate GS6 Finance Associate GS6 Finance Assistant GS5 Finance Assistant GS5 Finance Assistant GS5 Finance Assistant GS5

  15. Phase II: Costing Analysis – International Staff International Professional Staff relocation based on the following factors: • Functions • Funds Availability • Cost Analysis (next slide) • Project Duration & its location in Iraq • Note: • In case the project is to expire, the project personnel • will finish his/her assignment from Amman.

  16. Phase II: Costing Analysis – International Staff Note: Annual Pro-forma cost for IP personnel are higher due to SOLA + HP that are not paid in Amman (so this should be considered ) http://content.undp.org/go/prescriptive/Financial-Resources-Management---Prescriptive-Content/download/?d_id=3103487&)  

  17. Phase II: Costing Analysis – Local Staff Costing Analysis (separation packages) with different effective dates: 31 December 2012 31 December 2013 NOTE: The higher the effective date, the higher financial liabilities ‘higher amount to be paid + more staff eligible for agreed separations packages’ THIS APPLIES ONLY TO THE LONG-TERM SERVING STAFF ON FTA.

  18. Phase III Remaining skeleton staff: • Relocates • Separates

  19. Transitional Measures International Professionals Positions: • All new position be advertised only with Iraq as a duty station • In case there is no additional slot (e.g. Baghdad), both Vacancy Announcement and Letter of Appointment should stipulate that the position might be ‘relocated in the future’ Local Positions: • No FTA advertised in Jordan • In case an FTA position becomes vacant, it should be moved/advertised in Iraq as per new office structure - In Jordan only TA and SC used

  20. Current Staff The relocation/separation matrix of the current staff:

  21. Staff - Transition NOTIFICATION • 6-month for those staff whose position is to be relocated to Iraq • For others, as per their Letter of Appointment SUPPORT TO STAFF • Workshops on Interviewing skills • Staff counsellor • List of local staff with note to be sent by DSRSG to the Heads of other UN Agencies in Jordan

  22. Other challenges and issues INTERNATIONAL PROFESSIONAL STAFF • Agreement with the Government of Jordan that Amman is to be APA for those staff that installed/will install their families in Jordan • New conditions of service in non-family duty stations and its implementation as of 1 July 2011 • Mobility Count & Shipment from Amman to Baghdad/Erbil LOCALLY RECRUITED STAFF • Residency permit for Iraqi staff members • ASHI administration for locally recruited staff – UNDP Jordan OTHER • IPSAS implementation

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