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Progress report on human resources reform

Progress report on human resources reform. Background. Commitment of the Eighth Replenishment: further implementation of the HR reform December 2008: presentation to the EB of aims, objectives and deliverables for 2009-2010 December 2009: progress report presented to the EB.

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Progress report on human resources reform

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  1. Progress report on human resources reform

  2. Background • Commitment of the Eighth Replenishment: further implementation of the HR reform • December 2008: presentation to the EB of aims, objectives and deliverables for 2009-2010 • December 2009: progress report presented to the EB

  3. Expected outcomes for HR reformduring the Eighth Replenishment Deliverables in 2010-2012 as per Progress report on human resources reform – a people strategy for IFAD (Document EB 2009/98/R.18) • A workforce with high levels of engagement and motivation • A more flexible workforce • A more diversified workforce with different and enhanced skills and knowledge • Competitive conditions of service and more efficient and more cost-efficient compensation, benefits and entitlements

  4. What are we reporting on? • Strategic workforce planning • External assessment of salaries and benefits • Staff recruitment and retention • Staff rules and HRPM • Performance management • Staff development and training • Strengthening management of HR • Staff release or separation • HR reform continued: deliverables for 2011-2012

  5. Strategic workforce planning • A planning tool • A synchronization of our strategic requirements with our workforce needs • A two-phase process - A stock-taking exercise: completed - A planning and rolling document: being developed • A full analysis and next steps to be presented separately

  6. External assessment of salaries & benefits • Commissioned by the EB • Conducted by an independent firm • Results and recommendations to be discussed by the EB separately

  7. Staff recruitment and retention • Amendment of recruitment and selection of staff (PB/2010/07) • PB being further amended to reflect lessons learnt • Reintroduction of rosters • Improved vacancy management • Target of 100 days surpassed in some recent cases • Lowest achieved is 47 days • Average at 110 days (Improvement over 2009 - 119 days) • Average expected to decrease with the use of rosters • Improved HR management of ICOs • 20 IFAD contracts issued • 18 IFAD contracts in progress • Review of redeployment, rotation and promotion guidelines and policies

  8. Staff rules and HRPM • Approved by the EMC and being edited for consistency • 5 chapters out of 12 already reviewed by the EMC • HR rules and at least 5 chapters expected to be release by year-end • Documents to be web-based and available on-line by mid-2011

  9. Performance management • ePES transformed from Performance Evaluation to Performance Enhancement System • Two-fold objective: Performance assessment and staff development • 360 degree feedback streamlined and launched: to be completed on December 17, 2010 • Global Staff Survey, including the Staff Engagement Survey completed • Improved Staff Engagement Index from 68.4 in 2009 to 69.4 in 2010 • Global Staff Survey being fully reviewed to be streamlined: First quarter 2011

  10. Staff development and training • Centralized training model • A total of 250 staff have benefited from training in 2010 • Close inter-departmental collaboration, especially with PMD • Corporate on-line induction programme developed and being tested for release, including to ICOs • First ICOs induction programme: First quarter 2011 • Involvement at field/country level • HR modules being incorporated in ICOs training

  11. Strengthening management of HR • Reconfiguration of IFAD management implemented – a second phase initiated • An ethics office established to strengthen the anti-harassment policy – Ethics Officer has been selected and is expected to join in February 2011 • Improved communication with staff through ECSA, town hall meetings, divisional meetings • Recruitment of substantive HR Director on-going • As part of communication drive, regular updates provided to OMC for further sharing by directors with staff

  12. Staff release or separation (Phase 1) • Call for next cohort of VSP made and data being currently analysed for finalization • Twin-track approach • 16 staff expressed interest • No-cost extension requested

  13. HR reform continued: deliverables for 2011-2012 • Strategic workforce plan 2010-2012 • Temporary freeze of automatic salary increases • Freeze on hiring of new GS staff to contain the GS population • Improved management of professional to general service staff ratio • Job audit • Improved gender and diversity balance • Enhanced skills and knowledge (better job fit) • Improved ratio of Professional to General Service Staff • Competitive and cost efficient staff compensation package • Feasibility to be completed (reported separately) • Publication of web-based staff rules and HRPM • Automation of HR processes • ePerformance • eRecruitment • Upgrade of Peoplesoft for human capital management • Automation of contractual management • Other HR processes

  14. Thank you for your attention Management Governing Bodies Staff

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