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DPI

DPI. Town Hall Meeting. Organizational Integrity Initiative. Town Hall Meeting. RESPONSE RATE. Number of UN staff surveyed: 18,015 Total UN respondents: 6,086 UN response rate = 33%. Purpose. Share with you the results of the Integrity Perception Survey

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DPI

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  1. DPI Town Hall Meeting

  2. Organizational Integrity Initiative Town Hall Meeting

  3. RESPONSE RATE • Number of UN staff surveyed: 18,015 • Total UN respondents: 6,086 • UN response rate = 33%

  4. Purpose • Share with you the results of the Integrity Perception Survey • Solicit your reactions, concerns and suggestions regarding the findings • E-mail hub created: • Dpi-integrity@un.org

  5. Where we started: • UN took the lead in framing the convention against Fraud and Corruption in 2003 • SG expressed desire that UN model high standards of ethical conduct • SG requested OIOS to launch theOrganizational Integrity Initiative as one component of reform • Survey of staff perceptions commissioned as part of this initiative

  6. Objectives of the Survey • Measure attitudes and perceptions about integrity among UN Staff • Use results to help implement the Organizational Integrity Initiative effectively • Use results to design improvement strategies for the Organization and for further staff development

  7. What are some indicators of Organizational Integrity? • Demonstrating UN values in daily activity • Acting without consideration of personal gain • Resisting undue political pressure in decision-making • Not abusing power or authority • Standing by decisions in the Organization’s interest, even if they are not popular • Taking prompt action in cases of unprofessional or unethical behavior

  8. Organizational Integrity Indices:Overall UN scores

  9. Overall Findings Most staff • Express a high level of satisfaction from employment in the UN • Believe they know what is expected from them in terms of behaving with integrity • Believe that existing policies, practices and guidelines help define ethical behavior and professional conduct • Do not believe there is wide scale corruption in the UN

  10. Overall Findings However, many staff also: • Believe we do take not enough action to investigate instances of unethical behavior • Fear reprisal or retaliation from management for reporting perceived breaches of ethics • Believe that management applies the disciplinary process unevenly and outcomes are little known • Believe that their immediate supervisor demonstrates integrity, but the view of senior leaders is less positive

  11. Overall Findings Some staff believe that: • Management does not take integrity and ethical behavior sufficiently into account in selection, promotion and assessment processes • There is not enough dialogue on ethical concerns in the Organization

  12. Organizational Integrity Indices:DPI scores compared to UN’s

  13. Four Key Priority Areas • Tone at the Top • Staff accountability • Supervisory commitment • Ethnocentrism

  14. What are we doing?# 1: Tone at the Top • Concern: • Perception of senior leaders • What we are doing: • SG has urged senior managers to make greater efforts to maintain open and frank communication with staff • Communication with staff to be element in Department Head’s annual compact with the Secretary-General

  15. What are we doing? #1: Tone at the Top (cont’d) • Development and realization of action plan on integrity to consider issues raised by survey including: • Prompt and decisive action on breaches of integrity • Adequate disciplinary measures for those violating ethical standards • Communication of results, as appropriate

  16. What are we doing? # 2: Staff Accountability • Concern: • Fear of reprisals against staff that report violations • What we have: • Office of Internal Oversight – confidential • Office of the Ombudsman – confidential • Next steps: • Better information to staff on avenues of assistance

  17. What are we doing?#2: Staff Accountability (cont’d) • Concern: • Belief that integrity is not adequately recognized in selection, promotion and assessment processes • What we are doing: • Core values and core competencies included in staff selection process • Core values including integrity assessed in PAS • Component on Integrity included in training on procurement, finance, HR management, senior management programmes and others

  18. What more do we need?#3: Supervisory Commitment • UN Supervisory Commitment factor rated high but… • We can do more: • Improve level of comfort for staff to freely discuss these issues with their supervisors • Model the behavior we expect from staff

  19. What are we doing? #4: Ethnocentrism • Concern: • Political pressures • Perception of cultural favoritism • What we are doing: • Need to examine perceptions vs. facts • Need for greater transparency • Diversity training

  20. Follow-up to this Survey • Creation by SG of group of senior managers, chaired by Deputy Secretary General to guide the follow-up process • Senior managers will be supported by consultative group consisting of a wide cross section of staff • Departments to nominate two representatives

  21. OPEN-ENDED QUESTION DELOITTE & TOUCHE CATEGORIZATION OF OPEN-ENDED COMMENTS

  22. OPEN-ENDED QUESTION PERCENTAGE OF COMMENTS BY CATEGORY (101 DPI RESPONDENTS)

  23. Contact • For further comments and inquiries DPI e-mail hub: Dpi-integrity@un.org

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