1 / 11

Recruitment, Selection, and Appointment Process Alignment to HPOs Practices

This article explores the recruitment, selection, and appointment process within the General Secretariat of the Organization of American States, focusing on its alignment with high performing organization practices. It covers topics such as basic conditions, efficiency, competence, integrity, geographic representation, gender equity, nationality, medical examination, and more.

rubyhamilton
Download Presentation

Recruitment, Selection, and Appointment Process Alignment to HPOs Practices

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. RECRUITMENT, SELECTION AND APPOINTMENT PROCESS Alignment to HPOs practices GENERAL SECRETARIAT – ORGANIZATION OF AMERICAN STATES 04/2019

  2. FOUNDATIONS FOUNDATIONS - today FOUNDATIONS - High performing organization practice • Art 41 - Basic conditions • Efficiency, competence, integrity, geographic representation, gender equity • Without regard to race, creed, sex, gender identity or expression • Art 41 - Basic conditions • Efficiency, competence, integrity, geographic representation • Without regard to race, creed, sex PAG. 2 PAG. 14 PAG. 14 PAG. 14 PAG. 2 PAG. 2 PAG. 2 PAG. 2 Art 42 - Nationality No changes Art 42 - Nationality No changes Art 43 – Medical Examination Moved to section 44 (f) Art xx – Geographical Distribution Obtaining a geographical representation as wide as possible Art xxx – Gender equity and equality Take into account gender equity and equality Art 44 (part) – Gender equity and equality Take into account gender equity and equality

  3. FOUNDATIONS FOUNDATIONS - today FOUNDATIONS – High performing organization practice • Creed • Creed • OAS Web Page • OAS Web Page • Efficiency • Efficiency • Integrity • Integrity • Competency • Competency • GeographicRepresentation • GeographicRepresentation • Race • Nationality • Nationality • Race • Genderidentityorexpression

  4. SOURCING SOURCING – High performing organization practice SOURCING - today Article 44. Recruitment, Selection, and Appointment Article 44. Recruitment, Selection, and Appointment • Sourcing: • Advertisement of the post through multiple sources/ 21 days / immediate notification to Permanent Missions • b. Publication and Notice:   • Advertisement of the post on the Internet (OAS web page) / 21 days / immediate notification to Permanent Missions PAG. 6 PAG. 6

  5. SOURCING SOURCING - Today SOURCING – High performing organization practice • OAS Web Page • OAS Web Page • Social media platforms (Facebook, Instagram) • Sourcingplatforms (LinkedIn, Monster) • Universities / Institutes in the Hemisphere • Direct Headhunting • Referral program

  6. PRESCREENING AND SCREENING PRESCREEING AND SCREENING - today PRESCREEING AND SCREENING – High performing organization practice Article 44. Recruitment, Selection, and Appointment Article 44. Recruitment, Selection, and Appointment • Prescreening • Review qualifications • Select at least three to undergo an interview Verification of qualifications and the interview *Currently mixes prescreening and screening * Review of candidates and select at least three candidates to undergo an interview PAG. 9 PAG. 6 PAG. 2 PAG. 6-7 PAG. 6-7 PAG. 8 PAG.10 PAG. 10 PAG. 12 PAG. 7 PAG. 8-9 PAG. 7 PAG. 9 • Interview directly with panel (hiring area, HR and member of advisory committee member • f. Language Proficiency:  Language proficiency exams in at least two of the official languages – external assessment • * G1, G2 and G3 exempt / Higher level post demonstrated proficiency (Article 44 f) • d. Screening • DHR conducts first interview (cultural fit and alignment with core competencies) • Candidates undergo a technical assessment • Candidates undergo a panel interview with hiring area, DHR and observer • Two Language proficiency (duty station + other OAS official language– English, French, Spanish, Portuguese) – internal assessment • * G1, G2 and G3 exempt / Higher level post demonstrated proficiency (Article 44 f) • Behavioral assessment Hogan (P5 / D1) • Mandatory background checks Art 43 – Medical Examination Moved to section 44 (f) vii. Medical Examination

  7. SCREENING SCREENING – High performance organization practice SCREENING - today • Cultural and behavioralfitcheck • First interview - DHR • Analysis, judgement, reasoning, knowledge Firstassessment - Technical • Technicalknowledgecheck • Conclusions of thetechnicalassessmentcheck • Interview– panel (hiringarea, member of CASA, DHR) • Technicalknowledge and behavioralcheck • Second interview – panel (hiringarea, observer, DHR) • Dutystation proficiency+1 • EXTERNAL ASSESSMENT ($$$) • Assessment– Languagesproficiency • Secondassessment – Languagesproficiency • Dutystation proficiency+1 • INTERNAL ASSESSMENT • Competency and behavioralassessment (Hogan) • Thirdassessment – behavioralassessment (P5/D1) • Criminal records, labor references, credit and social media behavior • Backgroundcheck • Medical healthcheck • EXTERNAL ($$$) • EXTERNAL ($$$) • Medical healthcheck

  8. COMMITTEE – OBSERVERS AND VIGILANCE CREW OBSERVERS – High Performance Organization practice COMMITTEE - Today Article 44. Recruitment, Selection, and Appointment Article 44. Recruitment, Selection, and Appointment • The observers team:  external competition with advice of observers • Observers proposed by Secretariats, approved GS and AGS. • Eliminate • All observers above the P-4 level in a non-trust appointment and with at least eight years of experience as staff member. • The vigilance crew • AGS + President Staff Association + General Inspector + Ombudsperson + HR Director • The Advisory Committee on Selection and Promotion:  external competition with advice of the Advisory Committee on Selection and Promotion (“Selection Committee”).  • Members appointed by GS + President Staff Association . • Committee member appoint qualified alternate • Half of members shall be above the P-3 level in a non-trust appointment and with at least eight years of experience as staff member. PAG. 3 PAG. 4 PAG. 5 PAG. 4 PAG. 3

  9. COMMITTEE - OBSERVERS OBSERVERS – High Performance Organization practice COMMITTEE - Today Article 44. Recruitment, Selection, and Appointment Article 44. Recruitment, Selection, and Appointment • d and e. Appointments to Posts • Observers present files by exception (no consensus) to the vigilance crew • (ii) Vigilance crew– 4 working days to accept or disagree (written response). • (iii) SAF presents recommendation SG Art 44. d (i, ii and iii (Eliminated) • Ratings: new distribution of thepoints • d and e. Appointments to Posts • (i) HR provides all files to Selection Committee (including test results, evaluation, interview report, job description, vacancy announcement, applications of all candidates, cover letters, personnel file of recommended candidate) • (ii) Selection Committee – 4 working days to accept or disagree (written response). • (iii) SAF presents recommendation SG Art 44. d (I, ii and iii (Eliminated) PAG. 9 PAG. 9-11 PAG. 16

  10. COMMITTEE – OBSERVERS AND VIGILANCE CREW OBSERVERS AND VIGILANCE CREW – High Performance Organization Practice COMMITTEE - Today • Observers CANDIDATE 1 CANDIDATE 2 CANDIDATE 3 SOLID CONSENSUS REASONABLE DOUBT / EXCEPTION PRE-SELECTED CANDIDATE´S FILE SELECTED CANDIDATE FILE • Secretary • General SELECTED CANDIDATE • Secretary • General APPROVED APPOINTMENT SELECTED CANDIDATE RATINGS APPROVED APPOINTMENT

  11. RATING RATING – High performance organization practice RATING - today

More Related