BASIC CONCEPTS of Personnel Management in the General Secretariat

1. BASIC CONCEPTS of Personnel Management in the General Secretariat August, 2012

2. Objective Share basic concepts, terms and processes of personnel management in the General Secretariat.

3. Agenda • GS/OAS Contracting Mechanisms • Human Resources Data by Type of Fund • Salary Scales • Reclassifications • Competitions • Recruitment Matrix

4. Career Service Personnel • Personnel on Continuing Contracts • Personnel on Fixed-Term- Series A • Personnel on Fixed-Term- Series B • Special Observer Contracts (MAAP, Haiti) • Trust Personnel • Associate Personnel (no cost for the GS/OAS) • Temporary Support Personnel * • Local Professional Personnel * Staff • Performance Contracts • Performance Contracts- Special Mission • Temporary Conference Service** Independent Contractors Volunteers (no cost for the GS/OAS) • Volunteer • International Volunteer Other Human Resources 15. Interns (no cost for the GS/OAS) * Source – Department of Procurement Services ** Source – Department of Conferences and Meetings Management GS/OAS Contracting Mechanism

7. As of June 30, 2012 * Source – Department of Procurement Services (Approx. data) Human Resources Data by Type of Fund

8. Salary Scales Member States = Adoption of Parity with the salary scales of the UN In 1994 & GS/OAS Staff • 2 Categories of salary scale CHARACTERISTICS

9. April July September • Salary increment in the Professional Category – Washington DC • Step Increase for Professional and General Services Categories (regardless of Duty Station) • Salary increment in the General Services Category – Washington DC Grade COMPLEXITY Step SENIORITY Salary Scales Grade:Determines the level of complexity of the functions performed. When the grade is higher, the complexity of the functions is higher. Step:Staff members whose performance and conduct have been satisfactory shall receive an annual or biannual (as the case may be) within step increase. • Salary Increment Timeline

10. Reclassifications If reclassified to a higher grade DHRwill perform a classification post audit within 6 months(By UN Classification Expert) A staff member may be instructed by his/her supervisor to assume duties or responsibilities of a post of a higher level. Special Duty Allowance (SDA)(Difference between current and higher grade)Effective on Day 1st of Seventh Month and for a maximum of 18 months. Competition (Internal/External)

11. Competitions Short-Term Reclassified Post Vacancy According to the OAS General Standards and Staff Rules, the following posts must be opened to competition: • A vacant post • A staff member whose post is reclassified shall continue to perform its duties and responsibilities until the resulting vacancy is filled through competition and shall receive a payment of SDA which shall not exceed 18 months. • No staff staff member • may serve for more than 3 years under one or more Series A Contract funded by the Regular Fund

12. External Competition Series B Continuing Contract Competition Retirement Age 65 3 years 5 years • Publication of Vacancy • Candidates Application • DHR Prescreening • Area Evaluation • Panel Interview Composed by: i) Area Representative, ii) DHR, and iii) Advisory Committee on Selection and Promotion (ACSP) • ACSP Recommendation • Secretary General Approval • Publication of Eligibility List • Staff Application • Supervisor Recommendation • DHR Revision • Language Exams • Panel Interview Composed by: i) DHR and ii) ACSP • ACSP Recommendation • Secretary General Approval Timeline of Competition Processin the Regular Fund Direct Appointment • Reclassifications: • Before reaching 18 months receiving SDA, the reclassified post shall be opened to internal competition (however, if the incumbent has not won an external competition, this will be announced externally). • The Internal Competition follows the same procedure of the External Competition but only staff members can apply to the vacant post.

13. Recruitment Matrix PROFESSIONALS GENERAL SERVICES

14. THANK YOU