Amendments to Chapter III (Personnel) of the General Standards

1. Amendments to Chapter III (Personnel) of the General Standards Comparison between the GS document and the one prepared by the GT-RVPP

2. CURRENT RULES: • New staff members on Series A (Short-Term) contracts appointed directly without competition • FOR REGULAR FUND ONLY : • After 3 years on Series A contract, external competition for Long-Term Series B contract • After five additional years on Series B contract, competition for a Continuing Contract • GS PROPOSAL: • FOR ALL STAFF REGARDLESS OF SOURCE OF FUNDING: • New staff members on Series A (Short-Term) contracts appointed through external competition • After 4 years on Series A contract, if qualified, promotion to Long Term Series B contract • After 4 years on Series B contract, if qualified, conversion to Continuing Contract • GTRVPP PROPOSAL: • FOR REGULAR FUND AND FICR ONLY: • New staff members on Series A (Short-Term) contract appointed through external competition provided that there is a vacant post and after it has been declared vacant in an internal competition. • After 4 years on Series A contract, if qualified, promotion to Long-Term Series B contract • After 4 years on Series B contract, if qualified, conversion to Continuing Contract

3. Current Development Cycle (only applicable to Regular Fund) Year 8 Year 3 Hiring Series A Straight Appointment NO COMPETITION Series B Appointment through COMPETITION. RF only Continuing Contract Appointment through COMPETITION, after meeting eligibility requirements RF only Retirement at 65 Proposed Development Cycle (applies to all positions regardless of source of funding) Hiring Year 4 Year 8 Series A Appointment through COMPETITION Series B After meeting eligibility requirements Continuing Contract After meeting eligibility requirements Retirement at 65 Development Cycle Proposed by GTRVPP (applicable to all Regular Fund and FICR posts) Hiring Year 4 Year 8 Series A Appointment through INTERNAL OR EXTERNAL COMPETITION Series B After meeting eligibility requirements Continuing Contract After meeting eligibility requirements Retirement at 65

4. Human Resource Strategy: IMPROVED TRANSPARENCY AND FAIRNESS GS Proposal GTRVPP Proposal • All staff members take part in an external competition before initial hiring decision • End the current practice of hiring of staff without competition and then, after 3 years in the organization, holding competitions in which, in 99% of cases, the incumbent wins • All staff members subject to uniform, consistent standards, regardless of funding source • As much staff mobility as possible between posts, regardless of source of funding. • Hold competitive exams when there is a vacancy • Develop OAS human resources by establishing an internal competition before external competition • Every applicant takes part in an external competition before initial hiring decision • End the current practice of hiring of staff without competition and then, after 3 years in the organization, holding competitions in which, in 99% of cases, the incumbent wins • Staff members are subject to uniform, consistent standards • As much staff mobility as possible between posts, regardless of source of funding and based on post profiles and requirements

5. Vacancy Internal competition External competition • Knowledge test • Language test • Psychometric test • Interview • Knowledge test • Language test • Psychometric test • Interview Recommendations for appointment Recommendations for appointment Appointment Type of contractdepends on thesituation of the winning memberof staff Appointment Series “A” Contract Selection Committee Selection Committee Winner? Winner? Yes No Yes No Human Resource Strategy: GS/OAS staff professional development cycle GS Proposal: all funds GTRVPP Proposal: Regular Fund and FICR Series A: Awarded at time of hiring as a result of a competition. Includes language proficiency exams. Selection by a panel interview with hiring area recruiting, DHR, and an “independent” recruitment and selection advisor (chosen by the President of the Staff Association from a list of individuals of recognized integrity and experience, and approved by the SG ). Annual extensions based on satisfactory performance.Approval for awarding Series A contracts for posts below P-4 grade: SAF with input from the President of the Staff Association. For P-4 and higher grades, review and recommendation by the Advisory Committee on Selection and Promotion, and approved by the SG. Series B: Awarded after 4 years of continuous service on Series A contract, provided that: the staff member has received satisfactory evaluations for at least three of the four years, and a satisfactory evaluation for the fourth year; the staff member has observed good conduct in his/her four years of service under Series A contract; has passed the OAS Civics Exam; there is certification that the post occupied by staff member can be funded; and the supervisor has written a letter showing cause as to why the contract should be denied. Annual extensions based on satisfactory performance

6. Vacancy Internal competition External competition • Knowledge test • Language test • Psychometric test • Interview • Knowledge test • Language test • Psychometric test • Interview Recommendations for appointment Recommendations for appointment Appointment Type of contractdepends on thesituation of the winning memberof staff Appointment Series “A” Contract Selection Committee Selection Committee Winner? Winner? Yes No Yes No Human Resource Strategy: Professional development cycle for GS/OAS staff SG Proposed: all funds GTRVPP Proposal: Regular Fund and FICR • Continuing Contract : • Granted after 4 years of continuous service on aSeries B contract, provided that: • the staff member has not had any unsatisfactory performance evaluation during those four years and no more than one during his/her entire service at the GS/OAS; • He/she has observed good conduct and has not received more than one written admonition during the last four years of service as a staff member and has not been disciplined by the application of severe measures recommended by the Disciplinary Committee or by a Hearing Officer in a summary dismissal process under the General Standards; • the supervisor has not written a letter showing cause as to why the contract should be denied; and • for a staff member financed by the Regular Fund, it is certain that the post occupied by the staff member will not be eliminated in a reduction in force within the following twelve month period; and for a staff member financed by sources other than the Regular Fund, there are sufficient funds in reserves established from non-Regular Fund sources to pay the corresponding indemnities in the event of the staff member must be terminated before or at the close of the next fiscal period.   • Note: Reduction of the termination indemnity to two weeks of final base salary per year of service, not exceeding a total of six months of base salary. • RF Staff • FICR Staff • SF Staff Same terms as those proposed by the GS for series “A” and “B” contracts with just minor adjustments to the concepts and language.

7. Selection Committee GTRVPP’s Proposal: GS Proposal: Internal Competition External Competition Competition for posts above P-4 The Committee shall be composed of the President of the Staff Association and other staff members appointed by the Secretary General, who shall serve as principal members. • Assistant Secretary General (chair) • Supervisor of the vacant post (principal) • Secretary under whose portfolio the vacant post falls (principal) • Inspector General (auxiliary) • President of the Staff Association (auxiliary) • Director of the Department of Legal Services (auxiliary) • Secretary for Administration and Finance (chair) • Supervisor for the vacant post (principal) • Representative of the Secretary General (principal) • Inspector General (auxiliary) • President of the Staff Association (auxiliary) • Director of the Department of Legal Services (auxiliary) • Secretary for Administration and Finance (chair) • Supervisor for the vacant post (principal) • Representative of the Secretary General (principal) • Inspector General (auxiliary) • Director of the Department of Legal Services (auxiliary) Panel interview (Best 3 candidates) Composition of Panel • Director of Department that requested the hiring • Department of Human Resources Specialist • 3rd person nominated by the President of the Staff Committee Panel interview (Best 3 candidates) Panel comprised of the principal members