1. Office of Human Resources Management United Nations

2. The Overview The Objectives To provide an overview of the workflow of the staffing process of the global Secretariat. To become knowledgeable about the Staff Selection System workflow and how it affects you as a stakeholder. To provide reference materials, training and other sources of information related to staffing.

3. * * * * * Applicants Hiring Managers CRB Department Head UN Secretariat

5.  The Global UN Secretariat uses inspira as its staffing platform.  What is in inspira?  Inspira integrates staffing, performance management and e- learning; in the future position management, workforce management and mobility  Why are we using inspira? ◦ Based on Oracle’s PeopleSoft ◦ Internet-based - broader access ◦ Enhanced functionality for all users ◦ Automated data screening, search and reporting ◦ Customer support & 24/7 technical support

6. 6 6 What can you do at the United Nations?

7.  Audit  Administrators  Aviation  Cartography  Conference and Language Staff  Drug Control & Crime Prevention  Demographics  Economic Affairs  Electoral Affairs  Engineering  Information and Communications Technology  Information Management  Library Science  Logistics  Procurement  Medical  Programme/Project Management  Security  Humanitarian Affairs  Human Rights  Legal Affairs  Political Affairs  Public Administration  Public Information, Radio & TV  Rule of Law  Social Affairs  Statistics

8. 8 8 What are the career options?

9. Starting Points  Internationally-Recruited o Individual /Generic Vacancies o Language Competitive Examination o Young Professional Programme (YPP) Recruitment Examination o Associate Expert Programme /Junior Professional Officer (JPO)  Locally-Recruited o General Service  Temporary o Temporary professional and general service staff o Individual/Institutional Consultants/Contractors  Other o Internship Programme o United Nations Volunteers (UNV) (www.unv.org) o International UN Volunteers o On-line Volunteers (www.onlinevolunteering.org) o Youth Volunteers

10.  Usual experience requirements in addition to a degree: o P-2 = No experience required: YPP or Language recruitment examination or without examination: 2 years o P-3 = 5 years o P-4 = 7 years o P-5 = 10 years o D-1/D-2 = 15 years o Add 2 years if only have Bachelor’s degree

11.  Usual experience requirements in addition to an high school: o G-4= 3 years o G-5 = 5 years o G-6 = 7 years o G-7 = 10 years

12.  Main components of staffing process:

13.  Searching for job openings  Understand the position and location  Creating a profile and preparing an application  Submitting a job application  Evaluation of the application  Assessment exercise  Competency-based interview  Selection or rostering notification  Background checks

14. Personal Information Education and publications Employment history Languages ReferencesCover Letter

15. Organizational Setting and Reporting Iindicate clearly where the position is located and who the incumbent should report to. Mandate information may also be included as well as links Responsibilities The terms of reference of the position Evaluation Criteria (EC) Competencies, academics, work experience and language requirements Special notice Contains important information the applicant should be aware of including funding information, lateral move requirements and information on mandatory tests (ASAT, GGST, Statistical, Accounting, Trades and Crafts etc) The Parts of A Job Opening

16. Applicants should ensure the completeness of their application and profile. Give adequate time for application prior to the deadline of the job opening. Familiarize yourself with applicable eligibility requirements prior to applying. Inspira pre-screens on the basis of the information in the application. Differences between using internal account (inspira.un.org) and external account (careers.un.org)

17.  Applicants should use the “Instructional Manual for the Applicant” as a guide to ensure their profile and PHP includes all necessary information.

19. The Inspira Pre-Screening Process Evaluation CriteriaAutomated Pre-Screening Years of work experience Field of work, area of specialty Education minimum requirements Degrees Licenses and Certificates Languages, level of knowledge Tests (assessment methodology) Competencies Screening Questions

20. Pa ge - 20 Screening and Evaluation Workflow WhoObjectivesHowNumbers Inspira tool Screen-out and/or flag ineligible and unqualified applicants automatic screening based on applicants’ input Recruiter Screen-out ineligible/unqualified applicants; submit qualified to the HM manual screening, review of flagged applicants Hiring Manager Identify best qualified candidates for the Short-List and the Interview List review; conduct substantive assessment HM and the Panel Identify suitable candidates for the Recommended List competency-based interview (CBI) CRB Reviews and ensures that applicable procedures are properly followed CRB holds virtual review meetings Head of Department Select a candidate from the Recommended list consult Scorecard, take into account the Status Matrix

21.  Context o You will be expected to give an overview of the situation: what the situation was about, when it was, how you first got involved, what were the key events and the time frame  Actions o You will be expected to cover significant events, specific instances, that were clearly attributable to you rather than the team.  Results o What was the outcome, impact or results of your actions: You may be asked questions such as: How did it turn out? What was the final result?  Learning o What learning did you take away from this experience?

22. Competency-based interviews: http://careers.un.org

23.  After selection both the selected and other endorsed candidates are rostered.  A roster is defined by the Job Code.  When a job opening is posted, all rostered applicants for that job code and associated job codes are notified through email.  Rostered candidates may be selected for another position in the same job code without review by the CRB.  A rostered applicant expresses interest by submitting an application to the relevant job opening.

24.  ST/SGB/2014/1 Staff Rules and Staff Regulations of the United Nations  ST/AI/2010/3 Staff Selection System (21 April 2010)  ST/AI/2010/3/ Amend.1 Staff Selection System (29 June 2012)  ST/AI/2010/3/ Amend. 2 Staff Selection System (16 December 2013)  At-A-Glance for Applicants ◦ The application process (English and French) ◦ Rosters  Instructional Manual for the Applicant

25. Thank You Спасибо 谢谢