1. 1 20 October 2009

2. 2 Secretariat conditions of service apply to all staff Enhanced contractual conditions, career development and mobility opportunities for field staff Recognition and compensation for work in difficult conditions Simplified contractual administration Benefits for staff and the Organization

3. 3 What does this mean? Change 1: One set of staff rules, 3 types of appointments Temporary – seasonal/peak workloads & short-term requirements < 1 yr Fixed-term – requirements of ≥ 1 yr; can be renewed or extended Continuing – open-ended appointment; no implementation until Jan 2010  Discontinuance of 100, 200, 300 series  One new set of staff rules  Duration of need determines the type of appointment (regardless of funding source) Secretariat conditions of service apply to all staff Enhanced contractual conditions, career development and mobility opportunities for field staff

4. 4 What does this mean?  Installment - shift of payments from MSA to: post adjustment, mobility, hardship, non-removal, rental subsidy of new duty station  HQ/OAH staff starting mission assignment after 1 July  90 days or less = Travel status (subsistence allowance)  More than 90 days = Installed  Better remuneration package for majority of staff; transitional measures to mitigate loss for affected staff  R&R replaces ORB (additional 2 days for travel time) Staff benefit from mobility incentives offering career development and financial benefits Change 2: Missions classified family/non- family; staff in field installed

5. 5 Comparison of benefits/allowances: fixed-term and temporary appointments Fixed-term and continuing appointments will have the same benefits as the current 100 series Temporary appointments will have a reduced package  For example, no education grant, no travel or shipment for family members, no non-removal allowance, reduced annual leave  Full list of benefits/entitlements will be made available in iSeek

6. 6 Highlights for HQ duty stations and regional commissions Staff with permanent appointments  Staff with permanent appointment retain permanent appointment Staff recruited through competitive exam (NCE, GtoP, language)  Eligible staff with acquired right to permanent appointment through a competitive exam before 30 June 2009 retain that right Staff on 100 series, fixed-term appointments  Staff on 100 series, fixed-term appointment of more than 1 yr will retain fixed-term appointment with same conditions of service  Eligible staff with acquired right to be considered for permanent appointment as of 30 June 2009 will be considered for permanent appointment, S-G to decide time for consideration

7. 7 Highlights for HQ staff going on mission P and GS retain lien on posts for 2 yrs Family members of staff in NY can retain G-4 visas for a maximum of 2 years (subject to arrangements by US government) Mission assignment counts as one move, which contributes to overall financial benefits related to mobility After 1 July 2009: TDY to mission limited to maximum of 3 months; for longer assignments staff will be installed in mission

8. 8 Highlights for current 200 series staff Discontinuance of 200 series Staff with intermediate and long-term status will receive fixed-term contract under new rules upon completion of current appointment, limited to department/office and level Staff will be considered internal after going through competitive selection process, including CRB review JPOs will receive fixed-term contracts under new rules with the same JPO conditions Staff will be subject to mandatory retirement age of 60 or 62

9. 9 Highlights for staff subject to mandatory break in service after 11th month All appointments will be subject to needs of service Funding source no longer determines type of contract Staff with cumulative service of 1 year or more  Will receive fixed-term contracts under the new set of rules, limited to department/office and level Staff with cumulative service of less than 1 year  Will receive temporary contracts under the new set of rules Staff will be considered internal after going through competitive selection process, including CRB review

10. 10 Highlights for field mission staff Internal status  Appointment will not be limited to a mission after a competitive process subject to a CRB review  Greater variety of professional opportunities Conditions of service  Majority of field staff will receive better remuneration package, especially mobile staff  Transitional measures to mitigate loss in overall compensation for affected staff  Personal Transitional Allowance (PTA) provided for 4 yrs: 100% of difference for first 2 yrs, 70% for 3rd yr, 40% for 4th yr

11. 11 Going forward ActionsTimeline  Discussions on implementation and transitional measure with staff representatives, agencies, funds and programmes  Ongoing  Townhall meetings with all duty stations and the field  Ongoing  Develop legal and policy framework  Ongoing  Issue appointments under the new series of staff rules  Starting 1 July 2009  Review by GA of implementation of continuing appointments  Fall 2009

12. 12 Page on iSeek  GA resolution  Townhall presentation  USG/DM letter  FAQs  Online salary/entitlements calculator (March 2009) Email box available to ask questions and provide comments that will be addressed in regularly updated FAQs: unstaff-servingasone@un.org Resources available to staff

13. 13 ✔ Contracts simplified ✔ Global pool of staff ✔ Recognition and compensation incentives for mobility and hardship ✔ Better remuneration package for majority of field staff ✔ Transitional measures to mitigate loss for affected staff ✔ Focus on individual’s competencies and skills through consistent, competitive selection process regardless of funding source Key Messages