1. Mobility and Career Development Framework Staff Council United Nations Staff Union Vienna

2. Objectives Retain and deploy a dynamic, adaptable and global workforce. Broader opportunities for career development. Equal opportunities for service across the United Nations and, for relevant functions, a fair sharing of the burden of service in difficult duty stations.

3. Opinion of staff in 2010 In 2010, 55.5% of staff in Vienna (strongly) agreed with the following statement “I would like the opportunity to move to a duty station other than the one I am currently serving in.” Only 24.5% (strongly) disagreed.

4. 4 It is important for international staff to work in different Duty Stations (19b) Agree Undecided Disagree Total D / P Total FS 3% 2% 3% 2% Total Internationally Recruited Staff Opinion of staff in 2012

5. WHAT IS MOBILITY? a change of role; a change of function; a change of department; a change of duty station; and a move from the Secretariat to a fund, programme or an agency.

6. SCOPE All UN Secretariat internationally recruited professional and above and field service staff on fixed term, continuing and permanent appointments, who have been recruited through a competitive process and whose appointments are not limited to service within a specific Department/Office or mission, except staff on non-rotational posts. A “non-rotational” position is one that requires an advanced level of expertise, knowledge and qualifications in a technical field and where there is no comparable position at the same level in another organizational unit or duty station in the UN Secretariat. When a staff member is within five years of the mandatory age of separation they will be exempted from geographic mobility, except if the staff member in question specifically requests to be geographically mobile.

7. Locally Recruited staff “Managed lateral mobility”; Swaps; Temporary assignments; “Vertical Mobility” -Promotions; and Exceptional consideration: Relocation. Internationally recruited General Service. National Professional Officers.

8. JOB NETWORKS Job networks are groupings of job families. In a job family, the same or relatively similar work is performed, a similar skill set is required and it is possible to move within the job family with minimal training. The current job networks (MAGNET, ECONET etc.)

9. Selection Each job network has a “Job Network Board” made up of representatives of staff and management in equal numbers and HR/OHRM to review selection and assignment of staff at the FS and P3 to P5 levels. Recommendations for selection and assignment of staff at the D1 to D2 levels will be conducted by a single “Senior Review Board” comprised of USGs and ASGs, with prior experience in the UN Common System as a staff member, to the extent possible. Representatives of staff will not be members of the Senior Review Board.

10. POST Occupancy Limits All staff are subject to minimum and maximum post occupancy limits. Occupancy of a post is governed by three marks: Mark 1: minimum post occupancy of 1 year. Staff are eligible to apply to new positions after reaching Mark 1. Mark 2: staff who have reached Mark 2 (12 months before their maximum post occupancy for B to E and 24 months before H and A) will be given priority consideration (see below) when applying for posts. Mark 3: maximum post occupancy – 7 years for H/A, 4 years for B/C and 3 years for D/E. Staff and their post are placed in a “reassignment pool.” For staff who reach the maximum and cannot be reassigned they can be extended for an additional year.

11. Criteria for Eligibility for Senior Posts at the Managerial Level To be eligible for managerial posts at the P5, D1 and D2 level, staff members must demonstrate competence and the necessary managerial skills. OHRM will review the possibility of creating a development/assessment process to ensure the managerial capabilities of candidates at the P5, D1 and D2 levels. To be eligible for P5, D1 and D2 levels, staff members must have at least one prior geographic move of one year or more in their UN common system career.

12. SPECIAL CONSTRAINTS PANEL Staff members may request the Special Constraints Panel to remain in the same duty station for their reassignment, based on clear criteria that could include: medical reasons of the staff member, subject to certification by the UN Medical Services Division; compelling personal circumstances that a change of duty station would create an undue hardship (this would be weighed against the interest of the Organization and bearing in mind a consistent process for exceptions); and, any additional criteria identified in the Guidelines of the Special Constraints Panel.

13. TRANSITIONAL MEASURES Assuming the General Assembly adopts a resolution on a new mobility framework by 31 December 2012, the following will apply. New staff members: New staff members joining the Organization on or after 1 January 2013 on a fixed-term appointment will be subject to the mobility policy as of their joining the Organization. Preparation period: There will be a two-year preparation period starting from 1 January 2013 to 31 December 2014 to allow for the implementation of the mobility policy. Phased implementation: The implementation of the mobility system will be phased by Job Networks beginning from 1 January 2015.

14. TRANSITIONAL MEASURES Eligibility for promotion from P4 to P5: Currently serving staff at the P4 level who have met the lateral move or waiver requirements for eligibility to apply for posts at the P5 level by 31 December 2012 will continue to be eligible to apply to job openings at the P5 level in accordance with section 6.3 of ST/AI/2010/3 for four years from the implementation date (1 January 2015) until 31 December 2018. As a transitional measure, staff on board as of 31 December 2012 at the P5 level will be exempt from the requirement for at least one geographic move when applying to job openings at the D1 level for four years from the implementation date (1 January 2015) until 31 December 2018.