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1 Annex of Comments: Raising the Bar of Excellence Recruitment Pages 1‐42 Retention Pages 42‐52 Dismissal Pages 52‐61 Performance Management Pages 62‐101 Organizational Structure Bureaucracy Pages 101‐122 System/Procedures Pages 122‐178 Out of Date Practices Pages 178‐188 Career Enhancing Professional Development Pages 189‐263 Deployment/Mobility Pages 263‐287 Job Security Pages 287‐326 Leadership Pages 326‐381 Transparency Promotion Pages 381‐401 Recruitment Pages 401‐422 Vision/Communication Pages 422‐443 Family and Life Balance Pages 443‐476 Financial Considerations Pages 476‐533 Survey Critic Pages 533‐545 Positive Feedback Pages 545‐558 Other Suggestions Pages 558‐565 Retirement Pages 565‐566 Work Environment/Morale Pages 566‐570 Equality Pages 570‐574 Harassment Pages 574‐575 Beyond Categories Pages 575‐580 Gender Age Category Organization Duty Station COMMENTS Female 18‐25 General service IMO Headquarters In the first part of the questionnaire I answered with timeframes that actually constituted my incorporation into work, first with the UNHCR and then with IMO. In order to get the regular contract I now have it actually took a year since I joined the Organization as I worked on temporary assistance contracts till I was made an offer of employment, it took 10 months to recruit for my post. Female 18‐25 Local ALD Other Dhangahi Before recruiting staff members it is important to check their back ground and work ability. Inter national staff should be trained and well cultured about host county. It is necessary to run awareness programs for beneficiaries about UN sexual abuse and Code of Conduct because in most cases non UN people became victim so they should know the channel of complain and their rights. Those staff who are capable for higher position supervisor should recommend them and organization should create an environment where there is much possibility of promotion. Female 18‐25 Local ALD Other NULL I strongly do not believe in the recruitment procedures carried on in the UN system. Recruitment and appointments should be done on solid academic and work experience backgrounds rather than through personal networking's Male 18‐25 Local ALD UN Kandahar The recruitment process is very slow. Female 18‐25 General service UNICEF Suva After staff recruitment, staff member needs to be properly briefed to job responsibilities as well as given a proper orientation. After the offer letter has been signed, the candidate must be thoroughly briefed on actual time it will take before candidate can begin working as well as briefed on salary payment arrangements Female 26‐35 International Professional ECE Headquarters I have been a short‐term staff member for almost 4 years in total. I had to leave the UN for a year and a half for a different job so that I could have a child and actually have a paid maternity leave. I am extremely dissatisfied with the recruitment conditions for entry‐level P staff. I am too old to take the NCRE yet I am a valued UN staff member. It is ridiculous that the system makes it so difficult to retain experienced and appreciated short‐term staff members such as myself. Female 26‐35 International Professional ECE Headquarters The administrative processes surrounding recruitment are inefficient and difficult to understand. Recruitment must be streamlined and in conjunction, managers need training to improve their skills and central administrators

1 Annex of Comments: Raising the Bar of Excellence Recruitment

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  • 1

    AnnexofComments:

    RaisingtheBarofExcellence Recruitment Pages142 Retention Pages4252 Dismissal Pages5261 PerformanceManagement Pages62101OrganizationalStructure Bureaucracy Pages101122 System/Procedures Pages122178 OutofDatePractices Pages178188CareerEnhancing ProfessionalDevelopment Pages189263 Deployment/Mobility Pages263287 JobSecurity Pages287326Leadership Pages326381Transparency Promotion Pages381401 Recruitment Pages401422 Vision/Communication Pages422443FamilyandLifeBalance Pages443476FinancialConsiderations Pages 476533SurveyCritic Pages 533545PositiveFeedback Pages 545558Other Suggestions Pages 558565 Retirement Pages 565566 WorkEnvironment/Morale Pages 566570 Equality Pages 570574 Harassment Pages 574575 BeyondCategories Pages 575580

    Gender Age Category Organization DutyStation COMMENTS

    Female 1825 Generalservice IMO Headquarters

    InthefirstpartofthequestionnaireIansweredwithtimeframesthatactuallyconstitutedmyincorporationintowork,firstwiththeUNHCRandthenwithIMO.InordertogettheregularcontractInowhaveitactuallytookayearsinceIjoinedtheOrganizationasIworkedontemporaryassistancecontractstillIwasmadeanofferofemployment,ittook10monthstorecruitformypost.

    Female 1825 LocalALD Other Dhangahi

    Beforerecruitingstaffmembersitisimportanttochecktheirbackgroundandworkability.Internationalstaffshouldbetrainedandwellculturedabouthostcounty.ItisnecessarytorunawarenessprogramsforbeneficiariesaboutUNsexualabuseandCodeofConductbecauseinmostcasesnonUNpeoplebecamevictimsotheyshouldknowthechannelofcomplainandtheirrights.Thosestaffwhoarecapableforhigherpositionsupervisorshouldrecommendthemandorganizationshouldcreateanenvironmentwherethereismuchpossibilityofpromotion.

    Female 1825 LocalALD Other NULL

    IstronglydonotbelieveintherecruitmentprocedurescarriedonintheUNsystem.Recruitmentandappointmentsshouldbedoneonsolidacademicandworkexperiencebackgroundsratherthanthroughpersonalnetworking's

    Male 1825 LocalALD UN Kandahar Therecruitmentprocessisveryslow.

    Female 1825 Generalservice UNICEF Suva

    Afterstaffrecruitment,staffmemberneedstobeproperlybriefedtojobresponsibilitiesaswellasgivenaproperorientation.Aftertheofferletterhasbeensigned,thecandidatemustbethoroughlybriefedonactualtimeitwilltakebeforecandidatecanbeginworkingaswellasbriefedonsalarypaymentarrangements

    Female 2635InternationalProfessional ECE Headquarters

    Ihavebeenashorttermstaffmemberforalmost4yearsintotal.IhadtoleavetheUNforayearandahalfforadifferentjobsothatIcouldhaveachildandactuallyhaveapaidmaternityleave.IamextremelydissatisfiedwiththerecruitmentconditionsforentrylevelPstaff.IamtoooldtotaketheNCREyetIamavaluedUNstaffmember.Itisridiculousthatthesystemmakesitsodifficulttoretainexperiencedandappreciatedshorttermstaffmemberssuchasmyself.

    Female 2635InternationalProfessional ECE Headquarters

    Theadministrativeprocessessurroundingrecruitmentareinefficientanddifficulttounderstand.Recruitmentmustbestreamlinedandinconjunction,managersneedtrainingtoimprovetheirskillsandcentraladministrators

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    needtolearnhowtoprovidegoodservice(ratherthanpolicinghowformsarefilledoutandslowingtheprocessdownwithoutaddingvalue).IunderstandthatbusinessprocesseswillbelookedataspartoftheERPprojectbusinessprocessreengineeringneedstohappeninUNOGdesperately.IamsurethecurrentworkflowsandprocessesarecostingtheUNafortuneinstafftime.

    Female 2635InternationalProfessional ECLAC Santiago

    Theselectionprocess(intransparency,duration,flawsinselectiondecisions,etc.)inECLACisworrisomeandasourceoffrustrationformanystaff.AlmostallyoungprofessionalsplantoleavethisdutystationASAP.

    Female 2635InternationalProfessional ECLAC Santiago

    TherecentchangesinhiringpracticesatECLACthathaveincreasedthenumberofinternationalprofessionalsfromoutsideoftheLatinAmericanregion,buttheinstitutionalculturehereremainsveryaggressivetowardsthosethatdonotcomefromaLatinAmericancountry(includingthosefromtheEnglishCaribbean).ThisdrivesmanypromisingprofessionalstootherdutystationsorotheropportunitiesoutsideoftheUNsystem.

    Female 2635 Generalservice FAO Headquarters

    Thepolicyofrecruitmentandappointmenttointernalpostsshouldbesomehowrevisedandadaptedtonewskillsandabilities(someoftheskillsrequired,e.g.typing,areobsolete).

    Female 2635InternationalProfessional FAO Headquarters

    Thequotasystembasedonnationalityhinderstransparencyinrecruitmentandmaypenalizedstaffunfairly.Myinabilityinobtainingalongerterm/regularprogrammepost,despitemyconsistentperformance"exceedingexpectations"isthemainmotivationformewantingtoquittheorganizationIworkfor.

    Female 2635InternationalProfessional IAEA Headquarters

    WithintheIAEA,theamountoftimeittooktoprocessmyapplicationandgetmestartedatwork7monthsisjustridiculous.Howcanapplicantsbeexpectedtoputtheirlivesonholdforhalfayearwhiletheywaitforaresponseandcontract?Also,whenIfinallyDIDreceivemycontract,IhadNOpointofcontactintheHRdepartment.Noemail,nofax,notevenadirectaddressornameofapersonwhowashandlingmyfile.Ihadquestions,butnowaytoaskthemandnoideawhotoask.IrealizethatHRisprobablyoverworkedwiththehighturnoverintheorganization,butstill,theyneedtorealizethattheyarethefirstcontactmanypeoplehavewiththeIAEA.Therefore,myfirstimpressionoftheIAEAwasthatitisagiantblackholewherenooneknowswhat'sgoingonandpeoplearetotallyinaccessible.IdidhaveotherjoboffersthatIturneddownbecauseIwantedtoworkattheIAEA,butIstartedtogetabitnervousaboutthatdecisionasthelengthoftimedraggedonandthenasHRstonewalledmyattemptstocontactthem.Rememberthe"Human"partofHumanResources.You'redealingwithpeople,notjustanameonapage.Ifyouwanttoattractandretainthebestpeople,youneedtotreatthemlikethey'rethebest.Currently,ourrecruitmentprocessdoesn'tdothatverywell.

    Male 2635InternationalProfessional IAEA Headquarters Therecruitmentprocessistoolong.

    Female 2635InternationalProfessional IFAD Headquarters

    Themainconsiderationforleavingthisorganizationisthetotallackofperspectiveforyoungerpeoplecontractsareshort,thereisnostability,recruitmentprocessesarenotopen(usuallythereisalreadyapreselectedcandidate).Thismakesitimpossibletoplanandisdoublyfrustratingwhenoneseesthe`oldergeneration`withtheircareercontracts,whowillremainemployedeveniftheyarenolongerdoingagoodjob(forinstance,atIFAD,thereisapoignantcaseofaDirectorwhosedivisionwasdissolvedduetoherlackofmanagementskillsyetshewasnotletgo,butturnedinto`SpecialadvisortothePresident`).Atthesametime,thereisanarmyofconsultantsandshorttermstaff(includingmanyformerAPOs/JPOsthatfaceproblemsoncetheyarenolonger`forfree`totheorganization)intheirearlythirtiesthatareexpectedtoworkextremelyhardandtakeonmajorresponsibilities,butgetnostabilityinreturn.TheUnitedNations,inthisrespect,isnotameritocracy.

    Female 2635InternationalProfessional ILO Headquarters

    TheUNsystemshouldmakerecruitmentmoretransparent,trainrecruiterstochoosetherightpersonandfightnepotism.Furthermore,precariousworkshouldbereduced.

    Male 2635 Generalservice ILO Hyderabad

    ParticularlystaffwhoworkinProjectsformorethan5yearsshouldalwaysbegivenpreferencetocontinueintheUNsystemifnotinthesameorganizationatleastinotherUNorganizations.Adatabasecanbemaintainedtoknowthestatusofemploymentoftheshorttermemployeesandwhereverthereisanopportunitypreferencecanbegiventothem.

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    AnypersonjoiningtheUNsystemshouldbegivenadequatetrainingoraninductionprogrammebeconductedtoknowtheworkingenvironmentandotheradministrativeissuesoftheorganization.

    Male 2635

    NationalProfessionalOfficer OCHA Nairobi

    Recruitmentandretentionprocessneedsimprovement,particularlyproperpromotionandrecognitionofindividualsshouldbeimproved.Bestregards

    Female 2635InternationalProfessional Other Beirut

    ThosewhohavepassedtheNationalCompetitiveRecruitmentExam(NCRE)inaspecificoccupationalgroupmustbeofferedpostsinthatspecificoccupationalgrouponly,regardlessoftheirpastworkexperience.Otherwise,whymakethemtakeexamsinspecificoccupationalgroups?Itwouldbemeaninglesstohavethemtakeit.

    Female 2635InternationalALD Other Bujumbura

    Itwouldbehelpfulfornewpersonneltohaveabriefingofthetypeofcontractsavailableandbenefits,ormakethemsomehowavailablebeforeacceptingajob.AndnothavetowaituntiljointheUNtofindoutbasicsthingsaboutthewaytheUNworks.

    Male 2635 Generalservice Other Damazine

    THEWAYOFSHARINGCOURSESOPPORTUNITIESISHIDDEN.THESALARYISNOTADAPTEDTOSTAFFQUALIFICATIONS.(CERTIFICATES&EXPERIENCES)WHICHEFFECTPERFORMANCE.THERECRUITMENTSOFRELATIVESSOCLEARANDLEADTOUNJUSTICEUNEQUALITY.

    Female 2635InternationalProfessional Other Dili

    IacceptedanassignmentinmycurrentDPKOmissiononlytofindoutthatmypostexpireson30June2008(8monthsafterreassignment).MyspousewasinterviewedinAugust2007forapostandwasnotifiedofpassingtheinterviewanditturnedoutthattherewasnopostavailabletorecruithim.Ilost4weeksofmymaternityleavewhenIgavetomyspouse4weeks(beforetheapprovalofthepaternityleavepolicy),whenthepolicywasapproved,itsretroactivedateaffectedusandthe4weeksIgavehimwerenotreturnedtome,hewasnotallowedtotakemorethan8weeksofpaternityleaveandIwasnotallowedmorethanthebalanceofmymaternityleave(12weeks).Wewerenotmadeawareofthepossibilitytotakematernityorpaternityleaveinsidethemissionarea....Thelabelforthefamilymembersresidinginanondutystationis"illegalfamilymembers"Itfeelsthattheorganizationdoesnotcareforitsemployees.MobilitypolicyisnotapplicabletocolleaguesinUNHQ!Thereisnotransparencyintherecruitmentprocedures.

    Female 2635 Generalservice Other Headquarters

    IamextremelyhappyandproudtobeworkingfortheUN.AsastaffmemberoftheICTYintheHagueIbelievethatitisessentialtogettheinternalstatuswiththeUNwithrespecttorecruitment,asIamsurethatmanypeoplefromtheICTYwouldliketocontinuetheirserviceintheUN.

    Female 2635 Other Other Headquarters

    IhavebeenworkingfortheUNformorethan2yearsnowandIamreallydisappointedthewaypeoplearerecruitedespeciallyintheUNWorldFoodProgramme.Whatisintherulesandregulationsiscompletelydifferentfromwhatisactuallyinpractice.IfeelverymuchdiscriminatedandoffendedinthewayHumanresourcepersonneltreatpeoplefromdevelopingcountries.Isawpeoplewithlessqualificationandexperiencegivenpositionswhichtheydonotdeservejustbecausetheyarefriendsofthedirectorwhoisafriend.ManagersandSupervisorsabusingtheirpowerinthisrespectandevenpeoplewithseriousintegrationproblemspromoted.IstronglybelieveintheobjectivesoftheUNandIwillcontinueworkingandhopeoneday,atleast,theUNwouldbecomeaplaceofequalrepresentationandmeritbasedrecruitmentapracticeinsteadofatheoryinthebooks.

    Male 2635InternationalProfessional Other Headquarters

    Inmyorganizationthereisatendencytorecruitpeoplewhoareoverqualifiedforthepositionwhichcontributestothefeelingthatthereisnoopportunitiestousetheskillsandcompetenciesavailable.

    Male 2635 LocalALD Other Rumbek

    RecruitmentinmyUNwasnotwelldonefromthebeginning.Someofuswhowhererecruitedearlierwereundergrade.Theliveexampleismyself.IaminGL3asanofficeassistantbutalltheofficeassistantswhowererecruitedaftermewereputinGL4.Notthattheyarefarbetterthanmeintermsofexperience.SoCanUNreviewthat?

    Female 2635 FieldService UN Abidjan

    (1)Therecruitmentprocessisnottransparent.JobInterviewsfornewpostsareonlyarrangedforthesakeofit.Theselectionsarebasedonwhothecandidateknowsorthenationalityofthecandidate.(2)ThePHPsarenotverified.StaffhaveforgeduniversitydegreesandarecurrentlyProfessionalcategorystaff.(3)Forfieldservicestaff,theminimumlevelatwhichanewstaffisrecruitedtoday,isFS4(rarelyFS3)andstaffwhohavebeeninthesystemforlongremainatlowergrades.(4)Thereisnojobsecurityforstaff

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    whoremainonboardfortheliquidationofamission.(5)Thereshouldbeabettersystemofevaluatingstaff.Thebiggestglitchinthesystemisthatevenifastaffisnotperformingwell,thereisnoactiontakenexceptformaybea`slaponthewrist`.InordertogetbetterperformanceoutofstafftheUNshouldfollowtherulesofbiggercorporationsandsuspendthestaffwhodonotperformwellandpromotestaffwhodo.

    Male 2635 FieldService UN AbidjanIwonderhowandwhereYoupickYourPstaffandSeniorManagement.Isitallbasedonconnectionsandbribes?

    Male 2635 Other UN Abidjan

    Well,Ihaveservedtheorganizationforalmostsevenyearsnow.FromnationalstaffandcurrentlyaUnitedNationsVolunteerwithUNOCI...IhaveappliedtirelesslyontheUNGALAXYbutuntilnow,Ihaveneverbeencalledorappointed.

    Male 2635 LocalALD UN Beirut

    TheonlyissueIwanttoraiseisaboutchoosingstaffmemberstogoinmissions,causeasIseethepersonschosenhavenotthepreferredbackgroundsandmostofthemhavenottheskillsmentionedintheirPHPs.

    Male 2635 LocalALD UN ElObeid

    IwouldliketorecommendHRtoadoptanewbetterprovisioninhandlingtheissueoftherecruitment,andspecificallythewayalotofstaffmembers(mainlyarelocal)includingmyself,areheldupinfieldsthosehavenothingtodowiththeirqualifications.WhenI'mrecruited,andmaybeforsomereasonIhavetoacceptanunsuitablejob,IshouldlaterbeadjustedattherightpositionaccordingtomyqualificationsrightafterthePostReviewthatIhadonlyheardabout.Itisverybadseeingtensoffullyqualifiedgraduatesholdingwrongjobswhilesomeinsufficientlyqualifiedpeoplearestrugglingtogettrainedforthenewjobwithinthesamespecializationofthosegraduates!Thisissueissuchaseriousone,andIhopetheHRfindsawayoutforthosestuckfutureexperts.TheresurelywouldbeamutualinterestthatUNwillmakeagooduseoftheirknowledge,andintheotherhandthesegraduateswillimprove,consolidateandsupporttheirtheoreticalknowledgebythebestpracticalmethodsgivenwithinsuchaproperinternationalsystem.Thankyou

    Male 2635

    NationalProfessionalOfficer UN Gardez

    AsfarasrecruitmentisconcernedIwouldliketorecommendthefollowingasacriteria:MeritBackground(Pastcareer,experiencesandintegritytotheorganization)GeographicalDispersion(Awarenessoflocalsocialandculturaldynamicsandthestakeholders).

    Female 2635 Generalservice UN Headquarters

    ThebasisofrecruitmentlevelandpromotionarenotconsistentacrossUNcommonsystemandnotexplainedwellinanydocumentationasinformationaredifficulttofind.

    Female 2635InternationalProfessional UN Headquarters

    Throughmyexperiences,thethreeprimaryissuesaffectingjobsatisfactionandperformanceatanorganizationallevelare(1)shorttermism,(2)theNCEprogrammeand(3)lackofeffortmadetokeepfamiliestogetherindutystations.Whenemployeesarekeptonthreeandsixmonthcontracts,theyareincapableofconductingtheirjobswithstrategicvision,astheydonotknowiftheywillbetherethefollowingmonth.Theyalsowastetimelookingforjobs.RegardingtheNCEprogramme,itisagoodinitiativebutthepracticeofprioritizingP2andP3postsforNCEcandidatesonlydeprivestheorganizationofhiringcandidateswithmorevariedbackgrounds.Variedexperiencecouldcontributetoimprovedleadership.Keepingfamiliestogetherindutystationsistheonlywaytoensurestaffretentioninmissions,staffsatisfactionandtodecreaseUNSEAoffences.

    Female 2635InternationalProfessional UN Headquarters

    Therecruitmentprocess,asmanagedbyOHRM,isappallinglyunclearandslow.IwasledtothinkthatmyServiceneededme"ASAP",butthenOHRMdraggedtheirfeetforexactly6months(anditwasonlythat"fast"becauseIcalled&emailedregularly)beforeactuallygettingmycontract&travelorganized(Iwaslatertoldthatthiswas"standard",ifnotfast!).Verylittledocumentationwasprovided,andwhenitwas,itwasinaformatthatwasbarelyaccessibletosomeonecomingfromoutsidetheUN.OHRMneedsacompleteoverhauloftheirsystemandstaffshouldbegiventrainingintransparencyandclearexplanation.

    Male 2635InternationalProfessional UN Headquarters

    Thelackoftransparencyandoverpoliticizationoftherecruitmentprocess.Cronyismisrifeandunderminestheeffectivenessoftheorganizationinpursuitofitloftyandworthygoals.Thebeststaffdon'tgetcreditorthepromotionopportunitiestheydeserve.Iknowofseveralpeoplewhohaveleftorareconsideringleavingforthesereasons.

    Male 2635 FieldService UN NULLBeforeemployingtotheUNIthinkorganizationshouldimplementmoreseriousconditions,thiswillincludenotonlyprofessionalskills,butalsotest

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    forpersonalityandcandidatesmorallevel.OtherwisereputationofUNemployeeswillstillgodown.

    Female 2635InternationalProfessional UN Other Employmentsystemisweakanddefinitelynottransparent.

    Male 2635InternationalProfessional UN Other

    LowlevelofknowledgeinmanagementlevelinthePeaceKeepingmissions.Nepotismisamajorproblem.Unequalrightsforthenationalandinternationalstaffmembers.Inpeacekeepingopsmorerelyonformermilitarieswhoaremostlyunabletomanagethethingsincivilianway.Shouldbeaquotaforanynationsatthepeacekeepingmissionlevels.Differentprivilegesfordifferentpeacekeepingmissions,ORB,FreeAirTransportation.LessbenefitsandlessattractivecompensationpackageforPeacekeepingOps.Slowrecruitmentprocess,mobility.Lessopportunityforpromotions.Lessopportunityforrecognition.InGeneraltheHRMpracticeisveryslowanddisappointing.ProperconflictresolutioninPeacekeepingmissionlevel.Lackofleadership,overadministrationandbureaucracyinPeacekeepingmissions.BlockingstaffdevelopmentOpportunitiesforthestaffbymanagementincertainareasandcertainmissions.Unavailabilityofproperlevelofprotectionforthenationalstaffinconflictenvironments.LackoftransparencyofHRPracticeandoverrelationshipsinHRandfillingnationalandInternationalposts.LessinvolvementofHQsinFieldOpsorlackofinterestinfieldOps.

    Female 2635InternationalProfessional UN Pokhara

    Thelackoftransparencyoftherecruitmentsystemveryhardtofindoutwhathappenswithyourapplication.

    Female 2635 FieldService UN PortAuPrince

    IftheUNused(butreallyusedandapplied)itsownrulesandregulationswhenitcomesto,forexample,recruitmentmanyproblemswouldbesolved.IthinkthatthismassiveorganizationwhereIamworkingiscurrentlyfullofpeoplewhoarenotqualifiedandprofessionalenoughtoperformtheirjobs.Imagineahospitalwithsemiqualifieddoctors!Wouldyouevergothereforatreatment?Iwouldsuggestthatstaffareheldmoreresponsibleforwhattheyaresupposedtodoand,also,IwouldgivemorefreedomtoManagerstoterminatecontractsofpeoplewhoarenotperforming.Everyonefeelsuntouchable.

    Female 2635InternationalProfessional UNAIDS Headquarters

    RecruitmenttimeintheUNsystemisatverypoorlevels.Itisgenerallyknownthatifyouwanttomovewithinorganizations,youmuststartapplyingforjobsayearinadvance.Itwouldbebeneficialifatleastthosethatwerenotshortlistedwereinformedthattheirapplicationwasdeclinedsotheydonothavetowonderaboutitsstatus.Inaddition,thereasonIamconsideringleavingtheUNsysteminthemediumtermisbecauseofitsadministrativebureaucracy.Decisionsgenerallytaketoolongtomakebecausemanytimes,noonewant"tomakethecall"forfearofitbeingthewrongone.Inaddition,youarenotpromotedbasedonmeritinthesystem.Youmustapplyforthejobandthenplaypolitics.Yes,therearepoliticsatanyorganizationbutthecombinationofpoliticsandredtapecanmakeitunnecessarilyfrustratingtowork.IjoinedtheUNsystembecauseitisimportanttometobelieveinthemandateofwhereIwork.ButIcangetthisfeelingatother,moreefficientlyrunNGOs.

    Male 2635InternationalProfessional UNCTAD Headquarters

    LstaffcarriesoutexactlythesamefunctionsandresponsibilityofPstaffbutisdiscriminatedwhenapplyingforposts.AfteranumberofyearsasL,equalopportunitiesshouldbeoffered.Itissimplyaquestionoffairness

    Female 2635 Generalservice UNDP Beijing

    HRpoliciesareseriouslyabusedinmyCO.Transparencyandfairnessarebigissues.Staffmoraleislowandturnoverrateishigh.Ifsomeoneasksmeifmyorg.isgoodornot,Iwillnotrecommendit.

    Female 2635InternationalProfessional UNDP Headquarters

    1.IbelieveintheUN`scause,butamconcernedaboutitsdeterioratingreputationandimageincertainpartsoftheworld.2.TheUNsystemsrecruitmentandhumanresourcesmanagementssystemshouldbetrulymodernizedandsimplifiedtoensurequicker,moreprofessionalandmeritbasedrecruitment.Thiswouldgreatlyenhancenewstaff'sfirstimpressionoftheorganization(byreducingfrustrationanddisillusionment)andimprovestaffretentioninthelongrun.

    Male 2635InternationalALD UNDP Headquarters

    permanentcontractsshouldbeabolishedassoonaspossibletogetridofthedeadwood;newstaffshouldnotbetrainedcontinuouslyinstead,atleastremotelyqualifiedstaffshouldbehiredatthefirstplace;nepotismshouldbeacknowledgedopenly;candidatesforP2andP3positionsshouldnotbeallowedtohavemorethanaBachelor'sdegreeandshouldhavelessthantwoyearsofprofessionalexperiencebecausetheworkissodull,repetitive

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    anduninspiringthatitisaninsulttohireanyonewithanysignificantintellectualpotentialtoworkattheselevels,inparticulargiventhepervasivenessofpoormanagementandtheresultingfrustrationatmidlevel;NB:thesolutionisnottosendscoresofD1stoxmanyridiculouslyexpensive"leadershiptrainings"buttosendthemintoearlyretirementtheUNissufferingbadlyfromthehundredsofutterlymisplaced`senior`peoplewhodonothing

    Male 2635

    NationalProfessionalOfficer UNDP Kabul

    RespectedSir/Madam,IamworkinginUNDPAfghanistanKabulinMinistryofFinanceasaDatabaseOfficer.IhavebeenworkinginUNDPsince2006.IhaveseenNepotisminUNDPCountryofficeKabulAfghanistan.SomeEthnicgroupOccupytheUNDPCountryofficebecausePersonallymeandmycolleagueshaveappliedforanyPosition,Sonooneofushasbeenshortlistedfortheposition.NowIamworkingintheprojectofUNDPinMinistryofFinanceBudgetDepartment.Since5to6monthsIhaveseenthereisonlyoneethnicgroupiscominginouroffice.Evenmanyotherethnicgroupshavetheabilitytofightfortheposition,butunfortunatelytheyhavenotbeengiventhechancetillinterview.RespectedSir/MadamIneedyourlittleconcentrationregardingthisNepotismissue.Thanks,

    Female 2635 Generalservice UNDP Thimphu

    IworkinHRandIwouldliketosaythatIstilldon'tunderstandwhywhenaninternalstaffappliesforapostwhichisafewgradeshigherandissuccessful,thestaffmemberisnotgiventhatgrade,whileifanexternalstaffappliesforthesamepostandissuccessful,theyaregiventheadvertisedgradeimmediately.Ittomeseemstobepunishmentforhavingworkedinthesystemandtheadditionalknowledgeofknowinghowourorganizationworks.Pleaseletusknowofthisreasoning???????

    Female 2635InternationalProfessional UNEP Headquarters

    HavingworkedindifferentUNagenciesIfindtherearesignificantdifferencesinworkenvironment,benefitsandagenerallackoftransparencyupfrontatthetimeofrecruitment.Itisstillagoodplacetoworkforsomeonewhobelievesintheidealsoftheorganizationandenjoysworkingintheirparticularareaofexpertise.

    Female 2635InternationalProfessional UNESCO Apia

    Iamgravelyconcernedaboutunopen,untransparentHRrecruitmentandpromotionpractices.

    Female 2635InternationalProfessional UNESCO Headquarters

    Moretransparencyandfairnessinrecruitmentbasedoncompetenceandexperiencedincludingacademicqualifications.

    Female 2635 Generalservice UNESCO NULL

    Enlargerotationpolicyatalllevels(GandP)GivemoreopportunityforpromotiononmeritbasisGiveupwithshorttermcontractstobridgegapbetweenworkloadandscarcepermanentresources(i.e.torecruitsufficientstafftodotheworkincompetitiveselectionprocess)

    Female 2635InternationalProfessional UNESCO NULL

    1.LackofgenderbalanceinPcategory.2.LackoftransparencyregardingHRpoliciesanddecisions;lackoftransparencyregardingpromotions3.Lackofflexibilityandspecialpoliciesaddressingcertaincategoriesofstaff(e.g.,parentsofyoungchildren,singleparents,parentsofchildrenwithspecialneeds),whichresultindefactodiscriminationagainstthosecategories.

    Female 2635InternationalProfessional UNESCO NULL Atransparentprocessforrecruitmentandpromotionisveryimportant.

    Female 2635InternationalProfessional UNFPA Hanoi

    HRproceduresaretoolengthyandwhileemployeesareexpectedtobeavailableatthedropofahat,theorganizationtakesitstimeindecidingwhetherornottoextendcontractsand/orwhichcandidatesaresuccessful.Thesystemisverybureaucraticanditseemsthatjoballocationsarestillnotmadebasedonmeritbutonpoliticsand/orpersonalconnections.

    Female 2635InternationalProfessional UNHCR Badghis

    **Iagreethatthereareworkbalancemeasuresandloadsofothermeasuresandprograms,butinpractice,themanagementpunishesyouforusingthesemeasuresbynotprolongingyour(temporary)contract.Wheneveryouwanttoapplyfortrainingsorworkbalanceorwhatevermeasures,youneedtheapprovalofyoursupervisor,buthehimselfisunderpressurefromhissupervisornottoallowallthese"extra"things.**Iseestaffaroundmethatissoincredibleincompetent,thatIamalmostashamedofworkingnexttothem.ThenIwonderifIwasalsoselectedbecauseIamawomanorbecauseIhaveacertainnationality...**ThereisabiggapbetweenthecompetenciestheUNrequestsduringtherecruitmentandthecompetencesapersonsonreallyhas.E.g.Iknowmanystaffmemberswhodonotspeak2UNlanguages,whoaredishonest,whohavedegreesfromuniversitiesthatareknownasnotgoodetc....So,ifitalldoesn'tmatter,thenwhydidIstudyseverallanguagesandwhydidIdotheefforttogotoagooduniversity...

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    Male 2635 Generalservice UNHCR Beirut

    IthighlyrecommendedtobriefandtrainthenewlyrecruitedstaffonallthepoliciesrelatedtohisagencyandtheUNingeneralandfromthebeginning,inordertohelphimunderstandthesystemandhaveasenseofbelonging,thiswillhaveanaddvaluetohisperformance.

    Female 2635 Other UNHCR ColomboUnfairness/lackoftransparencyregardingIPR/postings.YoungpeoplelikemenothavingenoughopportunitiesforadvancementnotenoughP2posts.

    Male 2635InternationalProfessional UNHCR Damascus

    IamsomewhatdisappointedatthecontentofthissurveyasIexpectedittobebetterconfiguaratedtocapturecertainrecruitment/retentionpolicyissues(i.e.lackoftransparency,roleofpersonalconnections,lackofcandidandreliableevaluationswhichareusedastoolsforpromotion/postings,almosttotalabsenceofcompetitiverecruitmentprocedures,thefreezeinthegrantingofIndefinitecontractsetc).Ihopethatthissurveywillsomehowaddressthoseissueswhich

    Female 2635

    NationalProfessionalOfficer UNHCR NULL

    Inspiteofmyorganizationbeingagoodplacetowork,servingagoodcausethatIbelievein,discriminatorypractices,unfairrecruitmentandpromotionprocedures,frequentabuseofpower,noimpressionthatfairnessatalllevelsandinallaspectsoftheworkispromotedmakethingsverydifficultandincreasetheunhappinessassociatedwithmywork.Drasticallychangeshavetobemadeintheselectionandpromotionprocedures,accesstorelevanttrainingbyallstaffirrespectiveoftheirtypeofcontract(withanFTAcontractonedoesnotevenhavethechanceogetabankloanortohaveaccesstoarelevant/essentialtrainingwithintheorganization).Andmanymoremightbesaid.

    Female 2635 Generalservice UNICEF AddisAbaba

    Moreeffortshouldbemadetomakesurethatdecisionsbemadeonlybasedontheorganizationalneeds,notbasedonpersonalfeelings;morechecking/auditingmechanismsshouldbemadetocontrolthehiringprocess;makesurethatUNrules&regulationsareapplicableforeverybodyequally,andtheexceptionsthatexistintheregulationsshouldnotbemisusedornottoserveasholes&"weapons".

    Female 2635 Generalservice UNICEF KabulTheissueoffavoritisminrecruitmentisabigissue.Nostrategicplanforstaffdevelopment.Nogenderbalance.

    Male 2635

    NationalProfessionalOfficer UNICEF Kabul

    Thebalancebetweentimeandtalentisanissuemostofthepoliciesaretimefocusedinsteadoftalentlikelengthofworkexperience.Thereishugedifferencebetween10yearsexperienceanddoingonethingfor10yearthereshouldbepoliciesinplacethatcouldhelpyoungtalenttogrow.WeshouldnotfocusonkeepingonepersonfordecadesratherweshouldencourageyoungtalenttodeliverforUNandthancanproceedoutsideandhewillbeagoodadvocateforus.LearningopportunitiesneedstobeseriouslylookedatandcouldbelinkedtotheyearsofserviceafterthetrainingforUNsothatwespentinourstaffandtheydeliverforusforawhileaswell.TheinterviewingsystemintheUNalsoneedstobereviewedrelyingmainlyonsupervisorandrepresentativeswillnotbeagoodoptionaswemayendupwithanenvironmentofliketodislikeofindividualsratherthanapoolofprofessionals.LongagoIheardUNisanorganizationwherefriendsworkforfriendsthisimpressionneedstobechanged.IwishIcouldhavemoretimetoreflectonsomanythingsstrikingmymindbutwilldosoifneededsothatwecanmakeUNthebestasweshouldbe.thanksforpossiblereading

    Male 2635 Generalservice UNICEF Kathmandu

    Ifthereisanyinternalvacancywithincurrentorganization/UNsystem,thereshouldbegivenmorepriority1sttointernalcandidateratherthanexternalforrecruitmentiftheirexperiences&skillscanmatchtosomeextent.Ifthereisnocandidateforthatposts,thengoaheadforexternalaswell.Deprived,ethnic&indigenousgrouppersonscanbestronglygivenpriorityinrealityscenariosfornewrecruitmentinternallyaswellasexternally.

    Female 2635 Generalservice UNICEF Manila

    IsthereamethodorwaytofullyacclimateanewemployeetothewaysandcultureoftheUNorUNICEFespeciallyifthepersoncamefromthePrivateSector?Becausealthoughnotallformerprivatesectorstaffwouldhaveahardtimeimbibingtheculture,somearesooverwhelmedwiththeBrandofUNICEFthatitdefocusesthemontherealobjectiveoftheorganizationwhichisimprovingthelivesofthechildrenandfightingfortheirrights.Theyfocustomuchonpromotingthebrandthattheydon'tseethefacesofthechildrenwhichinspiredthecreationoftheorganization.

    Female 2635 Generalservice UNICEF Moscow UNHRPOLICYNEEDSIMPROVEMENTNOW!!!

    Male 2635 UNICEF Other Inprovidingadvisorforthehostgovernment,itisimportantthatneedsto

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    identifythepersonwhoareadvisefor,whatlevelofhe/shehasinterimsoflanguageitwillhelpusindecisionmakingandCapacityBuilding.UNagenciesinprovidingadvisorforthehostgovernmentneedtoinvolveinstaffrecruitmentbeforeprovidingadvisor.

    Female 2635InternationalProfessional UNIDO Freetown

    Havingstartedwithhighidealsaboutservingthepoorandimprovingtheirlivingconditionsinasustainableway,Iamafterfouryearsratherdisappointedanddisillusionedabouthowthepooraresystematicallyexcludedfromprogrammesandprojectswhenitcomestoconcreteactionorfunding.Recruitment:objectiveassessmentsofmostqualifiedstaffforajobarejeopardizedbypoliticalconsiderationssuchascitizenshipofdonorcountriesetc.Thishasanegativeimpactonqualityofstaffandhencequalityofdelivery.SpecialbenefitssuchasSOLAetc.shouldbeuniformlyappliedbyallUNorganizations/agenciesandnotlefttothediscretionofindividualagencies.

    Female 2635 Generalservice UNODC Headquarters

    Timeandagainthereisnotransparencywhenitcomesdowntorecruitmentissues.Candidatesarealreadypreselectedevenwhenthereisavacancyannouncement.Interviewsareheldforformalityreasons.Gstaffarenotgivenenoughopportunitiestoprovethemselves.Evenwhenhardworkandovertimeisputinthesearenotrecognized.Sometimesitevenseemsthatthosewhoarenotascompetentaretheoneswhoarepromotedorseeningoodlightduetotheirrelationswiththesupervisororthoseinhigherpositions,whichmakesitfrustratingforthosewhoareinterested,keen,andhardworkingdeservingofapromotion.Thereshouldbeopportunitiesforgstafftogoonmissionsatleastonceayeartounderstandwhatitistheircolleaguesdowhenonmission,anditwouldalsohelpthemunderstandthesubstanceofworktheirunitisinvolvedin.

    Female 2635InternationalALD UNOPS Headquarters

    1.Partsofthissurveyseemtechnicallyinvalid.Forexample,youseemtohavecombinedawarenessofbenefitsandtheneedforparticularbenefits(e.g.telecommuting)intoasinglequestion.IcannotindicateusingyourpredefinedanswersthatIhaveneverheardofatelecommutingprogrammeatmyofficebutIwouldbeinterestedinparticipatinginone.2.Ilovemyjobverymuchandmysupervisors.Ourorganization'smandateiscompelling.Ourhumanresourcespolicies,though,arepoor,suchthatitisveryhardtogetgoodnewstaffintotheorganizationanditisequallyhardtogetridofpermanentstaffwhoareunethicaland/orincompetent(asmallminorityofstafffallsintothislattercategory,buttheirpresenceisdemoralizingforeveryoneelse).IwishthatUNhumanresourcespoliciesresembledthoseoftheprivatesectormore.

    Female 2635 Generalservice UNWTO Headquarters

    Notatransparentpromotionandhiringprocedure.Doubtaboutgenderequality,verydifficulttofindarespectfulchiefsandmanagers.(Someofthemhaveethicproblem...)

    Male 2635 Generalservice WFP Headquarters Communicationaboutfuturerecruithadbeendevelopedinafearfulway

    Male 2635 Generalservice WFP HeadquartersStaffmemberswhoentertheorganizationforthefirsttimeshouldreceivemoreinformationabouttrainingandcareerdevelopmentopportunities

    Female 2635 Generalservice WFP Kampala

    Thankyouforthesurvey.MyconcernistherecruitmentintheUNsystemwhichisnotfairespeciallytostaffinthesystem.1.Itisimpossibletogetshortlistedforajobifyoudonothavea`Godfather`.2.Theorganizationdoesnotrecognizestaffeducationalqualificationsespeciallyiftheyhavebeenattainedduringtheiremploymentwiththesystem.

    Female 2635 Generalservice WHO Headquarters

    IampersonallydisappointedbythetreatmentGstaffisreceivinginWHO.Wecannotapplytothesocalledgenericpositionsanymore.Allwecandoistoassurethatournameisonthespecificrosterandwaituntilweareapproachedbyhumanresources.Weonlylearnwhatthejobisallaboutwhenactuallydoingtheinterview.Noselfcontrolonourowncareeranymore.

    Female 2635InternationalProfessional WHO Headquarters

    WHOdoesnotattractnorretaintalentwithitscurrentadminandHRrules.Itcurrentlytakesmorethanayearforcompletingafixedtermrecruitmentandmorethanhalfayeartocreateanewpost,makinggeneralstaffrecruitmentandretentionhighlychallenging,withsevereimplicationsonservicedeliveryandperformance.Specificallyontalentretention,therearenotflexibilityonrecruitmentrulesforstafftobeeasilypromotedtoanotherpositionwithintheorganization.Therearenoleadershipdevelopmentprogramme.WHOcurrentinstitutionalsettingmakingregionsindependentfromHQcreatespowerstrugglesandgenerateunderperformanceatalllevels.

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    Female 2635 Generalservice WHO JakartaEqualopportunityfortraining/studyforallstafftheselectionprocessisfairandclear.

    Male 2635InternationalProfessional WHO Nairobi

    MobilitywithintheorganizationandbetweenUNagencieshavetobeimprovedalot.Moreoverleadershipandexecutivedevelopmentopportunitiesandtransparentpromotion/recruitmentproceduresareessentialandverypoorintheUNsystem.

    Female 2635 Generalservice WHO NewDelhi

    Please,letusmakeaseriousefforttocurbnepotismandbiasattheworkplace,becauseitiseatingintothemorale,enthusiasmandthezestforworkingofmanypeoplelikeme.Letusintroducemeritbasedselections,promotionsandgiveequalopportunitiesfortrainingtoall,temporariesincluded.Itwouldalsobeagoodideatorecognizeaperson'sskillsandcompetenciesandgivingthemworkaccordingly.

    Female 2635 Generalservice WHO NULL

    Thehumanresourcesunitmusthaveamoreestablishedsysteminbriefingnewlyhiredstaffandshouldtaketheinitiativeinhaveastatuscheckonhowthestaffishandlinghis/hercurrentposition.

    Female 2635 Generalservice WHO Suva

    Thereisnoopportunitiesforpromotion!Accordingtomanagement(WR/SP)thiswouldupsetlongservingstaff(morethantenyears).Firstly,theirlackofknowledgeandskillsoftoday'stechnologyduetothepoorstaffdevelopmentprogramprohibitsthepromotionofotheryoungerstaffthisissowrong!Creditshouldbegivenaccordingtowhatyoucandoandtheresultsyoucomeupwithandnothowlongyouhaveworkedfortheorganization!Secondly,thebackingupsystemofpersonneliscrazy!EachpersonshouldbemaderesponsiblefortheircontractedTORsandnotthewholeoffice.WPROPERprovidesverylittleorincorrectrecruitmentinformationandtherecruitmentprocessforthesuccessfulapplicantisterribleinWR/SP!Noorientation,notraining,nothing!Jobdescriptionsshouldbeupdatedyearlyandmadeavailabletostaffsothattheyaremadeawareofwhoseresponsibleforwhat.Therearemanythingsthatfailinthisofficeandnooneyoucanreallytalktotogetananswerorasolution.Thehygieneoftheofficespacewasn'tevenaddressedinyoursurvey.Somethingthatyoushouldconsiderincludinginthefuture.Thankyouforallowingmethisopportunity.

    Female 3645InternationalProfessional ECLAC PortofSpain

    Lackoftransparencyinthestaffselectionprocedurestofillvacancies!!!!!Mostjobsarealready`earmarked`beforetheyevengoonthenet....

    Female 3645InternationalProfessional FAO Headquarters

    OneofthegreatestpitiesintheUNsystemisthatstaffarehirednotnecessarilybaseduponthembeingthebestqualifiedforthejob,butoftenbasedonwhotheyknoworwhotheirfatherknowsorbaseduponnationality.Anothergreatshameistheamountoftimeittakestohireaperson.Foraprofessionalstaffmember,theminimumamountoftimeis6months.

    Female 3645InternationalProfessional FAO Headquarters

    Seniormanagementsetsthecultureoftheorganization;ifseniormanagersarerecruitedduetopoliticalpanderingratherthanrecruitedontheirmerits,staffwillcontinuetobemanagedinefficiently.

    Female 3645InternationalProfessional FAO Headquarters

    Strongneedforawarenessofleadershipdevelopmentprograms/executivetraining,andlearning/professionaldevelopmentopportunitiesingeneral.Alsoseetheneedforbetterdistributionofworkloadsandmoreappropriateskillsmatchinginselectingindividualsforjobs.OverallIseeahugeimbalanceintheaboveandnotruemeanstoaddresspoorperformers.

    Female 3645 Generalservice IAEA Headquarters

    Thesearesomeofthereasonsthatpreventmefromenjoyingtheworkintheorganization:.1)Recruitmentprocess\staffselection\promotions.Iandmanyofmygeneralservicecolleagueshaveanimpressionthatthestaffselectionprocess,appointmentsandpromotionsarenotalwaysbasedonknowledge,experienceandqualificationofthestaff,whichcausemisunderstanding,demotivationandfrustrationamongthestaffandgenerallynegativelyaffectstheatmosphereintheorganizationanditsgoodreputation.Therecruitmentprocessandstaffselectionshouldbetransparent,someoftheexistingrigidpoliciesshouldbechanged.2)Parttimework.Parttimeworkisonlypossibleattheconsentofsupervisors,whosometimeshavenowellfoundedreasonsnottoallowastaffmembertogoonparttimeor80%.****IwouldalsoliketomentionthatIconsideritunfairthatasaGeneralServicestaffmemberwith"localtypeofrecruitment"(althoughnotacitizenofthecountryofdutystation)Icannotusebenefitsprovidedbytheorganization,excepttheopportunitytoimportsomeofthecarmodelsdutyfreeoncein4years.

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    Female 3645 Generalservice IAEA Headquarters

    InmyorganizationImisstransparencyintherecruitingprocess.Ihavethefeelingthatpoliticshasahigherprioritythanqualificationinmanycases.InadditionImissleadershipstandardsintheorganization.Theworkatmosphereandtheinformationflowdependsverymuchonthedirectorofeachdivision.IstronglyfeelthedifferencebetweenGSstaffandprofessionalstaff.Eventhemeetingsaresplitbetweenthetwocategoriesinmyarea.MyopinionisnotvaluedasaGSstaffmemberinthedecisionmakingprocess.

    Female 3645InternationalProfessional IAEA Headquarters

    Thereshouldbeanefficientandactivestaffrotationprogrammeforalllevelofstaffs,fromGPD.Staffsmustbehiredbasedonrelevantqualificationsandworkexperiences,notduetopoliticalreasonsorcountryquotasystem.Morestaffstobehiredfromprivatesector,notjustwithinUNfamilysystem.InbreedingandignoranceoftherealworldcanhurttheUN.MusthavecredibleandworkablesystemtorewardgoodhardworkingUNstaffs,notjusthighflyersandgoodspeakers.

    Female 3645InternationalProfessional IAEA Headquarters

    Therecruitmentprocessisfartoolong.Pleasenotethattherotationpolicywasnotmentionasareasonforleavinginthissurvey,anditisveryoftenthereasonwhypeopleleaveIAEAevenbeforetheirfinalcontractexpires.Thesetwoissuesarecloselyrelatedtotheproblemofthe"corporate"knowledgebeinglostbecausethereisnotimeforaproperhandover;wearecurrentlyinthesituationwhenmorestaffhavealreadyleft,andnobodynewiscomingyet(therecruitmentisstill"inprocess"...)

    Male 3645 Generalservice IAEA Headquarters

    Itwouldbegoodopeningmorethechancesof"G"staffbeconsideredfor"P"positionswhentheymeetqualifications.Nowismoredifficulttoachievethisforaninhousecandidatethanforoutsideapplicants.

    Male 3645InternationalProfessional IAEA Headquarters

    ThereisalackoftransparencyintheHRprocess.Alotofourmanagement'stimeisspentfindingoutthestatusofstaffmembers`contractsinsteadofwheretheireffortsarebetterspent,inmanagingtheirareasofresponsibilities.Therecruitingprocessalsotakestoolong.Ihaveheardfromanumberofcolleaguesthattheirrecruitmenthadtakenoverayear.IbelievethattheUNsystemisunabletorecruitthebestcandidatesfromtheapplicantssimplybecausetheirtopselectionmayhavemadeothercommitmentswhilewaitingforaresponse.Anumberofmycolleaguesarealsoonveryshorttermcontracts(1monthto3months)insteadofthetypical1+yearforthosepositions.Thishasunreasonablyincreasedtheamountoftimeourmanagementhastospendtochasedownthecontractrenewals.Staffwhoareaffectedalsohavelowmoraleandmayconsiderleavingbecauseoftheuncertaintyintheirjobs.ItisimperativethattheUNmakesomelevelofcommitmenttoitsstaff.Therotationpolicyisdetrimentaltotheknowledgecontinuitythatcreatesaneffectiveorganization.TheupcomingwaveofretirementofbabyboomerswillhaveanadverseeffectontheabilityoftheUNorganizationstofulfillitsmission.

    Male 3645InternationalProfessional IAEA Headquarters

    Hiringandretentionisabysmal.Contractsituationsareamess.Supervisorsdon'tseemtobeabletoadequatelystaffandretainand,what'smore,don'tseemtoevenknowwhatitistheyneed.Iappliedforaposition,wentthroughinterviews,etc.andittookTWOYEARStogetananswerthattheyweren'tgoingtofillthepost,then,afteracoupleweeks,IgotamessageaskingifI'dcomeforanFTA.Thisisseriouslymessedup.RotationandFixedTermtemporaryisapermanenthouseofcards."Permanent"peopleshouldbeauditedforperformance.Thereexistdozensofuselessliferswhoarebasicallyuntouchable:can'tbefired,can'tbeenticedtoimprove.Meanwhile,theskillsandknowledgearecontinuallyrotatedout.IAEADGismicromanagingstaffingtoalevelthatisseriouslyimpactingnegativelyallareasofwork:frommoraletoworkproduct.

    Female 3645 Generalservice IFAD Headquarters

    WithregardtoIFAD`shiringpolicy:IhavebeentemporaryGSfor5years,withinwhichIhavebeenshortlistedandinterviewedfor5permanentposts,allofwhichwerefilledbythetempsalreadyworkingintheposition.Inotherwords,thehiringprocessatIFADisjustaformalityandonlyoccurswhenacandidateischosenprevioustothemandatoryprocessofshortlistingandinterviewingatleast3candidates.AlthoughIreceiveoffersconstantlyandmanagetowork11monthsinarow,everyyearIhavetotakeamandatory3monthbreak,whichisstressfulonthefinancialfront.Hiringpoliciesneedtobemorefair.

    Female 3645 Generalservice ILO Bangkok Transparencyinrecruitmentandpromotion.

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    Female 3645 Generalservice ILO Bangkok Transparencyinrecruitmentandpromotion.

    Female 3645 Generalservice ILO Headquarters

    ThecareerdevelopmentforGeneralServiceStaffisverylimited,itisimpossibletomovetotheProfessionalStaffstatus.Salarysurveyisverycomplicated,takesenormoustimeandefforttocomplete.Theorganizationisverybureaucratic,rigidandhierarchical,theHRdepartmentisnotsupportiveatall.Therecruitmentisextremelyslow.

    Male 3645InternationalProfessional ILO Headquarters

    Transparencyoftherecruitmentandplacementprocess.NocarrierdevelopmentpoliciesBasicallyimprovementofHRfunctionalityintheILO

    Female 3645 Generalservice ILO Manila

    WhiletheUNpromotesequalopportunitiesforworkorDecentWork,stillthereisastrongindicationofdiscriminationsasregardstothestaffbenefits.ILOrecruitmentinthefieldofficesishighlypolitical.LotsoffavoritismandManagersarenotexperienced.Notfamiliarwithlocalpracticeswhichcreatedissensionandmisunderstandingamongcolleagues.ThereisalargegapwithregardstothebenefitsbeingenjoyedbylocalstaffandthoseatHQ,e.g.accesstostaffwelfare,accesstohealthservices,etc...

    Male 3645 Generalservice ILO NewDelhi

    Thereshouldbestandardorientationgiventoallnewstaffateverylevel.Thesupervisormustfacilitatebestintheteamthroughparticipatoryprocessesratherthanimposingideas.Supervisorshouldbefairtoall,subjectivefavorstoone/certainstaffisaverystrongdeterrentinteamworkandkillinitiativeandmotivationofteammembers.

    Female 3645 Generalservice ITU Headquarters

    Ibelievetherecruitmentpolicyistoorigidandveryoftendoesnotmatchthebestpersonforthejob.Thesamerulesarenotapplicabletoeveryoneequally,particularlywithregardtorecruitment,evaluationandpromotion.

    Female 3645InternationalProfessional Other Badghis

    ThereasonIfeelratherdisappointedandhighlyoverstressedismainlyduetorunningtheunitonmyownforalmostsixmonths,withnoChief,nosupervisor,andnootherinternationalcolleaguessofar.I'vespentmostofmytimeonrecruitmentandmanagement,notonmyfieldofexpertise.Proceduresofrecruitmentarehighlytimeconsuming,complicated,andveryslow.Nogratificationatallforallthisoverwork,nogoodsportfacilitiesoffered,verybadcafeteria,nocoffee:basicthingsformentalandphysicalwellbeingarelackingintheworkenvironment,whileextraneededinunsafeenvironment.Decisionsaretakenwithoutconsultation,trainingsarelimitedandnotallrelevant(e.g.nomanagementtrainings).Positiveisthatotherinternationalcolleaguesaregenerallyniceandhelpful.

    Female 3645 FieldService Other Beirut

    Yes,asanewmembertotheUNnotknowingwhatisthedifferencebetweenFS1FS6.WheninterviewedformypositionasFS4withalmost24yearsofspecializedexperience(VIPprotection,Intelligence,Operations,Investigationetc)andacceptedtofindoutthatmemberswith34yearsexperienceonlevelFS4aswell.Isitnotbettertohelppeoplerightfromtheinterviewandrecruitthemfortheirexperienceatasuitablelevel.Sopeoplecominginwith2430yearsexperienceonalevelsuitableforthevaluetheycanaddtotheUNorganization.

    Female 3645 Generalservice Other BeirutThereisanurgentneedtocreateregularpostsforthoseGSstaffwhohavefixedorshorttermcontracts.

    Female 3645InternationalProfessional Other Beirut

    ThereshouldbemoreopportunityforstafftodevelopskillssoastobuildacareerintheUN.Atthemomentthereisnosuchthinginexistenceforlawyersforexample.Anotherissuesarethereisinsufficientfeedbackfromsupervisors,nodirectiononhowworkshouldbedoneandhowstaffcanmeetgoalsintheirunit,nomentoringfromseniorstaff.Mostvacanciesaregiventopeoplebecausetheyhavecontactsratherthanbasedononesexperienceandeducation.

    Female 3645 FieldService Other Butare

    IwouldliketorequesttheUNorganizationtobemoretransparentinitsrecruitmentpolicy,tolookintoconsiderationthegeographicaldistributionofstaffinallitsmissions,andallpositionsnationstoberepresentedinallpositionsfromDirectorstobottom,thiswillenablethoselesspresentedcountriesandcontributingtotheUNtohavehis/herpeopletoserveandgetglobalexperienceequally,UnshouldlookalsointheexperiencerequiredfortheposttobeminimumasfreshbloodisrequiredtochangetheUNandmostofthemtheyhaveEducationrequiredbutdoesnotmeetthe3yearsexperienceintheUNsystemyoushouldtakefreshpeoplefromoutsideUNwhohavethequalificationsregardlessofyearsofexperienceastheyaregoodandquicktolearntherulesandregulationswhileonthejob.Selectionsystemshouldalsochangeandbemoretransparentnotonwhoknowswhointhemission,ifyoumeettherequirementofthepostyoushouldgiventhe

  • 12

    opportunitytoservetheUNorganization.

    Female 3645 Generalservice Other Headquarters

    IbelievestronglyintheUnitedNationsbutfeelthesituationforthestaffisnotimproving.Wedonothaveenoughrecognitionwithintheorganization,employmentprotectionorpromotion/trainingpossibilities.Theattitudeseemstobethatweshouldthankourluckystarstoworkhere(Geneva)becausepeoplefromallovertheWorldwouldliketohaveourjobs.AlthoughwearewellpaidGstaffcanbekepttemporaryforyearsandthisseemstobedeteriorating.TheemphasisisonrecruitinghighlyqualifiedPs.AsGstaffarelessqualifiedweseemtobeconsideredasdisposableitemsandaregivenveryfewopportunities.

    Male 3645 FieldService Other Headquarters

    Recruitmentisveryslowi.e.avacancyisadvertisedinthegalaxyandittakestoolongtobetechnicallycleared,calledforaninterviewthenrecruited.Itisonmyopinionthatthelongestavacancycanbeadvertisedistwomonthsthenthethirdmonthisinterviewwhilethefourthmonthisrecruitment.

    Female 3645InternationalProfessional Other Johannesburg

    Theissuesaroundperceptionsaroundrecruitment(i.e.favoritism,bureaucraticandlongrecruitmentpolicies,racism,sexismetcdonotcomeoutwiththequestionsaskedaboveitisavery"safe"questionnaire....

    Male 3645 FieldService Other Juba

    Thethingis,recruitmentshouldbeinlinewiththeareaofknowledge,andnotbasedonfriendship.MoststaffwhocomeinUNarenotqualifiesespeciallyintheAdministration,hencealotofinefficienciesoccureverynowandagain.SeriousreprofilingshouldbedoneintheseMissions.

    Male 3645 FieldService Other Kadugli

    Iwouldliketherebemoretransparencyinrecruitmentprocess,Galaxysystem.Notificationofclearancetocandidateshascomeverylate.EasemovementbetweenFSandPcategories.Whyastaffmemberdoesnotmovefromthestepofrecruitmentyearafteryearduringallthecontractterm?DPKOstaffmembersareworkinginveryhostileandharshconditionswithlittleevennocomfortatall,therefore,Ithinktheyshouldbegivenspecialtreatmentandbenefits.

    Female 3645 FieldService Other KathmanduTheprocessofhiringinGalaxyisnottoefficient.UNismissingalotofgoodprofessionalpeoplebecauseofthat.

    Male 3645InternationalALD Other Kathmandu

    TherecruitmentstrategieswithinsomeUNcommonsystemmemberse.g.ICAO,UNDP,WHO,etcareunfavorableforrecruitmentofstafffromUNmissions.Manytimesmissionstaffhavetherequisitequalificationsandexperiencebuttheirselectionisunfavorable.WHO,UNDP,UNICEF,etcshouldseriouslyconsiderforselectionapplicantswiththeexperienceandqualificationsforspecificjobstheyapply.ForexampleifaLogisticspostisavailableforapplicationandamissionstaffwiththerelevantLogisticexperienceandqualificationapplies,Idonotseeanyreasonwhyhe/shecannotbeshortlistedforthepost!!!Itisapparenttheseorganizationsdonotseriouslytakeapplicationsfromthosewhohaveservedmissionsandarequalified,theyshouldchangetheirattitudestowardsqualifiedstaffwhohaveservedinmissionsandrecruitthem.Letuslookatstatisticstoappreciatethisbetter.

    Female 3645 LocalALD Other OtherTakingintoconsiderationtheeducation&theexperienceintheclassificationofpost.Thankyou

    Male 3645 FieldService Other Other

    WiththefalloftheUSdollarthesalarypackageislessattractiveandwiththeUnitedNationsseeminglymakinganyefforttorelievethisintheshorttermotheremploymentopportunitiesarelookingmoreviable.PutthefactthatUNAMIisnotadutystationandmostparentswilltravelhomeontheirORBtobewiththeirfamilies,thevalueoftheUSdollarhasadirectimpactonwhetherornotIwillstaywiththeUN.PoormanagementandlackofstructurewithinthesecurityelementsoftheUnitedNations.Ifinditamazingthattheattitudeofplacingindividualsinpositionsofmanagementandresponsibilityisnotrewardedwithhigherpayorallowances...WithinUNAMIitisacceptedbythelongerservingmembersoftheSSUandbymanagementthataProtectionOfficerTeamLeaderisonthesamepayastheindividualsheisresponsiblefor.ThisisnotacceptableintheprivatesectoranditshouldnotbeacceptableintheUN.Individualsshouldberecognizedfortheireffort,inputandexpertise,paythemwhattheyareworth.ThelackoffunctioningsystemswithinUNSecurityespeciallyinhighriskenvironmentsisamazing.Basicfundamentalssuchasreliablecommunicationssystemswhenelementsareoutindangerousareas,amannedoperationsroomwhentasksintotheredzonearebeingconductedetcetcIndividualsarerecruitedintopositionsandthenlaterfoundtobe

  • 13

    unabletoperformtheirdutiesduetoalackofexperienceorinabilitytomeettherequirements.ThishappenswhenyousignoneyearcontractsafteronlycarryingoutaCVselectionandaphoneinterview.Placeaprobationperiodof3monthsonthecontractsothatifapersonisnotuptothetasktheycanbereplaced.ThereareotherissueswithinUNAMIbutthesewillsuffice

    Female 3645InternationalProfessional PAHO Headquarters

    IwouldliketoseethemoreexpeditiousfillingofvacancieswithintheOrganizationwithsuitablyqualifiedpersons.

    Male 3645InternationalProfessional UN Adjumani Emphasizeonrecruitingmorefemales.

    Male 3645InternationalProfessional UN Ansan

    MoretraininginductioncourseswhenyoujointheUNonpoliciesandfinancialissues,contractingworketc.,andcoursesrelevanttothefieldyouworkinconservationmanagementandconservationpolicy.

    Male 3645 FieldService UN Beirut 1Promotionsand2Weekpurchasepowerofthe$

    Male 3645 Other UN Bouake

    Thereisnoobjectivebasisonrecruitingpeople.Ihavenowaclearunderstandingrecruitingyoudosnotnecessarilydependonyourskillsandexpertise.Butratheronwhoyourecommendsyouforagivenpost.Ithighlydisappointingtome.FouryearsofICcontract,tensofapplicationsevenatlowerlevelnevergotofferedachance.Simplybecausethere'snobodyintheSystemtobackmeup.

    Male 3645 FieldService UN Bujumbura

    ToimprovestaffingofstaffsinunitslikewhereIworkinsecuritytoavoidworkoverloadsbecauseofshortageofmanpowerwhichsubsequentlyleadstostress

    Male 3645InternationalProfessional UN Cairo

    Recruitmentandselectiontaketoolong.Fewopportunitiesexistforspouseemploymentinfieldmissionsandeducationgrantforfamilieswithmorethan2childrenisinsufficient.

    Male 3645 LocalALD UN CasablancaTrytofightagainstcorruptionex:don'tneedtheGALAXYsystemifthebuttonarenotworkinginsamemannerforeverybody

    Female 3645 Generalservice UN Headquarters

    Therecruitmentofnewpersonnelisdegradingrapidly.NewpersonnelareintroducinganewculturetotheUNsystemanditsisaculturethatdoesnothaveveryhighstandardsandaverylowtolerancetherebycompromisingtheidealsoftheorganization.

    Female 3645InternationalProfessional UN Headquarters

    1ThedifficultyintransferringtootherUNorganizationsordepartmentsitisclearthatyouhavetoknowsomeoneinordertogetajoboreventogetaninterview.Itisnearlyimpossibleforsomeoneoutsidetheorganizationtogetintothesystemanditiswellknownthatpeoplealreadyhavewhotheywantforcertainjobsthattherecruitingprocessifforappearanceonly.SoifIamnothappyinmycurrentjobhowdoIgetintoanotherdeptifIdon'tknowanyoneinthatdept?2HowtherecruitingprocessishandledIinterviewedforanotherjob8monthsagoandunderstanditwasfilledonlythruthe"grapevine",howevertodateIhaveneverbeeninformedthatIdidnotgetthejobafter2interviews.Thisisveryunprofessional.

    Female 3645InternationalProfessional UN Headquarters

    ThisOrganizationisinterribleneedofgettingthebeststaffandkeepsit.Therulesinplaceor/andtheirapplication(ornonapplication)donotallowforthistoday.Realandfaircompetitiononlyappliestoasmallpercentageofentrylevelstaff.Itshouldbetheruleforall.Thepromotionproceduresshouldbetransparentandbasedonmerits,notdiscretionalandbaseonnetworking.Then,whenyouhavethebest(technically,ethically,etc.),youwouldgetthebestwork.Thebestwouldalsoexpectanddeservethebesttreatmenttocontinuetoperformatthathighlevel.

    Female 3645InternationalProfessional UN Headquarters

    IcameintotheorganizationasanNCEwith11yearsofprofessionalexperienceoutsidetheUN.LikemanyNCEsthisexperienceisnotrecognizedbytheorganizationandoftenjuniorprofessionalsaretreatedasiftheyhavealackofcompetencebecausetheyarenot"insiders".AtthesametimeweseepeoplepromotedintotheorganizationfromoutsideatseniorlevelsduetoinfluencefrommemberstatesorotherkindsoflobbyingandthisbothunderminesstaffconfidenceandmoraleandhasadetrimentaleffectontheabilityoftheSecretariattoworkindependentlyandeffectively.NCEcandidatesarenotasawholewelltreatedintheorganizationeventhoughitisrecognizedasthemosttransparent,equitableandmeritbasedmethodofrecruitment.

    Male 3645 Generalservice UN Headquarters

    IhavethehighestthoughtsandconsiderationoftheUNOrganizationandIrecommendworkingforitsgoalsandobjectives.IamagoodambassadoroftheUNwithpeopleIknow.Nevertheless,IfindthattheOrganizationisweakindealingwithunfairtreatments,doublestandards(especiallylocally,but

  • 14

    alsoacrosstheUNCommonSystem),lackoftransparencyinrecruitmentprocesses(i.e.processestailoredtothe`person`ratherthanthejobrequirements,lackoffeedbackaftercompletionofrecruitmentprocess),lackofprovenmanagerialcompetenciesinmanagement,personalcareerinterestbeforetheinterestoftheOrganization.Regards.

    Male 3645InternationalProfessional UN Headquarters

    Recruitmentpoliciesarenotimplementedtransparently.VAsremainunfilled,onGalaxy,forlongtimes.Promotionof`insiders`(staffalreadyindivision)doesnotseemtransparent:staffinthefieldfinditdifficulttomovetoHQ.Weakimplementationofmobilityisobserved.IncomprehensibleimplementationofNCEManagedReassignmentProgram:whydoestheorganizationessentiallyimplementa`slowtrackcareer`programforNCEs,encouragingLATERALmoves,ratherthanintroducingarapidtrackonewithautomaticpromotionaftertheprobationaryperiodforNCEs,whohaveshowntheirabilitybypassingtherecruitmentexamination?

    Male 3645InternationalProfessional UN Headquarters

    Therecruitmentandpromotionsystemshouldbetransparent.Mostofthejobsarereservedandawardedtoknownpeopleevenbeforetheyareadvertised.ThisGalaxyadvertisementandinterviewsareallforeyewashpurposesandforshowcasingtothestatutorybodies,whicharejusttimeandresourceconsuming.Thesystemshoulddevelop/reformproperwaysforidentifyingcompetentpeoplethroughrecruitmentandpromotion.

    Male 3645InternationalProfessional UN Headquarters Recruitmentpoliciesarenotimplementedtransparently.

    Male 3645InternationalProfessional UN Headquarters

    TheStaffSelectionSystemcurrentlyinplaceshouldberevised,inparticulartheeligibilityrequirementsrelatedtolateralmoves.ThePromotionsystemshoulddulyrecognizeperformanceandmerit,andprovideopportunitiesforprofessionalgrowthtostaffmemberswithstrongpotential,inthebestinterestoftheOrganization.

    Male 3645InternationalProfessional UN Headquarters

    Littlethoughtisgiventorecruitingtherightpersonfortherightjob.Toooftenemploymentisbasedonirrelevantqualificationsforthejob.10%ofthestaffdo90%ofthework.Therestjustgossip,giggleandGoogle.

    Male 3645InternationalProfessional UN Headquarters

    ExtremelylongleadtimesfordecisionstakenonVacancyAnnouncements(Iwasinterviewedfor1VA,whichdidnotcloseaftermorethan10months!).

    Male 3645 FieldService UN Juba

    Promotionandrecruitmenttakesmanyyears,andapplicationsareneverfollowedup.Trainingbudgetisnotextensiveenoughtocoverallstaff,oritisbeingabused.Gettingthecorrectequipmenttogetthejobdoneisessentialbutdoesnothappen.Aprimeexampleisverybasicvehiclespareparts,includingtiresandbatteries.Ihavewaitedinexcessof1yeartogetsomeitems.Gettingprofessionalpeople(Systemscontracts)tofixtechnicalequipmentwouldsaveallotofbreakdownsanddelaysandimprovesafety,orgetstafftrainedtodealwiththeproblem,aprimeexampleAirportbaggagescannersoutofcommissionfor6months.

    Male 3645 LocalALD UN Kabul

    theworkperformanceofeverybodyshouldbetakenserioustheexperienceofeverystaffmemberi.e.forhowlongheworkedinanysection,sometimeinsomemissionIhaveseenapersonwithoutonedayexperiencegottheFSpositioninthatfieldsometimeinthedutystationstheyarehiringfortheofficerpositiononlybypersonallink,whileHRhandbookrecommendsatleastfiveyearsexperience.WhichisoutofUNrulesandregulation.

    Female 3645 FieldService UN Kathmandu

    AstheparticularmissionIamworkinginisabouttostartliquidation,whilstthereseemstobeanefforttoassiststafftofindalternativeemployment,IamquiteworriedthatthereisMUCHmoreemphasisonassistingNationalratherthanInternationalStaffandthatifwearenotpreparedtogotoChadorDarfurthatwewillendupwithnojob,particularlyifwedonot"KNOW"someonewhocanhelp.IreallybelievethatmostrecruitmentinDPKO/DPAdependsonwhoyouknownotwhatyouknow.

    Female 3645InternationalALD UN Kathmandu

    Thereisnotransparencyintherecruitmentprocess.AlthoughIfeelfullyqualifiedformyjob,ImanagedtogetthisjobbecauseIhave"connections",andnotbecauseofmyqualifications/experience.

    Female 3645InternationalProfessional UN Kathmandu

    ThemainreasonswhyIamconsideringleavingtheorganizationare:thelackofjobsecurity(6monthcontractsareinsufficient);thelackoffairnessintherecruitmentpolicyapplicationsmadeonGalaxyarenotprocessed/cleared;thereisalackofimpartialityintherecruitmentprocessmostvacanciesareinformallyfilledbeforetheinterviewtakesplace;talentedcandidatesaredeliberatelyomittedfromshortlistssothatpreferredcandidatesucceedatinterview;nepotismamongstcertaingroupsinmissions;incompetenceof

  • 15

    seniorstaff;failureoftheUNtoseriouslyaddressmisconductamongstaff.

    Male 3645 FieldService UN Khartoum

    Therecruitingprocessisstillquestionableasiftheorganizationreallywanttotakepeoplewhocangiveagoodnametotheorganizationthentheemploymentbasedon"whoyouknow"shouldbelimitedandinsteadrecruitpeoplewhohaverelevantbackgroundandexperienceinthejobpostedtosothatresourceswon'tbewasted.Sosadtonotethatthe"padrinosystem"isstillstrong,asaresult,poorperformersaretakenonboardasdecorations.Staffmemberswhodeservedtobepromotedmustbeautomaticallybegivenwhattheydeserveinsteadofmakingithardforthem.UNshouldstandasaglobalorganizationwithintegritybystartingintherecruitmentsystem.

    Male 3645 FieldService UN Khartoum

    IfIhadknownwhatanFSlevelpositionisbeforejoiningIwouldnothaveacceptedit.WhydoDPKOinsistonPlevelpostsforpeoplewithadegreeandnotlookatexperience?Howcansomeonefreshfromathirdworlduniversitywithabasicthirdworld`degree`getaPlevelpostoversomeonewithqualificationsbutnodegreefromadevelopedcountry?

    Female 3645InternationalALD UN Kinshasa

    Therecruitmentprocessisstillwaybelowstandards,it'salwaysamatterofwhoyouknow.

    Female 3645InternationalProfessional UN Kinshasa

    IfDPKO/DFSiseverandgenuinelytoattractandretainqualitystaff;thebottleneckthatisGalaxyneedstobedrasticallyoverhauled,asstaffjustrelyonusingpersonalcontactstogetahead.It'sreallynotwhatyouknowbutwhoyouknow.Thereisatotallackofstandardization/consistencyregardingwhogetspromoted,andhowlongittakes.Qualifications/experienceforsome,andnotforothers.Itmuststoppromotingthe`badapples`bymovingtheproblemontootherfieldmissions,andrewardcompetentstafffortheirprofessionalism,insteadoftreatingthemasthreatstobeconsistentlymistreatedbyincompetents.Finally,thespousepolicyneedstobemodernizedtobepartnerfriendly.Staffwhodonothavefamilies/dependentsshouldnotbepenalizedtheydon'treceiveanyequivalent/compensatorymeasuresfortheirenvironmentallyfriendlyconduct.Thecurrentpolicies/practicesinthisregardareoutmodedandneedtoberapidlybetteredtokeepthegoodpeoplefromrapidlywalkingoutthedoor.

    Male 3645InternationalALD UN Kisangani

    Thexenophobicandracialtendenciesencounteredarenumerousandtherearenochecksandbalancestostopthe"minormafia"fromrecruitingamongfriendsandrelativesintojuicyposts.AlotofstaffthathavebeenhereoverfiveyearsarebeingbypassedbynewlyrecruitedindividualswhohaveadaptedabrownnosingtechniquetotheChiefsanddirectors.ThisinevitablycausesaslowdownandseeinghowthebulkofthejobispushedtothefolkwhoknowthesystemthroughthehardwaywhilethenewcomersgoforshoppingspreestoblindtheChiefs.Alsothepracticeofbringinginretireeswhoreallyarearoundtocollectextrapocketcashandsuppressanychanceofacareerdevelopmentonthejuniorstaff.Theyalwaysstifleanyprogresswemaydeserveandgiveittolessprogressingstaffinexchangeforfavors.

    Female 3645InternationalProfessional UN Monrovia

    ItisverydifficultforpeopletogetintotheUNsystemunlessyouare`connected`.Itriedformorethanoneyearbysendinglettersandemailstorecruitmentcells(addressesIhadachievedthroughmypersonalcontactswithinthemission)butdidnotevenhearbackfromtheorganization.ThensuddenlyoneofmyparticularskillswasneededandIwascalledandaskedtoleavemycurrentjobinlessthanonemonth(ofcoursenotpossibleatthetimewhywenegotiatedanextension).OncedeployedwiththeurgencyitallpresentednobodyinthemissionknewmyToRs,wasabletobriefmeorprovidemewithofficespace.Thisinitialimpressionisnotthebestfornewrecruits.Thisimpressionissharedwithmanyofmycolleagues.OthercolleaguesarebackhomeawaitingconversionfromUNVtoProfessional,spending612monthsunemployedwithoutanyclearmessagesfromHQ.Recruitmentproceduresandcoordinationwithmissionareaspriortodeployingstaffshouldthereforebeimproved.Anotherveryimportantthingtolookintoinordertoretainstaff,particularlywomeninmissionareas,istoallowformorecaretowardsfamilyentitlements.Ifamissionisconsidereda`nonfamilymission`,itshouldsufficeforparentstosignawaiverthattheirfamiliesareintheareaattheirownriskandresponsibilityiftheyopttohavethematthemission.Anyothermeasuresishighlyimmoralanddemotivatingandrisksthesystemlosingmanyvaluable,highlyprofessionalandcompetentfemalestaff,somethingthatseemsstrange

  • 16

    consideringtheUNemphasisongenderequality.

    Female 3645 FieldService UN NULL

    Theplacementprocessshouldbereviewedtoensurethatcompetentstaffareplacedinincreasinglyresponsiblepositionswheretheycanbegivenanopportunitytogrowandimprove.ThecurrentplacementprocesstakesstaffwithsomelevelofresponsibilityintoadminassistantrolesunderfullsupervisionaftertheirpreviousperformanceexceededperformanceandtheyreceivedSPAsforoccupyingahigherpost.SecondlythePerformanceAppraisalReportshouldalsoincludeabottomupreviewtogivestaffanopportunitytoaccessthesupervisorsmanagerialskills.Supervisorsaremanipulatingandabusingthesystemandtheorganizationsgoalsandprinciples,startingfromtherecruitmentprocess.Staffthatfeelunfairlytreatedshouldbeabletorecordtheirconcernsagainstthemanagersname.

    Male 3645 FieldService UN NULL

    Themainfrustrationisthelackoftransparencyregardingstaffpromotions,employmentandtrainingyoucangetpromotedbywhoyouknowinthesystemandnotforwhatyouareabletodo.AlsogotverydisappointedwhenpeoplesayinmissionsthatquoteyoucannotchangeUNsystemtheUNwillchangeyoukissupstepdown.Afteralmost4yearsinthesystemIstillbelievethatIbroughtsomethingwithmetoONUCIthedaythatIfeelIstarttobeswallowedbythesocalledSystemwelltimetoleaveasIstillhavesomeprofessionaldignity.WaitinghopethatthereformsintheUNsystemwillreallyhappen.

    Male 3645InternationalProfessional UN NULL

    StatusofP(100series)staffrecruitedunderrecurringXBfunding(suchasprogrammesupport)isappalling!EventhoughtheywererecruitedfollowingnormalprocedurestheycannotapplytoRBpostsat15or30days.ThisisnotacceptableandiscurrentlymymajorconsiderationforleavingUNsinceIamXBinamostlyRBorganization(ESCAP),

    Male 3645

    NationalProfessionalOfficer UN NULL

    DearSir/Madam,sinceIhavejoinedtheUNsystem,Ihavegotverylessopportunitiesforthetrainingsforcapacitybuilding,lessconsiderationforstaffdevelopment/Mobilization,andverylesschancesforpromotion,unlessyouhaveaconnection&linkyoumaynotgetahigherpositionorassignmentwithotherUNmissions,sometimestheybringthereasonyouare"Overqualified"andsometimesonlyformalities.Everyonearoundknowsthisreality,buteveryonekeepsquitebecauseoftheirpersonalbenefits.Incaseasupervisorisunhappywiththesubordinatessomehow,thepooremployeemaynotgetpromoted,benefitsandchancesfortrainings,hewillbeconsideredasadisqualifiedonlybecausethesupervisorisnothappywithhim.thereshouldbeasysteminplacethatindividualsperformanceshouldbemonitoredandevaluated

    Female 3645 FieldService UN Other

    Onemustaskoneselfhowlongareyouwillingtoworkinthefieldandreceiveonlylipserviceto"careerdevelopmentgoalsinyourePAS"when,despiteyearsofUNservice,anadvanceduniversitydegreeandprovenaptitudeforfieldwork,oneissimplytoldtoresign(riskonlyfamilyincome)beforeyoucanchangestaffcategory(i.e.FStoP)whenapersonwithnoUNexperienceandfreshoutofcollegecanbeofferedaprofessionallevelposition.ThereMUSTbeabetterwaytomoveupthroughtheranks.Nextpoint,thewhole"initialclearance"and"technicalclearance"inGalaxyissimplyamaskanddoesnotaddresstheissueof"cronyism".Thesheervolumeofapplicationsmeansastaffmemberwithrelevantexperiencemaynotreceiveanyclearancesintimeforconsideration.Dependsonwhoyouknowtogetyouthoseclearances...

    Female 3645InternationalALD UN Other

    TheUNOrganizationshouldbemoreconscientioustorecruitbothinternalandexternalstaffmembers.Theorganizationshoulddothesurveyregardingthesalaryincrement,asthepricehasgoneupsohighcomparingtofewyearsago.

    Male 3645 UN Other

    AsFortyfourpercentofourstaffinthefieldhaslessthanoneyear,andnearly60%ofourstaffinthefieldhasfewerthantwoyearsofexperienceinpeacekeeping(JHL):A:In2004IreceivedanHonorsDegreeinBusinessStudiestoaddtomyDiplomainEconomicsandtechnicalqualifications.HoweverIhavebeenledtobelievethatIcannotcompeteforP4postssincemyworkexperiencepriorto2004doesnotcounteventhoughIhaveserved15yearswiththeOrganizationacrossabroadrangeoffunctionsandsections..IhaveappliedforanumberofP4postsonGalaxy,includingAdminPosts,butamnottechnicallyclearedforthisreason.Pleaseadviseisthisanartificialbarrierbearinginmindtheincreasingneedforexperiencedqualified

  • 17

    stafftoworkinhardshipmissionsandthedifficultiesFPDisfacinginrelationtorecruitingstaffinthefield.InadditionIbelieved,asanFSO6,IamentitledtoapplyforpostsbothattheFSO7/P4level?P4REQUIREMENTS:Education(takenfromGalaxy)Advanceduniversitydegree(Master'sdegreeorequivalent)inbusinessadministration,finance,accountingorrelatedfields.Afirstleveluniversitydegreewitharelevantcombinationofacademicqualificationsandexperiencemaybeacceptedinlieuoftheadvanceduniversitydegree.B:ThenumberofFSpostsattheFS6andFS7levelsadvertisedinmissionsareverylimitedeventhoughtherearenumerousP4andP3posts.ForexampleDarfurhasfiveP4adminpostsadvertisedbutnoFS7posts.AgainIbelievethisisallowingexperiencedstaff,whohaveservedinhardshipmissions,slipthroughthenet.WhatisthepolicyasregardsadvertisingpostsatFS6andFS7andisn'tthislackofpostsnotonlydeprivingmissionsofexperiencedstaffbutcurtailingthemobilityandcareerprospectsofFScategorystaff?C:RecentlythePostofSAOUNTSOwasadvertisedattheFS7level.HoweverthepostwassubsequentlyoccupiedbyaP4.DoesthatfitinwithcurrentpoliciesespeciallysinceFSO`scannotcompeteforP4posts......

    Male 3645InternationalProfessional UN PortAuPrince

    a)Thesystemsandprocedures,aspromulgatedandusedinthefield,arenotworkingproperlyandefficiently.Thisiscommonknowledgeandmanypeoplecomplainabouttheslackinprocessingtime,theenormousdelays,etc.Andyet,noconstructiveeffortismadetoaddressthisvitalissue.Thequestionissimpleisrathersimple:Isitworking?Doesitaddvaluetotheorganization?Or,doesitsimplyaddcostandburdentooneandall?(b)Thecompetenceandskillslevelofpeoplehiredshouldmatchtherequiredstandardstoeffectivelyoperate.Iamnotawareofanyinternalcontrolthatevaluateshowsuccessfultherecruitmentprocessis.WhatIknowisthatitiscommonknowledgethatsomepeoplearehirednotbecauseofwhattheyknowbutbecauseofwhotheyknow.Andsomeareusingthispracticeforinternalpromotionbecauseoftheapparentlackofcareerdevelopmentprogram.Thequestionis:Howeffectiveisthehiringprocess?Aretheoneshiredtherightpeopleforthejob?(c)Therearegoodandcompetentpeopleinthefield.However,Iamnotawareofanyinternalcontrolbeingmadetoproperlyidentifythetrainingneedsofthesepeople.Iamsurprisedtoseeinthebulletinalistoftrainingsandshorttermcourses,butImyselfhaveneverparticipatedinanysurveytoidentifytrainingneeds.Hence,Ifeelthatthistrainingareidentifiedwithoutproperneedsassessment.

    Male 3645InternationalProfessional UN PortAuPrince

    YesGalaxyrequiresstaffmembersservingatThePleveltohaveUniversitydegreesand710yearsofexperience,andyetwhenyoubringallthatintotheUNsystemyouarecagebyasupervisor"Chief"thatcanbarelymanagehis/herSectionIthinkwehavetostartfromthetopifwereallycareaboutthefutureoftheUN

    Male 3645InternationalProfessional UN PortAuPrince

    Iamtiredofthenepotismthatexistswithintherecruitmentsystem,andofthegenerallevelofmediocrityofUNstaff.After50yearsofpeacekeepingwearestillpretendingtoknowwhatwearedoing.

    Male 3645InternationalALD UN Pristina

    recruitmentthroughGalaxyisdisasternofeedback,ittakesyearstomarkthepostasfilled,notransparencyintheprocess(shortlistingcompleted,interviewscompleted...);aftertheinterviewthereisnoinfoontheoutcomeformonths...very,verybad...

    Male 3645InternationalALD UN Pristina

    1.Thereisnoclearmechanismforpromotion.2.Asapeacekeepingstaff,itisdifficulttoplanlifebecauseemploymentistiedwithmissionmandateandnoguaranteeforcontinuationofemployment.2.ParticularlyinPeacekeepingoperations,Ipersonallydonotseetherelevanceofbeinginterviewedandcompetewithotherexternalcandidatesforthesamejob(atthesamegradelevel)thatsomeonehasdoneforthepastXnumberofyears,justbecausethejobisinadifferentgeographicallocation.Ialsobelievethatthecurrentrostersystembypassescompetentstaff.Itismybelievethatavacancyshouldhaveadeadlinebecauseifapersonisseriouslylookingforajob,he/sheshouldregularlycheckVAannouncementsandcomplywiththedeadline.

    Female 3645InternationalProfessional UNAIDS Headquarters

    Inthesectiononleaving,youmissedanoption:x.TheBureaucracy!Mytwomajorfrustrationsatworkarea)howlongittakestohirestafforconsultantsandb)thefactthatmyareaofwork,whichisgloballycritical,isnotusedtobestadvantage,andworse,itcan'tbecauseofproblema)."UNReform"and"AccountabilityFrameworks"barelyscratchtheserviceofwhatthese

  • 18

    organizationsneedtoturnintotobeeffectiveinthe21stcentury.Frankly,IamnotsuretheUNsystemwilllastlongenoughformetoeverseemypensionunlesswetakearadicalnewapproach.But,Ilovemycolleagues,enjoymywork,likewhereIliveandkeephopingthatIcancontributetosortingtherestout.Thanksforthesurvey!

    Male 3645InternationalProfessional UNAIDS Khartoum

    Fasterrecruitmentandprocessingofstaffsalaryandbenefitsuponarrivalatthedutystation.IreceivedaftermorethantwomonthsmyreassignmentbenefitsincludingDSAuponarrivaltoahardshipdutystation.

    Male 3645InternationalProfessional UNCTAD Headquarters

    Themainconsiderationforentryandpromotionshouldbemeritandnotgenderandnationality

    Male 3645InternationalProfessional UNCTAD NULL

    UNCTADhasimplementedasetofproceduresandrequisitesforhiringLstaff(projectpersonnel)thatarenotinlinewithUN/UNOGpractices.IthinktheserulesshouldbereviewedinordertoalignthemwithUNrules.

    Male 3645

    NationalProfessionalOfficer UNDP Accra

    THENEEDTOTAKEORIENTATIONOFNEWSTAFFSERIOUSLY.ITHELPSTOKNOWRIGHTFROMTHESTARTWHATISPOSSIBLEANDWHATISNOT,ASWELLASTHEIRRIGHTSANDRESPONSIBILITIES.STAFFSHOULDBEGIVENTHECHANCEASMUCHASPOSSIBLETONEGOTIATETHEIRSALARYANDOTHERCONDITIONSOFWORK.ONCETHEYAREWELLCATEREDFORWITHINTHEPOLICIESOFTHEORGANISATION,THEYBEHAPPYANDFOCUSONTHEIRJOBCOMPLETELYTOTHEBENEFITOFTHEENTIREUNSYSTEM.THANKYOU.

    Female 3645

    NationalProfessionalOfficer UNDP Bangkok

    Theopportunityforthenationalstaffbecominganinternationalstaffinahigherlevelislimited,notbychoice,butbytherecruitmentprocessthatoftenonlylooksatyourexperienceswithintheUNsystemandignoresorgiveslesscredittoexperiencespriortothejoiningtheUN.

    Female 3645InternationalProfessional UNDP DaresSalaam

    InductiontrainingfornewcolleaguestotheUNsystemshouldbeprovidedinthefirst26monthsofjoiningtheorganization.Thiswillenhanceperformanceofsuchstaffinthefirstyear.

    Female 3645

    NationalProfessionalOfficer UNDP DaresSalaam

    Inductionmaterialforlocallyrecruitedstaffonvariouscontractsisnonexistentandthisleaveroomforharassmentofyoungwomenbyolderlongerservingmenundertheguiseof"teachingthemtheropes".Complaintsmechanismsinmanycasesworkagainstyoungwomenandthereforemanycasesgounreported.

    Female 3645 Generalservice UNDP Headquarters

    Workloadisveryhighandresourcesarepushedtothelimitwithsolutionsifanybeingshorttermed(puttingofffires)ratherthanlongterm.Also,internalrecruitmentpoliciesarearchaicandneedsrevisiting,consideringthatGSstaffpromotionopportunitiesareverylimited.

    Female 3645InternationalProfessional UNDP Headquarters

    Needmoretransparencyinrecruitmentdecisions.Thelevelofnepotismandcronyismisontherise.TheviewthatoneneedstohavecontactsinsidetheUNinordertogetajobisdamagingtotheorganization.Unfortunatelyitinincreasinglytrue.

    Male 3645InternationalALD UNDP Khartoum

    Totallackofinductionprogrammeleavesallthenewcomerstothisorganizationeithertolearndependonwrongsourcesorfindinformationtoolate

    Female 3645InternationalProfessional UNDP Suva

    a.AtUNDPthereisnocareerdevelopmentpath.Itisverytiringtoapplyforjobsafter4yearsand3jobsintheorganization.Iaminmy5thyearand4thjob.IdonotthinkIhavethetimeandenergytospendsearchingforonemorejob.Peoplearestillchosenbasedonpersonalnetworking.Ifyouarelessaggressive,shyorintrovert,yourchancesdiminishdramatically.b.IhavenowayofknowinginadvancewhereIamgoingandplanaccordingly.Thiscouldbehandleddifferently.Mypartnerworksforaninternationalprivatecompanywhichdispatchespersonnelaccordingtoaplan.c.Inthepast5years,therealvalueofUSDagainstmyhomecurrencydroppedby65%percent.

    Male 3645

    NationalProfessionalOfficer UNESCO Abuja Effectiveorientationfornewlyrecruitedstaff

    Female 3645InternationalProfessional UNESCO Apia

    UNESCOsuffersfromverypoorinternalmanagementandprogrammingpractices.ThoughthereareMANYGOODandchallengingactivitiesitisfrustratingtotryandgetsomethingdone.AsfarasHRissuesgo,UNESCOsuffersfromtotallackoftransparencyinappointmentandpromotionprocess(whicharealsoincrediblyslowwith1yearconsideredfast),poorsupportservicesforstaffandincrediblydemandingschedulesthatleavenooptionsforworklifebalance(e.g.notelecommuting,noflexibilityofhours,noreimbursementofweekendslosttowork).Thesupportservicesinfoiled

  • 19

    offices,includingtrainingopportunitiesarenonexistent.Thesalaryandbenefitsontheotherhandareexcellent(withtheexceptionofthehealthfundwhichishopeless)

    Female 3645

    NationalProfessionalOfficer UNESCO Beijing Orientationfornewstaffatfieldoffices

    Male 3645InternationalProfessional UNESCO Doha

    ThewayUNESCOemploysitsstaffisinmyopinionascandal.ItshouldbeoutsourcedtoPriceWaterhouseCoopersorsuchcompanies,andtheyshouldprovideshortlistsoftenstaffandthenUNESCOmanagementcandecide.Currentlyitisajoke.BeingexposedasahighlyefficientProgrammeSpecialiststoamicromanagementDirectordoesnothelphavingimpact.Finallytherotationpolicyshouldbemandatory.Staffshouldrotateafter5yearsmaxinonedutystation,unlessthereisagoodreasonkeepingthemthere,oroftheyabsolutelywishtostay.CareerDevelopmentmustbeimproved.AndIthankyouforthissurvey,andIhopeitwillmakeachange.

    Female 3645InternationalProfessional UNESCO Headquarters

    IworkedatOECDbeforeandtheirlaudablerecruitment,motivatingperformancereview,innovativerotationpolicy(includingreplacementsduringmaternityleaveandvacationstoget"credits"for"stages"athighergradesandinothersections)keeptheemployeesmuchhappierandmotivatedthanatUNESCO.Pleasetrytolearnfromthem.

    Male 3645InternationalProfessional UNESCO Headquarters

    1)Inmyorganization,asintherestoftheUNSystem,thereisasignificantdifferencebetweenprinted/adopted/officialpersonnel(mainlyrecruitmentandpromotion)policies,whicharequitepositive,andwhatactuallyhappensinpractice.Thisisduetothefactthatthesepersonnelactionsareentirelydecentralizedtoprogrammesectors/divisions/services,whosemanagersdonotrespectatallthepoliciesandthesearenotcontrolledbythehumanresourcesdept.,i.e.,thereisnoaccountability.2)Inmyorganization,atleast,thereisalsoalargedisparitybetweentheofficiallyadoptedpoliciesandstrategicobjectivesdelineatedbythenormativebodies(Gen.Conf.,Exec.Board)andthetypesofactivitiescarriedoutas"priorities"mandatedbythesenioradministrationandmanagersinpractice(suchas"humanitarian"work,"crisissituations",etc.)Theproblemisthatsinceresourcesarelimited,theseactionsarecarriedoutattheexpenseofREGULARactivitiesandmandatedobjectives(setforthintheConstitution),thuscontributingtolessmotivationandsupportonmypartforthe"goals"and"ideals"oftheorganization.Inbrief,whilesomechangeisalwaysinevitableandpositive,Myorganization(andIsupposetheUNSystemingeneral)areverydifferenttodaynotonlyfromtheiroriginalmandatebutevenfromwhattheywerejust10yearsago.AndallthishashappenedwithoutanymodificationtotheirConstitutions(i.e.theirmandates)oreventotheirplanningandprogrammaticdocuments.Again,aclearcaseoftheoryvs.practice.

    Male 3645 Other UNESCO HeadquartersIthinkthattheUNESCOrecruitmentprofessorsarenotstrictlyfollowed,especiallyintermsoftimeframe.

    Female 3645 Generalservice UNFPA Headquarters

    IbelieveitisaproblemthathighlyqualifiedpeopleareemployedatGSlevels.AtmydutystationhardlyanyoneinanyGSpositiondoesnotholdatleastamaster'sdegree.ThismakesitimpossibleforpeoplewithlesseducationtoentertheUNsystemanditsomewhat"takesadvantage"ofthefactthatUNwagesarehighlycompetitivehere(becausewedonotpaynationaltax)tomakepeopleacceptGSpostevenifmuchoftheirwork(alsoaccordingtosupervisors)couldeasilyqualifyasP.Intheshorttermofcourse,thismeansthatwedointerestingtingsforagoodpay(nocomplainsthere:))Butinthelongrunitdoesjeopardizeacareertostayatalevelwhichdoesnotcorrespondtoyoureducation.InthenationallaborsysteminDenmark,ifyouemploysomeonewithamaster'sdegree,becauseofthequalificationsgainedthroughthatdegree(i.e.thisdoesnotapplyifyouhireadoctortobecomeacleaninglady)thenyouhavetoemploythematalevelcorrespondingtothisdegree.ThiscouldbeworthconsideringespeciallysincethewagesarenotnecessarilydifferentbetweenhighGSpositionsandlowPpositions(forinstance,atthisdutystationG6/4correspondstoP1/2withregardtowages).

    Female 3645 Generalservice UNFPA Headquarters

    Selectionprocessesshouldnotdecideonthecandidatebymeansoftheinterviewonly,aspeopledogoodinterviewsandaftertheyarenotgoodfitsforthejobs.

  • 20

    Female 3645InternationalProfessional UNFPA Headquarters

    ThewaypeopleonSSAcontractsaretreatedisacauseofshamefortheentireUNsystem.Anorganizationthatadvocatesforthemostessentialandbasichumanrights,deniestoitsownworkersthebasicbenefitsgrantedtootherworkersaroundtheworld:healthbenefits,participation,nondiscrimination,predictability,stability,amongmanyothers.EvenTHISVERYSURVEYsaysatthebeginningthatit'snotforpeopleonSSAcontracts,whentherealityisthatabigportionoftheworkforceattheUNisworkingunderthatkindofcontracts(andthemajorityareWOMENandYOUNGPEOPLE)Somuchforequality!Onadifferentnote:theGALAXYsystemDOESNOTWORK.ItisanothershamefulexampleofhowtheUNisnotatransparentplacewheretowork.Iappliedtomanypositionsonlinemanymeaningaround30positionswithinthespamof3yearsandwasnevershortlistednotevenonce.Itwasn'tuntilsomeonefromoneofthesystem'sorganizationcameoutlookingformethatIwasabletoenterthesystem.Ifyoudon'twantoutsidecompetitors,thenputtheGalaxysystemdown,otherwiseisjusthypocriticaltohaveit.

    Female 3645InternationalProfessional UNFPA Headquarters

    Morecarefulconsiderationshouldbegiventothehiringprocessofmanagersanddirectorstoensurethattheyfulfilltherequirements.

    Female 3645InternationalProfessional UNFPA Headquarters

    Recruitmentisvery,veryslowandtheprocessisnotstraightforward.Thismakesorganizingforatransitionfromoneposttoanotherveryfrustratingandanxietyridden.Youdon'twanttoquitsixmonthsbeforeyoustartrecruitingforyourreplacementbutthenagainyoudon'twantallthatyouworkedfortogodownthedrainbecauseittakesninemonthstofindyourreplacement.Youendupworkingatyournewjobandcontinuingtosupportcolleaguesintheoldone...

    Female 3645 Other UNFPA Headquarters

    Iamworkingasaconsultantandfeelthatthisstatusshouldbegivenmorerespect.UNapplicationformsshouldhaveanentryforthisstatus.ForthetimebeingIhavetoclick"noUNstaff",althoughIhavebeenworkingfortheUNforover2years.Furthermore,IfeelthatparttimepositionsshouldbecreatedintheUN.

    Male 3645InternationalProfessional UNFPA Headquarters

    1.Salaryadjustmentswiththecostoflivingisbecomingincreasinglyurgent,astheinflationandweakeningdollareatupthesalarybothatthedutystationbutmoreinthehomecountry.Theexpendituresmorethandoubledoverthelast23years,whilethesalaryhasbeenmarginallyadjusted2.Theremustbemoretransparencyinhowrecruitmentsarehandledinmyorganization

    Female 3645InternationalProfessional UNHCR Headquarters

    Thelackoftransparencyinpostingsandpromotionsareunacceptableandthemainreasonthatqualifiedandcommittedpeopleleave.

    Female 3645 Other UNHCR Lilongwe

    TojointhemainstreamUNHCRiscomplicatedtotheIUNV`sdespiteseveralyearsworkingwithUNHCR.TheUNHCRrosterrequirestwolanguagestoentertherosterandyetinternationalUNV`swhoarealreadyworkingwithUNHCRindifferentcountriesaredoingwellwithonelanguage.IthinksomethingcanbedonetoenableUNV`swhohavebeenworkingwithUNHCRinparticulartojointhesystem.UNHCRhasbeenabletoappraisethemduringtheirwork,whichmakesitmucheasier.

    Male 3645InternationalProfessional UNHCR Ndjamena

    Opacityofpostingandplacingdecisions,unfairnessoftreatmentofstaffaccordingtoorigin,raceetc..

    Male 3645

    NationalProfessionalOfficer UNHCR NULL

    Transparencyinrecruitmentprocessisbeingcompromisedandgenderbalanceissuesareaffectingequalopportunitiesofmalestaff.

    Male 3645 Generalservice UNICEF Astana1.tocontinuetheUNreform2.todeveloprecruitmentprocess3.topromotethestaff

    Female 3645 Generalservice UNICEF Headquarters

    FairandjustrecruitmentwithintheUNSystemexistsinveryminimalinstances.SelectionofcandidatestopositionsespeciallyinthePleveldependsonwhoknowswhoandattimesacademicqualificationsarenottakenintoconsideration.ThatiswhyyouwillfindstaffmemberswhopossessmastersincertainfieldsworkingasGSwhilefreshfirstdegreegraduatesgetjobsinthePlevel.IfonlyrecruitmentwasFAIRANDJUST.

    Female 3645InternationalProfessional UNICEF Headquarters

    Recruitmentprocessesarenottransparentevenafterlongprocesses,thedecisionsaremadeinbackroomsinNYandrecommendationsfromtheprocessarenotfolloweditsaboysclub,orbasedonnetworksnotcompetenceatbest!

    Male 3645InternationalProfessional UNICEF Headquarters Staffhiringisnotonmeritandthishasbeenseenonseveraloccasions.

  • 21

    Male 3645InternationalProfessional UNICEF Headquarters

    1.Poorhandlingofgenderpromotioninrecruitment.2.Pooroverallmanagementandaccountabilitysystemsthatperpetuatelowqualityoutputandprofessionalism.3.Pooroverallrecruitmentandhumanresourcesprocesses.Bestqualifiedstaffarenothiredandthisweighstheorganizationdown.Unqualifiedpeoplearehiredinkeypostsandtheyarenotheldaccountableforpoorperformance.4.Lackofresultsbasedmanagementandorientation.Excessiveprocessorientation.5.UNshouldwakeupthatthemarketplacefortalenthasmultipliedinthepast10years,anditishemorrhagingtalenttootheremployers.Reputationisfallingconsiderably.6.Lastly,corruption.TheUNmustdoMUCHMOREtoaddressinternalcorruption.

    Female 3645

    NationalProfessionalOfficer UNICEF Jerusalem

    Competencyofstaffshouldbelookedinto.Staffshouldhavetherelevantexpertisewhenrecruited.

    Male 3645

    NationalProfessionalOfficer UNICEF Kabul

    UNICEFisoneofthebestorganizationsintheUNsystemandIamproudtobeworkingforUNICEFbuttherecenthighlevelrecruitmenthasbeenhandledroughlywhichhasbadlyeffectedworkenvironmentandworkrelations.IfthissituationisnotimprovedIamafraidtheorganizationwilllosesomeveryimportantandessentialstaffmembersthattheorganizationhasinvestedinforsomanyyears.

    Male 3645InternationalProfessional UNICEF Maseru

    IsometimesfeelthatthereisfavoritismintheorganizationassomepeoplearecomplementedforeverythingtheydoandyetIdonotgetthesamerecognition.Somesupervisorsarenotfairintheirassessmentandtheygobehindyourbackinsteadoffacingyouifthereisanissue.Recruitmentandpromotionisnotalwaysbasedoncompetencybutnowmoreofnetworking.Thereisthusseriousviolationofhumanrightsandtheorganizationtendstobelievewhatthesupervisorssayattheexpenseofsupervisees.TheUnrisksbecomingamafiaorganizationiffavoritismduetonetworkinginrecruitmentandpromotionisnotchecked.Multiplerolesplayedbyfewstaffinsmalldutystationsshouldberewardedastheworkloadisnotevenlydistributedinsmallversuslargedutystationsandbetweenorganizations.

    Female 3645

    NationalProfessionalOfficer UNICEF Other

    Detailbriefingsofnewstaffs,particularlythosewhoperformjobatmanageriallevel

    Female 3645InternationalProfessional UNICEF PanamaCity

    WorkloadsrecruitmentprocessaretooslowandunpredictableexchangeratesandimpactofdevaluationofUSD.FamilyfriendlypoliciesopportunitytoreallyUSEthem=apolicyisonlyasgoodasthepracticeinusingit!Goodtohaveopportunitytotakesabbaticalstrainingshouldbeopentoallneedtohavemoretransparentrecruitmentprocesses.ButthingsAREimproving!Thanksforthisinitiative.

    Male 3645

    NationalProfessionalOfficer UNICEF SaoTome

    WhyisitthatonestaffmemberthathasbeenrecruitedasaGSstaff,sixmonthslaterappliesforanationalprofessionalpostandgetsthejobworksfortwoyearbutcannotbecamenationalprofessional,neitherinthetitlenorgetcompensatorysalaryfordueadditionalworkforwhichheisqualifiedandshowssuperbresults?WhatkindofpolicyhisthisithasnothingtodowithagoodHRmanagement,ratheritisawaytoexplorestaffanddiscouragethemtoleavetheorganization.

    Male 3645 Generalservice UNICEF Thimphu

    InareasofPeaceKeepingandEmergency,UNshouldnotonlylookintoqualificationbutshouldalsolookintoexperiences,multitaskedstaffsothatresourcesarebestutilized.

    Male 3645InternationalProfessional UNICEF Vientiane

    Demovatingstaffiseasilydoneandcareshouldbetakentoavoidsituationswherethishappense.g.refusingleave,recruitingstaffwithsimilarqualificationsandskillsatdifferentsteplevelsduetoadministrativeerrors

    Female 3645 Generalservice UNIDO HeadquartersTimelyreplacementsofstaffmembersleavingtheorganizationwouldalleviatethestress.

    Female 3645InternationalProfessional UNIDO Headquarters

    WhileIdostillbelieveintheappropriatenessandneedforUNandUNAgencies,Iamverydisillusionedandincertaincasesappalledbycertaininternalissuessuchaslackoftransparencyinrecruitment,lackofappreciationofwork,abuseoforganization'sresourcesetcIhavewitnessedinmyyearsofemploymentwithinthesystem.

    Male 3645 Generalservice UNODC Headquarters

    WorkinginUNODCasanorganizationcombatingcrimeandillicitdrugstrading,Istronglysupporttheideaofdrugscreeningforallstaffmembers,hencewetelltheworldthatweleadbyexample.Anotherethicalissueisthefactthatit'sacommonpracticethefavoritismtokeepjobsandpositionsfor

  • 22

    closerelativesapracticeknownasnepotismwhichagainaspartofUNsystemweneederadicateatall,weasUNstronglyneedtoleadbyexampletoallthecountrieswhomwearegivingadviceaboutgoodgovernanceandethicalbehavior.

    Male 3645 Generalservice UNOG HeadquartersTheonlyissueIfindveryrelevantinthedepartmentIworkforisthatthereisanunfairbalanceinrecruitmentregardingnationality.

    Male 3645 Generalservice UNON Nairobi

    TherecruitmentsandpromotionsinNairobidutystationisnotbasedonqualificationsandexperiencebutonbasisofrace,tribe,familymembershipandwhoyouknow.ThishasbroughtinrelativesandunqualifiedpersonnelinthesystemwhodonothavetheobjectivesoftheUNatheart.Promotionsarebasedonhowgoodyourrelationstotherecruitersandbosses.Advertisedpositionsarefilledbyrelativesbeforetheclosingdate.Veryold(over52years)makethebulkofemployees.Theyshouldbegivenearlyretirementtogivechancetoyoungandactivepeoplewhoaretrainable,havegreatercontributionsandoutput.Genderimbalanceprevailswithwomentakingover60%ofthestaffnumbers.

    Female 3645 Generalservice UNOPS HeadquartersStaffmembersshouldbehiredaccordingtotheirskills.DonotbeafraidtoemployeesomeonewhoisnotcurrentworkingfortheUN.

    Female 3645InternationalProfessional UNOV Headquarters

    Whereasonpapermanyofthepoliciesmentionedinthissurveysoundgoodandvaluable,thepracticalapplicationoftenleavesmuchtobedesired.Thereisastrongsensethatdifferentrulesapplytodifferentkindsofpeople,thatraisingconcernsandhighlightingproblemsisfrownedupon(orevenpunished).Ethics,office,Ombudsman,whistleblowerpoliciesalltheseseemtobemerewindowdressing.ThereareanumberofissuesIwouldhavelikedtoraiseinrelationtomisuseofresources,abuse


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