INTERNATIONAL TELECOMMUNICATION UNION
COUNCIL
GENEVA
—
Document C02/27-E
20 March 2002
Original: English
2002 SESSION — (22 APRIL - 3 MAY)
STANDING COMMITTEE – PE
(PE 1)
Report by the Secretary-General
1
Subject:
2
Purpose
EFFECTIVE HUMAN RESOURCES MANAGEMENT IN THE UNION
Ref. doc.
To inform the Council on the actions taken by the Secretary-General subsequent
to its Resolutions 1181 and 1187.
3
Background
Council Recommendation CR6, included in Annex 1 to Council Resolution
1181, instructed the Secretary-General, in cooperation with the Directors, and
with full participation of the staff representatives, to prepare a comprehensive
report to Council-02 on effective human resources management in the Union,
including possible revisions of the Staff Regulations, in order to achieve more
effective use of human resources.
Council-2001 also approved
Resolution 1187, “Gender perspective in ITU Human Resource Management,
Policy and Practice.”
4
Recommendation
The Council is invited to consider the report prepared by the Secretary-General.
In particular, the Council is invited to approve the amendments to Staff
Regulations proposed in Annex 2 to the document.
5
Implications
No financial implications are foreseen
Yoshio UTSUMI
Secretary-General
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Council
Res. 1181
Res. 1187
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I.
Framework
1.1 Council Recommendation CR6, included in Annex 1 to Council Resolution 1181, “instructs
the Secretary-General, in cooperation with the Directors, with full participation of the staff
representatives, to prepare a comprehensive report to Council-02 on effective human resources
management in the Union, including possible revisions of the Staff Regulations, in order to achieve
more effective use of human resources. This could include:
a)
providing greater incentives for staff mobility and career development;
b)
providing more flexibility in the staffing process;
c)
ensuring that urgent vacancies are filled promptly;
d) taking measures to improve the geographical and gender representation in the
professional and higher categories of the staff of the Union;
e)
addressing other issues related to human resources management.”
1.2 Council 2001 also approved Resolution 1187, “Gender perspective in ITU Human Resource
Management, Policy and Practice.” This Resolution, inter alia, invites the Secretary General:
a)
to develop an action plan and procedures to address immediately and urgently the lack of
gender representation in ITU staff, especially in the professional and higher categories, and
to provide this action plan and procedures, together with information on their implementation
and effectiveness, to Council 2002;
b)
to propose appropriate modifications to the Staff Regulations in order to better promote
gender perspective in ITU;
and “instructs the Secretary-General and the Directors of the Bureaux to report to Council 2002
on progress made to incorporate the gender perspective in the work of the General
Secretariat and the respective Sectors”.
1.3 Since in Council Recommendation CR6 the Secretary-General had been instructed “to
prepare a comprehensive report to Council 2002, including possible revisions of the Staff
Regulations” it was considered appropriate to combine the two efforts and include the response to
the in Resolution 1187 in the report as well.
1.4 An internal working group was established composed of staff representatives and
representatives of the Personnel Department to prepare a preliminary report. This report was
subsequently considered by the Coordination Committee and the Joint Advisory Committee (JAC)
for their comments and recommendations. On the basis of the preliminary report and the comments
and recommendations made, the Secretary-General has prepared the present Report which addresses
the issues raised in CR6 of Council Resolutions 1181 and 1187.
2
Providing greater incentives for staff mobility and career development
2.1 It was agreed that improved internal mobility, both horizontal and vertical, if well
implemented is beneficial both to the Union and to the staff involved. More opportunities and
encouragement need to be given to those staff interested in taking on new responsibilities and
learning new skills. It was concluded that a mobility scheme based on agreement between
management and staff representatives and on the following principles should be put into operation:
- to enrich ITU by having staff members with a wider experience within the organization;
- to motivate staff through the opportunity of learning new skills;
- to provide a separate centralized training budget for the scheme;
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- to better utilize the staff resources of the Union through increased mobility; and
- to encourage voluntary mobility.
2.2 In terms of possible financial incentives the Union is bound by the UN common system.
However the possibility of an extra salary increment under certain criteria when a staff member is
transferred from a “stable to an unstable” post has already been introduced by a Service Order in
2001. The granting of an extra salary increment to encourage mobility could be further explored.
2.3 By Resolution 1106 the Council already instructed the Secretary-General in 1996, inter alia, to
implement a merit award scheme in accordance with the conditions laid down in that Resolution.
Non-cash merit awards have recently been implemented and other incentives may also be explored.
2.4 Career development could also be enhanced by more structured training programmes, which
would be partly compulsory and partly voluntary. It is envisaged to create a Training Committee to
establish guidelines, principles and criteria, to enhance the efficient use of training funds for the
mobility scheme. The staff representatives recommend that this Training Committee should also be
consulted on individual training requests in order to enhance the efficient use of training funds. The
Coordination Committee and Administration representatives did not agree with the staff
representatives’ position because they considered that staff training and development were an
essential component of the supervisor’s responsibility and accountability.
3.
Providing more flexibility in the staffing process
3.1 Transfers of staff are limited by the Staff Regulations or are subject to heavy administrative
procedures. Regulation 1.2 is a case in point. It is therefore proposed to amend the existing text, the
consultation of the Coordination Committee not being necessary if the two elected officials
concerned agree on such a transfer (see the proposed amendment in Annex 2 to this report).
3.2 As part of an overall agreement, the Staff Council accepted the Administration’s proposal that
job descriptions be restructured to make them more generic in order to facilitate the recruitment and
mobility of staff. They would be divided into two parts, the first being a generic part applicable to
all posts belonging to the same occupational group1. The second part would contain the description
of functions which are specific to the post concerned, in order to ensure that job descriptions
continue to reflect the staff member’s actual functions. It is to be noted that this proposal would
also have a further positive result by shortening the delays for filling vacant posts, as the
administrative procedures for updating a job description when a post becomes vacant would also be
significantly reduced.
3.3 One of the present impediments to staff mobility is the strict link between contracts and posts.
The Administration proposed to uncouple the staff member’s contract from his/her post. The staff
representatives indicated that this proposal would not be acceptable to the staff unless it was
accompanied by changes in the present contracts policy. To this end both sides propose the new
contracts policy outlined in 6.1, which is supported by the Secretary-General. If this new contracts
policy is approved then the staff representatives are willing to accept the proposal to uncouple staff
members' contracts from their posts in the interest of improved mobility and flexibility.
If
endorsed, such a change would require careful legal study and consultation through the Joint
Advisory Committee (JAC). When uncoupling appointments from specific posts, the total number
of permanent appointments should not exceed the total number of permanent posts.
_______________
1 Based on the Common Classification of occupational Groups (CCOG) developed and promulgated in 1979 by the
International Civil Service Commission (ICSC). The CCOG is an occupational dictionary which lists the various occupations that
exist in the organizations, groups these occupations and sub-occupations into larger fields of work, families and occupational groups
on the basis of similarity of functions.
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4
Ensuring that urgent vacancies are filled promptly
4.1 Several proposals are made to reduce the deadlines currently applied and based on the
application of the Staff Regulations and Staff Rules, the Rules of procedure of the Appointment and
Promotion Board or established administrative practices. These are outlined in a comparative table
attached as Annex 1 to this Report. Most of these proposals can be implemented by the SecretaryGeneral on his own authority.
4.2 It was noted that particular attention should be paid to the procedure currently applied for
posts becoming vacant following the retirement of the incumbent, as in many cases, delays in filling
such posts were due to delays in taking the decision to advertise or not, not leaving sufficient time
before the retirement of the staff member. Therefore, the principle set out in an office memorandum
in 19932, is being reinforced. It established that proposals for filling positions of retiring staff
should be submitted well before the foreseen date of retirement in order to permit the full and timely
application of the recruitment and selection procedures. The Office Memorandum thus suggested
that the process start at least nine months before the foreseen date of retirement of the incumbent of
the post concerned. All parties agreed that that principle should be maintained, and proposed, in
addition, that strict deadlines be imposed on supervisors for taking the decision on whether or not to
advertise and fill a post after the retirement of its incumbent.
4.3 It is proposed that when management plans to fill a post, either by transfer or promotion of an
internal candidate meeting all the qualifications required, the post be advertised only internally in
order to speed up the procedure, except for posts at D.1 and D.2 level. This suggestion is also in
line with proposals made for encouraging internal mobility and career development of staff
members in service, and would also be consistent with principles set out in Staff Regulation 4.3
which prescribes that “Without prejudice to the recruitment of fresh talent at all levels, staff in
service shall be given reasonable promotion possibilities”. This proposal requires the approval of
Council and, if approved, Staff Regulation 4.8 para. c) would need to be amended accordingly.
4.4 As mentioned in para. 3.2 above, an increased use of more generic job descriptions, inter alia,
to facilitate reuse of short lists for similar job vacancies has been proposed. At present a short list
can be used again for a similar post with the same requirements within a 12-month period subject to
approval by the Appointment and Promotion Board and it was agreed that this procedure does not
need changing but could be used more frequently by increasing the use of more generic job
descriptions. In such cases the intention to reuse a short list for a different post should be notified to
staff, and an internal candidate who had acquired additional experience or who had not applied for
the original post could exceptionally be considered for inclusion on the short list by the
Appointment and Promotion Boards.
4.5 Finally, it was noted that there were often delays in convening the Appointment and
Promotion Boards. The obligation imposed by Staff Regulation 4.9.e) which prescribes that all
participants in a meeting of the Board must have a grade at least equal to that of the post under
consideration, was questioned. Staff representatives pointed out that this rule creates very concrete
difficulties for the staff representation within the Appointment and Promotion Boards in general,
and in the Board for P5 posts in particular, as for the time-being, the Staff Council only comprises
one P5 official. The same difficulties had also been encountered by certain Sectors from time to
time. That situation had been a source of delays in the work of the Board. Therefore, the Staff
Council recommends that the existing grade limitation be removed for staff representatives, as has
already been done for staff representatives on the Joint Advisory Committee (when acting as a
_______________
2
“Policy for extension of contracts beyond mandatory age of separation”
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disciplinary committee). The Coordination Committee and the Secretary-General do not support
this recommendation.
5
Taking measures to improve the geographical and gender representation in the
Professional and higher categories of the staff of the Union
5.1 The Union has 275 staff in posts subject to geographical representation in the Professional and
higher categories. The overall membership of the ITU comprises 189 Member States and around
650 Sector Members. This leaves about 1.5 posts per Member State on average, not taking into
account the Sector Membership.
5.2 In some large UN system organizations with many posts subject to geographical
representation, ranges of posts for the Member States have been established. In these organizations,
usually non-language posts in the Professional and higher categories which are part of the regular
budget are included when determining the geographical ranges of posts. These ranges are usually
based on a combination of assessed contributions and a fixed membership factor. Language, extrabudgetary and General Service posts are normally excluded. The regular budgets of these
organizations are financed by fixed assessed contributions from the Member States. Large
voluntary funded organizations do not apply geographical ranges for staff in the Professional and
higher categories, but they recruit staff on an as wide a geographical basis as possible. Most
technical specialized agencies of the UN system do not apply strict geographical ranges. For
example, the World Intellectual Property Organization (WIPO) applies regional geographical ranges
and the International Civil Aviation Organization (ICAO) applies a single fixed number of posts for
each country resulting in one post only for most countries. In all organizations which have
geographical ranges or quota, certain flexibility is allowed and none of these organizations apply the
formulae rigidly.
5.3 The ITU falls between UN organizations which are financed by assessed contributions and
those which are funded by voluntary contributions. It is more comparable to organizations funded
by voluntary contributions because of its system of classes of contributions from which Members
States and Sector Members can chose. Furthermore, the ITU is a small to medium-sized
organization with only 275 regular non-language staff in the Professional and higher categories. At
present the Union has over 80 nationalities on its staff which is similar to other medium-sized
organizations which apply geographical quota. The ITU achieves a similar result without applying
geographical ranges or quota and is the only UN system organization with a large membership from
private industry and other entities.
5.4 If geographical ranges or quota are to be considered by the ITU, its unique character with its
650 Sector Members should also be taken into account. It should also be noted that the ITU is a
high-tech organization which needs to stay in the forefront of technical developments in
telecommunications. As has been decided by Resolution 48 (Rev. Minneapolis, 1998) that when
considering candidates with equivalent qualifications, those from regions of the world which are
insufficiently represented in the staffing of the Union are given preference. In addition, the
language requirements for candidates from developing countries have been relaxed by Council
Resolution 626. These Resolutions may have to be reviewed if geographical ranges or quotas are to
be established.
5.5 In conclusion, it appears that the establishment of geographical ranges or quota would not be
practicable for the ITU in light of its size, funding, membership and highly technical activities. It is
therefore recommended to continue the present policy: a) in case of equally qualified candidates
preference will be given to a candidate from a country that is not or underrepresented, and b)
language qualifications may be relaxed in the case of candidates from developing countries.
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5.6 Measures were also considered that could be implemented through the recruitment process to
redress gender balance. In this context it is proposed that whenever a post is advertised in a grade
where a gender is significantly underrepresented that when candidates are equally qualified,
preference be given to a candidate who would improve the gender balance. This principle should be
applied to all categories and grade levels. A statement could be included in the vacancy notice
indicating that candidatures from women (or men if they are underrepresented in the grade) would
be welcomed. If there were a conflict between improving geographical distribution and redressing
gender balance then geographical distribution would continue to have priority, pursuant to
Resolution 48 (Rev. Minneapolis, 1998).
6.
Addressing other issues related to human resources management.
6.1. Contracts Policy
6.1.1 One of the major obstacles to staff mobility and career development in the ITU is the absence
of a clear and harmonized contracts policy. At present there is no well-defined contract policy in
place for regular staff at the ITU. Relatively wide variations not explained by different requirements
in types and duration of appointments exist. The Staff Regulations and Staff Rules provide for
permanent or temporary appointments for regular staff (which include probationary appointment
(normally not exceeding two years prior to a permanent appointment), fixed-term appointment (not
less than one year and not exceeding five years) and Managed Renewable term appointment (MRT,
with a duration of five years, normally after a fixed-term contract of two years). From the above, it
may be concluded there is a need for greater uniformity in the treatment of the staff. The need for a
more standardized approach may be satisfied without necessarily changing the Staff Regulations
and Rules at this stage.
6.1.2 Agreement was reached to propose a new contracts policy that is intended to simplify and
streamline the hiring of staff, and which should be equally applied to G and P staff. The main points
of this policy are:
- Short-term contracts be for work of a temporary nature and limited to eleven months.
- Fixed term contracts would be limited to 4 years maximum (typically two consecutive
contracts of 2 years). Staff having successfully completed 4 years of fixed-term contracts
will normally be offered a permanent contract without a probationary period, subject to
satisfactory service and funding.
- MRT contracts would be phased out, subject to Council approval.
- Staff contracts would no longer be strictly bound to posts.
a)
Short-term contracts: The main objective is to ensure that short-term contracts are not used for
regular and ongoing work. They should be used for hiring extra short-term staff such as:
- Staff engaged for conferences, assemblies and meetings for short periods of time;
- Free-lance translators and interpreters engaged for conferences, assemblies and meetings; and
- Supernumerary staff engaged to absorb work of a temporary nature or unforeseen extraworkload.
In all cases short-term contracts would be limited to a maximum of two consecutive periods of
eleven months in the same functions. If a short-term contract is to be extended past 6 months the
supervisor will need to inform the Personnel Department whether the engagement represents a longterm requirement, or is temporary in nature. Where a real need for a new long-term post is
demonstrated and if necessary funding is available, a fixed-term vacancy notice will be published
for competition, so that the incumbent can be considered for a fixed-term appointment at the end of
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the maximum period on short-term contracts. The recruitment of short-term staff in established
posts should be restricted and replaced, in the first instance, by mobility of staff in service, who
might be interested in a temporary detachment, and secondly, by a better planning of staffing needs.
b)
Fixed-term contracts: Staff would not be employed more than 4 years on fixed-term contracts.
Typically this period would be composed of 2 two-year fixed-term contracts. Renewal of a fixedterm contract after 2 years recognizes that a staff member has performed satisfactorily and will
normally be offered a permanent contract at the end of the second contract, subject to satisfactory
service. If this is not the intention, for example because the requirement is limited to the duration of
the second contract, then this must be notified in writing to the staff member when the contract is
renewed after 2 years.
c)
Permanent contracts: Staff members who have completed 4 years on fixed-term contracts
would normally be offered a permanent contract without a probationary period. Any decision not to
offer a permanent contract has to be fully motivated.
d)
MRT contracts: With regard to the compatibility of the MRT concept with such a new policy,
it is recommended that existing MRT contracts be replaced either by permanent contracts or fixedterm contracts, according to the criteria in para. 6.1.2 b) above. If the Council endorses this
recommendation, the relevant Staff Regulations will need to be amended accordingly. A draft
resolution to this effect could be submitted during the present Council session.
e)
As previously mentioned, the new contracts policy would include removing the formal link
between staff contracts and posts.
6.2
Revision and simplification of the Staff Regulations and administrative procedures
6.2.1 The Working Group on ITU Reform had noted that a number of difficulties encountered in the
area of personnel management were due, inter alia, to the rigidity of the present Staff Regulations.
The Joint Inspection Unit also concluded that a more appropriate balance should be sought between
the broad regulations encompassing the essential principles of personnel policy and the detailed
rules which the Secretary-General is authorized to promulgate.
6.2.2 Therefore, pursuant to the decision taken by the Council 01, the Staff Regulations have been
studied with a view to simplify the existing texts and changing parts of the Staff Regulations into
Staff Rules where these texts are of an operational nature. As far as possible, only general and
fundamental principles were kept in the Staff Regulations. Proposals are also submitted in order to
clarify or modernize the existing texts and to make them gender neutral. The proposed amendments
to Staff Regulations are presented in Annex 2 to this report, with revision marks.
6.2.3 An amendment is proposed to Staff Regulation 8.1 by the staff representatives in order to
formally recognize the right of staff to negotiate their conditions of employment through their
elected representatives in accordance with article 4 of ILO convention 983, and article 7 of ILO
convention 1514. The International Labor Organization last year introduced a similar change into
their own staff regulations to comply with these two conventions. The effect of the proposed
change is limited by the fact that conditions of employment and pay scales are fixed in the common
system, where the staff is represented by federations of UN system staff organizations. In addition,
the Coordination Committee noted that this was a matter for the Member States which are Parties to
the ILO Conventions concerned, whereas international organizations are not. Furthermore, the
Coordination Committee considered that the right of negotiation for the staff was not recognized by
_______________
3
Article 4 of ILO convention 98 is reproduced in Annex 4
4
Article 7 of ILO convention 151 is reproduced in Annex 4
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the UN General Assembly nor by the ICSC, in particular with regard to the conditions of
employment which fell within the competence of the common system (UNGA and/or ICSC) or the
ITU Council pursuant to Article 4 of the ITU Convention. It is therefore considered that the
Secretary-General is not in a position to pronounce himself on this question.
6.3. Gender issues and Work/Family Agenda
6.3.1. Gender representation
6.3.1.1
In most of the organizations of the UN common system, the principle of gender balance
in the staff has resulted in the introduction of either quotas in favour of the group which is
considered as being underrepresented, such as women in the Professional and higher categories, or
in the setting of minimum targets as a fixed annual percentage for increasing the representation of
that group. Specific actions (in particular in terms of dissemination of vacancy notices) are also
being implemented in order to encourage women to apply for posts in the Professional and higher
categories. All parties concerned agreed that in the ITU context quotas were not really desirable and
believed that a balance would eventually be achieved following the trend that had already been
started.
6.3.1.2
Having studied Council Resolution 1187, Administration and staff representatives were
of the opinion that the fundamental objective of that Resolution was to achieve equality of treatment
between genders in ITU policies and practices, including recruitment, hiring, training and education,
mobility and promotion opportunities, working conditions, composition and selection of leadership
in ITU bodies. Therefore, it was decided not to focus on the specific question of representation of
women on the staff of the Union but to adopt a broader approach to the subject.
6.3.1.3
The Secretary-General has adopted the following recommendations, which take into
account the work done by the ITU Group on Gender Issues:
- Training and career management should be further developed, appropriately funded and
assessed biennially as an integral part of long-term strategic planning;
- More women should be appointed to decision-making posts, in particular to the P.5 level and
above. A minimum target of a 1% increase per year for the Professional and higher
categories as a whole was considered reasonable, noting that between 1995 and 2000, actual
figures showed a higher increase. Statistics in that respect may be found in Document
C02/35 at http://www.itu.int/itudoc/gs/council/c02/docs/035.html .
- More men should be appointed to G level posts; that objective could be encouraged by the use
of gender neutral denomination of posts and functions (e.g. by replacing the title “Secretary”
by “Assistant”) and the redefinition of qualifications required;
- Participation of staff in gender issues activities should be promoted;
- A “care and responsibilities” or “family” agenda should be drawn up and applied to cater for
both men and women’s needs in the interest of a healthy work/family balance;
- The composition of internal bodies should better reflect the composition of the staff of the
Union, and women in particular should be better represented in statutory committees and
boards.
6.3.1.4
These recommendations lead to concrete proposals to amend some Staff Regulations and
Staff Rules in order to introduce the gender perspective in these texts. Proposals may be found in
Annex 2 to this Report, with regard to:
- Regulation 4.2 “Geographical distribution”, in order to be consistent with Resolution 48 (Rev.
Minneapolis, 1998), which requires that the principle of geographical distribution must be
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applied “taking into account the desirable balance between female and male staff” of the
Union;
- Regulation 4.9.b) In reference to the Appointment and Promotion Boards it is proposed to add
“The Secretary-General shall endeavour to ensure that both women and men are represented
on each of these boards”;
- Regulation 12.1.bis “ Gender Perspective in Staff Regulations and Staff Rules: it is proposed
to enlarge the scope of the existing Staff Rule 12.1.1 “Gender of terms” in order to cover
more widely the question of gender perspective as defined under para. 6.3.1.2 above;
- Some other regulations were also identified which use the masculine gender (he/his) where
gender neutral terminology would be more appropriate. These are only examples, but the
Council may leave the responsibility to the Secretary-General to ensure that the Staff
Regulations and Staff Rules are drafted in a gender neutral terminology, within the
framework of Council Resolution 792, which Authorizes the Secretary-General to amend the
Staff Regulations and Staff Rules applicable to appointed staff without seeking prior
approval of the Council in respect of those amendments which are necessary to delete
obsolete references or to make minor changes in editing which do not entail changes in the
substance.
6.3.2 Work/family agenda
6.3.2.1
The Administrative Committee on Coordination (ACC) has adopted a Work/Family
Agenda in 1995 which states, inter alia, the following.
6.3.2.2
To increase productivity, organizations must attract and retain top quality staff; to attract
and retain such staff, organizations must innovate personnel policies and practices which will
facilitate the reconciliation between work and family responsibilities. Measures which allow
employees to meet their family responsibilities alongside those arising out of their work are
recognized to be all the more important in an expatriate setting if organizations are to maximize
their utilization of human resources.
6.3.2.3
Because it makes good business sense, many organizations have already instituted a
number of measures in recognition of the need to provide a work environment which is supportive
of an employee’s personal and family life: flexi-time, part-time work, adoption leave, unpaid leave
for dependant care are examples of such measures. There is however the need to address the issue in
a more integrated fashion as has been underscored by employers across the board.
6.3.2.4
In an era of downsizing, where staff and managers are looking for more productive ways
to work, staff motivation and the reduction of stress are, more than ever, crucial ingredients to
success. The institutionalization of the work/family agenda demands that managers are held
accountable for the effective utilization of the human resources for which they are entrusted and that
they understand and accept that work-family issues are legitimate in a business context.
6.3.2.5
The organizations of the United Nations common system are therefore committed to
introducing - as best fits each organization's structure and mandate - a work/family agenda which
may include:
- enhanced flexibility in the organization of working time and in the work place;
- leave arrangements which will allow staff to attend to personal emergencies and family
obligations;
- assistance with dependent care and other family support services
6.3.2.6
Enhanced flexibility may include:
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- alternative or reduced work schedules;
6.3.2.7
Changed family-related leave arrangements may take account of:
- leave for maternity, paternity or adoption;
- leave for emergencies.
6.3.2.8
Other family support services may include advice and referral assistance with:
- spouse employment;
- child care, including child sickness.
6.3.2.9
On the recommendation of all parties concerned, the Secretary-General has agreed that
the Work/Family Agenda be further implemented in the ITU.
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Annex 1
RECRUITMENT PROCEDURES
In response to item c) of CR6 in the Annex to Resolution 1181, recruitment procedures were studied
in detail with the aim to reduce the delays in recruitment. Most of the proposals concern the
possible reduction of deadlines that are currently applied and which are based on the application of
the Staff Regulations and Staff Rules, Rules of Procedure of the Appointment and Promotion Board
or administrative practices.
The changes proposed for speeding up the recruitment procedures are outlined in the following
table.
With these changes, the total length of time to recruit a new staff member (apart from whatever
notice the person needs to give the present employer) will be reduced from a maximum period of
43 weeks to a maximum period of 25 weeks i.e., a maximum reduction of 18 weeks.
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Phase
Statutory,
Professional and higher categories
regulatory
or
other provision
Current
Proposals
deadlines
and
5
timeframes
Identification of need for recruitment 9 months prior to
and notification of the supervisor by the the
date
of
Personnel Department
separation in the
case of retirement
1
The Personnel Department informs the supervisor
9 months prior to the date of retirement. The
supervisor must then draw up a specific and
substantiated opinion concerning the post within a
period of normally 2 weeks, so that the post can be
advertised
6 months prior to the date of the incumbent's
retirement. In the case of resignation, the
supervisor must likewise draw up an opinion
within a period of normally 2 weeks as from the
date on which the incumbent hands in his/her
notice, so that the post can be advertised within a
maximum period of 3 months as from that date.
This proposal, while not modifying the overall
deadline, imposes strict compliance with the
various administrative phases.
Updating and verification of the
classification of the job description
2
1 month (or more Develop job descriptions that are more generic (a
if reclassification single platform for each grade for each group of
is required)
occupations, and a second part relating to the
specific features of the post). Reduce the target to 2
weeks and normally one month in case of
reclassification. (gain 2 weeks)
_______________
5 Deadlines and timeframes arising from a statutory, regulatory or other text (Rules of Procedure of the Appointment and Promotion Board, for example) are shown in italics. All other periods
stem from administrative practice.
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Preparation of the job vacancy notice
a)
translation into two languages
b)
approval by the supervisor
c)
approval by the Secretary-General
3
3 to 6 weeks
3 to 4 weeks
a)
1 week
b)
1 week
c)
1 week
a), b) and c) should be processed in parallel as
much as possible. (gain 0 to 2 weeks)
Internal
advertisement
of
post 2
weeks
for
- possibility of filling the vacancy by transfer
request for transfer
candidates + 2
weeks average for
decision by the
supervisor
4
a)
Inform staff members in the grade in question
of the transfer possibilities (either by means of a
list bearing the names of those staff members, or by
internal mail); deadline for transfer request: 2
weeks.
Deadline for
normally 1 week.
decision
by
supervisor:
b)
Followed by internal and external publication
when external candidates are sought.
c)
If managers indicate beforehand that they
wish to consider external candidates. In such a
case, the internal advertisement should be left out.
Of course, internal candidates can apply along with
external candidates.
(gain 3 to 4 weeks) This requires an amendment to
Staff Regulation 4.8.c).
5
Regulation 4.8.f) International advertising of post
of
the
Staff
Regulations
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30.05.16
3 months
(accelerated
procedure:
2 months)
Shorten the deadline for submission of applications
to 2 months, and 1 month in the case of the
accelerated procedure.
(gain 1 month)
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- 14 C02/27-E
Registration of applications
6
1 to 5 weeks
1 to 3 weeks, on the understanding that the
deadline for application and the use of the ITU
application form be strictly applied
(gain 0 to 2 weeks)
Rules of
procedure of the
APB - §6
7
Initial preselection by the supervisor
Preselection group
participants given 10 working
days advance notice of the meeting
-
Regulation 4.9 of
the Staff
Regulations
RoP of the APB §3
Appointment and Promotion Board
call to attend and distribution of
documents normally 5 working
days before the date of the meeting (2
days in exceptional cases)
-
10 days
Maximum two weeks for preselection process (gain
0 to 1.5 weeks)
preselection
establishment of the supervisor's
assessment
8
Reduce notice to 5 days, and exceptionally 2 days
establishment of the shortlist
1 to 2 weeks
2 to 4 weeks
a)
expand the list membership of the APB
(number of alternates) to facilitate the convening of
meetings
b)
lift the grade restriction for members
representing the staff6
(gain 0 to 2 weeks)
Formulation
of the supervisor's 1 to 2 weeks
Impose a strict deadline of 2 months (included in
recommendation (including interviews (maximum
6 the 3 months referred to in phase 11) for
by telephone and in person)
months – see 11 establishment of the recommendation
below)
9
_______________
6
Proposal made by the staff representatives, not supported by the Secretary-General
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10
Regulation 4.8.a)
of the Staff
Regulations
Decision by the Secretary-General,
following advice from the Director of
the Bureau concerned, as appropriate
SG for P5 and above
DSG for P1 to P4
Chief of PE for G1 to G7
1 week
No change
11
RoP of the APB §22
The Secretary-General brings the matter
to the attention of the APB if no
decision has been taken during the 6
months following establishment of the
shortlist
6 months
Reduce this time-limit to 3 months, which includes
the 2 months in phase 9. This will require an
amendment of the Rules of Procedure of the APB.
12
Signature of the contract by the
Secretary-General, Deputy SecretaryGeneral or Chief of Personnel
Department
1 to 2 days
No change
13
Recruitment
medical examination
verification of references
verification of educational
certificates
Up to 4 weeks
Use of electronic facilities for verifying references,
or by telephone. The verification of references
could also be made during phase 9
14
Entry into service
A few weeks (G)
to 3 months (for P
posts, according
to how much
notice the new
incumbent has to
give to previous
employer)
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Annex 2
STAFF REGULATIONS AND STAFF RULES
APPLICABLE TO APPOINTED STAFF
Pursuant to the decision taken by the Council, Staff Regulations have been studied with the view to simplify
the existing texts, by transferring parts of the Staff Regulations into Staff Rules where these texts are of an
operational nature. As far as possible, only general, and fundamental principles were kept in the Staff
Regulations. Proposals are also submitted in order to clarify or modernize the existing texts.
The proposed amendments to the Staff Regulations are presented in the attached table with revision marks.
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STAFF REGULATIONS
STAFF RULES
OBSERVATIONS AND COMMENTS
PREAMBLE
NOC
Scope and purpose
NOC
CHAPTER I
Regulation 1.1
Status of staff members
Regulation 1.2
Assignment of staff members
DUTIES, OBLIGATIONS AND PRIVILEGES
NOC
Staff members shall be assigned to their posts at the
Headquarters and in the offices away from the Headquarters
according to the needs of the Union and, as far as possible, in
accordance with their qualifications; where transfers of staff
between the General Secretariat and the Bureaux or between
Bureaux are involved, the elected officials concerned shall be
consulted in accordance with Regulation 4.8.b).
Regulation 1.3
Hours of work
Regulation 1.4
Conduct
Regulation 1.5
Conduct
Regulation 1.6
Outside activities and interests
The consultation of the Coordination
Committee is not necessary if the SecretaryGeneral and the Director of the Bureau
concerned, or the Secretary-General and the
two Directors concerned, agree on the transfer.
NOC
NOC
NOC
a)
NOC
Active association in the management of a
financial interest in any profit -making
enterprise, if staff members benefit from such
association by reason of their position in the
organization, may be viewed as a conflict of
interest.
b)
Apart from their work in the service of the Union, staff
members shall not participate in any manner nor have financial or
commercial interest whatsoever in any enterprise concerned with
telecommunications or having commercial relations with the Union.
They may not accept any gratuities or favours from firms or private
individuals concerned with telecommunications or having
commercial relations with the Union.
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STAFF REGULATIONS
STAFF RULES
c)
A staff member who has occasion to deal in his official
capacity with any matter involving a business concern in which he
holds a financial or commercial interest shall disclose the measure
of that interest to the Secretary-General.
d)
Regulation 1.7
Communication of information.
Regulation 1.8
Honours and gifts
Regulation 1.9
Political activities
Regulation 1.10
Privileges and immunities
Regulation 1.11
OBSERVATIONS AND COMMENTS
Same reason as for para. b) above.
NOC
NOC
NOC
NOC
NOC
Oath or declaration
NOC
Para a) to b)
To be deleted: oath or declaration are now
made in writing and not before the SecretaryGeneral or his representatives
CHAPTER II
Regulation 2.1
CLASSIFICATION OF POSTS
NOC
Classification of posts
CHAPTER III
Regulation 3.1
Regulation 3.2
Regulation 3.3
Salaries
Salaries.
Initial salary
Regulation 3.4
Advancement within a grade
SALARIES AND ALLOWANCES
NOC
NOC
NOC
a)
Salary increments within the levels set forth in the scales
shown in Annexes 3 and 4 to these Regulations shall be awarded
annually to staff members on the basis of satisfactory service,
except that the period of satisfactory service required for increments
to step 12 in level P.2, steps 14 and 15 in level P.3, steps 13 to 15 in
level P.4, steps 11 to 13 in level P.5, steps 5 to 9 in level D.1 and
steps 2 to 6 in level D.2, shall be two years.
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The possibility of withholding steps already
exists.
The members representing the
Personnel Department believe that the
possibility of delaying steps could be studied
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STAFF REGULATIONS
STAFF RULES
OBSERVATIONS AND COMMENTS
b)
NOC
c)
A staff member in the General Service category who has
completed more than twenty years of entirely satisfactory service
within the Union and international organizations of the United
Nations common system, and has been at the top of the grade for
five years, may be granted one additional pensionable step for long
service.
Period of service with other organizations of
the common system should be taken into
account for that purpose.
Regulation 3.5
Post adjustment
NOC
a)
NOC
b)
Rule 3.5.1
Post adjustment
a)
While the salary of a staff member is normally subject to the
post adjustment of his duty station during assignments for one year
or more, alternative arrangements may be made by the SecretaryGeneral under the following circumstances:
i)
A staff member who is assigned to a duty station
classified lower in the schedule of post adjustments
than the duty station in which he has been serving may
continue to receive, for up to six months, the post
adjustment applicable to the former duty station while
the members of his immediate family (spouse and
children) remain at that duty station;
ii) When a staff member is assigned to a duty station for
less than one year, the Secretary-General shall decide
at that time whether to apply the post adjustment
applicable to the duty station and, if appropriate, to pay
an assignment grant under Rule 7.1.18 and the hardship
and non-removal elements of the mobility and hardship
allowance under Rule 3.18.1 or, in lieu of the above, to
authorize payment of appropriate subsistence
allowances.
b)
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Para c) to d) of Staff Regulation 3.5 to be
changed verbatim into a Staff Rule
At duty stations where the average rental cost used in
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STAFF REGULATIONS
STAFF RULES
OBSERVATIONS AND COMMENTS
calculating the post adjustment index is based on the cost of
housing provided by the United Nations, by the Government or by a
related institution, staff members who have to rent housing
accommodation at substantially higher commercial rates shall be
paid a supplement to the post adjustment in the form of a rental
subsidy under conditions established by the Secretary-General. If
staff members are provided with housing free of charge, or at rents
lower than the average rental cost used in calculating the post
adjustment index for the duty station, a deduction shall be made
from their monthly salaries under conditions established by the
Secretary-General.
Regulation 3.6
Regulation 3.7
Regulation 3.8
Non-resident allowance
Language Allowance
Special Post Allowance
Regulation 3.9
Overtime
NOC
NOC
NOC
NOC
1.
Staff members in the General Service category who are
required to work in excess of any normal working week shall be
given compensatory time off, or may receive additional payment,
under the conditions stipulatedin Rule 3.9.1.
Rule 3.9.1 Compensation of overtime
To be changed verbatim into a Staff Rule
1.
Should the exigencies of the service permit, and subject to
the prior approval of the Secretary-General or the Director of the
Bureau concerned, as appropriate, occasional compensatory time
off may be granted to staff members in the Professional category,
who have been required to work substantial or recurrent periods of
overtime.
2.
Overtime shall be compensated only when it is worked on
the instructions of the responsible chief immediate supervisor. Save
where unusual exigencies of the service otherwise require, a staff
member will not be asked to work more than 40 hours of overtime
during one month nor more than 121) hours in any 24-hour period.
_______________
1) Twelve hours' work, including overtime.
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STAFF REGULATIONS
STAFF RULES
OBSERVATIONS AND COMMENTS
For General Service category staff serving at the
Headquarters compensatory time off or additional payment shall be
given in accordance with the following provisions:
a) i)
"ordinary overtime" is incurred when a staff
member is required to work in excess of the hours
prescribed for the normal working day. "Special
overtime" is incurred when a staff member is
required to work in excess of three hours of
ordinary overtime or after 12.30 p.m. on
Saturdays or at any time on Sundays or on official
holidays provided that the terms and provisions of
subparagraph c) below are not applicable;
ii) in either case, overtime means time worked over
and above the full- time normal working week. In
computing overtime for any day, periods of less
than a quarter of an hour shall be disregarded. The
total amount of overtime worked in excess of the
working week shall be computed in hours and half
hours, any fraction of a half hour shall be
disregarded. Official holidays or any other
authorized absence from duty during the course of
the week shall be counted as time worked towards
the regularly scheduled tour of duty.
b) i)
Staff members in the General Service category
who are required to work overtime shall, as far as
possible, be compensated by time off. Such
compensation shall be made as soon as the
exigencies of the service permit, and in no case
later than eight weeks after the overtime was
worked, on the basis of one and a half time for
"ordinary overtime" and double time for "special
overtime". If a staff member's responsible chief
certifies that owing to exceptional circumstances
the necessities of the service do not permit the
grant of compensatory time off within eight weeks
after the overtime was worked, the overtime shall
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STAFF REGULATIONS
STAFF RULES
be compensated in cash at the rates shown in
Annex 10 to Staff Regulations.
ii) Notwithstanding the above provisions, up to 12
hours of compensation for overtime worked in
any period of four weeks shall, at the request of
the staff members, be granted in cash. The
maximum amount of overtime paid per calendar
year to a staff member shall under no
circumstances exceed one month of net
remuneration of the staff member concerned. In
exceptional circumstances when the overtime is
strictly related to servicing official conferences
and meetings and when the ceiling is reached, the
maximum amount may be increased to two
months of net remuneration upon certification by
the responsible chief.
No special compensation (other than night differential
where applicable) shall be allowed for work done
during the week outside regular working hours where
the modification of the normal time-table is due to the
adoption of a shift or roster system, except where the
total time worked exceeds the full normal working
week.
c)
2.
For General Service category staff serving in offices away
from the Headquarters, overtime provisions shall be determined on
the basis of local conditions and practices of local organizations of
the United Nations common system.
Regulation 3.10
OBSERVATIONS AND COMMENTS
NOC
NOC
Night differential
1.
Staff members in the General Service category serving at the
Headquarters who are assigned to night-time tours of duty shall
receive a night differential under the conditions stipulated in Rule
3.10.1.
Rule 3.10.1
a)
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Calculation of night differential
A regular full-time staff member working a normal tour of
30.05.16
Para a) to e) to be changed verbatim into a
Staff Rule
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STAFF REGULATIONS
STAFF RULES
OBSERVATIONS AND COMMENTS
duty shall, if assigned to a tour of duty, any part of which falls
between 8 p.m. and 8 a.m., be paid for work between such hours a
night differential of 25% of base salary, provided four hours of
night work have been accomplished in a calendar week. Any hours
when the staff member is on leave or in a travel status shall be
excluded in the computation of the night differential;
b)
Night differential shall not be paid for the same work for
which overtime payment or compensatory time off is allowed;
c)
In computing night differential pay, the rate shall be
reckoned to the nearest hour and work periods of less than one half
hour shall not be considered;
d)
In Geneva, staff members of the General Service category
who are required to work beyond 8 p.m. without a break for an
evening meal, or who are required to work overtime after 11 p.m.,
or who are required to work at least two hours' overtime after a tour
of duty ending later than 8 p.m., shall be paid an additional sum of
4.50 Swiss francs to compensate for night refreshments;
e)
The provisions of this Rule do not apply to staff members
who are specifically engaged for night work.
2.
NOC
Regulation 3.11
Education grant
Definitions
1.
For the purposes ofEducation grant entitlements:
a) "Child" shall be a child for whom the staff member has
the responsibility in accordance with Regulation 3.12.
"Disabled child" shall be a child who is unable, by
reasons of physical or mental disability, to attend a
normal educational institution and therefore requires
special teaching or training to prepare him for full
integration into society or, while attending a normal
educational institution, requires special teaching or
training to assist him in overcoming the disability.
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STAFF REGULATIONS
b)
c)
d)
2.
STAFF RULES
OBSERVATIONS AND COMMENTS
"Home country" shall be the country of home leave of
the staff member. If both parents are eligible staff
members, "home country" shall be the country of home
leave of either parent.
"Duty station" shall be the town where the staff
member is serving and the area within a radius of 25
km, including any area situated beyond the frontier of
the duty station country.
"Cost of attendance" shall include the cost of
enrolment, prescribed textbooks, courses, examinations
and diplomas, and boarding fees, when applicable, but
not school uniforms or optional charges. Where local
conditions justify such provision, the cost of attendance
may include the cost of midday meals, if these are
provided by the school, and the cost of daily group
transportation.
Local transport costs for disabled children may be
refunded up to double the cost of normal daily group
transportation.
The Secretary-General shall establish terms and conditions
under which:
a)
an education grant shall be available to an
internationally recruited staff member who is serving
outside the country of which he is a national according
to Regulation 4.6 and whose child is in full-time
attendance at a school, university, or similar
educational institution of a type which will, in the
opinion of the Secretary-General, facilitate the child's
resettlement in the staff member's recognized home
country. Eligible officials who, after service at a duty
station outside their home country, are assigned to a
duty-station within that country, may receive the grant
for the balance of a school year, not exceeding one full
school year, after their return from expatriate service.
Travel costs of the child may also be paid for an
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STAFF REGULATIONS
b)
c)
d)
e)
STAFF RULES
outward and return journey once in each scholastic
year between the educational institution and the duty
station, except that in the case of staff members serving
in duty stations designated by the ICSC where there are
no schools which provide schooling in the language or
cultural tradition desired by the staff member for their
children, such travel costs may be paid twice in the
year in which the staff member is not entitled to home
leave. Such travel shall be by a route approved by the
Secretary-General, but not in an amount exceeding the
cost of such a journey between the home country and
the duty station;
an education grant shall also be available to a staff
member serving in a country whose language is
different from his own and who is obliged to pay
tuition for the teaching of the mother tongue to a
dependent child attending a local school, in which the
instruction is given in a language other than his own;
at duty stations designated by the ICSC, an additional
amount of 100 per cent of boarding cost up to the
maximum fixed for a school year by the ICSC may be
reimbursed in respect of children in attendance at the
primary and secondary levels;
an education grant shall be made available to a staff
member, whether expatriate or not, provided he has an
appointment for one year or longer or has completed
one year of continuous service, for a disabled child;.
the Secretary-General may also authorize payment of
the education grant, during mission service, to a staff
member regarded under Regulation 4.4 as locally
recruited at his normal official duty station.
No amount should be mentioned in the text
Rule 3.11.1
1.
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OBSERVATIONS AND COMMENTS
Eligibility
The education grant shall not be payable in respect of:
a) attendance at a kindergarten or nursery school at the
30.05.16
Section B to be changed verbatim into a Staff
Rule
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STAFF REGULATIONS
STAFF RULES
OBSERVATIONS AND COMMENTS
pre-primary level;
attendance at a free school or one charging only
nominal fees at the duty station;
correspondence courses, except those which in the
opinion of the Secretary-General are the best available
substitute for full-time attendance at a school of a type
not available at the duty station;
private tuition, except tuition in a language of the home
country at duty stations where satisfactory school
facilities for learning that language are not available;
vocational training or apprenticeships which either do
not involve full-time schooling or in which the child
receives payment for services rendered.
b)
c)
d)
e)
2.
The grant shall be payable up to the end of the school year in
which the child completes four years of post-secondary studies or is
awarded the first recognized degree, whichever is the earlier. The
grant shall not normally be paid beyond the scholastic year in which
the child reaches the age of 25. If the child's education is interrupted
for at least one school year by national service, illness or other
compelling reasons, the period of eligibility shall be extended by
the period of interruption. National service shall not include periods
for which a child enlists voluntarily or periods spent in fulfilling the
obligation of military service.
Rule 3.11.2
Amount of the grant
1.
In the case of attendance at an educational institution outside
the duty station, the amount of the grant shall be:
a) where the institution provides board for the child,
75 per cent of the allowable costs of attendance and the
cost of board up to a maximum annual grant as
provided in Annex 6 to Staff Regulations;
b) where the institution does not provide board, a flat rate
for boarding as provided in Annex 6 to these
Regulations plus 75 per cent of the allowable costs of
attendance, up to a maximum annual grant as provided
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Section C to be changed verbatim into a Staff
Rule
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STAFF REGULATIONS
STAFF RULES
OBSERVATIONS AND COMMENTS
in Annex 6 to Staff Regulations.
However, in the case of staff members serving at duty
stations designated by the ICSC, 100 per cent of boarding costs up
to $3,000 a year may be reimbursed in respect of attendance at the
primary or secondary levels, as an amount additional to the
maximum annual grant provided in Annex 6 to Staff Regulations.
2.
In the case of attendance at an educational institution in the
area of the duty station:
a) the amount of the grant shall be equal to 75 per cent of
the authorized cost of attendance, up to a maximum
annual grant as provided in Annex 6 to Staff
Regulations.
b) Where such an educational institution is located
beyond commuting distance from the duty station
where the staff member is serving and, in the opinion
of the Secretary-General, no school in the area would
be suitable for the child, the amount of the grant shall
be calculated at the same rates as specified in
paragraph 1 above.
3.
Where attendance is for less than two-thirds of the scholastic
year, the amount of the grant shall be that proportion of the annual
grant which the period of attendance bears to the full scholastic
year.
4.
Where the period of service of the staff member does not
cover the full scholastic year, the amount of the grant shall normally
be that proportion of the annual grant which the period of service
bears to the full scholastic year.
Rule 3.11.3
Travel
A staff member, to whom an education grant is payable
under Rule 3.11.2.1 a) or b) or 3.12.1.2 b) above in respect of his
child's attendance at an education institution shall be entitled to
travel expenses for the child of one return journey each scholastic
year between the educational institution and the duty station, subject
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Section D to be changed verbatim into a Staff
Rule
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STAFF REGULATIONS
STAFF RULES
OBSERVATIONS AND COMMENTS
to the following conditions:
a) such travel expenses shall not be paid if the requested
journey is unreasonable, either because of its timing in
relation to other authorized travel of the staff member
or his dependants, or because of the brevity of the visit
in relation to the expense involved;
b) travel expenses shall not be paid if either the period of
the child's attendance at the educational institution or
the staff member's period of service accomplished with
the organization is less than two-thirds of the scholastic
year;
c) transportation expenses shall not exceed the cost of a
journey between the staff member's home country and
the duty station;
d) when a disabled child attends an educational institution
outside the area of the staff member's duty station,
travel expenses shall be refunded for up to two
journeys per year between the educational institution
and the duty station, provided that the SecretaryGeneral is satisfied that the needs of the disabled child
require attendance at that educational institution; in
extreme cases to be decided by the Secretary-General,
travel costs may also be refunded for an accompanying
person.
Rule.3.11.4
Tuition of the mother tongue
The Secretary-General shall decide in each case whether the
education grant shall be paid for tuition of the mother tongue under
Staff Regulation 3.11.2.b).
Rule 3.11.5
Claims
Claims for education grant shall be submitted in writing and
supported by evidence satisfactory to the Secretary-General.
Rule 3.11.6
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30.05.16
Establishment of the grant in local
currency
Section E to be changed verbatim into a Staff
Rule
Section F to be changed verbatim into a Staff
Rule
Section G to be changed verbatim into a Staff
Rule
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STAFF REGULATIONS
STAFF RULES
OBSERVATIONS AND COMMENTS
When the educational expenses are incurred in certain
countries specially designated by the ICSC, the amounts set out in
section C above shall be established in local currency (see Annex 6
to Staff Regulations).
Rule 3.12.7
Special education grant for disabled
children
Section H to be changed verbatim into a Staff
Rule
1.
A special education grant for disabled children shall be
available to staff members of all categories, regardless of whether
or not they are serving in their home country.
2.
The amount of the grant shall be 100 per cent of the
educational expenses actually incurred up to a maximum special
education grant provided in Annex 6 to Staff Regulations. If the
disabled child is eligible for the regular education grant, the total
amount payable under the two types of grant shall not exceed the
maximum special education grant provided in Annex 6 to Staff
Regulations. "Educational expenses" reimbursable under the special
education grant shall comprise the expenses incurred to provide an
educational programme designed to meet the needs of the disabled
child in order that he may attain the highest possible level of
functional ability.
3.
The grant shall be computed on the basis of the calendar
year, if the child is unable to attend a normal educational institution,
or on the basis of the school year, if the child is in full-time
attendance at a normal educational institution while receiving
special teaching or training. The grant shall be payable in respect of
any disabled child from the date on which the special teaching or
training is required up to the end of the school year or the calendar
year, as appropriate, in which the child reaches the age of 25 years.
In exceptional cases, the age limit may be extended up to the end of
the school year or the calendar year, as appropriate, in which the
child reaches the age of 28 years.
4.
In addition to the grant payable in accordance with the Rule,
expenditure for the acquisition of special equipment required for the
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STAFF REGULATIONS
STAFF RULES
OBSERVATIONS AND COMMENTS
integration of a disabled child, where not covered by the health
insurance scheme, may be refunded up to an annual limit of $1,000
upon presentation of a claim supported by evidence.
5.
Where the period of service does not cover the full school
year or calendar year, the amount of the grant shall normally be that
proportion of the annual grant which the period of service bears to
the full school or calendar year.
6.
Claims for the grant shall be submitted annually in writing
and supported by medical evidence satisfactory to the SecretaryGeneral regarding the child's disability. The staff member shall also
be required to provide evidence that he has exhausted all other
sources of benefits that may be available for the education and
training of the child. The amount of educational expenses used as
the basis for the calculation of the special education grant shall be
reduced by the amount of any benefits so received or receivable by
the staff member.
7.
The provision in Rule 3.11.6 above shall also apply to the
computation and payment of special education grant for disabled
children.
Regulation 3.12
Dependency allowances
Definition of dependency
NOC
Rule 3.12.1
Amount of the dependency allowance
a)
Subject to the conditions set out in Regulation 3.12,
dependency allowances shall be paid to eligible staff members as
indicated under A and B below. If both husband and wife are staff
members of the Union, the United Nations or a specialized agency,
the one with the higher grade may claim, for all dependent children,
under subparagraphs a) and/or b) of part A or B below; the other
may claim only under A.c) or B.c) below, if otherwise entitled.
To be changed verbatim into a staff Rule. The
French terminology “Allocations familiales”
should be changed into “indemnité pour
personne à charge”. It is to be noted that that
terminology is the one used by the ICSC in its
Annual Report to the UNGA.
b)
The full amount of the dependency allowance provided
under this Regulation in respect of a dependent child shall be
payable, except where the staff member or his spouse receives a
governmental grant in respect of the same child. Where such a
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governmental grant is made, the dependency allowance payable
under this Regulation shall be approximately the difference between
the amount of the governmental grant and that of the dependency
allowance set out in this Regulation. In no case shall the sum of the
two payments be less than the amount set out in this Regulation.
A.
Staff members in the Professional
category and above
A staff member in the Professional category and above shall
be entitled to receive annual non-pensionable dependency
allowances of:
a)
$1,400 per year for each dependent child, or the amount
established in local currency as provided in Annex 7 to Staff
Regulations. The allowance shall not be paid, however, in respect of
the first dependent child if the staff member has no dependent
spouse, in which case the staff member shall be entitled to the
dependency rate of staff assessment under Part A of Annex 5 to
these Regulations;
b)
$2,800 for each disabled child or twice the amount
established in local currency as provided in Annex 7 to Staff
Regulations. However, if the staff member has no dependent spouse
and is entitled to the dependency rate of staff assessment under Part
A of Annex 5 to Staff Regulations in respect of a disabled child, the
allowance shall be reduced to $1,270 for that child, or the amount
established in local currency as provided in Annex 7 to Staff
Regulations;
c)
$500 a year as a single allowance for a person who is not
directly dependent where there is no dependent spouse.
B.
Staff members in the General Service
category
a)
A staff member in the General Service category at Geneva
shall be entitled to receive an annual non-pensionable allowance of:
i)
3,883 Swiss francs in respect of each dependent child;
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ii)
OBSERVATIONS AND COMMENTS
7,766 Swiss francs for each disabled child.
b)
A staff member in the General Service category at Geneva
shall, subject to the conditions stipulated in Regulation 3.12.1.a), be
paid not more than one of the following annual non-pensionable
allowances:
i)
6,406 Swiss francs in respect of a dependent spouse in
the case of staff members in service who were
receiving this allowance before 1 October 1995, and
5,686 Swiss francs in the case of staff members who
entered into service on or after 1 October 1995 or
whose entitlement to the allowance arose on or after
that date;
9,205 Swiss francs in respect of the first dependent
child for whom an allowance is payable under
paragraph a) above, provided that the staff member is
single, widowed, divorced or legally separated and not
in receipt of a spouse allowance.
ii)
c)
A staff member in the General Service category at Geneva
who is not in receipt of a spouse allowance shall be entitled to an
annual non-pensionable allowance in respect of a person who is not
directly dependent, of 1,452 Swiss francs in the case of staff
members in service who were receiving this allowance before 1
October 1995, and of 1,308 Swiss francs in the case of staff
members who entered into service on or after 1 October 1995 or
whose entitlement to the allowance arose on or after that date.
Rule 3.12.2
Submission of claims
Claims for dependency allowances shall be submitted in
writing and supported by evidence satisfactory to the SecretaryGeneral. A separate claim shall be made each year and the staff
member shall notify immediately to the Secretary-General any
change in the status of a dependant affecting the payment of this
allowance.
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Regulation 3.13
Salary Advances
Salary advances may be made under the circumstances and
conditions stipulated in Staff Rule 3.13.1
STAFF RULES
Rule 3.13.1
Salary Advances
OBSERVATIONS AND COMMENTS
To be changed verbatim into a staff Rule
a)
Salary advances may be made under the following
circumstances and conditions:
1) in cases where new staff members take up their duties
without sufficient funds, in such amount as the
Secretary-General may deem appropriate;
2) in cases where staff members do not receive their
regular monthly payment through no fault of their own,
in the amount due;
3) upon departure for extended official travel or approved
leave, up to the amount that would fall due for payment
during the anticipated period of absence;
4) upon separation from service, where final settlement of
pay accounts cannot be made at the time of departure,
subject to the advance not exceeding 80 per cent of the
estimated final net payment due;
5) upon change of official duty station, in such amount as
the Secretary-General may deem appropriate;
6) the Secretary-General may, in exceptional and
compelling circumstances, and if the request of the
staff member is supported by a detailed justification in
writing, authorize an advance for any reason other than
those enumerated above.
b)
Advances granted under paragraph a) 1) and a) 6) above may
not be greater than the amount of two months salary.
c)
Advances must be repaid by instalments as determined at the
time the advance is authorized and within a period which must not
normally exceed six months. A new advance may not be granted
until the previous loan has been fully repaid.
Regulation 3.14
Regulation 3.15
Regulation 3.16
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NOC
NOC
NOC
Pensionable remuneration
Pensionable remuneration
Deductions from salary
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Regulation 3.17
STAFF RULES
NOC
Mobility and hardship allowance
CHAPTER IV
OBSERVATIONS AND COMMENTS
RECRUITMENT, APPOINTMENT, TRANSFER AND PROMOTION PRINCIPLES
Regulation 4.1
Appointment,
transfer
promotion principles
and
Regulation 4.2
Geographical
distribution
gender distribution
and
NOC for the English text. The French text
should be revised. The English text always
uses the term “transfer”, where the French text
uses either “mutation” or “transfert”
a)
Due regard shall be paid to the importance of recruiting staff
on as wide a geographical basis as possible and preference shall be
given, other qualifications being equal, to candidates from regions
of the world which are not represented or are insufficiently
represented, taking into account the desirable balance between
female and male staff.
Introduction of gender perspective in Staff
Regulations, pursuant to Council Resolution
1187 “Gender Perspective in ITU Human
Resource Management, Policy and Practice”.
The added text comes from Resolution 48
(Rev. Minneapolis, 1998) “Human Resources
Management”.
b)
Geographical distribution shall not apply to posts in the
General Service category. Qualifications being equivalent, the
desirable balance between male and female staff will be taken into
account when selecting candidates.
To be deleted
(See Annex 1)
Regulation 4.3
Regulation 4.4
Regulation 4.5
Regulation 4.6
Promotions and transfers
Local recruitment
International recruitment
Nationality
Regulation 4.7
Selection
Regulation 4.8
Appointment of staff members
NOC
NOC
NOC
NOC
NOC
a)
a) and b) NOC
b)
c)
Selection for posts in grades P.1 and above shall be made on
a competitive basis; vacancies shall be advertised to the
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Administrations of all the Members States of the Union, to the
United Nations and other specialized agencies and to the staff of the
Union, indicating in detail the nature of the post to be filled, the
qualifications required and the terms of appointment.
OBSERVATIONS AND COMMENTS
To be deleted. Is no longer relevant because of
local recruitment in these grades
d)
For vacancies at the Headquarters in grades G.1 to G.7,
recruitment shall be on a competitive basis, from as near a place to
Geneva as possible; where this is not possible, vacancies shall be
advertised as in paragraph c) above, but recruitment shall be made
having regard to its financial implications.
Editorial modification resulting from
amendment proposed to para. c) above
e)
NOC
f)
When vacancies are advertised, in accordance with the
provisions of paragraph c) above, applications from outside may be
submitted through an Administration, in principle within a minimum
period of one month; or directly to the Union on the understanding
that the Secretary-General would in such cases normally consult
with the Administrations of the nationals involved before making a
final selection.
to be consistent with the proposal made for
the recruitment procedures
Rule 4.8.1
Promotion of staff members
Unless experience or qualifications (demonstrated in another
field than the one in which he staff members assumed his their
duties until then or proven by passing an appropriate examination)
justify an exception, the following periods of service in a grade
shall be required before promotion to the next higher grade is
considered:
1) at least one year, for staff members in the Professional
category;
2) at least six months for staff members in the General
Service category.
Regulation 4.9
To be changed verbatim into a Staff Rule, with
an editorial amendment in order to use gender
neutral language
Appointment and Promotion Board
a)
The Secretary-General shall establish an Appointment and
Promotion Board to advise him/her (and, if appropriate, the
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Director of the Bureau concerned) in all cases where a vacancy is
advertised.
b)
The Appointment and Promotion Board shall comprise a
representative of the General Secretariat and of each Bureau of the
Union and, for posts in the General Service (G.1 to G.7) and
Professional (P.1 to P.5) categories, two staff representatives or
their alternates designated by the Secretary-General from a list of
names submitted by the Staff Council. When designating members
and alternates, the Secretary-General shall endeavour to ensure that
both women and men are represented in the composition of the
Board for each category of posts. The Chief of the Personnel
Department or his/her designated representative shall also
participate ex officio in all Board meetings in an advisory capacity
and shall serve as its Secretary. The General Secretariat and each
Bureau of the Union shall be represented:
i)
by the the Secretary-General and the Directors*) or
their designated representatives of gra de D.1 or higher
level, for posts of grade P.5 and above;
ii) by an official of grade D.1 or higher level, designated
by the Secretary-General and the Director concerned
respectively , for posts of grades P.1 to P.4;
iii) by an official of grade P.5 or above, designated by the
Secretary-General
and
the
Director
concernedrespectively , for posts of grades G.1 to G.7.
Introduction of a the gender perspective within
Staff Regulations and Staff Rules pursuant to
Council Resolution 1187 “Gender Perspective
in ITU Human Resource Management, Policy
and Practice”.
To ensure more flexibility in convening of
APB meetings for posts at these levels
These two provisions are no longer necessary
because of the amendment proposed for
para. b) above.
c)
All participants [representing the General Secretariat and
each Bureau of the Union] in a meeting of the Appointment and
Promotion Board shall hold a grade at least equal to that of the post
under consideration.
d)
Meetings of the Board shall be chaired by the regular
representative with the highest grade or, in the event of equal
grades, with the highest seniority.
_______________
*
The Deputy Secretary-General shall attend as an observer.
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e)
The Appointment and Promotion Board shall establish its
own Rules of Procedure. Its proceedings shall, in principle, be
secret. Its Rules of Procedure may, however, authorize the
transmission of certain information to candidates.
OBSERVATIONS AND COMMENTS
Proposal in square brackets made by the staff
representatives. The limitation in grade would
no longer be applicable to staff representatives
in the APB.
f)
The Secretary-General shall report to the next regular
session of the Council whenever he proposes to take an appointment
or promotion decision which is contrary to the advice of the
Appointment and Promotion Board. The final decision shall be
taken subject to the Council's agreement. The effect of that decision
shall be retroactive in the case of promotions.
Regulation 4.10
Medical examination
Regulation 4.11
Notification by staff members and
obligation to supply information
Regulation 4.12
Letter of appointment
The Secretary-General does not support this
proposal.
NOC
NOC
a)
Upon appointment, each staff member shall receive a letter
of appointment signed by the Secretary-General or by a
representative of the Secretary-General authorized for this purpose.
To changed verbatim into a Staff Rule
Rule 4.12.1
Letter of Appointment
The letter of appointment shall state:
1) that the appointment is subject to the provisions of the
Staff Regulations and Staff Rules applicable to the
category of appointment in question, and to any
changes duly introduced in such Regulations and Rules
from time to time;
2) the nature of the appointment;
3) the date at which the staff member is required to take
up his duties;
4) the period of appointment, the notice required to
terminate it and period of probation, if any;
5) the category, grade, commencing rate of salary;
6) any special conditions which may be applicable.
b)
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NOC
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Regulation 4.13
Regulation 4.14
STAFF RULES
NOC
NOC
Reemployment
Types of appointment
CHAPTER V
Regulation 5.1
Regulation 5.2
Regulation 5.3
ANNUAL, SPECIAL AND HOME LEAVE
NOC
NOC
NOC
Annual leave
Special leave
Home leave.
CHAPTER VI
Regulation 6.1
Regulation 6.2
Regulation 7.3
Regulation 7.4
Regulation 7.5
NOC
NOC
TRAVEL AND REMOVAL EXPENSES
NOC
NOC
Travel expenses
Illness or accident during travel on
official business
Reimbursement of travel expenses
Transportation of the remains of
deceased staff or of their eligible
dependants
Removal expenses
NOC
NOC
NOC
CHAPTER VIII
Regulation 8.1
SOCIAL SECURITY
Social security
Social security
CHAPTER VII
Regulation 7.1
Regulation 7.2
STAFF RELATIONS
Staff representation
The staff’s right of association shall be recognized. [The
staff’s right to negotiate terms and conditions of employment
through their staff representatives is also recognized.] The interests
of the staff shall be represented before the Secretary-General and
his representatives by a Staff Council elected by staff members.
Regulation 8.2
Proposal in square brackets submitted by Staff
Representatives in accordance with ILO
Conventions 98 and 151 (See Annex 3).
The Secretary-general does not support this
proposal
NOC
Joint Advisory Committee
CHAPTER IX
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OBSERVATIONS AND COMMENTS
SEPARATION FROM SERVICE
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NOC
Regulation 9.1
Termination
Regulation 9.2
Termination for reasons of health
The services of a staff member may be terminated when
he/she is unable to perform his/her duties, or any other duties which
might reasonably be assigned to the staff member, as a result of
infirmity, illness or the weakening of physical or mental faculties.
The decision as to the possibility of transferring the official to other
functions shall be taken in agreement with the Director of the
Bureau called upon to make use of the staff member’s services.
Medical certificates shall be furnished under the conditions laid
down in the Regulations and Rules of the United Nations Joint Staff
Pension Fund.
Regulation 9.3
Regulation 9.4
Regulation 9.5
Regulation 9.6
Resignation
Notice of resignation
Notice of termination
Termination
or,
appointments,
indemnity
Redrafted in gender neutral language
This part of the text is obsolete and should be
deleted
NOC
NOC
NOC
for
MRT
non-renewal
a) to f)
NOC
This provision is obsolete and should be
deleted
NOC
h)
Regulation 9.7
1.
Repatriation grant
NOC
Rule 9.7.1
Payment of repatriation grant
Payment of repatriation grants shall be subject to the following
conditions and definitions:
a)
"obligation to repatriate" as used in the present Regulation
shall mean obligation to ensure the return of a staff member
and his eligible dependants, upon separation, at the expense
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30.05.16
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staff Rule, with an amendment to para. c)
below
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b)
c)
d)
e)
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of the Union, to a place outside the country of his official
duty station;
"home country" as used in the present Regulation shall mean
the country of home leave entitlement under Rule 5.3.1, or
such other country as the Secretary-General may determine
at the request of the staff member;
continuous service away from the staff member's home
country shall, for the purposes of this Regulation, exclude
service before 1 January 1960 during which the staff
member received an expatriation grant, as well as periods
spent on short-term appointment status. If at any time the
staff member was considered to have acquired permanent
residence in the country of his duty station and subsequently
changed from such status, his continuous service shall be
deemed to have commenced at the time the change was
made. Continuity of such service shall not be considered as
broken by periods of special leave without pay or on partial
pay, but full months of any such periods shall not be credited
as service for the purpose of calculating the amount of the
grant payable; periods of less than one calendar month shall
not affect the ordinary rates of accrual;
no payment of repatriation grants shall be made to locally
recruited staff, to a staff member who abandons his post, to a
staff member who has been dismissed or to any staff member
who is residing at the time of separation in his home country
while performing his official duties. A staff member who,
after service at a duty station outside his home country, has
served at a duty station within that country may be paid on
separation, subject to such paragraph i) below, a full or
partial repatriation grant at the Secretary-General's
discretion;
"eligible dependants", within the meaning of this Regulation,
shall consist of a spouse or children in respect of whom a
staff member, at the time of separation, is receiving
dependency allowances. The repatriation grant shall be paid
at the dependency rate to staff members with eligible
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OBSERVATIONS AND COMMENTS
The text is obsolete and should be deleted
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f)
g)
h)
i)
j)
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OBSERVATIONS AND COMMENTS
dependants regardless of the place of residence of those
dependants;
where both husband and wife spouses are staff members of
the Union, the United Nations or a specialized agency and
each is entitled, on separation, to payment of a repatriation
grant, and taking into account Rule 4.7.1 c), payment shall
be made to each, at the rate authorized for staff members
withont eligible dependants, according to their respective
entitlements. Where dependent children are recognized,
however, the first parent to be separated may claim payment
at the dependency rate. In this event, the second parent, on
separation, may claim payment either at the rate authorized
for staff members without eligible dependants for the period
of qualifying service subsequent thereto or, if eligible, at the
eligible dependency rate for the whole period of his
qualifying service, from which shall normally be deducted
the amount of the repatriation grant paid to the first parent;
loss of entitlement to payment of return travel expenses
under Rule 7.1.4 shall not affect a staff member's eligibility
for payment of the repatriation grant;
with effect from 1 July 1979, payment of the repatriation
grant shall be subject to the provision by the former staff
member of evidence of relocation away from the country of
the last duty station;
evidence of relocation shall be constituted by documentary
evidence that the former staff member has established
residence in a country other than that of the last duty station,
such as a declaration by the immigration, police, tax or other
authorities of the country, by the senior United Nations
official in the country or by the former staff member's new
employer;
payment of the grant may be claimed by the former staff
member only within two years of the effective date of
separation. However, where both husband and wife spouses
are staff members of the Union, the United Nations or a
specialized agency and the spouse who separates first is
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k)
l)
OBSERVATIONS AND COMMENTS
entitled to repatriation grant, his or her entitlement to
repatriation grant shall cease if no claim for payment of the
grant has been submitted within two years after the date of
separation of the other spouse;
notwithstanding sub-paragraph h) above, staff members
already in service before 1 July 1979 shall retain the
entitlement to repatriation grant proportionate to the years
and months of service qualifying for the grant which they
already had accrued at that date without the necessity of
producing of evidence of relocation; the exercise of any
additional entitlement accrued after that date shall, however,
be subject to the conditions set out in sub-paragraphs h) to j)
above;
in the event of the death of staff member entitled to
repatriation grant, no payment shall be made unless there is a
surviving eligible spouse or one or more eligible dependent
children whom the Union is obligated to return to their home
country. If there is only one such surviving eligible
dependant, payment shall be made at the rate authorized for
staff members without eligible dependants; if there are two
or more such surviving eligible dependants, payment shall be
made at the eligible dependency rate.
Deleted.
Retirement
Not used
NOC
Regulation 9.11
Regulation 9.12
Regulation 9.13
Regulation 9.14
Retirement
Expiry of fixed-term appointments
Grant on death
Procedure of separation
This provision is obsolete and should be
deleted
NOC
NOC
NOC
NOC
Regulation 9.15
Last day for pay purposes
Regulation 9.8
Regulation 9.9
a)
When a staff member is separated from service, the date on
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which entitlement to salary, allowances and benefits shall cease for
the staff member, his beneficiaries or persons entitled shall be
determined according to the conditions stipulated in Staff Rule
9.15.1:
OBSERVATIONS AND COMMENTS
NOC
Rule 9.15.1
1)
2)
3)
4)
5)
6)
Determination of the last day for pay
purposes
In the case of resignation, the date shall be either the date of
expiry of the notice period under Regulation 9.4 or such other
date acceptable to the Secretary-General. Staff members shall
be expected to perform their duties during the period of notice
of resignation, except when the resignation takes effect upon
the completion of maternity leave or following sick or special
leave. Annual leave shall be granted during the notice of
resignation only for brief periods and for purposes not
inconsistent with the provisions of Regulation 9.16.
Upon expiry of a fixed-term appointment, the date shall be that
specified in the letter of appointment.
Upon termination, the date shall be that provided in the notice
of termination.
Upon retirement, the date shall be that approved by the
Secretary-General for retirement.
In the case of dismissal, the date shall be that of the dismissal.
In the case of death, the date shall be that of death, subject to
the relevant provisions of Regulation 9.13.
Rule 9.15.2
Last day for travel purposes
1) to 6) to be changed verbatim into a Staff
Rule
To be changed verbatim into a Staff Rule
When an internationally recruited staff member is exercising
an entitlement to return travel, the last day for pay purposes shall be
the date established under Staff Rule 9.15.1. a) 1), 2) or 3) above,
or the estimated date of arrival at the place of entitlement,
whichever is later. The estimated date of arrival shall be determined
on the basis of the time it would take to travel without interruption
by an approved route and mode of direct travel from the duty
station to the place of entitlement, the travel commencing no later
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than the day following the date established under Staff Rule
9.15.1. a) above.
Regulation 9.16
Commutation of accrued annual
leave
NOC
1)
If upon separation a staff member has accrued annual leave,
he shall be paid in lieu thereof a sum of money for the period of
such accrued leave, less staff assessment, where applicable, up to a
maximum of 60 working days. The payment shall be calculated in
accordance with Staff Rule 9.16.1.
Rule 9.16.1
Calculation of the payment of accrued
leave
i) to iii) to be changed verbatim into a Staff
rule
The payment of accrued leave shall be calculated:
i)
for staff in the Professional and higher categories, on the
basis of the staff member's last net base salary and the post
adjustment applicable to his last duty station before separation;
ii)
for staff in the General Service category serving at the
Headquarters, on the basis of the staff member's pensionable
remuneration, including language allowance, if any, and nonresident's allowance, where applicable, less staff assessment,
according to the schedule of rates set forth in Part B of Annex 5 to
these Regulations applied to the gross salary alone;
iii)
for staff in the General Service category serving in offices
away from the Headquarters, pensionable remuneration shall be the
gross salary reflected in the salary scale applicable to each duty
station.
Rule 9.16.2
Payment of accrued Leave in case of
death
In the event of the death of a staff member, a sum
proportionate to the number of days of annual leave he has
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accumulated shall be paid to the beneficiaries designated by the
staff member in accordance with Rule 12.1.3 bis.
Regulation 9.17
Regulation 9.18
NOC
NOC
Restitution of advance annual leave
Certification of service
CHAPTER X
Regulation 10.1
Disciplinary measures
a)
A staff member, who is deemed to be guilty of misconduct,
may incur sanctions.
The Secretary-General may dismiss a staff member for
serious misconduct.
b)
The Secretary-General shall establish administrative
machinery with staff participation, which may be consulted in
disciplinary cases.
DISCIPLINARY MEASURES
Rule 10.1.1
Misconduct
Failure by a staff member to comply with his or her
obligations under the Staff Regulations and Staff Rules or other
relevant administrative issuances, or to observe the standards of
conduct expected of an international civil servant, may amount to
unsatisfactory conduct within the meaning of Regulation 10.1,
leading to disciplinary proceedings and disciplinary measures for
misconduct.
Rule 10.1.2
a)
The reorganisation of the whole Chapter X has
been inspired by the text currently in force in
the UN.
Sanctions
The following sanctions are applicable to the staff:
1) verbal reprimand;
2) written censure, of which a copy must be placed in the
file of the person concerned;
3) delayed advancement to the next salary step;
4) reduction in salary step within the same grade;
5) temporary removal from duty without pay;
6) demotion to a lower grade;
7) dismissal.
b)
Reprimands shall be given by the chief of department, unit or
outside office and censures shall be given by the Secretary-General
or the Director of the Bureau concerned, where appropriate.
It is proposed to modify the order of sanctions
5 and 6, as it is considered that former
sanction 5 (now 6) has more negative effects
on the administrative situation of a staff
member, and on the entitlements and benefits
(salary, pension entitlements, etc.) than the
former sanction 6 (now 5).
c)
All other sanctions shall be applied by the Secretary-General
after referring the matter for advice to the Joint Advisory
Committee.
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STAFF REGULATIONS
STAFF RULES
OBSERVATIONS AND COMMENTS
It is proposed to change this part of the text
into Rule 10.2.2 para. b) and c) below
Rule 10.1.3
Provisional suspension from duty
a)
When a charge of serious misconduct is made against a staff
member, and if the Secretary-General or the Director of the Bureau
concerned is of the opinion that the charge is well-founded and that
the official's continuance in office pending an investigation of the
charge would be prejudicial to the service, he may be suspended
from duty by the Secretary-General, with or without pay, pending
investigation, without prejudice to his rights. Such suspension shall
not constitute a sanction in the meaning of Rule 10.1.2.
b)
A staff member suspended pursuant to paragraph a) above
shall be given a written statement of the reason for the suspension
and its probable duration. Suspension should normally not exceed
three months.
c)
Suspension shall be with pay unless, in exceptional
circumstances, the Secretary-General decides that suspension
without pay is appropriate. If a suspension pursuant to paragraph b)
above is without pay and the charge of misconduct is subsequently
not sustained, any salary withheld shall be restored.
Regulation 10.2
Right of Defence
No disciplinary action shall be taken against a staff member
until he has been given an opportunity to present his or her defence.
Rule 10.2.1
Due process
No disciplinary action shall be taken against a staff member
unless he or she has been notified in writing of the allegations
against him of her and has been given a reasonable opportunity to
respond, also in writing, to those allegations, except in case of a
verbal reprimand.
Staff Rule 10.2.2
It is proposed to change the text into a Staff
Regulation, as it contains a fundamental
principle of justice.
Joint Advisory Committee
a)
No staff member shall be subject to a sanction under Rule
10.1.2.a) 3) to 7) until the case has been referred to the Joint
Advisory Committee for advice.
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STAFF REGULATIONS
STAFF RULES
OBSERVATIONS AND COMMENTS
b)
The Joint Advisory Committee shall be composed pursuant
to Rule 8.2.1. Members of the Committee designated by the
Secretary-General shall hold a grade at least equal to that of the
staff member concerned.
c)
The Joint Advisory Committee shall consult the Director of
the Bureau concerned.
d)
In considering a case, the Joint Advisory Committee shall
normally provide its advice to the Secretary-General within four
weeks after the case has been submitted to it.
e)
The Joint Advisory Committee may adopt its own rules of
procedure, which shall be consistent with the Staff Regulations and
Staff Rules.
CHAPTER XI
Regulation 11.1
Regulation 11.2
APPEALS
NOC
NOC
Appeals
Administrative tribunals
CHAPTER XII
Regulation 12.1
General provisions
Regulation 12.1.bis
Gender
perspective
in
Regulations and Staff Rules
FINAL PROVISIONS
NOC
This rule could be change into the Staff
Regulations and completed in order to include
the gender perspective in the Staff Regulations
and Staff Rules pursuant to Council
Resolution 1187 “Gender Perspective in ITU
Human Resource Management, Policy and
Practice”.
Staff
a)
The Secretary-General shall ensure that equality of treatment
between female and male staff is observed in the development and
the implementation of human resource management, policies and
practices.
b)
The Secretary-General shall endeavour to ensure that both
women and men are represented in the statutory committees or
boards under these Regulations.
c) In the Staff Regulations and Staff Rules, reference to staff
members in the masculine gender , as well as any other occupational
designation, shall apply equally to men and women, unless clearly
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STAFF RULES
OBSERVATIONS AND COMMENTS
inappropriate from the context.
NOC
Regulation 12.2
Regulation 12.3
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Appointed staff of the Union
standing for election or elected to an
elected official post
Application of the Staff Regulations
and Staff Rules
This Regulation has the same title as
Regulation 12.1 above, while covering
different subjects.
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