Progress report
on human resources reform
Background
• Commitment of the Eighth Replenishment:
further implementation of the HR reform
• December 2008: presentation to the EB of
aims, objectives and deliverables for 20092010
• December 2009: progress report presented to
the EB
Expected outcomes for HR reform
during the Eighth Replenishment
Deliverables in 20102012 as per Progress
report on human
resources reform – a
people strategy for
IFAD (Document EB
2009/98/R.18)
•
A workforce with high levels of
engagement and motivation
•
A more flexible workforce
•
A more diversified workforce
with different and enhanced
skills and knowledge
•
Competitive conditions of
service and more efficient and
more cost-efficient
compensation, benefits and
entitlements
What are we reporting on?
 Strategic workforce planning
 External assessment of salaries and benefits
 Staff recruitment and retention
 Staff rules and HRPM
 Performance management
 Staff development and training
 Strengthening management of HR
 Staff release or separation
 HR reform continued: deliverables for 2011-2012
Strategic workforce planning
• A planning tool
• A synchronization of our strategic requirements
with our workforce needs
• A two-phase process
-
A stock-taking exercise: completed
-
A planning and rolling document: being
developed
• A full analysis and next steps to be presented
separately
External assessment of salaries &
benefits
• Commissioned by the EB
• Conducted by an independent firm
• Results and recommendations to be discussed by
the EB separately
Staff recruitment and retention
• Amendment of recruitment and selection of staff
(PB/2010/07)
• PB being further amended to reflect lessons learnt
• Reintroduction of rosters
• Improved vacancy management
• Target of 100 days surpassed in some recent cases
– Lowest achieved is 47 days
– Average at 110 days (Improvement over 2009 - 119 days)
– Average expected to decrease with the use of rosters
• Improved HR management of ICOs
– 20 IFAD contracts issued
– 18 IFAD contracts in progress
• Review of redeployment, rotation and promotion
guidelines and policies
Staff rules and HRPM
HR Policy
(EB)
Staff Rules
(President)
Implementing
Procedures
(Vice President)
• Approved by the EMC and
being edited for consistency
• 5 chapters out of 12
already reviewed by the
EMC
• HR rules and at least 5
chapters expected to be
release by year-end
HR Information Notes
(Director, HRD)
• Documents to be webbased and available on-line
by mid-2011
Performance management
• ePES transformed from Performance Evaluation
to Performance Enhancement System
– Two-fold objective: Performance assessment and
staff development
• 360 degree feedback streamlined and launched:
to be completed on December 17, 2010
• Global Staff Survey, including the Staff
Engagement Survey completed
– Improved Staff Engagement Index from 68.4 in
2009 to 69.4 in 2010
• Global Staff Survey being fully reviewed to be
streamlined: First quarter 2011
Staff development and training
• Centralized training model
• A total of 250 staff have benefited from training
in 2010
• Close inter-departmental collaboration, especially
with PMD
• Corporate on-line induction programme
developed and being tested for release, including
to ICOs
– First ICOs induction programme: First quarter 2011
• Involvement at field/country level
– HR modules being incorporated in ICOs training
Strengthening management of HR
• Reconfiguration of IFAD management
implemented – a second phase initiated
• An ethics office established to strengthen the
anti-harassment policy – Ethics Officer has been
selected and is expected to join in February 2011
• Improved communication with staff through
ECSA, town hall meetings, divisional meetings
• Recruitment of substantive HR Director on-going
• As part of communication drive, regular updates
provided to OMC for further sharing by directors
with staff
Staff release or separation (Phase 1)
Category
Women
Men
Number
%
General Service
7
64
0
0
7
64
Professional
4
36
0
0
4
36
11
100
0
0
11
100
TOTAL
Department
Number
Total
%
Number
%
List
Ex-EAD
2
18
FAD
4
37
A
5
45
OPV
3
27
B
0
0
PMD
2
18
C
6
55
11
100
11
100
Total
• Call for next cohort of VSP made and data being
currently analysed for finalization
– Twin-track approach
– 16 staff expressed interest
• No-cost extension requested
HR reform continued: deliverables for
2011-2012
•
Strategic workforce plan 2010-2012
– Temporary freeze of automatic salary increases
– Freeze on hiring of new GS staff to contain the GS population
– Improved management of professional to general service staff
ratio
– Job audit
– Improved gender and diversity balance
– Enhanced skills and knowledge (better job fit)
– Improved ratio of Professional to General Service Staff
•
Competitive and cost efficient staff compensation package
– Feasibility to be completed (reported separately)
•
Publication of web-based staff rules and HRPM
•
Automation of HR processes
–
–
–
–
–
ePerformance
eRecruitment
Upgrade of Peoplesoft for human capital management
Automation of contractual management
Other HR processes
Thank you for your attention
Management
Governing
Bodies
Staff