Division of Human Resources Management

Executive Office, 9 June 2009

The Division of Human Resources Management (DHRM) is responsible for the implementation of human resources policy, personnel administration and payroll, performance management, post classification, recruitment and postings, staff development, and medical and staff welfare.

In 2009, the organization will continue to decentralize some functions in order to streamline processes, improve decision making and reduce fixed costs. DHRM will continue developing an integrated human resources approach, fully responding to operational and organizational workforce issues. As a consequence of UNHCR's reform, and in order to reduce its impact on staff, measures have been introduced to limit external recruitment, establish a special voluntary separation programme, and allow General Service staff to apply for professional positions. The voluntary separation programme will continue to give priority to staff affected directly by the institutional changes. Due to the specific nature of rotation, separate guidelines are being developed for International staff.

Measures to ensure that the workforce is better able to respond to operational needs, including the continued use of the International Professional Roster (IPR) will continue in 2009. The Fast Track model will be used in supplementary programmes and emergency operations foreseen to last at least 12 months. The modifications introduced in 2008 have made the Fast Track model more effective in meeting operational requirements. DHRM will also continue to reduce staff costs. Limitations on external recruitment and the use of temporary assistance at Headquarters will continue in 2009. DHRM will also introduce a new vacancy management system which will complement the on-line application process for staff.

A draft proposal of the new policies related to postings, recruitment and promotions in the international and national professional categories will be finalized in 2008. The new policy will be implemented in early 2009.

In 2009, DHRM will provide career planning support, including individual counselling to staff members on employment opportunities within and outside UNHCR, as well organize workshops and produce information for this purpose.

DHRM maintains information on staff in between assignments (SIBAs); provides counselling to these staff members; and works with managers to find employment for them. In July 2008, 25 per cent of SIBAs were not working. In 2009, DHRM will reinforce efforts to reduce the number of non-working SIBAs. A special account has been established to cover staff costs for those colleagues who are not charged to a particular post at a given time.

DHRM continues to monitor the implementation of the Code of Conduct by staff. In 2009, DHRM will work with other relevant sections to address issues linked to the Code of Conduct. DHRM will also continue to coordinate UNHCR's contribution to the inter-agency Task Force on Protection from Sexual Exploitation and Abuse.

As part of UNHCR's commitment to promote diversity, and pursuant to the Code of Conduct, DHRM has developed a policy on employment of persons with disabilities. UNHCR has led an inter-agency working group on disability, which produced a policy statement requiring all UN agencies to have a strong disability employment policy.

In 2009, DHRM will ensure implementation of UNHCR's policy to achieve gender equity in the organization. This policy includes provisions for equal promotions for women and men, as well as favourable women-to-men ratios on recruitment and specific priority for women in higher-level postings. The "Gender and Diversity Scorecard", an on-line system to make gender and diversity statistics available throughout the Organization, is being developed and will be launched in 2009. An "Exit Interview Program," designed to facilitate retention of women staff members by understanding their reasons for leaving is also under development. To ensure a gender-sensitive work environment, managers are required to promote measures designed to facilitate an appropriate work-life balance for staff members, as well as ensuring workplaces that are free of sexual harassment.

Counselling and training are priority activities for DHRM, given the difficult conditions in which staff members live and work. UNHCR has one of the highest levels of mobility within the UN system, and staff are exposed to primary and secondary trauma. A team of professional counsellors will focus in 2009 on expansion of the pilot projects on prevention and support to staff facing secondary trauma; expanding the access of family members to its services; and ensuring the implementation of policies on minimum living and working standards in the Field. DHRM will also support implementation of minimum standards for HIV in the workplace through active participation in the UN Cares programme.

In 2009, the training team will launch a new Performance Appraisal Process. Training and implementation is expected to last three years.

To increase objectivity and transparency in the promotion of staff to senior management positions, DHRM will pilot a revised Management Assessment Process. This aims to build a pool of officers at the P4 level who will be the foundation for succession planning to P5 and above, based on assessed skills, knowledge and attitudes.

• DONATE NOW • • GET INVOLVED • • STAY INFORMED •