United Nations Educational, Scientific and Cultural Organization

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United Nations Educational, Scientific and
Cultural Organization
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Objective

• To provide a brief overview of
• UNESCO Staff composition
• The recruitment policy and process
• The situation of the geographical distribution of
  staff and the measures to improve it.
• The Young Professionals Programme (YPP).

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PART I
UNESCO STAFF COMPOSITION
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UNESCO Staff composition (as at 1 February 2007)
Regular Budget only
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Professional staff by grade(as at 1 February
2007)
National Professional staff
International Professional staff
Regular Budget only
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Professional Staff (P/NO) by Programme
Sector(as at 1st February 2007)
Total 421 staff
Regular Budget only
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PART II
RECRUITMENT POLICY AND PROCESS
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RecruitmentFundamental PrinciplesUNESCO
Constitution

• Article VI Paragraph 4
• The Director-General shall appoint the staff of
  the Secretariat Subject to the paramount
  consideration of securing the highest standards
  of integrity, efficiency and technical
  competence, appointment to the staff shall be on
  as wide a geographical basis as possible.
• ? Competence is the main selection criterion

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Staff Regulations

• Regulation 4.2
• In appointing staff members, the
  Director-General shall use a competitive process
  in order to secure the highest standards of
  efficiency, competence and integrity.
• Regulation 4.3.1
• Without prejudice to the terms of Regulation
  4.2, the Director-General shall ensure a staff
  constituted on as wide a geographical basis as
  possible.

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Recruitment ProcessInternal and External
Recruitment

• P-1 to P-5 and Head of Field Offices posts are
  advertised internally first, for one month for
  staff members in the Secretariat.
• In a second stage, and if no suitable internal
  candidate is identified, the posts are advertised
  externally for two months on internet.
• Director posts at Headquarters are advertised
  internally and externally for two months.

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RecruitmentNumber of appointments

• In 2005 - 2006,
• 188 appointments to Professional posts (P/D).
• Of whom 104 (55) internal candidates and 84
  (45) external candidates.

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Recruitment processInternational professional
posts
Advertisement

• The recruitment
• process is divided
• into the following
• phases

Pre-selection
Evaluation Interviews
Shortlist Decision
Appointment
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Essential Requirements Management professionals
Grade P-5 and D

• Advanced university degree relevant to the
  professional requirements of the post
• 10 to 15 years professional experience
• Proven high experience in the area of
  specialisation
• Excellent management and leadership skills
• Strong international orientation
• Excellent knowledge of French or English
• Good knowledge of the other language

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Essential Requirements Middle-ranking
professionals Grade P-3/P-4

• Advanced university degree relevant to the
  professional requirements of the post
• 4 to 10 years of progressively responsible
  professional experience of which preferably 2 to
  5 years at the international level
• High potential and proven experience in area of
  specialisation
• Excellent knowledge of French or English
• Good working knowledge of the other language

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Essential Requirements Junior professionals
Grade P-1/P-2

• Advanced university degree (equivalent to 4 - 5
  years higher education) relevant to the
  professional requirements of the post
• 2 - 4 years professional experience of which
  preferably 1 year at international level
• Excellent knowledge of French or English
• Good working knowledge of the other language

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PART III GEOGRAPHICAL DISTRIBUTION
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3 Factors used to calculate geographical
distribution

• Membership 65
• Contribution 30
• Population 5

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Calculation of quota

• 850 x 65
• Number of Member States (191)

850 x Contribution x 30 100
850 x Population x 5 Total population of all
Member States
Base figure used 850(all P/D posts funded by
the regular budget are geographical posts,
excluding 28 language posts)
Mid-Point (quota)
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Calculation of quota
Over-representation
Upper limit 25 above the mid-point
Normal Representation
Mid-point (ideal geographical distribution)
Lower limit 25 below the mid-point
Under-representation
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Current Situation
161 (84) of 191 Member States are represented
As at 1 February 2007
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Evolution of the geographical distribution
2000-2007
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Candidatures received in 2006

• Total 14,691 candidatures
• 39 from over-represented countries
• 38 from normally represented countries
• 22 from under-represented countries
• 1 from non-represented countries

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Measures to improve Geographical Distribution
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Pro-active Measures

• Commitment to fill 50 of posts open to external
  recruitment with candidates from non- and
  under-represented Member States
• Flexibility in language requirements Candidates
  from non- and under-represented countries may be
  short-listed, even if they are not fluent in both
  working languages, English and French

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Pro-active Measures

• Revised selection procedures to guarantee a
  better consideration of candidates from non- and
  under-represented Member States
• When recommending an external candidate, at least
  one of the short-listed candidates should be from
  a non- or under-represented country
• Evaluation Panels have to clearly explain the
  reasons for short-listing candidates from
  over-represented countries and not short-listing
  candidates from non- and under-represented
  countries
• Increased accountability of managers

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Pro-active Measures

• Information on geographical distribution on
  vacancy notices and on internet
• Wider dissemination of UNESCOs vacancy notices
  in non- and under-represented Member States

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Pro-active Measures

• Recruitment missions and regional workshop
  undertook in 8 non- and under-represented Member
  States
• Recruitment seminars to reach out for candidates
• Meetings with representatives of non- and
  under-represented countries to find ways and
  means to improve the representation of a specific
  country

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Possible Roles of National Commissions

• Promotion of UNESCO in general
• Broader and more focused dissemination of vacancy
  notices to relevant Ministries, universities,
  professional associations, etc.
• Advertisement of vacancy notices in local media
  as required

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Possible Roles of National Commissions

• Organise information sessions to potential
  interested candidates and training workshops for
  applicants
• Identify qualified candidates for posts in the
  Secretariat
• Promotion of Young Professionals Programme

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PART IV
THE YOUNG PROFESSIONALS PROGRAMME (YPP)
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Objectives of the YPP

• To improve the geographical diversity within the
  organization
• To rejuvenate the staff of the Secretariat by
  bringing new talents from under- and
  non-represented Member States

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YPPRequirements

• Nationals of non- or under-represented Member
  States
• University degree relevant to UNESCOs activities
• Under 30 years old
• Excellent learning growth potential
• Good analytical and writing skills
• Good multicultural skills
• Excellent knowledge of either French or English

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Modalities of the YPP

• Programme designed for highly motivated young
  people with an excellent potential to growth
• Special training and coaching programme during
  the first year of appointment
• After the programme the young professionals will
  be placed in a regular post
• Since 1989, 130 Young Professionals from under-
  and non-represented countries have joined UNESCO

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YPPSelection Process

• Letter to National Commissions informing about
  the launch of the Programme
• Pre-screening carried out and submitted to UNESCO
  by National Commissions
• Candidates are evaluated by a panel of
  specialists from the Sectors and the Central
  Services concerned
• Some 25 30 candidates interviewed by evaluation
  Panels at Headquarters
• Appointment of 10 candidates per year

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Thank you for your attention