New compensation package for internationally recruited staff members

Transcription

1 This presentation reflects the status of information as of June 2016 and may be subject to change. New compensation package for internationally recruited staff members Office of Human Resources Management Version as of 8 June 2016

2 Table of contents ICSC Comprehensive Review: Background Objectives Process Results Changes: Salary structure including conversion table and mini scale for steps 14 and 15 Dependency allowances Education grant & 7-bracket global sliding scale Mobility incentive including new amounts Hardship allowance and Non-family service allowance including new amounts Accelerated home leave Relocation elements, including non removal element Other elements List ofelements not affected bythe changes Resources ICSC dedicated website, scenarios, FAQs, calculator etc.

3 ICSC Comprehensive Review - Background First major review since 1989, conducted over a 3-year period ( ) All remuneration elements reviewed holistically in order to safeguard the core values of the organizations of the UN common system Bearing in mind the financial situation of the organizations and their capacity to attract a competitive workforce Philosophy of compensation grounded in the principles of Article 101 of the UN Charter and the Noblemaire principle Considering the effectiveness of common system benefits, work-life balance, performance and recognition programmes and the development of career opportunities

4 ICSC Comprehensive Review Objectives Reduce the overall complexity and the perceived lack of transparency of the current compensation package Reduce the high administrative and staff costs Design a new system which should be competitive, fair, equitable, transparent, simple in design, easy to administer and easily understood by staff and other stakeholders Overall costs containment and sustainability Continued ability of the organizations of the UN common system to effectively deliver their mandated activities Creation of a coherent compensation system: streamlined, transparent and cost-effective

5 ICSC Comprehensive Review Process Extensive data gathering Global staff survey from all organizations of the UN common system Three different Working Groups composed of Commission members, representatives from the organizations and staff representatives Eight meetings of the three Working Groups: Remuneration structure including post adjustment Competitiveness and sustainability Performance recognition and related human resources issues Benchmarking against other organizations Review of best practices prevalent elsewhere

6 Results of the ICSC comprehensive review In the fall 2015, the ICSC presented its final recommendations for a new streamlined common system compensation package to the General Assembly in its report A/70/30 On 23 December 2015, the General Assembly approved the ICSC recommendations on the new common system compensation package subject to the provisions contained in its resolution 70/244 On 1 April 2016, the General Assembly approved the amendments to the staff regulations required for the changes mandated for implementation as of 1 July 2016 On 23 May 2016, the SG Note (A/70/896) on the actual implementation timeline for the UN Secretariat was issued and submitted to the General Assembly for its consideration and approval

7 Summary of changes Salary structure and recognition of dependents Step periodicity and accelerated step increments Education grant and Special education grant Mobility and hardship allowances / Non-family service allowance Relocation-related entitlements, including non-removal allowance Accelerated home leave Repatriation grant Transitional measures for a number of elements for currently serving staff members to limit any negative impact

8 Actual implementation timeline 1July2016 Accelerated home leave Repatriation grant Relocation-related entitlements Hardship allowance & non-family service allowance (replacing the additional hardship allowance) 1 November 2016 Mobility incentive(replacing the mobility allowance) Discontinuation of the non-removal allowance 1 September 2017 Salary structure and recognition of dependents Step periodicity and accelerated step increments Schoolyearinprogressasof1January2018 Education grant and Special education grant

9 Salary structure Professional and above Unified salary structure with one rate of net pay without regard to dependency status 13 steps atgrades P-1 to D-1and 10 steps at D-2 level Step increments granted annually up to step 7 and biennially thereafter for grades P-1 to P-5 (no change to step periodicity at D- 1 and D-2levels) Staff will bemapped to appropriatestep innew scale As a pay protection measure, salaries for staff that fall outside the unified scale will be maintained by ICSC (e.g. staff at step 14 and 15) Accelerated step increments discontinued

10 Salary structure: conversion table (P and above)

11 Salary structure: mini scale for steps 14 and 15

12 Salary structure Field Service category A new salary scale is under development and will be directly derived from the new unified salary structure of the professional and higher categories with one rate of net pay without regard to dependency status Step increments will be granted in accordance with the periodicity of the new unified salary scale for the professional and higher categories Staff will be mapped to appropriate step in new scale thru a conversion table similar to that for the professional and higher categories Salaries for staff that fall outside the unified scale will be maintained as necessary as a pay protection measure

13 Salary structure FS conversion table Proposed Proposed Proposed Proposed Proposed Proposed Proposed Grade Present step Present D Present S Grade Present Present step D Present S Grade Present Present step D Present Present S Grade step Present D Present Present Present S Grade step D Present S Grade Present step Present D Present S Grade Present step Present Present D S FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS FS-3 - a - a 13FS a - a Abbreviations: D, dependency status; S, single status. a Salaries to be maintained. FS-3 - a - a 13FS a - a

14 Dependency allowances Effective upon implementation of the unified salary scale. Dependent spouse allowance equivalent to 6% of net base salary plus post adjustment Single parent allowance equivalent to 6% of net base salary plus post adjustment Transitional allowance for staff in receipt of dependent rate of salary in respect of a first dependent child equivalent to 6% of net base salary plus post adjustment to be reduced by 1 percentage point each year until amount of allowance is equal to child allowance

15 Education grant Effectivefortheschoolyearinprogressasof1Jan2018 Admissible expenses limited to tuition, tuition in the mother tongue and enrolment related fees Capital assessment fees covered outside the grant Boarding assistance and EGT provided only for staff in A to E duty stations (and in exceptional cases at H duty stations) whose children attend boarding school at the primary or secondary levels Reimbursement based on a 7-bracket global sliding scale Payable up to completion of four years of post-secondary education or first post-secondary degree, whichever is earlier, subject to upper agelimitof 25 Additional EGT discontinued Current special education grant for disabled child maintained, subject to a maximum equal to upper limit of the sliding scale plus $5000 lump-sum if boarding

16 Education grant: 7-bracket sliding scale Claim amount bracket (United States dollars) Reimbursement rate (Percentage) and above 0

17 Repatriation Grant Effective 1 July 2016 Threshold of five years of expatriate service established as eligibility requirement Current staff members retain their eligibility to the current grant schedule up to the number of years of expatriate service accrued at the time of implementation of the revised scheme

18 Mobility incentive Effective 1 November 2016 New mobility incentive amounts Name of the Mobility allowance changed to mobility incentive Not paid at headquarters duty stations Differentiation in amounts based on grade and number of moves Amount increased by 25% on 4 th assignment and 50% on 7 th assignment Staff currently in receipt of mobility allowance will continue to receive the payment of such allowance for up to 5 years or until they moveto anew duty station, whichever isearlier

19 Mobility incentive: new amounts Assignment number Additional amounts Group 1 (P-1 to P-3) Group 2 (P-4 and P-5) Group 3 (D-1 and above ) 2 to 3 None 6,500 8,125 9,750 4 to 6 25 per cent 8,125 10,156 12, per cent 9,750 12,188 14,625

20 Hardship allowances Effective 1 July 2016 Hardship allowance Unified hardship rates regardless of dependency status, based on grade brackets. New rates equal to current rates for staff with a dependent. Non-family service allowance Additional hardship allowance at non-family duty stations changed to non-family service allowance Amount of non-family service allowance is $19,800 for staff with a dependent and $7,500 for staff without a dependent, irrespective of grade level New amounts to be paid to all staff members including those currently in receipt of the hardship and additional hardship allowances

21 Hardship allowance New amounts

22 Accelerated home leave Effective 1 July 2016 Discontinue accelerated home leave travel, except in D and E duty stations that fall outside the R&R framework The points accrued per month will change from 2 to 1 for staff members in all duty stations, except in D and E duty stations that fall outside the R&R framework

23 Relocation elements Effective 1 July 2016 Replace assignment grant with settling-in grant : 30 days DSA for s/m and half rate of 30 days DSA for eligible family members Lump-sum of one month s net base salary plus post adjustment, irrespective of whether or not staff member had full removal entitlement. Second month lump-sum at A to E duty stations discontinued. The weight/volume of the full removal entitlement changed to 20 ft container for staff without dependents and 40 ft container for staff with dependents No change to the current partial shipment entitlement for appointment of less than two years. Clarification will be sought from the General Assembly at its71 st session (fall 2016)

24 Relocation elements (continued) Effective 1 November 2016 Discontinuance of non-removal allowance. As a transitional measure, staff in receipt of non-removal allowance will continue to receive payment up to 5 years or until move to a new duty station, whichever is earlier Determination of new lump-sum amounts (relocation grant)

25 Other elements Change in mandatory age of separation to 65 to be effective as of 1 January Current staff members who are eligible to retire at 60 or 62 will still be able to do so beyond 1 January 2018 (acquired right) Lift of the freeze of increases to allowances for GS staff effective 1 Jan 2016 and for staff in Professional and higher categories effective 1 Jan 2017 New recruitment incentive for recruitment of experts in highly specialized fields where the Organization is unable to attract suitably qualified candidates, up to 25% of annual base salary for each year of agreed contract

26 No changes Dependent child and Secondary dependent allowance amounts Post adjustment and Rental subsidy scheme Special post allowance Repatriation grant amounts (after 5 years of eligible service) Annual leave, Special leave and 24-month home leave cycle Sick leave, maternity and paternity leave entitlements Official travel on recruitment, assignment, secondment, loan or transfer of staff members and eligible family members Daily subsistence allowance Rest and recuperation framework Danger Pay Security Evacuation allowance

27 Resources

28 Resources

29 Thank you!