12.1 Overview
1. Each Head of Department/Office/Mission is accountable to the Secretary-General for the manner in which the selection process is conducted in his/her department/office/mission and for the progress made towards achieving the targets for geography and gender balance. Each Head of Department/Office/Mission is also responsible for collaborating with other Head of
Department/Office/Mission in the same job network (occupational network) to support the achievement of human resources management plans and encourage multi-disciplinary approaches.
2. The Management Performance Board1 advises the Secretary-General and monitors, inter alia, the manner in which Head of Department/Office/Mission exercise all aspects of the authority that has been delegated to them, including their performance in achieving the Organization's legislative mandates in human resources management.
3. Where problems are identified, the Management Performance Board considers the management policy implications and holds Head of Department/Office/Mission accountable by
recommending appropriate corrective actions by reviewing the action taken, and deciding on any further measures necessary. Based on its findings, the Management Performance Board may recommend appropriate remedies. Recommendations are communicated to the Secretary- General and the concerned Head of Department/Office/Mission. The Management
Performance Board monitors implementation of any decision taken by the Secretary-General, or agreement made between the Secretary-General and the concerned Head of Department/ Office/Mission.
12.2 Status Matrix
1. The status matrix contains elements that are mandatory and/or organizational imperatives for which overall performance measurement systems are in place (e.g. the HRM Scorecard), and those factors that are desirable in terms of the organizational values as a responsible employer. 2. When selecting a serving staff member who has been recruited after a competitive process
pursuant to Staff Rule 4.15 (review by a Central Review body) or Staff Rule 4.16 (Competitive Recruitment Examination), the representation of his/her nationality in the Secretariat for positions subject to the system of desirable ranges is not an element that merits special consideration. However, the individual's gender, does play a role in the status matrix for positions in the Professional and higher categories. Female applicants who are serving with the separately administered United Nations funds and programmes or any specialized agency or organization of the United Nations common system holding a current appointment at the P-3 or P-4 levels and who have been in service for a continuous period of 12 months and whose appointments have been endorsed by a review body or equivalent in their organization are considered internal applicants for positions at the P-4 or P-5 levels, respectively.
3. In the final selection due consideration should also be given to candidates who are: a. victims of malicious acts or natural disasters;2
1 ST/SGB/2010/4 dated 15 April 2010 on Management Performance Board
2 As mandated per Resolution A/RES/64/260 dated 5 May 2010 on Special Subjects relating to the Programme Budget for the
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b. serving staff members who have served under the former 200 and 300 series of the Staff Rules;
c. applicants from troop or police-contributing countries for positions in a peacekeeping operation or Headquarters support account-funded positions in Department of Peacekeeping Operations, the Department of Field Support and other departments with support account resources; and
d. prior service or employment of candidates in field duty stations, for positions for which relevant field experience is highly desirable, as applicable and as stipulated in Chapter III paragraph 10 General Assembly resolution A/RES/63/250 dated 10 February 2009 on Human Resources Management.
12.3 Selection Decision
1. When the Central Review body is satisfied that the evaluation criteria were properly applied and/or the applicable procedures were followed, the Head of Department/Office, under the delegated authority, makes a selection decision from thelist of recommended candidates. 2. The Head of Department/Office has the authority to make selection decisions, under the
delegated authority, of staff up to and including the D-1 level.
3. Where recruitment authority has not been delegated to a Head of Department/Office,
appointment decisions are made by OHRM or the Department of Field Support (DFS) for positions up to and including the D-1 level.
4. Selection and appointment decisions for positions at the D-2 level are made by the Secretary- General when the SRG, or a similar body for positions at the D-2 level in peacekeeping operations and special political missions, is satisfied that the applicable procedures were followed. 5. The Head of Department/Officeshall select the candidate he/she considers to be best suited for
the functions. In the final selection due consideration should also be given to staff members who are victims of malicious acts or natural disasters; serving staff members who have served under the former 200 and 300 series of the Staff Rules; candidates from troop- or police-contributing countries for positions in a peacekeeping operation or Headquarters support account-funded positions in the Department of Peacekeeping Operations, the Department of Field Support and other departments with support account resources; and prior service or employment of candidates in field duty stations, for positions for which relevant field experience is highly desirable, as applicable and as stipulated in General Assembly resolution 63/250.
6. If a list of recommended candidates has been approved by the Central Review body, the Head of Department/Office, in close cooperation with the Hiring Manager and other responsible officials in the department/office, shall select for a position-specific job opening the candidate he/she considers to be best suited for the functions mindful of the departmental HRM Scorecard and the elements contained in the status matrix. The other recommended candidates shall be placed on a roster of pre-approved applicants from which they may be considered for future job openings at the same level within a job family and/or with similar functions.
7. When a Central Review bodies finds that the evaluation criteria have not been properly applied and/or the applicable procedures have not been followed, authority to make a selection decision with respect to a particular job opening is withdrawn. The case is referred to the:
• ASG/OHRM for positions up to and including the P-4 level;
• Under-Secretary-General for Management for positions at the P-5 and D-1 levels; or • Head of Department/Office with delegation of authority for positions up to and including
8. The Head of Department/Office has the authority to select a roster candidate pre-approved for selection without further reference to the Central Review bodies, on the recommendation of the Hiring Manager, if the selected candidate for a position-specific job opening fails to take up the functions with established timeframes or vacates the position within one year.
9. Similarly, the Head of Department/Officehas the authority to select a roster candidate pre- approved for selection without further reference to the Central Review bodies, on the recommendation of the Hiring Manager from among the applications released to him/her, provided that for a position-specific job opening a new job opening has been published, the Hiring Manager has conducted the necessary evaluations and the roster candidate is suitable for the job opening.
10. An external applicant is an individual who has not been recruited under Staff Rules 4.15 (following the review by Central Review bodies) or Staff Rule 4.16 (through the National Competitive Recruitment Examination/Young Professionals Programme). Staff members whose appointment is limited to service in a particular department or office are also considered external applicants. Associate experts, consultants, individual contractors, interns, gratis personnel and staff from other organizations of the United Nations System are also considered external candidates. This information is provided for purposes of meeting the requirements of Staff Regulation 4.4.
11. Where a roster candidate is proposed for selection for a position involving significant functions in human resources, financial or physical resources as well as information and communications technology, selection may not take place until the individual concerned has been designated by the Department of Management (OHRM for Human Resources, OPPBA for finance, OCSS for physical resources, OICT for information and communications technology and DFS for field personnel). Due to the large volume of candidates that are being rostered for generic job openings, it may not have been possible to perform the designation review for all candidates prior to inclusion in a roster.
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