Progress report on human resources reform
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Transcript Progress report on human resources reform
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