Titular member: Amrita Mehrotra
Substitute member: Dan Cork
For the Asia and Pacific Region, the following issues are very important:
Field Structure Review:
– The staff needs to be regularly updated on the Field Structure Review and the Staff Union should be actively involved in the process in order to address any concerns.
– While appreciating the fact that there will no merger of offices in the region and no down-sizing of offices, the issues of local staff have been put across, i.e. additional workload, reclassification of posts.
Global reclassification and grading:
– This is very important as it will lead to career development. It is important that the job descriptions rely on the real tasks performed, and that the grades and position titles be aligned with the best practices in the region. This exercise should not result in downgrading of any position.
– Training needs resulting from this exercise should be addressed from Staff Development Funds (SDF) both for RB and TC staff. SDF should be monitored by a joint committee comprising of the SU and the Administration in each office.
– An Independent Review Group (IRG) should be set up at the Regional level for the A&P region to take up the appeals resulting from the reclassification exercise. Members of this group should be both from the SU and the Administration.
Local Salary Survey:
– The present methodology is posing major challenges and not in line with the Flemming/Noblemaire principles, as UN salaries are no longer “one of the best”.
– ILO Administration should take it up with the ICSC/UNOHRM to ensure that the methodology reflects the labour market situation at the country level and results are realistic.
– Avoid implementation of dual scales as it does not reflect the principle of equal pay for equal work.
– Training of core ILO staff on the salary survey exercise.
Recruitment and Selection:
– On the basis of the new Recruitment and Selection procedure at HQ a similar procedure should be established for the A&P region.
– The best practices in the region should be maintained and encouraged. There should be involvement of the Staff Union in the process and it should be based on merit, transparency and equal opportunity to all ILO staff.
– The requirement of international experience for national staff should take into consideration the fact that the staff, by virtue of working with the ILO as international civil servants, have the requisite experience.
– SU needs to train its members to take part actively in the recruitment process
– The mobility policy should be time bound, fair and transparent. Staff who have done their maximum duration should be given priority, as also complexities of family circumstances given due consideration.
– Local staff should have the possibility to gain international experience.
– Ensure better functioning of the SHIF, timely processing of reimbursements. Administration should provide SHIF with necessary means for this purpose.
– Authorize on-line submissions of claims which will assist in timely settlements.
– SHIF cards should be sent with the start of the contracts
– There should be no further increase in SHIF deductions.
– TC staff, especially those who have put in more than 5 years of service should be integrated into the mainstream and provided job security. In case there are no opportunities under RB, then they should be moved from one project to the other. They should also have access to SDF funds and be linked to the merit increment policy of the office.