Historique
Instructions to Applicants: Click on the "Apply now" button. Input your information in the appropriate Sections: personal information, language proficiency, education, resume and motivation. Upon completion of the first page, please hit "submit application" tab at the end of the page. Please ensure that CV or P11 and the Cover letter are combined in one file.
The following documents shall be required from the applicants:
Personal CV or P11, indicating all past positions held and their main underlying functions, their durations (month/year), the qualifications, as well as the contact details (email and telephone number) of the Candidate, and at least three (3) the most recent professional references of previous supervisors. References may also include peers.
A cover letter (maximum length: 1 page) indicating why the candidate considers him-/herself to be suitable for the position.
Managers may ask (ad hoc) for any other materials relevant to pre-assessing the relevance of their experience, such as reports, presentations, publications, campaigns or other materials.
Office/Unit/Project Description
Strengthening a high-performance culture is one of the key priorities of UNDP’s new People for 2030 Strategy. As part of this effort, the Office of Human Resources (OHR) is supporting a transformation of how individual performance management is approached and implemented across the organization. Ensuring accountability for good performance and, as such, enhancing employee engagement and experience including recognizing and rewarding excellence is part of this transformation. The People Performance Unit (PPU) falls part of the Office of Human Resources (OHR) and exists to provide substantive leadership to the development and implementation of the UNDP-wide approaches and strategies aimed at creating a positive employee experience and maintaining a safe, respectful and enabling working environment that enables personnel engagement, productivity and performance.
More specifically, OHR aims to design and implement an enhanced performance management framework by; (i)strengthening the capacity of people managers to manage all aspects of individual performance effectively including underperformance, (ii)implementing meaningful, regular dialogues between managers and personnel whereby the focus of performance management shifts from assessment and compliance to the ongoing support, and coaching for development and (iii) redesigning the UNDP Performance management policy, system, guidance and tools for staff and other personnel to strengthen the objectivity, credibility and reliability of performance management framework and ensure alignment with the UNDP competency framework.
Institutional Arrangement
The Contractor will report to the Chief People Performance Unit.
Devoirs et responsabilités
Scope of Work
Under the overall guidance and supervision of the Chief People Performance, the consultant is expected to ensure the timely delivery of the following outputs;
1) Lead implementation of the UNDP Performance Management and Development (PMD) system
- In close consultation with ITM, review the PMD system changes and ensure all modules align with the requirements and issues identified during user acceptance testing are resolved before sign off.
- Design and Implement the PMD system module change management, training and communication plans to support effective technical roll out of the PMD modules.
- In close consultation with the HR analytics team and ITM, ensure smooth data migration from old PMD system to new system, including transition of historical PMD data, 2022 performance goals and related reports to the new system.
2) Design and roll out Performance Management guidance and learning ?materials
- Design and roll out appropriate guidance for managers and staff on the integration of the new UNDP competency framework into the performance management and development processes
- Design and roll out practical guidance for staff and managers on giving and receiving feedback, ongoing performance conversations and Mid Term Leadership Pulses/upward feedback including conducting webinar sessions where appropriate to support roll out.
- Design PMD train the trainer facilitator toolkits and use this to deliver at least one session of the PMD Train the Trainers program for HR staff.
- In consultation with HR Business Partners, design and implement mechanisms that build staff and managerial capabilities on addressing underperformance and provide additional tools that support managers to deal with poor performance.
3) Conduct comprehensive gap analysis of the existing Performance Management framework and propose concrete actions and recommendations that support a shift in the culture.
- In close consultation with HR Business Partners, develop a comprehensive diagnostic plan that effectively reviews cultural gaps across the individual performance management and development framework and identify key stakeholder groups that will be prioritized for the gap analysis.
- Conduct desk review of past PM gap analysis, studies on performance management from previous efforts and the results of the Global staff surveys, extensive secondary research on the performance management systems of United Nations agencies, funds and programmes, other international organizations, and the private sector.
- Review employee experience on existing policy and practices including how performance management is integrated into the talent management framework and alignment with other Corporate Performance Management accountability and governance mechanisms.
- Design and implement various mechanisms to gather feedback and information on gaps from all key stakeholder groups including but not limited to surveys, targeted focus groups and other innovative design thinking methodologies.
- Analyze responses in close consultation with HR Business partners and other key stakeholder groups
- Prepare and submit a comprehensive gap analysis report that includes key findings, key gaps identified and proposed recommendations for changes to the framework based on identified gaps.
Compétences
Core | ||||||||||
Achieve Results: | LEVEL 3: Set and align challenging, achievable objectives for multiple projects, have lasting impact | |||||||||
Think Innovatively: | LEVEL 2: Offer new ideas/open to new approaches, demonstrate systemic/integrated thinking | |||||||||
Learn Continuously: | LEVEL 4: Create systems and processes that enable learning and development for all | |||||||||
Adapt with Agility: | LEVEL 2: Adapt processes/approaches to new situations, involve others in change process | |||||||||
Act with Determination: | LEVEL 3: Think beyond immediate task/barriers and take action to achieve greater results | |||||||||
Engage and Partner: | LEVEL 3: Political savvy, navigate complex landscape, champion inter-agency collaboration | |||||||||
Enable Diversity and Inclusion: | LEVEL 3: Appreciate benefits of diverse workforce and champion inclusivity | |||||||||
Cross-Functional & Technical competencies
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Qualifications et expériences requises
Min. Academic Education |
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Min. years of relevant Work experience |
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Required Skills |
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| Desired skills in addition to the competencies covered in the Competencies section |
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| Required Language(s) (at working level) |
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