Evaluated Section staff's performance.

Accountability for results through independent evaluation Internal and external audit a function assumed by UNDP and A staff performance assessment system that links individual staff performance to organizational and development effectiveness.

In situations where a staff member is not performing up to standard, the problem must be addressed at an early stage in order to help the staff member address performance gaps as well as to maintain staff morale.

Staff development programmes to support performance management

D. Staff development, performance management and career support

The Organization s performance appraisal system (PAS) has been revised to link performance and staff development more directly to career progression.

However, the promotions were not automatic, but followed an established process

His her ability to undertake delegated responsibilities against set work standards and performance indicators would determine the performance rating.

57. Among the various aspects of performance management covered by the PAS, the linguistic performance and continued development of linguistic skills of United Nations staff members are considered critical.

The management of underperformance is a responsibility shared by both staff and management.

The Board considers that the absence of an annual appraisal for every member of staff is inconsistent with sound performance management.

(c) Performance management to establish and maintain a performance management system for staff that is clear and objective, is free of bias and abuse, encourages dialogue and feedback and is consistent with the strategic objectives of the Agency, thereby ensuring that all staff perform effectively

The e PAS system also, for the first time, gathered all performance appraisal data into a single database, allowing supervisors to view the status of staff members' appraisals at one glance.

The criteria suggest that the performance appraisal system should be as simple as possible and be structured to provide clear communication between staff about the expected and actual performance performance ratings should be applied objectively and accurately there should be an automatic process for review and approval of the performance ratings and the consequences for different levels of performance should be known to staff.

We must also do more to professionalize the Secretariat and to hold its staff and management more rigorously accountable for their performance.

At a third level, individual staff are accountable for the delivery of outputs and services, as agreed under the PAS framework between manager and staff.

This may include the development of a performance improvement plan in consultation with the staff member.

The Economic Commission for Europe participates in the human resources action plan system and is subject to monitoring of its performance by the Office of Human Resources Management, including in the area of geographical distribution of staff.

In general, staff and managers are ready for and interested in performance management and innovation

(e) UNITAR plans to set up a formal performance management system to allow the monitoring of staff performance in a more systematic way, based on clearly defined work plans and programme achievements, and to serve as the basis for the Executive Director to submit cases for staff promotion to the UNITAR Appointment and Promotion Board

The shortcomings in performance measurement were partly attributable to the demands placed on staff for delivery of services, which limited the time that staff could spend on the development and implementation of performance measures and benchmarking systems.

An important function of PAS is to promote communication between staff members and supervisors on the goals to be achieved and the basis on which individual performance will be assessed.

5. Recognizes that measures to improve management capacity and performance among senior staff are highly desirable

(ii) Provision of career support programmes for staff at all levels, including programmes to promote mobility and to support performance management

While staff members bear primary responsibility for their day to day performance, supervisors are responsible for fostering a supportive environment.

(b) Workload standards and performance measures

(b) Workload standards and performance measures

In Malta, accountability for gender mainstreaming is ensured through the performance management contract of senior officials in the public service and the performance management programme of other officers.

As part of the overall accountability framework, the e PAS is the formal tool employed in holding staff accountable for their performance.

The Committee shall provide an annual performance evaluation of its work to the General Assembly.

34. The Board notes the Institute s plan to establish a formal performance management system in order to allow the monitoring of staff performance in a more systematic way, based on clearly defined work plans and programme achievements, and to serve as the basis for the Executive Director to submit cases for staff promotion to the UNITAR Appointment and Promotion Board.

(a) The establishment of a Management Performance Board to assess the performance of senior managers

The reappointment of five staff members whose performance record had not been confirmed as fully satisfactory had not been approved.

OIOS monitoring staff provide support to programmes in enhancing their programme performance reporting in the framework of results based management.

However, there was no central monitoring of staff appraisals to ensure that they had been properly completed in respect of all staff members.

As a result of the need to produce business results, UNIDO staff members are faced with increased expectations and are required to produce greater results, working more efficiently with less resources.

A rating of partially meets performance expectations does not necessarily mean that the performance is not satisfactory, as there can be many reasons why a staff member has not fully met the goals set at the beginning of the performance year.

However, the International Civil Service Commission had a responsibility to monitor any effort to improve management capacity and staff performance.

The Office agrees that such an appraisal is indispensable for staff development, but that it had not been made.

United Nations staff must therefore be provided with the best conditions of service, so as to ensure optimum performance.

In paragraph 65 of its report, the Board recommended that UNU identify measurable quantifiable targets, accomplishments and performance indicators to improve the performance measurement process, reflect the real performance of projects and programmes and be able to link the physical accomplishments with financial expenditures.

54. The Secretary General has made clear his expectation that managers are to support their staff s development and career progress by providing on the job training, coaching and mentoring, analysing the development needs of staff, encouraging staff to take advantage of opportunities and providing feedback to improve staff s performance and foster their growth and development.

Such situations might include instances in which the underperformance takes the form of non performance or refusal to perform the tasks agreed to in the performance plans or where there is continued underperformance despite the existence of a performance improvement plan.

Japan welcomed the ongoing efforts to implement the pilot study on broadbanding pay for performance and expressed general support for the introduction of those initiatives as a means of ensuring that the pay and benefits system reflected staff performance.

26. Accordingly, the Secretary General recommended that a step by step approach be taken, in consultation with staff, towards the introduction of performance recognition measures.