ILO Staff on Technical Cooperation: Analysis of Survey Results and - - PowerPoint PPT Presentation

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ILO Staff on Technical Cooperation: Analysis of Survey Results and - - PowerPoint PPT Presentation

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Presentation to JNC by HRD and Staff Union ILO Staff on Technical Cooperation: Analysis of Survey Results and Key Findings HR/OPS - TC Unit Staff Union Introduction Aim: Map the perspectives of ILO Staff on Technical Cooperation (TC)

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ILO Staff on Technical Cooperation:

Analysis of Survey Results and Key Findings

HR/OPS - TC Unit – Staff Union

 Presentation to JNC by HRD and Staff Union

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Introduction

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Aim: Map the perspectives of ILO Staff on Technical Cooperation (TC) regarding their roles, responsibilities and terms and conditions

  • f employment, as well as their views of the work environment

and the services provided by HRD and assistance provided by the ILO Staff Union (SU). Process: Survey designed by HRD/SU and launched in July 2013, made available to all staff, targeting ILO staff on Technical Cooperation.

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Introduction

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Respondents: Out of 1230 ILO Staff on TC, 655 responded fully, distributed as follows:

  • P:

38%

  • Asia:

31%

  • NO:

33%

  • Africa: 26%
  • GS:

29%

  • HQ:

25% Methodology: Both quantitative (ratios) and qualitative (comments analysis) Main Criteria used > Regional location/Grade family/Seniority

Note: All references in this presentation to ILO Staff on TC refer to the survey respondents as outlined above.

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Structure of the presentation

Key outcomes of the survey 1.Profile of ILO Staff on Technical Cooperation

  • 2. Main findings:

A) Areas of overall satisfaction

  • Overall conditions of employment
  • HR Services for TC staff
  • Support provided by the Staff Union
  • Willingness to recommend ILO as a good employer

B) Areas for improvement:

  • Job security
  • Limited opportunities of career in the ILO and unequal treatment

RB/TC (perception)

  • Access to information and services
  • Gender equality & Work-life balance
  • Performance management framework
  • 3. Recommended improvements and Conclusions

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  • 1. Profile of Respondents to the survey

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Africa 26% Americas 9% Arab States 4% Asia- Pacific 31% Europe 5% HQ 25%

ILO Staff on TC per region Where do ILO staff on TC work?

ILO country or regional

  • ffice

38% Project Office 37% HQ 25%

TC Staff per type of office In what type of offices?

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  • 1. What are the key problems facing

ILO Staff on TC?

ILO Staff on TC:

  • Report significant gaps in information on their terms and conditions of

employment, rights, and entitlements.

  • Are working for long periods of time with the organization despite being

told they should not expect a career in the ILO.

  • Experience considerable challenges at work due to the instability of

their contract situation and the impact on their personal life.

  • Only 59% have been recruited through a competitive selection process.
  • In project offices in the field, face isolation from HR services, stagnation

in their career development, and insufficient managerial support.

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  • 2. Main Findings
  • A. Main areas of overall satisfaction
  • Overall conditions of employment
  • HR Services for TC Staff
  • Support provided by the Staff Union
  • Willingness to recommend ILO as a good employer

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Areas of overall satisfaction: Overall conditions of employment

  • Duties and responsibilities

76% 11% 13%

  • Relation with your Supervisor

71% 15% 14%

  • Compensation and benefits

64% 17% 19%

  • Respect of diversity and Equality

64% 22% 14%

  • Specific conditions of employment

60% 17% 23%

  • Working Environment

59% 20% 21%

  • Clarity of the contract terms

57% 20% 23%

  • Security arrangements

54% 29% 17%

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Overall Satisfied Overall Dissatisfied Neutral

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Areas of overall satisfaction: Contractual arrangements

  • Clarity of the contract terms

58% 20% 22%

  • Contractual arrangements

50% 26% 24%

  • Clarity of the proposed benefits package 46%

21% 33%

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Overall Satisfied Neutral

Overall Dissatisfied

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Areas of overall satisfaction: HR Services for TC

  • Contractual arrangements

50% 26% 24%

  • Benefits and Entitlements

48% 27% 25%

  • Availability of your HR focal point* 46%

30% 24%

  • Accuracy of information provided 45%

32% 23%

  • Answers to your requests

45% 29% 26%

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Overall Satisfied Overall Dissatisfied Neutral

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Areas of Overall Satisfaction: Support provided by the Staff Union

Information needed from SU by:

  • Information on rights and duties

28% 26%

  • Be more present & info on what the SU does

26% 43%

  • To negotiate access to benefits & contract

15% 13%

  • Nothing / Feel SU inadequate to respond to TC needs 11%

15%

  • Other

9% 6%

  • Job matching and information on opportunities 6%

6%

  • SHIF/pension/maternity leave

5% 0%

  • Participation in decision-making process

0% 1%

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Non- Members Members

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Areas of Overall Satisfaction: Willingness to recommend ILO

Would you recommend ILO as a good employer ? With Caution 63% 17% 18%

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  • The 3 main reasons of recommending ILO are:
  • 1. Working conditions
  • 2. Good organization
  • 3. Impact of ILO’s mandate/Decent work
  • The 3 main reasons of not recommending ILO are:
  • 1. Poor employer
  • 2. Job instability
  • 3. No career path
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The higher the number of contract renewals and extensions, the less likely respondents are to recommend ILO as a good employer.

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Areas of Overall Satisfaction: Willingness to recommend ILO

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  • 2. Main Findings
  • B. Primary Areas calling for improvements
  • Job security
  • Opportunities of career in the ILO
  • Access to information and services
  • Gender equality & Work-life balance
  • Equal treatment RB/TC (perception)
  • Performance management framework

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Area for improvement: Job security

  • 20% of respondents have been

working for the ILO between 5 and 10 years;

  • 17% of respondents have been

working for the ILO for more than 10 years

  • More than a quarter of the

respondents (27%) who worked for ILO for more than 5 years, still have short-term contract extensions, less than 11 months.

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Job security is the number one concern for TC survey respondents (68%)

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Area for improvement: Job security (ctd)

  • For 31% of Respondents, it is impossible to plan their life (having

children, cover education needs, access to credit) due to their contractual situation.

  • Women have less employment stability, with shorter contracts

(34% of female respondents have contract of less than a year, compared to 24% of male respondents)

  • 61% of respondents think that

their TC contract is not appropriate given the work they do at the ILO.

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Area for improvement: Opportunities of career in the ILO

  • Access to training and career development opportunities within the ILO

are considered among the top priorities to be delivered in 2014

  • The survey shows a low level of grade mobility between G, NO and P

staff

  • There is some mobility between NO and P staff;
  • The greatest mobility is between G and NO staff;
  • NOCs are few (7 NOCs, all in Africa and Asia)
  • Mobility is lower among women than among men

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Area for improvement: Opportunities of career in the ILO (ctd)

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  • 39% of respondents applied to RB positions at least once, but without

success (P staff more often than G- and NO staff).

  • 22% of respondents have applied 5 times or more to RB positions without

success.

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Area for improvement : Access to information and services from HRD and SU

  • Better access to information from HRD and SU is requested

(68% from HRD and 55% from SU)

  • HRD and SU services: 35 to 40% of respondents feel somewhat satisfied;

this proportion is lower in the field and mainly for GS and NO categories

  • 60% of respondents are not fully aware of their entitlements and benefits
  • There is a knowledge gap between HQ and the field
  • Lack of awareness on priority after 5 years on TC (TC + 5), pension rights,

staff development funds, possibility to issue contracts > 12 months.

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Area for improvement: Gender equality

There is a significant glass ceiling in the ILO for women staff on Technical Cooperation.

  • 50% of overall P-Staff are women, but 75% of P5s are men, 25% are women

However, there is a positive change in the past five years’ recruitment trends:

  • 70% of P2 and 62% of P3 are women.

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Area for improvement: Perception of equal treatment RB/TC

Many ILO staff on TC, particularly in the field, perceive to be treated unequally compared to RB colleagues:  62% of respondents feel less part of the ILO because of their TC status  66% of respondents feel a need to be an RB staff to have a successful career at the ILO  83% of respondents feel a need to be on an RB contract to have job security at the ILO  75% of them have to start looking for work elsewhere prior to the end of contract

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Area for improvement: Performance Management Framework (PMF)

 77% of respondents have been through a performance review on a TC contract  When asked about PMF , respondents pointed out these key points:

  • 1. It should lead to actions - It should have a career impact
  • 2. Poor Management – Poor HR support - Difference of treatment with RB

– Need 360° for managers

  • 3. No information – No feedback – System too heavy – MTR not necessary

– Align with RB cycle

  • 4. It has no impact – Not done/properly
  • 5. Useful system – but need improvements

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  • 3. Suggested improvements and conclusions

Suggested improvements – from HRD and SU

  • Job security
  • Access to information and services

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Suggested Improvements (HRD and SU): Job security

  • 1. Ensure one-year contracts’ renewal at a minimum when possible.
  • 2. Longer contracts for long-term projects, according to the length of the

project.

  • 3. Regularization of ILO staff on TC doing RB work.
  • 4. Redeployment mechanism to place staff on TC when their contract ends.
  • 5. Priority over external candidates given to ILO staff on TC for RB posts,

giving due recognition to their experience in the ILO:

  • 6. Timely contract renewal (avoid last-minute renewals)
  • 7. Unemployment insurance and termination indemnities.

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Suggested Improvements (HRD and SU): Job security

  • 8. Facilitate geographical mobility publishing vacancies of TC posts.
  • 9. Facilitate functional mobility for G/NO staff in Country offices through

internal/external vacancies 10.Better planning of project activities and resources 11.Increase compliance rate of employment profile e-tool to identify more easily redeployment possibilities

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Suggested Improvements (HRD and SU): Access to information and services from HRD

  • Enhance communication on current conditions of employment and rights
  • f ILO staff on TC
  • Better induction process
  • Regular access to HRD or HR representatives in the field
  • Better access to HR related information/documentation
  • User-friendly toolkit to be developed on conditions of employment
  • Intranet space for ILO staff on TC
  • Weekly helpdesk access
  • Strengthen role of the HR assistants and HR Partners in external offices
  • Better compliance rate of ILO people e-tool and PMF for ILO staff on TC

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Conclusions

According to HRD records, ILO staff on Technical Cooperation represent over 1,200 staff members, over 30% of the ILO workforce.

  • It is in the interest of the Administration and the staff union to improve

the terms and conditions of employment of staff on Technical Cooperation. The findings are submitted to the JNC for information and action it may deem appropriate

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