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

 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) regarding their roles, responsibilities and terms and conditions of 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. 2

Introduction 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. 3

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 4

1. Profile of Respondents to the survey Where do ILO staff on TC work? In what type of offices? ILO Staff on TC per region TC Staff per type of office HQ Africa 25% ILO 26% HQ country or 25% regional office 38% Europe 5% Americas 9% Project Asia- Office Arab Pacific 37% States 31% 4% 5

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 . 6

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 7

Areas of overall satisfaction: Overall conditions of employment Overall Overall Neutral Satisfied Dissatisfied  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% 8

Areas of overall satisfaction: Contractual arrangements Overall Overall Neutral Satisfied Dissatisfied  Clarity of the contract terms 58% 20% 22%  Contractual arrangements 50% 26% 24%  Clarity of the proposed benefits package 46% 21% 33% 9

Areas of overall satisfaction: HR Services for TC Overall Overall Neutral Satisfied Dissatisfied  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% 10

Areas of Overall Satisfaction: Support provided by the Staff Union Information needed from SU by: Non- Members Members  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% 11

Areas of Overall Satisfaction: Willingness to recommend ILO Would you recommend ILO as a good employer ? With Caution 63% 17% 18%  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 12

Areas of Overall Satisfaction: Willingness to recommend ILO The higher the number of contract renewals and extensions, the less likely respondents are to recommend ILO as a good employer. 13

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 14

Area for improvement: Job security Job security is the number one concern for TC survey respondents (68%) 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. 15

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. 16

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  17

Area for improvement: Opportunities of career in the ILO (ctd)  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. 18

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. 19

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. 20

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 21

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 22

3. Suggested improvements and conclusions Suggested improvements – from HRD and SU - Job security - Access to information and services 23