"People for 2030" - UNDP's new People Strategy (2019 - 2021)
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“People for 2030” – UNDP’s new People Strategy (2019 – 2021)
Foreword from the Administrator
“By investing in our people, we invest in everyone’s future – building a UNDP that is fit for today’s
challenges and those ahead.” – A. Steiner
2
Purpose
People for 2030 is a 3-year strategy in which
each and every person at UNDP
has a stake.
This new strategy aims to progressively
transform UNDP’s culture and
capacity to deliver more and better
development results.
3
“… every person at UNDP has a stake”
“Throughout People for 2030, ‘personnel’ includes all who work for UNDP; staff,
consultants, service contractors, Junior Professional Officers, UN Volunteers and
interns.”
UNDP’s personnel is extremely diverse and can contribute to People for 2030 in many
ways.
Consultants have already assisted with the Contract Modalities conversation.
4
People for 2030 Aim
Together, we will:
• Share accountability for delivering the strategy to make our own personal
contribution to the work of UNDP
• Ensure that managers at all levels are capable of leading and developing people
effectively
• Systematically address HR issues and their root cause in a holistic way
• Equip UNDP with modern and effective management tools and policies that will
help personnel to feel valued and to give their very best.
5
Focus Areas
People for 2030: Focus Areas
1. Strive for excellence in the work we do
What:
To ensure UNDP has a high-performance culture that explicitly recognizes and rewards commitment and excellence
Proposed Actions:
• Put in place mechanisms to manage under-performance and effectively address non-performance
• Ensure and implement linkages between performance and other talent decisions, such as talent reviews and
decisions on succession
• Create and implement recognition and award programmes
• IT solutions to ensure integration of performance data into all relevant people management systems
7
People for 2030: Focus Areas
2. Enhance the UNDP career experience
What:
To ensure effective career management for UNDP personnel.
Proposed Actions:
• Develop a clear career framework
• Develop and implement a new mobility/rotation policy
• Launch talent reviews
• Career support to individual personnel to develop their careers and to strengthen long-term employability
8
People for 2030: Focus Areas
3. Deploy our people strategically
What:
To develop a strategic talent management capacity within UNDP, through workforce and succession planning
functions
Proposed Actions:
• Develop a new competency framework and capability mapping function,
• Develop a systematic, integrated and digital workforce planning approach
• Implement succession planning programmes for various parts of UNDP’s workforce; including mobility for
country office leadership and entry- level programmes
9
People for 2030: Focus Areas
4. Develop our people and our people managers
What:
To ensure improved opportunities for, and better targeting of, learning and development in order to increase
organisational capability and effectiveness and drive employee engagement.
Proposed Actions:
• Develop and implement a learning and development strategy and leverage consistent office learning plans
• Work with people managers to improve their ability to develop themselves and their teams
• Leverage partnerships with universities, business school and learning partners to provide cutting-edge learning
including virtual delivery to all country offices
• Enhance on-the job learning opportunities including job shadowing, detail assignments and temporary rotations
10People for 2030: Focus Areas
5. Take care of our people
What:
To ensure that UNDP’s personnel work in a safe and healthy environment and are part of UNDP’s ‘duty of care’
Proposed Actions:
• Establishment of a well-structured Occupational Safety, Health and Wellbeing system
• Implementing agreed upon Duty of Care commitments
• Supporting the implementation of the UN Mental Health Strategy
• Further refining the health insurance offerings, requirements and arrangements for UNDP personnel
• Continuing the on-going investment into the prevention of sexual harassment
11People for 2030: Focus Areas
6. Foster and leverage diversity
What:
To ensure that UNDP mainstreams and leverages diversity inside the organization
Proposed Actions:
• Implementing UNDP’s Gender Parity Strategy
• Continuing and further expanding targeted employment programme(s) for persons with disabilities
• Working with UN Globe, implementing measures to further expand inclusion of LGBTI colleagues
• Implementing concrete measures to make UNDP a more flexible and family friendly organization
• Work at the country level to ensure close engagement, with and inclusion of, indigenous populations and other
marginalised groups
12People for 2030: Focus Areas
7. Attract and select top talent
What:
To ensure the relevance and strength of UNDP’s approach to attracting and selecting top talent
Proposed Actions:
• Develop and implement an employee value proposition strategy
• Establish a strategic recruitment function
• Modern and effective selection tools for recruitment
13People for 2030: Focus Areas
8. Contract modalities
What:
To ensure the revision and streamline of UNDPs various contractual modalities
Proposed Actions:
• Align contract modalities to the new career framework at UNDP,
• In addition to current consultant contracts, introduce a new and more flexible modality to engage talent for
specific programme and project work,
• Enable issuance of longer-term contracts aligned with needs and funding streams.
14People for 2030
9. HR effectiveness and people analytics
What:
To ensure an HR effectiveness and people analytics function – linking personnel, process and performance – is
provided to equip UNDP to realise greater efficiency and quality in all the work we do
Proposed Actions:
• Design and monitor Organizational Health Checks related to people
• Provide a dashboard for HR effectiveness and talent analytics
• Train managers and staff in the use of the data and how to respond to the recommendations
15What has been achieved so far?
• Detailed implementation plans and programme governance structure has been approved and
are in use
• New Family Friendly Policy has been launched
• A new People Development Governance Group has sat for the first time
• Launch of UNDP's People Managers Certificate
• 360 Feedback and Coaching for UNDP Senior Leaders
• Launch of UNDP's Digital Transformation Learning Path
• Launch of Virtual Career Labs
• Launched Ergopoint- an online tool that will provide basic ergonomic awareness information
• Approval of Contract Modalities orientations for further recommendations
• Internship policy approved
16Next Steps for 2019
• Internship Policy ready for January 2020
• Changes to the Performance Management Policy put in place
• Proposal to extend FTAs made to OPG
• New team in place to design a new International Service Contract modality
• Phased approach to implementing a new mobility and rotation policy in line with the new career management framework
• Commence the design of a new Competency Framework
• Consultant in place to design recruitment marking strategy
• Consultant in place to design a new Entry Level Programme
• Review of Applicant Tracking Systems completed
• Learning and Development Strategy developed in line for 2020 Learning Reserve
• Consultant in place to design the new Career Management Framework
• Review of UNDP capabilities completed and technological solution proposed
• New Fellowship ready for January 2020
• And many more Quick Wins!
17People for 2030 Communication Toolkit
18People for 2030 Yammer Group
19People for 2030 Champions Update
• 137 People for 2030 Champions as of 3rd December
• The Champions were asked to present People for 2030 in their own offices; this has commenced
• Some have volunteered for extra support. For example: the translation of People for 2030 into
French, Spanish, Portuguese and Arabic
20What are other countries doing?
UNDP Kosovo: “Setting up an internal team to encourage staff to share talent and
development opportunities”
UNDP Afghanistan: “Re-writing and actioning their Learning and Development Plans”
UNDP Turkey: “A task force for each of their four key priorities; Performance, Training,
Duty of Care, Attract and Retain Top Talent”
UNDP Togo: “Posters and leaflets distributed across the office”
UNDP Kuwait and UNDP Ghana: “Pizza Working Groups!”
21UNDP Kenya
22PNUD Togo
23UNDP Kuwait
24UNDP Mali
25UNDP Afghanistan
26UNDP Executive Office
27What can we do??
People for 2030
28THANK YOU!!!
29You can also read
