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The LSSC was responsible for the collection of facts and data to update the data used for the previous comprehensive salary survey conducted in 2008. (...) On 8 September 2010, the LSSC presented its report, “Submission of Data Collected from Comparators” to the Chief of Mission Support, UNAMI. (...) The exact date of such increase wasn’t provided by the US Embassy as the data collection form requires the current salary scale only.” 17.

First, the hiring manager found that the Applicant did not meet the requirement of “seven years of progressively responsible experience in the collection, compilation, analysis and dissemination of statistical data”. (...) The Respondent submits that the hiring manager correctly found that the Applicant does not have experience in developing statistical data collection tools (for example, responsibility for a regular survey programme or conducting a population and housing census), distribution and collection of filled questionnaires, or managing the logistics for statistical data collection. (...) Statistics are the result of an organized data collection exercise that produce comprehensive statistics as a reflection of the existing situation.

However, in line with the applicable policy at the time the Applicant’s account was deleted (2015), all of the Applicant’s data had been purged 30 days after its deletion. The only data recovered was that between October 2016 and March 2017, which had been kept in accordance with a new email retention policy that UNICEF introduced in January 2016 to keep the data for more than 30 days after deletion. (...) It also may include video and/or audio recordings, whether digital or analogue. … 68. The collection of evidence may include obtaining electronic data from items such as, but not limited to, computers, servers, laptops, electronic storage media, PDAs, and cell phones.

Eventually, your certified data will be automatically uploaded into [the Integrated Management Information System] at the end of each month for the purpose of payroll processing, representing a huge savings for both timekeepers and for Executive Office staff, and will be an accurate, modern and timely way for the time and attendance function to be administered (...) General Assembly resolution 61/263 dealt with a similar matter when turnstiles were installed at the Secretariat resulting in specific provisions limiting the usage that was to be made of the data collected, including that “the data shall be recorded for the sole purpose of establishing the presence or absence of persons on the premises in case of emergency preparedness and recovery operations”; Case No. (...) Furthermore, sec. 1.2(a) of ST/AI/1999/13, requires supervisors to “verify attendance and compliance with working hours” as this data is relevant to, amongst other, administrative actions such as payroll processing.

THE UNITED NATIONS APPEALS TRIBUNAL Judgment No. 2015-UNAT-526 6 of 12 preparation phase and the data analysis phase. The HSSC determined the survey had been properly and lawfully conducted when it reviewed the survey and made its recommendations to OHRM. (...) THE UNITED NATIONS APPEALS TRIBUNAL Judgment No. 2015-UNAT-526 8 of 12 process has four phases: (a) the preparation phase; (b) the data collection phase; (c) the data assembly phase; and (d) the salary scale construction phase.7 The ICSC developed an operational Manual for Salary Survey in Non-Headquarters Duty Stations to provide “guidance on the various steps and issues in the survey process.”8 28. Several key components are involved in the salary survey process: a) The HSSC “is a coordinating management mechanism”, which “reviews the recommendations made by the relevant designated agencies”;9 b) The LSSC “coordinates survey activities and calls for the participation of representatives of administration and staff of the various common system organizations employing locally recruited staff at th[e] duty station. […] It is the forum for staff/management and inter-agency consultations and is aimed at ensuring a broad participatory process for all parties concerned”;10 and c) “A salary survey specialist […] is delegated authority to take on-the-spot decisions on certain technical matters where this is necessary for the survey to proceed.”11 The specialist is responsible for reviewing the initial preparations by the LSSC, briefing the survey team, leading the data collection, presenting the analysis of the data to the LSSC and providing information and recommendations for the final salary scale approval.12 29.

As per the letter dated 21 May 2009, the Applicant’s cheque for compensation for moral damages equivalent to six months net base salary had been issued and was awaiting her collection. c. As a result of the Applicant’s failure to collect the said cheque it had gone stale. (...) UNHCR needed to know when the Applicant would be able to collect Case No. UNDT/NBI/2010/063 Judgment No. (...) The amounts would be paid in US dollars as per calculations based on data as at May 2009. d. On the issue of the after-service health coverage, UNHCR awaited advice from competent services at Headquarters and would revert. 10.

Article 10 (9) of the Appeals Tribunal Statute (Statute) provides: “The judgements of the Appeals Tribunal shall be published, while protecting personal data, and made generally available by the Registry of the Tribunal.” (...) Despite the statutory presumption in Article 10(9) of the Statute that judgments of the Tribunal will be published and made generally available, the Article does allow for the protection of “personal data” which information may include a person’s, including a litigant’s, identity. (...) Russo-Got’s grounds for anonymisation appear to rest on the collective effect of the publication of these six judgments.

He was not able to relate the data collection and availability to decision-making of the WMO constituent bodies and planning and monitoring to the country profile data-base”.

UNDT/2013/090 Page 4 of 17 and related categories of staff and reflected a “snapshot” of data at the time of its collection. 8. The Applicant included in his application an excerpt of Report ICSC/63/R.18 which states: 3. (...) Salary negotiations, adjustments, and other conditions of service are normally matters for collective bargaining. In this instance, it may well be that the Staff Union has already negotiated and agreed salaries, a component of which was the provision of cafeteria services, based on data collected in 2005.

The Committee made recommendations on several aspects, including the use of price data collected under the European Comparisons Program (“ECP”). (...) In September/October 2016, the ICSC conducted comprehensive cost-of-living surveys at seven headquarters duty stations outside New York to collect price and expenditure data for the determination of the post adjustment6 index at these locations. (...) The Respondent cannot, therefore, fully address all and each unsubstantiated claim, which relate to the ICSC internal decision-making process, the methodology, or the data used, and may only rely on the data derived from public documents. 33.