Home

The Applicant was provided with the following overall ratings: “Partially Achieved Outputs” for the section “Work Plan Outputs[”]; “Developing Proficiency” for the section [“]Core Competencies”; “Developing Proficiency” for the section “Functional Competencies[”]; and “Partially Achieved Output” for the section [“]Development Outputs”. (...) The Applicant was provided with the overall ratings of “Partially Achieved Outputs” for the section “Work Plan Outputs”; “Developing Proficiency” for the section “Core Competencies”; “Developing Proficiency” for the section “Functional Competencies”; and “Partially Achieved Output” for the section [“]Development Outputs”. (...) The Applicant was provided with the overall ratings of “Partially Achieved Outputs” for the section “Work Plan Outputs”; “Developing Proficiency” for the section “Core Competencies”; “Developing Proficiency” for the section “Functional Competencies[”]; and “Fully Achieved Output” THE UNITED NATIONS APPEALS TRIBUNAL Judgment No. 2015-UNAT-571 5 of 19 for the section “Development Outputs[”].

The Applicant was provided with the following overall ratings: “Partially Achieved Outputs” for the section “Work Plan Outputs; “Developing Proficiency” for the section Core Competencies”; “Developing Proficiency” for the section “Functional Competencies; and “Partially Achieved Output” for the section” Development Outputs”. (...) The Applicant was provided with the overall ratings of “Partially Achieved Outputs” for the section “Work Plan Outputs”; “Developing Proficiency” for the section “Core Competencies”; “Developing Proficiency” for the section “Functional Competencies”; and “Partially Achieved Output” for the section” Development Outputs”. (...) The Applicant was provided with the overall ratings of “Partially Achieved Outputs” for the section “Work Plan Outputs”; “Developing Proficiency” for the section “Core Competencies”; “Developing Proficiency” for the section “Functional Competencies’; and “Fully Achieved Output” for the section “Development Outputs’.

ST/AI/2010/5 - Performance Management and Development System 6. The process for managing performance in the Organization is set out in Administrative Instruction ST/AI/2010/5 (Performance Management and Development System) (the system). (...) Sarwar’s overall rating be upgraded from “D - unsatisfactory” to “C - requires development”. In respect of the contested key competencies of professionalism, communication and teamwork, it upgraded the assessment of the FRO from “D - unsatisfactory” to “C - requires development”. (...) Sarwar demonstrated an inability to develop the skills required for this competency. 76.

Overall Rating for Core Competencies – Developing Proficiencies; c. Overall Rating for Functional Competencies – Developing Proficiencies; Case No. (...) Overall Rating for Functional Competencies – Developing Proficiencies; d. Overall Rating for Development Outputs – Fully Achieved Outputs; … [Ms. (...) Overall Rating for Core Competencies - Developing Proficiency; c. Overall Rating for Functional Competencies – Developing Proficiency d.

UNDT/2009/088 Page 22 of 69 in the preparation of the Montevideo Programme IV for consideration and endorsement by Governments. 7. Develop appropriate proposal(s) for fund raising for the necessary activities on the process of the review and development of the Montevideo Programme IV. 8. (...) ii) take the lead and guide DELC units in the development of the governance component of their TOR for the units which would have inevitably led to the Applicant’s own TOR and workplan. (...) Analyze partnerships UNEP-wide and between UNEP and other international institutions, and develop a strategy on how to further improve cooperation. 2.

In February 2019, the Applicant applied for the newly created position of Development Coordination Officer, Partnerships and Development Finance in the RCO. 10. (...) On 6 August 2019, the United Nations Resident Coordinator in Turkey met with the Applicant to inform her that she had not been selected for the above-mentioned position of Development Coordination Officer, Partnerships and Development Finance. 12. (...) In the meantime, the selection process for the position of Development Coordinator Officer, Partnership and Development Finance to which she had applied was completed and she was ultimately not selected. 24.

The Applicant, a former Special Adviser at the D-1, step 5 level, in the Bureau for Development Policy of the United Nations Development Programme (“UNDP”), is contesting the “rejections of [her] candidacy for all [Resident Coordinator/Resident Representative (“RC/RR”)] posts to which she had applied in 2013”. 2. (...) This he added, would also help his office to develop models and best practices for these new services just added to his mandate (...) The UNDP Team gave the Applicant a rating of “4 = needs development”, which indicated a non-satisfactory performance.

Core Competencies: “developing proficiency”; c. Functional Competencies: “developing proficiency”; and d. (...) The Tribunal finds that the Applicant’s performance for the year 2014 was rated by her former supervisor as “partially achieved” in respect of her work plan and development outputs, and as “developing proficiency” in respect of core and functional competencies. (...) In turn, a rating of “developing proficiency” is given to a staff member whose “[i]ndividual competency demonstration is developing toward the expected level for the post as defined in the competency profile, but does not meet expectations”.

The Applicant, a former Programme Analyst at a National Officer B-Grade level with the United Nations Development Programme (“UNDP”) in the United Arab Emirates, contests the Administration’s decision not to renew his fixed-term appointment beyond 28 February 2018 due to budgetary limitations. (...) The Applicant disputes that the main goals assigned to his position were related to economic development in the Northern Emirates and presents his job description as supporting documentation. (...) Documentation showing that the main goals assigned to the Applicant’s position included support to the economic development in the Northern Emirates; b. The record on entry-on-duty date for each staff member in the UNDP country office in the United Arab Emirates; c.

Furthermore, the Tribunal also notes that sec. 2.3 of ST/SGB/2009/9 (Learning and development policy) reiterates that “[l]earning and development opportunities should normally be made available to staff at all levels” and sec. 2.2 sets a “minimum target of five days for professional development per year” for all staff members. 24. Considering that learning and development opportunities are for the benefit of the staff members under the Staff Regulations and Rules, which form the terms and conditions of the Applicant’s employment, the decision relating to learning and development opportunities is therefore an administrative decision subject to judicial review. (...) Furthermore, in terms of ST/SGB/2009/9, learning and development opportunities “should normally be made available to staff at all levels” and “[a] minimum target of five days for professional development per year is established for all staff members”.