The UN’s new Performance Management and Development (PMD) system came into force on 30 April 2010. Apart from the new name, several key changes have been introduced – some subtle and others more significant. The revised policy (ST/AI/2010/5) emphasizes staff development and aims to embrace the entire spectrum of performance management, including accountability, training and regular performance feedback.
e-Performance in Inspira
The e-Performance module in Inspira will replace e-PAS on 1 April 2012. Although the interface is completely different, the new tool (and system), remains faithful to the performance appraisal cycle, i.e., work plan, mid-point review, and end-of-cycle appraisal, and to the basic performance management principles, i.e., agreement on the planning of work, demonstration of competencies, staff development, and on-going discussion.
Rating Scale
The rating scale has been changed from 5 to 4 ratings. The new policy gives clearer descriptions of ratings, thus facilitating greater consistency and accuracy in how the ratings are applied.
PMD training at ESCAP
All staff are encouraged to participate in the relevant training and familiarize themselves with the revised policy, and managers are expected to support and promote the personal development and continuous learning of their staff. The PMD offerings include:
- Performance Management for Managers and Supervisors: 1-day mandatory training for staff who have supervisory responsibilities
- Performance Management Basics: half-day course for all staff on main concepts of PMD
- PMD mini-series: 3hr sessions for all staff:
- Setting career development goals
- Conducting successful performance appraisals
- Having difficult performance conversations
- Giving and receiving feedback
- Briefing sessions on the ePerformance tool in Inspira, 1-1.5hrs for all staff (to be introduced!)
For detailed information on training in PMD, please contact the Learning Team at ESCAP_Training@un.org and/or Katarina Grozdanovic at grozdanovic@un.org.
Resources
Policy
:: Performance Management and Development (ST/AI/2010/5) 
Publications & Websites
:: Supporting Performance Management in the Organization: A guide for managers
:: UN Competency Development: A practical guide
:: Addressing and Resolving Underperformance – A Guide for Managers
:: ePerformance Quick Guide
:: ePerformance Handbook
:: FAQs Performance
:: https://itsforreal.un.org/performance/
Forms and Guidelines
:: Performance Evaluation Form for Temporary Staff (P 333) 
:: Performance Evaluation Report for NRL
:: Performance Evaluation for Consultants and Individual Contractors (P 106)
:: Guidelines on rebuttal process
These guidelines set out the responsibilities of the rebuttal
chairperson and panel
members and offer guidance on how to conduct the
rebuttal process in a timely
manner. They were drafted in accordance with
sections 14 and 15 of
ST/AI/2010/5.
Contact person: Ms. Katarina Grozdanovic, ext. 1964
