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.
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.
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: Setting career development goals
Conducting successful performance appraisals
Having difficult performance conversations
Giving and receiving feedback
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.