Staff retention and legacy issues

Staff retention at the Tribunals

Welfare measures aimed at staff retention are being implemented.

(b) Report of the Secretary General on staff retention and legacy issues (A 60 436)

To that end, a fresh approach was needed to the recruitment, preparation and retention of staff.

The retention of high quality procurement staff for sustained periods in the peacekeeping missions remains an issue.

7. Also requests the Secretary General to make every effort to reduce the vacancy rate and improve staff retention at the Tribunal, including by extending contracts of staff performing functions that are central to the implementation of the completion strategy beyond the period of the current budget

7. Also requests the Secretary General to make every effort to reduce the vacancy rate and improve staff retention at the Tribunal, including through extending contracts of staff performing functions that are central to the implementation of the completion strategy beyond the period of the current budget

In addition, the Assembly requested the Secretary General to make every effort to reduce the vacancy rate and improve staff retention at the Tribunals, including by extending contracts of staff performing functions that are central to the implementation of the completion strategy beyond the period of the current budget.

Australia has an apparent retention rate of 81.2 per cent of young women entering high school to Year 12.

Australia has an apparent retention rate of 81.2 per cent of young women entering high school to year 12.

The realisation of the Tribunal's completion strategy also relies in large part on the retention of its qualified staff.

Additional measures for staff retention are proposed by the Tribunals in document A 60 436, discussed in section V below.

By the time students reach high school, the retention rate for boys is about ten percentage points higher than for girls.

Almost all interlocutors stressed the need for training and capacity development yet recognized that the retention of staff was a challenge.

Staff retention and legacy issues of the International Tribunal for the Former Yugoslavia and of the International Criminal Tribunal for Rwanda

The experiences of other organizations that faced downsizing or closure in providing financial incentives to staff indicate that, while not a guarantee for retaining staff, a retention bonus could serve as a determining factor for some key staff.

The Advisory Committee also considered the report of the Secretary General on staff retention and legacy issues for both Tribunals (A 60 436).

d Cost estimates for 2005 06 are inclusive of a 25 vacancy rate for international staff positions and an average 10 vacancy rate for national staff positions.

It is proposed that the retention bonus would be applicable to staff who are required to be retained until the specific posts are no longer needed.

It is therefore anticipated that the offer of a retention bonus could apply to as few as only half of the existing staff of the Tribunals.

D Rate applicable to staff members with a dependent spouse or child.

S Rate applicable to staff members with no dependent spouse or child.

D Rate applicable to staff members with a dependent spouse or child.

S Rate applicable to staff members with no dependent spouse or child.

D Rate applicable to staff members with a dependent spouse or child.

S Rate applicable to staff members with no dependent spouse or child.

D Rate applicable to staff members with a dependent spouse or child

S Rate applicable to staff members with no dependent spouse or child

More precise information on the post vacancy rate in different grades and the natural staff wastage rate would be needed.

Based on the foregoing, the General Assembly is requested to approve the establishment of a retention bonus for the staff at the Tribunals effective 1 January 2006.

Based on the length of tenure of existing staff within the two Tribunals, it is expected that the financial implications of a retention bonus will be offset by the costs associated with higher rates of turnover of staff.

Subject matter Retention of citizenship

Proposal for a retention bonus

Concerning civilian personnel, the average vacancy rate for international staff, national staff and United Nations Volunteers was 32.8, 44.6 and 80.2 per cent, respectively.

Retention of skilled practitioners is a problem.

Retention of the external legal consultant ( 250,000)

It is believed that for many staff who are offered very advantageous career opportunities, the retention bonus will probably not be sufficient for them to pass up a solid career option.

As can be seen from the table below, the school retention rate for female indigenous students is higher than that for male students, although well below that for all non indigenous ones.

In the International Tribunal for the Former Yugoslavia staff survey mentioned in paragraph 9 above, over 80 per cent of staff indicated that they would consider remaining until the organization would no longer require their services if a retention bonus were to be offered.

In 2003, the total vacancy rate, excluding projects posts, was 2.7 per cent for Professional and General Service staff and 3.4 per cent for Professional staff only.

By December 2004, the vacancy rate, excluding projects posts, was 8.9 per cent for Professional and General Service staff and 11.9 per cent for Professional staff only.

Furthermore, the reductions under common staff costs reflect both the realized vacancy rates described above and the lower than budgeted actual rate of common staff costs ( 5,526,400).

Midwives, trained traditional birth attendants and staff nurses have helped to significantly reduce the maternal mortality rate.

The Committee was informed that the overall vacancy rate in 2004 was 11.7 per cent, with a 15.5 per cent rate for staff in the Professional and higher categories and 9.2 per cent for staff in the General Service and related categories.