2. Topics  UN system, common system  The ICSC  The Human Resources Network  Federations and alliances  FUNSAs  The ILO and the Common system

3. UN System, Common system  All Organisations of the so-called United Nations system are specific, but proceed from same legitimacy (Specialized Agencies, 1945, Charter of the United Nations, art.57 & 63)  Members from the same family should not compete for best staff – local or even international  In lieu of code of conduct, agree to share basic rules, and to delegate part of responsibilities as employers to most prominent, the UN General Assembly THESE DELEGATED POWERS ARE THE COMMON SYSTEM

4. Definition of the common system « The common system represents common standards, methods and arrangements being applied to salaries, allowances and benefits for the staff of the United Nations, those specialized agencies which have entered into a relationship with the United Nations, the International Atomic Agency and a number of other international organizations. The common system is designed to avoid serious discrepancies in terms and conditions of employment, to avoid competition in recruitment of personnel and to facilitate the interchange of personnel. It applies to over 52,000 staff members serving at over 600 duty stations. » http://www.un.org/Depts/OHRM/salaries_allowances/common.htm

6. The International Civil Service Commission The ICSC http://icsc.un.org/ http://icsc.un.org/ - Growing fields of competence, increasingly conflictual, limited staff representation Established in 1974 by the UN General Assembly to « regulate and coordinate the conditions of service of the United Nations common system » Recognised by all UN Organizations (ILO since April 1975) - A technical body with political influences 15 commissioners are diplomats, Chairperson full time, influential and influenced Secretariat

7. The Human Resources Network Successor of CCAQ – Coordination Committee for Administrative Questions – All HRD from the UN family – Subsidiary organ of CEB (ex CCA) via HLCM http://ceb.unsystem.org/http://ceb.unsystem.org/ The HLCM « is charged with identifying and analysing administrative management issues of common concern, which require a system wide response. It is authorized to take decisions on behalf of Executive Heads and to promote and coordinate reforms that will improve services, improve productivity and increase efficiency and effectiveness across the UN system. » Staff participation, links with ICSC, common policies and best practices A few topics: security, gender, sexual and other forms of harassment, salary methodologies, mobility, rewards, code of conduct …

8. Federations and Alliances  Two Federations of Staff Associations and Unions – FICSA (the Agencies) and CCISUA (the UN) officially represent staff  ILO Staff Union is independent since 1994  However remains active in joint processes: salaries, peace, pensions, security …  Member of the Geneva Group, part to international civil servants movement beyond UN, bilateral relations with Swiss Trade Unions in Geneva and Turin Staff Union  In the field, actively working with sister Agencies – FUNSAs – and maintains direct bilateral relations with UN Staff Unions / Associations

9. FUNSAs  Federation of UN Staff Associations  Local level, common issues – Dialogue with UN Resident Coordinator  Key role in mobilization against changes in salary methodologies  FUNSAs are members of FICSA …

10.  ILO Staff Union was a founding member FICSA http://www.ficsa.org – Why not ? http://www.ficsa.org  Since then, ILO SU was even more present on all fronts – and needed by staff from other organizations  Concrete proposals tabled for in-depth FICSA reform  Some recent developments are encouraging …  Growing dissatisfaction in terms of independence, efficiency, coherence, democracy, costs … led to quitting in 1994. … but others are still worrying

11.  Constant interference of common system with ILO specific conditions of work & employment The ILO and the Common System  ILO can however influence upon decision making within the common system ( recognised in collective agreement )  Specific provisions were introduced in areas of competence of common system (mobility; thrift fund)  Common system: a guarantee – or a constraint ?!  Often the ILO takes the lead or is a the forefront ( local salaries; pensions; collective bargaining; grievances …)