Human resources reform
By the end of 2013 WHO will have a new human resources strategy and implementation plan for the next three years.
Actions to reform the human resources function will include: streamlining recruitment, creating an e-learning platform to increase access to development opportunities for staff, establishing a new performance management system and improving the administration of justice.
At its 133rd session last May, the Executive Board considered a report from the Staff Association, which described the progress made in three priority areas for action, identified through joint discussions with the Director-General: options for internal justice reform, the development of an unemployment insurance system, and the improvement of performance evaluation to ensure management accountability.
The Director-General has expressed the need to consider all options for what is expected to be an important and swift process of reform of the internal justice system.
The goal for the work on the internal justice system is for WHO staff to have access to a system of justice that addresses their grievances in a fair and expedient way. Currently, investigations are conducted internally; recommendations are provided by a peer review board, and decision-making is subject to long delays.
In addition, the ILO’s Administrative Tribunal, can take more than four years to pass judgement, at great cost to both staff and the Organization, and there is no appeal mechanism. The Director-General has expressed the need to consider all options in developing what is expected to be an important and swift reform of the internal justice system.