Geographic distribution

1
Consultation on the 7th replenishment of IFADs
resources

• Geographic distribution

Title
Consultation on the 7th replenishment of IFADs
resources
2
Presentation outline

• Background
• How the procedures work
• Comparative information
• Our statistics
• Opportunities for wider geographic reach

3
Background

• The principle of geographic distribution is
  enshrined in Article 6, Section 8 (e) of the
  Agreement Establishing IFAD
• It is further articulated in the Human Resources
  Policy approved by the Executive Board on 9
  September 2004, as follows
• Paramount in the appointment of staff,
  consideration shall be given to the necessity of
  securing the highest levels of competence,
  technical ability and integrity available, and to
  do so by ensuring competition among candidates.
  The recruitment of professional staff will result
  in selection of the individual judged to be the
  best person for the position, taking into account
  the criteria of equitable geographic distribution
  and gender balance. IFAD believes that such
  diversity contributes to its intellectual
  strength and effectiveness. The Presidents
  appointment decisions shall be final.

4
How the procedures work

• Advertisement - international
• Screening and long list by HR applications of
  candidates from Member States of IFAD
• Shortlist - prepared by the recruiting division
• Candidates are invited for interview
• Interviews are conducted and candidates ranked by
  merit.
• Usually there is a clear rank
• Recommendations are made to the Appointment Board
• Appointment Board makes the selection decision

5
Comparative information

• International Financial Institutions have general
  statements of gender and diversity and quotas are
  not allocated.
• WFP has no formal quotas and have a policy to
  attain geographic and diversity considerations in
  the professional category with a target of 40
  from economically developing countries.
• FAO has a methodology on geographic distribution
  based on that used in the United Nations. 65 of
  their professional staff is from OECD
• IFAD has 145 posts compared to a total of 164
  Member States. 171.5 posts at the General Support
  Level are filled by sourcing from the local
  market.

6
Our statistics
7
Opportunities for wider geographic reach

• Proactive regional advertising and recruitment to
  fill 20 positions resulting from retirements from
  2005 to 2010
• Gender mainstreaming 44 of our professional
  staff are women. Various support provided
  (paternity, day care, WLB, BF and involvement of
  Gender Team)
• Enhanced APO Programme for capacity building
• 21 APOs from non OECD countries for a trial
  period of three years
• Propose that the Executive Board set up a
  multi-donor Trust Fund to which it is hoped that
  OECD and non-OECD countries will contribute
• Estimated investment of USD 3 200 000
• APOs will have opportunity to apply for vacant
  posts subject to availability of positions and to
  competition with external candidates
• Our retention to date is 24 staff (20) out of a
  total of 121 APOs engaged since 1978