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Recruitment, Selection, and Appointment Process Alignment to HPOs Practices

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  1. RECRUITMENT, SELECTION AND APPOINTMENT PROCESS Alignment to HPOs practices GENERAL SECRETARIAT – ORGANIZATION OF AMERICAN STATES 04/2019

  2. FOUNDATIONS FOUNDATIONS - today FOUNDATIONS - High performing organization practice • Art 41 - Basic conditions • Efficiency, competence, integrity, geographic representation, gender equity • Without regard to race, creed, sex, gender identity or expression • Art 41 - Basic conditions • Efficiency, competence, integrity, geographic representation • Without regard to race, creed, sex PAG. 2 PAG. 14 PAG. 14 PAG. 14 PAG. 2 PAG. 2 PAG. 2 PAG. 2 Art 42 - Nationality No changes Art 42 - Nationality No changes Art 43 – Medical Examination Moved to section 44 (f) Art xx – Geographical Distribution Obtaining a geographical representation as wide as possible Art xxx – Gender equity and equality Take into account gender equity and equality Art 44 (part) – Gender equity and equality Take into account gender equity and equality

  3. FOUNDATIONS FOUNDATIONS - today FOUNDATIONS – High performing organization practice • Creed • Creed • OAS Web Page • OAS Web Page • Efficiency • Efficiency • Integrity • Integrity • Competency • Competency • GeographicRepresentation • GeographicRepresentation • Race • Nationality • Nationality • Race • Genderidentityorexpression

  4. SOURCING SOURCING – High performing organization practice SOURCING - today Article 44. Recruitment, Selection, and Appointment Article 44. Recruitment, Selection, and Appointment • Sourcing: • Advertisement of the post through multiple sources/ 21 days / immediate notification to Permanent Missions • b. Publication and Notice:   • Advertisement of the post on the Internet (OAS web page) / 21 days / immediate notification to Permanent Missions PAG. 6 PAG. 6

  5. SOURCING SOURCING - Today SOURCING – High performing organization practice • OAS Web Page • OAS Web Page • Social media platforms (Facebook, Instagram) • Sourcingplatforms (LinkedIn, Monster) • Universities / Institutes in the Hemisphere • Direct Headhunting • Referral program

  6. PRESCREENING AND SCREENING PRESCREEING AND SCREENING - today PRESCREEING AND SCREENING – High performing organization practice Article 44. Recruitment, Selection, and Appointment Article 44. Recruitment, Selection, and Appointment • Prescreening • Review qualifications • Select at least three to undergo an interview Verification of qualifications and the interview *Currently mixes prescreening and screening * Review of candidates and select at least three candidates to undergo an interview PAG. 9 PAG. 6 PAG. 2 PAG. 6-7 PAG. 6-7 PAG. 8 PAG.10 PAG. 10 PAG. 12 PAG. 7 PAG. 8-9 PAG. 7 PAG. 9 • Interview directly with panel (hiring area, HR and member of advisory committee member • f. Language Proficiency:  Language proficiency exams in at least two of the official languages – external assessment • * G1, G2 and G3 exempt / Higher level post demonstrated proficiency (Article 44 f) • d. Screening • DHR conducts first interview (cultural fit and alignment with core competencies) • Candidates undergo a technical assessment • Candidates undergo a panel interview with hiring area, DHR and observer • Two Language proficiency (duty station + other OAS official language– English, French, Spanish, Portuguese) – internal assessment • * G1, G2 and G3 exempt / Higher level post demonstrated proficiency (Article 44 f) • Behavioral assessment Hogan (P5 / D1) • Mandatory background checks Art 43 – Medical Examination Moved to section 44 (f) vii. Medical Examination

  7. SCREENING SCREENING – High performance organization practice SCREENING - today • Cultural and behavioralfitcheck • First interview - DHR • Analysis, judgement, reasoning, knowledge Firstassessment - Technical • Technicalknowledgecheck • Conclusions of thetechnicalassessmentcheck • Interview– panel (hiringarea, member of CASA, DHR) • Technicalknowledge and behavioralcheck • Second interview – panel (hiringarea, observer, DHR) • Dutystation proficiency+1 • EXTERNAL ASSESSMENT ($$$) • Assessment– Languagesproficiency • Secondassessment – Languagesproficiency • Dutystation proficiency+1 • INTERNAL ASSESSMENT • Competency and behavioralassessment (Hogan) • Thirdassessment – behavioralassessment (P5/D1) • Criminal records, labor references, credit and social media behavior • Backgroundcheck • Medical healthcheck • EXTERNAL ($$$) • EXTERNAL ($$$) • Medical healthcheck

  8. COMMITTEE – OBSERVERS AND VIGILANCE CREW OBSERVERS – High Performance Organization practice COMMITTEE - Today Article 44. Recruitment, Selection, and Appointment Article 44. Recruitment, Selection, and Appointment • The observers team:  external competition with advice of observers • Observers proposed by Secretariats, approved GS and AGS. • Eliminate • All observers above the P-4 level in a non-trust appointment and with at least eight years of experience as staff member. • The vigilance crew • AGS + President Staff Association + General Inspector + Ombudsperson + HR Director • The Advisory Committee on Selection and Promotion:  external competition with advice of the Advisory Committee on Selection and Promotion (“Selection Committee”).  • Members appointed by GS + President Staff Association . • Committee member appoint qualified alternate • Half of members shall be above the P-3 level in a non-trust appointment and with at least eight years of experience as staff member. PAG. 3 PAG. 4 PAG. 5 PAG. 4 PAG. 3

  9. COMMITTEE - OBSERVERS OBSERVERS – High Performance Organization practice COMMITTEE - Today Article 44. Recruitment, Selection, and Appointment Article 44. Recruitment, Selection, and Appointment • d and e. Appointments to Posts • Observers present files by exception (no consensus) to the vigilance crew • (ii) Vigilance crew– 4 working days to accept or disagree (written response). • (iii) SAF presents recommendation SG Art 44. d (i, ii and iii (Eliminated) • Ratings: new distribution of thepoints • d and e. Appointments to Posts • (i) HR provides all files to Selection Committee (including test results, evaluation, interview report, job description, vacancy announcement, applications of all candidates, cover letters, personnel file of recommended candidate) • (ii) Selection Committee – 4 working days to accept or disagree (written response). • (iii) SAF presents recommendation SG Art 44. d (I, ii and iii (Eliminated) PAG. 9 PAG. 9-11 PAG. 16

  10. COMMITTEE – OBSERVERS AND VIGILANCE CREW OBSERVERS AND VIGILANCE CREW – High Performance Organization Practice COMMITTEE - Today • Observers CANDIDATE 1 CANDIDATE 2 CANDIDATE 3 SOLID CONSENSUS REASONABLE DOUBT / EXCEPTION PRE-SELECTED CANDIDATE´S FILE SELECTED CANDIDATE FILE • Secretary • General SELECTED CANDIDATE • Secretary • General APPROVED APPOINTMENT SELECTED CANDIDATE RATINGS APPROVED APPOINTMENT

  11. RATING RATING – High performance organization practice RATING - today

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