Recruitment Brochure

GENERAL INFORMATION ON ENTITLEMENTS & BENEFITS FOR INTERNATIONAL STAFF

This circular is intended solely for information and general guidance of candidates for UNHCR positions. This recruitment brochure is issued to provide a general overview of the benefits and entitlements of UNHCR staff members. Please take note that all benefits and entitlements are linked to the individual contractual status of a staff member.

TABLE OF CONTENTS
Recruitment and types of Appointment ................................................................................. 4 Temporary Appointment ........................................................................................................ 4 Fixed-term Appointment ........................................................................................................ 4 Indefinite Appointment .......................................................................................................... 5 Category of staff..................................................................................................................... 5 Joint Review Body ................................................................................................................. 5 General Recruitment criteria .................................................................................................. 5 Classification of duty stations.................................................................................................. 6 Category of duty station ......................................................................................................... 6 Special Operations Area (SOA) ............................................................................................. 6 Administrative Place of Assignment (APA) .......................................................................... 6 Security levels ........................................................................................................................ 7 Family and non-family duty stations...................................................................................... 7 Standard Length of Assignment (SAL).................................................................................. 8 Security Clearance.................................................................................................................. 8 Compensation for death, injury or illness attributable to service........................................... 8 Salaries and Allowances........................................................................................................... 9 Salary...................................................................................................................................... 9 Allowances related to the salary............................................................................................. 9 Post Adjustment (PA)........................................................................................................... 10 Mobility and Hardship Allowance (MHA) .......................................................................... 10 Assignment Grant .................................................................................................................. 11 DSA Portion ......................................................................................................................... 11 Lump-sum Portion................................................................................................................ 11 Rental Subsidy........................................................................................................................ 12 Housing Maintenance Element (HOME)............................................................................. 12 Dependency Allowance .......................................................................................................... 13 Spouse .................................................................................................................................. 13 Child(ren) ............................................................................................................................. 13 General provisions applying to both a dependent spouse and dependent children.............. 13 Secondary Dependants: Mother, Father, Brother or Sister .................................................. 13 Education Grant..................................................................................................................... 14 Travel and related entitlements ............................................................................................ 14 Travel ................................................................................................................................... 14 Place of recruitment ............................................................................................................. 15 Rest & Recuperation Policy (R&R) ..................................................................................... 15 Shipment of personal effects or Relocation Grant .............................................................. 15 Shipment............................................................................................................................... 15 Relocation Grant .................................................................................................................. 17 Social Security ........................................................................................................................ 17 United Nations Joint Staff Pension Fund (UNJSPF) ........................................................... 17 UNSMIS (UN Staff Mutual Insurance Society against Sickness and Accident)................. 17 Compensation....................................................................................................................... 19 GPAFI .................................................................................................................................. 19 AETNA Group Life Insurance ............................................................................................. 20 Malicious Acts Insurance Policy (MAIP) ............................................................................ 20

Leave Entitlements ................................................................................................................. 20 Annual Leave ....................................................................................................................... 20 Sick Leave ............................................................................................................................ 20 Family Leave Option............................................................................................................ 21 Maternity Leave ................................................................................................................... 21 Paternity Leave..................................................................................................................... 21 Home Leave/Family Visit .................................................................................................... 22 Career and promotion prospects .......................................................................................... 22 Learning and Staff Development ......................................................................................... 23 Code of Conduct................................................................................................................... 23 Induction & Orientation ....................................................................................................... 23 Miscellaneous.......................................................................................................................... 24 Entry, periodic and exit medical examinations .................................................................... 24 UN Index Number................................................................................................................ 24 UNLP ................................................................................................................................... 25 UNHCR Staff Council ......................................................................................................... 25 UNHCR Ethics Office.......................................................................................................... 25 UNHCR Ombudsman .......................................................................................................... 25 Residing in Switzerland ....................................................................................................... 26 Residing in France................................................................................................................ 28 Residing in Hungary............................................................................................................. 29 Acronyms ................................................................................................................................ 30

Recruitment and types of Appointment

Recruitments of external candidates are made: either on a temporary basis through a simplified selection process or on a selected position which cannot be filled by any internal staff member, and which is vacant for at least one year. Recruitment is made through a selection process which is reviewed by a Joint Review Body (JRB). The above process results in one of the following two types of appointment and related entitlements, upon recruitment: Temporary Appointment Fixed-term Appointment

Temporary Appointment
In order to meet seasonal or peak workloads and specific short-term requirements, UNHCR may recruit staff under temporary basis and grant Temporary Appointments for less than one year (i.e. up to a maximum of 364 days). Extension of Temporary Appointments beyond 364 days may only be granted under specific requirements. The total period may not exceed 729 days. A temporary appointment does not carry any expectancy, legal or otherwise, of renewal and cannot be converted to any other type of appointment. The authority for granting a Temporary Appointment is not subject to review by a joint staff management body and holders of the TA are not considered as internal candidates for regular positions. A Temporary Appointment carries reduced allowances and entitlements compared to a Fixedterm Appointment.

Fixed-term Appointment
Newly recruited staff, appointed following a competitive process that has been reviewed by the Joint Review Body or previous joint staff / management bodies and appointed by the High Commissioner, will be granted a Fixed-term Appointment for one year (staff members on expert positions will exceptionally be granted two years contracts) in accordance with UNHCR contracts policy, subject to medical clearance. A Fixed-term appointment does not carry any expectancy, legal or otherwise, of renewal or conversion to any other category. Any extension of a Fixed-term appointment in respect of staff members governed by the APPC Regulations, i.e. G staff, maybe granted for a period of up to one year. Any extension of Fixed-term appointment in respect of staff members appointed by the High Commissioner, i.e. NPO staff, maybe granted for a period of up to two years.

Indefinite Appointment
Most staff members who were recruited before 2002 received Indefinite Appointments. The granting of Indefinite Appointments has since been frozen.

Category of staff
UNHCR recruits four different categories of staff: International staff: International Professional Officers, commonly called "P" staff, generally recruited to serve abroad for functions which require a high level of functional and managerial skills and involve a supervisory responsibility. P staff are subject to rotation i.e. they are assigned to serve in different countries every few years. Field Service staff, commonly called FS staff, referring to the temporary assignment of General Service staff outside their duty station for a limited period. Recruitment may take place in the FS category for specialized functions. National staff: National Professional Officers, commonly called "NPO" staff, recruited at the national level to perform functions requiring national knowledge and experience General Service Staff, commonly called "G" staff, who make up the majority of UNHCR staff, are designated as support staff and are recruited locally. While International Professional Officers (P) are directly administered by the Division of Human Resources Management, both National Professional Officers (NPO) and General Services staff members (G) fall under the delegated authority of UNHCR Representatives in the Field.

Joint Review Body

Acronym APPC stands for Appointment, Postings and Promotions Committees which are established at Headquarters and in UNHCR Offices in the field. The Committees are composed of members equally represented by staff through the Staff Association and by the Management. They are mainly charged with making recommendations for the filling of vacant established positions in the General Service (G) category. The Joint Review Body is established at Headquarters. The Body is mainly charged with making recommendations for the filling of vacant established positions in the International (P) and National Professional Officer (NPO) categories.

General Recruitment criteria

To be considered eligible for recruitment, external candidates must, at the time of application for a vacant position, be minimum 18 years old or have more than 12 months before reaching the UN mandatory retirement age (i.e. 62 years old).

If a family member already holds a UNHCR contract, no appointment shall be granted to the mother, father, sister, brother, son or daughter of that staff member, unless another person equally well qualified cannot be recruited. Employment of a staff member's spouse is permitted provided that neither the staff member nor the spouse serves in a post which is superior or subordinate in the line of authority of the other, or within the same department.

Classification of duty stations

Category of duty station
The International Civil Service Commission (ICSC) is responsible for classifying duty stations according to conditions of life and work. It designates duty stations for which special entitlements are applicable to internationally recruited staff. The classification of duty stations is determined based on a number of factors, i.e. health, security, climate, housing, isolation, local conditions and educational facilities as reported via a questionnaire for this purpose, and completed by staff of the UN organizations at each duty station. All duty stations are categorized according to the level of hardship, i.e. H (Headquarters and similarly designated locations where the UN has no developmental or humanitarian assistance programme) followed by A to E in increasing order of difficulty.

Special Operations Area (SOA)

Special Operations Areas (SOAs) are locations declared by the UN Department of Safety and Security (UNDSS) as non-family duty stations for security reasons. The determination of a SOA is generally linked to the prevailing security level although they may occasionally be exceptions based on the operational requirements of the Office. Staff assigned for service in an SOA will be on mission status to the SOA. Staff members are cautioned that dependants will not be permitted to accompany staff members to the SOA. The Organization holds no liability for unauthorized travel of family members to the SOA, nor can it be held responsible for their safety or well-being or for their evacuation in cases of emergencies. Staff assigned to a SOA will be entitled to a SOLAR (Special Operations Living Allowance Rate), an additional payment to the salary and related allowances where applicable, which constitutes UNHCRs sole contribution towards meeting the living expenses within the SOA.

Administrative Place of Assignment (APA)

For each SOA, UNHCR designates an Administrative Place of Assignment (APA) which is the official duty station of staff assigned to a SOA. The APA may be the capital city or the nearest location outside the country of the SOA that has adequate medical and educational facilities as well as reliable transport connections between the SOA and the APA.

UNHCR will provide all possible assistance in obtaining the necessary visas or residence permits for staff and their eligible family members who travel and are installed at the APA at UNHCRs expense. Family members of staff holding Temporary Appointments are not installed at the APA and hence not eligible to official travel to/from the APA. While, as mentioned above, staff will receive SOLAR to meet expenses at the SOA, the following emoluments will be based on the rates/conditions applicable to the APA: a) b) c) Post Adjustment Hardship Allowance (where applicable) Mobility Allowance (where applicable)

Security levels
In each country, a mechanism is put in place to ensure the safety and security of staff members of the United Nations, their spouses and eligible dependants and property, as well as the property of the Organization. It is mandatory for United Nations system personnel and eligible family members to obtain security clearance for all official travel, regardless of location, and they cannot commence official travel without obtaining it. Exception to this at time of immediate medical evacuation or other life-threatening situation. In these cases the traveller must inform the Designated Official or delegate, by the fastest means available, and complete the TRIP clearance process as soon as possible. Staff will also receive a full security briefing on the security situation and concerns at their country of assignment upon arrival. Staff members are then expected to fully comply with security instructions and restrictions. The United Nations utilizes a world-wide sixlevel Security Level System. The six levels are: a) Level One - Minimal b) Level Two - Low c) Level Three - Moderate d) Level Four - Substantial e) Level Five High f) Level Six - Extreme

Family and non-family duty stations

Duty stations are classified as family and non-family duty stations. Families of staff serving in non-family duty stations and holding appointments other than Temporary Appointments may then be installed at the nearest APA. Duty stations classified as family duty stations, however medical, educational, housing and recreational facilities may not always be adequate or available for families. Before arranging any travel in respect of family members, staff members are invited to consult their Personnel Administrative Officer/Assistant who will provide information about the living conditions at the new duty station.

Please note that a Family duty station does NOT necessarily mean that the duty station has facilities that make it suitable for families.

Standard Length of Assignment (SAL)

Standard Assignment Length (SAL) is the period a staff member is normally expected to serve in a particular duty station. The SAL is based on the classified level of hardship of the duty station established by the ICSC, according to prevailing living conditions. Shown below are the SALs for the different categories of duty stations. H and A duty stations: 5 years B duty stations: 4 years C duty stations: 3 years D, E and non-family duty stations: 2 years

Security Clearance
Security Clearance is required for all official travels, regardless of Security Level. Please note that it is the staff members responsibility to make sure of compliance with Security Clearance without which Appendix D of the Staff Rules and the Malicious Acts Insurance will not apply. The request should indicate full name, nationality, date of birth, UNLP number with dates of issue and expiry, date of arrival in the country of destination, the expected duration of the assignment and flight details, i.e. flight number and estimated time of arrival (ETA). The request should also include bio-data of all family members authorised to join staff member at the duty station, if applicable. It is to be ensured by the staff member that security clearance is received prior to traveling to the new duty station.

Compensation for death, injury or illness attributable to service

A newly-recruited staff member is not covered under the Appendix D to the Staff Rules if travel upon initial appointment is undertaken on a date earlier than the officially authorised date of travel, which date corresponds to the official date of recruitment and to the effective date of contract. The newly-recruited staff member will only be covered by the Appendix D from this date onwards.

Salaries and Allowances

Salary
Staff in the Field Service, Professional and higher categories are recruited internationally and are paid on the basis of salary scales, expressed as gross and net base salaries, applied uniformly, world-wide, by all UN organizations. The gross base salary is subject to a staff assessment, which is similar to an income tax. By deducting staff assessment at either the single rate (for staff members without dependants) or at the dependency rate (for staff members with a dependent spouse or a dependent child), a net salary is obtained, before deduction of UN Pension Fund and UN Medical Insurance contributions. All levels of employment from P-1 to the Under Secretary-General are contained on one and the same salary scale which is established and maintained by the ICSC. Within grade salary increments (steps) are also represented on the scale. The recruitment grade (level and step) is established by combining the level of a candidate's university degree with the number of years of relevant professional experience, which is determined by the Recruitment and Postings Section of the Division of Human Resources Management (DHRM). Staff on Fixed-term Appointment Staff members serving on Fixed-term Appointment are awarded within grade salary increments annually, according to established salary scales, on the basis of satisfactory service. Accelerated step increments, as a language incentive for staff members in the Professional and higher categories, may be granted to holders of a UN Language Proficiency Exam (UNLPE) in a second official UN language apart from their mother tongue or the language in which they are required to be proficient by the terms of their appointments. The official UN languages are: Arabic, Chinese (i.e. Mandarin), English, French, Russian and Spanish. Staff on Temporary Appointment Staff serving on Temporary Appointment are entitled to within grade salary increments, however, entitlement to accelerated step increment as language incentive is not applicable to staff on Temporary Appointment.

Allowances related to the salary

In addition to the base salary, staff members may receive other allowances. The entitlement to different allowances in place at UNHCR varies according to the length of assignment offered at the time of recruitment, the family composition, the category of duty station, contractual status etc. A general overview of the different allowances is provided below. With regard to eligibility to individual benefits and entitlements please refer to the Entitlement Matrix on Annex I.

Post Adjustment (PA)

Post Adjustment is added to the base salary in order to preserve equivalent standards of living at different locations. It is paid at the single or dependency rate, and it is not subject to staff assessment. It is subject to regular review by the ICSC, and can change from one month to another.

Mobility and Hardship Allowance (MHA)

The mobility and hardship allowance is designed to compensate for hardship conditions and to encourage mobility (i.e. to encourage staff to accept assignments in different duty stations). It is comprised of three elements: hardship, mobility, and non-removal of household goods. These entitlements are based on the following: The hardship part of the allowance, which reflects the varying degree of hardship at different duty stations, is payable as from the initial assignment to a duty station classified as category B to E. Mobility The mobility part of the allowance is payable to staff members who have at least five years of continuous service in the UN Common System while holding a Fixed-term Appointment and takes into account the number and category of previous assignments of one year or more at the same location. In duty stations classified as categories A - E, the mobility element is payable from the second assignment whereas at duty stations classified as category H, the mobility element is payable only from the fourth assignment and only to staff members who have previously had two or more assignments at duty stations in categories A - E. The non-removal of household goods part serves to compensate for the non-payment for the removal of a staff members household goods with an additional monthly amount payable upon appointment on Fixed-term Appointment, provided the staff member is expected to serve at the duty station for a period of one year or longer. Staff serving on Temporary Appointment are only entitled to the hardship part of the Mobility and Hardship Allowance. Hazard Allowance (HA) In countries which have been designated as a hazardous area by UNDSS, a temporary allowance is paid to international staff amounting to USD 1,365 per complete calendar month spent in the hazardous area, including official holidays and weekends. For periods of less than one calendar month spent at the hazardous area, the allowance is calculated on the basis of USD 44.87 per day. The allowance is periodically reviewed by the ICSC and is subject to change and/or discontinuation. The allowance will be paid locally at the duty station, normally in US dollars. The allowance is not payable during periods of annual or sick leave, medical evacuation, official travel or during missions outside the hazardous area.

Assignment Grant
The Assignment Grant is intended to cover costs incurred by the staff member as a result of the appointment. It may also apply to his/her family members provided the staff member holds an appointment other than a Temporary Appointment. For staff assigned to an APA (on mission status to an SOA), calculations are made at rates and conditions applicable at the respective APA. It is composed of the following elements: Daily Subsistence Allowance (DSA) portion which is meant to cover the initial expenses upon arrival at the duty station or APA, including hotel bills, meals, taxis, etc. Lump-sum portion which is meant to cover installation costs such as rent and related expenses. Temporary Appointment holders will receive only the DSA portion of the Assignment Grant and are not eligible to receive the DSA portion of the Assignment Grant for their family members.

DSA Portion
Upon arrival at the duty station or APA, the staff member is paid an amount equal to 30 days of DSA at the rate applicable at the location and at the time of arrival. Each eligible family member, whose travel to the duty station or APA is paid for by UNHCR, will receive an amount equal to 30 days DSA at half of the rate applicable at the location and at the time of their arrival. The DSA portion of Assignment Grant is payable either in local currency or in US Dollars. In order for family members of staff holding an appointment other than a Temporary Appointment to receive the DSA portion of the Assignment Grant, the travel must take place at least six months prior to the expiry of the staff members assignment at that duty station. In the event that family members are installed at the place of home leave or elsewhere, the DSA rate for the family members shall be calculated on the basis of the DSA rate at the respective location, but shall not exceed the DSA portion payable at the APA. In the event that a staff member is obliged to make continued use of hotel accommodation at the duty station for more than 30 days, an extended payment of the DSA portion may be authorized under certain provisions.

Lump-sum Portion
The lump sum portion of an Assignment Grant which consists of the net base salary plus Post Adjustment applicable on the effective date of appointment is payable in convertible currency (except in Geneva and Vienna where all emoluments are paid in the local currency). A onemonth lump sum is payable upon a one year Fixed-term Appointment. As mentioned above, this portion is not applicable to holders of Temporary Appointments.

Rental Subsidy
Rental subsidy is payable for a staff member whose rented accommodation is of a reasonable standard (UN criteria) but which costs significantly more than the average at the duty station. If the amount spent on the rent is more than 40% of the staff members net salary including Post Adjustment (without allowances), an amount of up to a maximum of 80% of the portion exceeding the designated threshold for the duty station may be reimbursed. If the duty station is not a capital city and educational/health facilities are inadequate, the staff member may install his/her family in the capital city. If the staff member installs his/her family in another city within the same country, the staff member may be entitled to a combined rental subsidy, which means that the calculation of the subsidy is based on the amount given when adding the two rents. Conversely, a rental deduction is made from the remuneration of staff members who are provided housing free of charge by an organization of the UN System, the host government or a related institution. Rental subsidy is not payable during the first 30 days after arrival at a duty station when the DSA portion of assignment grant is paid.

Housing Maintenance Element (HOME)

Staff on Fixed-term Appointment A staff member serving on Fixed-term Appointment may be entitled to HOME in the interest of his/her familys welfare. Provided the eligibility criteria are met and the staff member opts not to install his/her family in the country of assignment, that staff member may be entitled to HOME, to assist him/her in meeting the costs of maintaining two separate households in different countries. Staff members who are in receipt of SOLAR are not entitled to HOME, as such staff already receive compensation towards the maintenance of two households through the payment of SOLAR at the mission duty station and the Post Adjustment of the APA. HOME is also not payable to staff assigned to H and A duty stations where it is considered that educational and medical facilities are adequate and where the non-installation of the family remains the personal choice of the staff member. Should HOME be authorized, the Organization would not pay travel expenses for any of the eligible family members to be installed at the duty station, nor will the staff member receive the DSA portion of the Assignment Grant in their respect. However, other non-installation travels such as: Home Leave, Family Visit and/or Education Grant Travel may be exercised. (These travels do not carry any entitlement to Assignment Grant DSA upon arrival.) If the family is installed at the duty station at a later date, payment of HOME would be automatically discontinued effective the date of their travel. Staff on Temporary Appointment Staff serving on Temporary Appointment are not entitled to the Housing Maintenance Element.

Dependency Allowance
The monthly salary may be paid at the dependency rate (a higher rate) if the staff member has a dependent spouse and/or a dependent child(ren).

Spouse
A spouse for UN purposes may be a wife/husband; a domestic partner; or a common law spouse, provided that relationship is legally valid and recognized in the country of the staff members nationality. A spouse may be regarded as a dependant for UN purposes if the spouses earnings do not exceed either the gross earnings of a General Service staff member serving in New York at Grade 2, Step 1 or do not exceed the lowest entry level gross earnings of the closest UN duty station where the spouse is employed whichever is higher.

Child(ren)
Children under 18 years of age are considered as dependants, while children between 18 and 21 may be regarded as dependants provided they are in full-time education. In both cases, the staff member must be providing main and continuous support to the child. Special provisions apply to children recognized as disabled including an allowance that is twice the amount paid for non-disabled children. In the case of a staff member who has a dependent spouse (and therefore receives salary at the dependency rate) each dependent child entitles the staff member to additionally receive a dependency allowance an annual sum of $2,686 is paid per dependent child. If the spouse is not a dependant, the first child will allow the staff member to receive a salary at the dependency rate. In this case, any other dependent children will be covered under the dependency allowance.

General provisions applying to both a dependent spouse and dependent children

If the staff member or spouse receives similar benefits under national laws, the dependency allowance for children is reduced proportionally in order to avoid duplication of benefits.

Secondary Dependants: Mother, Father, Brother or Sister

A dependent mother, father, brother or sister may entitle a staff member to receive a Secondary Dependant allowance, an annual sum of $940 is payable for ONE Secondary dependant only.

It is payable in respect of a mother and father provided the staff member is able to provide evidence that s/he supports them financially to the extent they receive from the staff member at least double the Secondary Dependency allowance (2 x $940) and that the staff member provides one half or more of their total financial support. For a brother or sister, in addition to these requirements, s/he must be either less than 18 years old or between 18 and 21 attending an educational institution on a full-time basis. It is not possible to receive a dependency allowance in respect of a dependent spouse and any Secondary Dependency allowance at the same time. They are mutually exclusive entitlements.

Education Grant
Staff on Fixed-term Appointment Education Grant is available to internationally recruited staff members holding a Fixed-term Appointment and who reside and serve outside their home country or country of permanent residence. The Grant is provided for each child in full-time attendance at an educational institution. It is payable for children from the primary level (i.e. for children aged five at the start of school year or reaching five within three months of the start of the school year), until the end of the scholastic year in which the child completes his/her fourth year of postsecondary studies, but in no case beyond the age of 25. Special Education Grant in respect of a disabled child is available to staff of all categories holding an appointment other than a Temporary Appointment regardless of whether or not they are serving in their home country. Special Education Grant, subject to certification from Medical Service, is payable from the date on which special teaching or training is required up to the year when the child is awarded the first recognized post-secondary degree or up to the end of calendar year in which the child reaches the age of 28. Staff on Temporary Appointment Staff serving on Temporary Appointment are not entitled to the Education Grant.

Travel and related entitlements

Travel
Staff on Fixed-term Appointment A staff member and the eligible family members (i.e. spouse and dependent children up to the age of 21) of a staff member holding a Fixed-term Appointment, are entitled to travel from the place of recruitment to the new duty station by air, at the least costly airfare structure regularly available, with an entitlement to 25 kgs excess baggage (or one extra piece luggage) in addition to the basic accompanied baggage allowance which is granted by the air carrier. The cost of exercising this extra luggage entitlement is initially met by the staff member at check-in. This amount paid to the air company may be claimed from UNHCR post facto.

When travel exceeds nine hours duration, class immediately below first class may be authorized (except for JPOs) Junior Professional Officers (JPO) are normally required to travel through Geneva/HQs for a few days of induction briefing before proceeding to their duty station. Their dependants are only entitled to travel directly from the place of recruitment to the duty station. Travels are arranged by UNHCR, once all recruitment formalities are completed. Staff on Temporary Appointment A staff member holding a Temporary Appointment upon initial recruitment, is entitled to travel from the place of recruitment to the duty station by air, at the least costly airfare structure regularly available, with an entitlement to 25 kgs excess baggage (or one extra piece luggage) in addition to the basic accompanied baggage allowance which is granted by the air carrier. The cost of exercising this extra luggage entitlement is initially met by the staff member at check-in. This amount paid to the air company may be claimed from UNHCR post facto. Travels are arranged by UNHCR, once all recruitment formalities are completed. Family members are not entitled to any travel paid for by the Organization.

Place of recruitment
As a general rule, if the current or the last place of employment happens to be the location where the staff member is to be recruited by UNHCR, no recruitment travel will be involved.

Rest & Recuperation Policy (R&R)

The Rest & Recuperation is a mandatory form of special leave and travel away from the duty station, intended for staff members serving in field locations where the work environment is characterized as extremely stressful, insecure, isolated, or lacking the most basic and essential commodities. The policy is specifically designed for such exceptional and extraordinary circumstances, and is not to be considered as a compensation element for the hardship level or security rating of a duty station. Various special packages and incentives exist within the system to alleviate the hardship and inconvenience to staff resulting from expatriation, family separation, work-related stress.

Shipment of personal effects or Relocation Grant

Shipment
UNHCR organizes the shipment of personal effects under the standard shipment entitlements to a new duty station or to the APA (in the case of a staff member assigned to a SOA) as summarized in the table below. In the case of staff serving on a Temporary Appointment, regardless of its length, UNHCR will provide an entitlement for unaccompanied shipment of up to 100 kgs.

Fixed-term Appointment holders

Standard entitlement to UNACCOMPANIED SHIPMENT* RELOCATION GRANT

SM

1st eligible family member 500 kgs (3.11 m3)

Each additional eligible family member 300 kgs (1.87 m3)

SM without a spouse or dependent child US$ 10,000

SM with a spouse and/or dependent child US$ 15,000

All eligible staff (except Representative, Chief of Mission, JPO) Insurance (except Representative, Chief of Mission, JPO) Representative, Chief of Mission

1,000 kgs (6.23 m3)

US$ 16,000

US$ 8,000

US$ 4,800

N/A

N/A

2,000 kgs (12.46 m3)

1,000 kgs (6.23 m3)

600 kgs (3.74 m3)

US$ 15,000

US$ 15,000

Insurance for Representative, Chief of Mission JPO

US$ 32,000

US$ 16,000

US$ 9,600

N/A

N/A

600 kgs (4.05 m3)

250 kgs (1.55 m3)

150 kgs (0.93 m3)

N/A

N/A

Insurance for JPO

US$9,600

US$ 4,000

US$ 2,400

N/A

N/A

Staff assigned to SOA (upto cost APA/SOA)

100 kgs

N/A

N/A

N/A

N/A

Temporary Appointment holders

Shipment organized by UNHCR ** Lump sum option Insurance for 100 kgs shipment entitlement US$ 1,600 per person

100 kgs
* **

US$ 1,200

Entitlements are calculated for surface shipment but half can be used for airfreight shipment. Family members of staff members serving on a Temporary Appointment are not entitled to payments in respect of shipments neither are they permitted to accompany staff to SOAs.

Relocation Grant
In most cases a staff member has the option to choose if s/he wishes to utilize the standard shipment or opt for a lump sum payment known as "Relocation Grant". This lump sum option is not applicable to Junior Professional Officers (JPOs). The Relocation Grant is deemed to cover all shipping and related costs including the 100 kilos authorized in and out of an SOA, insurance for loss or damage to personal effects, and customs charges or fees. It is also intended to meet all costs associated with arrangements, such as advance shipment, air shipment, split shipment, storage of personal effects etc. The Relocation Grant is payable only once for the duration of the staff member's assignment. Should the eligible family member travel separately, the additional US$ 5,000 will only be paid upon their actual travel, on the condition that the travel is undertaken at least six months prior to the end of the staff member's assignment.

Social Security
United Nations Joint Staff Pension Fund (UNJSPF)
The United Nations Joint Staff Pension Fund (UNJSPF) was established by the General Assembly to provide retirement, death, disability and related benefits for the staff of the UN and other organisations admitted to membership in the Fund. All UNHCR staff members become participants in the Fund: upon commencing employment under an appointment for six months or longer, or upon accepting such an appointment while in employment; or upon completing (in the same or more than one member organization) six months of service without an interruption of more than 30 days. whichever is earlier, provided that participation is not expressly excluded by the terms of the staff members appointment. Contributions by the participant and by UNHCR will be payable to the Fund concurrently with the accrual of contributory service at the percentage rates of 7.9 % of the pensionable remuneration for the staff member and 15.8% for the Organization.

UNSMIS (UN Staff Mutual Insurance Society against Sickness and Accident)
In order to ensure adequate medical insurance coverage worldwide during the assignment, staff members are enrolled in the United Nations Staff Mutual Insurance Society against Sickness and Accident (UNSMIS). Its objective is to reimburse, within the limits laid down in the Societys Internal Rules, the expenses incurred by staff members arising from sickness, accident or maternity. Participation in UNSMIS is obligatory provided that a staff member has a combined appointment of 3 months or more, unless evidence of a comparable worldwide medical insurance coverage, as acceptable to UNHCR, is provided.

Staff on Fixed-term Appointment A participating staff member serving on Fixed-term Appointment may obtain coverage for his/her spouse and/or children. The Society guarantees coverage at all times and in all countries and generally reimburses 80% of all outpatient, and 100% of all in-patient treatment costs. However, if an insured person decides to obtain medical care away from the duty station or place of residence, the maximum sum reimbursable is the lowest cost of equivalent treatment provided in the canton of Geneva. For hospitalization in the United States, the Society should be notified before admission to hospital so that an intermediary agency in the United States can take action to facilitate the financial arrangements. The total amount of the insurance premium will be paid jointly by the staff member and UNHCR according to the schedule shown below. The staff members contributions will be calculated on the basis of net salary, and deducted automatically from his/her salary.

Category of coverage

Contributions Subscriber UNHCR 3.3 % 3.8 % 4.2%

Staff member only Staff member with one dependant

2.5 % 3.8 %

Staff member with more than one 4.2% dependant Specially protected persons (SPP) Non-dependant spouse Non-dependant unmarried child under 21 years old Dependant unmarried child 21-24 Dependant unmarried child 25-29 years old Secondary dependant CHF 350 CHF 130 CHF 130 CHF 200 CHF 500

Nil Nil Nil Nil Nil

Staff on Temporary Appointment A staff member holding a Temporary Appointment for a period of less than three months is required to enroll himself/herself in the UNSMIS insurance scheme, unlesss evidence can be provided that he/she has secured coverage generally equivalent to UN coverage. The staff member will be coverred under the UNSMIS Temporary Plan which comprises of basic benefits and has reduced reimbursement ceiling.

The insurance under Temporary Plan cannot be extended to family members or be retained following the date of expiration of a contract. Starting from the first day of the extension of the Temporary Appointment beyond three months, the staff member becomes eligible to join the UNSMIS main plan and may opt to enroll his/her eligible family members. If and when Temporary appointment is for a period of three months or more, enrolment in the main plan will be from the first day of the appointment and staff member may opt to enrol his/her eligible family members.

Compensation
A) Compensation for death, injury or illness attributable to service Compensation will be awarded in the event of death, injury or illness of a staff member which is attributable to the performance of official duties when: the death, injury or illness resulted as a natural incident of performing official duties; the death, injury or illness was directly due to the presence of the staff member, in accordance with an assignment by UNHCR, in an area involving special hazards to the staff members health or security, and occurred as a result of such hazards; or the death, injury or illness occurred as a direct result of traveling by means of transportation furnished by or at the expense or direction of UNHCR in connection with the performance of official duties. B) Compensation for loss or damage to personal effects The loss of or damage to the personal effects of a staff member will be considered to be directly attributable to the performance of official duties when such loss or damage: was caused by an incident which occurred while the staff member was performing official duties on behalf of UNHCR; was directly due to the presence of the staff member, in accordance with an assignment by UNHCR, in an area designated by UNDSS as hazardous, and occurred as a result of the hazards in that area;or was caused by an incident which occurred during travel, by means of transportation furnished by or at the expense or direction of UNHCR, undertaken in connection with the performance of official duties.

GPAFI
(Groupement de Prvoyance et d'Assurance des Fonctionnaires Internationaux) This is an optional and complementary insurance which covers that portion of the medical costs not reimbursed by the UN Sickness Insurance Society. No subsidy is paid by the Organization.

AETNA Group Life Insurance

Participation is voluntary and available for staff members holding an appointment of six months or more. The plan is financed solely by the contributions of participating staff members and no subsidy is paid by the Organization.

Malicious Acts Insurance Policy (MAIP)

The Malicious Acts Insurance Policy provides worldwide coverage against incidents resulting in death or disability of an insured staff member. Coverage under MAIP is without cost to staff members. UNHCR will bear the full premium for each insured staff member. Strict adherence to security measures declared in such countries is imperative as failure to do so could result in tragic incidents and denial of related insurance claims.

Leave Entitlements
Annual Leave
Annual leave is subject to exigencies of service and may be taken only when authorized by the appropriate supervisor. Staff on Fixed-term Appointment Annual Leave will accrue at the rate of 2.5 working days for a staff member holding a Fixedterm Appointment, for each full calendar month of service. Annual Leave may be accumulated in excess of 60 working days. However, no more than 60 working days of such leave may be carried forward beyond 31 March of any year, which would be the maximum number of annual leave days paid upon separation from service. Staff on Temporary Appointment Annual Leave will accrue at the rate of 1.5 working days for a staff member holding a Temporary Appointment, for each full calendar month of service. Annual Leave may be accumulated in excess of 18 working days. However, no more than 18 working days of such leave may be carried forward beyond 31 March of any year, which would be the maximum number of annual leave days paid upon separation from service.

Sick Leave
If the staff member is unable to work due to illness or injury s/he may be granted sick leave. The limits on sick leave entitlements vary according to the staff members appointment status. A certificate from a qualified medical practitioner is required for any absence of more than three consecutive days and this should be provided not later than the end of the fourth

working day of absence. Up to a maximum of seven days of uncertified sick leave may be taken within a year - which, to align it with the annual leave system, is defined as running from 1 April to 31 March. The uncertified sick leave is prorated for staff members serving on Temporary Appointment for less than one year.

Family Leave Option

It is an option that exists under the uncertified sick leave entitlement and is designed to allow staff to officially absent themselves to attend to family-related emergencies and/or obligations, without using existing annual and/or special leave without pay provisions. No exhaustive listing of family-related situations has been established but typically it would include absences for illness, child-care, scholastic requirements of a staff members child or any serious family events. The staff member may take up to a maximum of seven days of uncertified sick leave days within the year period, either as sick leave or family leave, or as a combination of both.

Maternity Leave
Staff members are entitled to Maternity Leave with full pay, normally commencing six weeks prior to the anticipated date of delivery and extending for a total period of 16 weeks.

Paternity Leave
Staff on Fixed-term Appointment Staff members are entitled to one paternity leave per year and maximum duration of four weeks for staff members assigned to Headquarters and family duty stations, and up to a maximum duration of eight weeks for those staff assigned to non-family duty stations. Staff members are expected to continue for at least 3 months following the return from Paternity Leave. Staff on Temporary Appointment In the case of a staff member serving on a Temporary Appointment, Paternity Leave is only applicable upon commencing employment under an appointment for more than 6 months or upon completing 6 months of continuous service, when the staff member is expected to continue for at least 3 months following the return from Paternity Leave. The duration of the paternity leave is also of four weeks for staff members assigned to Headquarters and family duty stations, and up to a maximum duration of eight weeks for those staff assigned to nonfamily duty stations.

Home Leave/Family Visit

Staff on Fixed-term Appointment Internationally recruited staff members who are residing and serving outside their home country are entitled together with their eligible family members, to visit their home country at UNHCRs expense for the purpose of upholding their personal and professional ties. In the event that the staff members family does not join him/her at the new duty station, the staff member may be entitled to Family Visit Travel. Staff on Temporary Appointment Staff members serving on a Temporary Appointment for more than one year may be entitled to an home leave or family visit travel. Family members are however not eligible for any official travel. Depending on the classification of the duty station, the entitlement falls due every year (C, D & E) or every other year (H, A & B).

Career and promotion prospects

Newly recruited staff members receive either a Temporary Appointment of up to 364 days or a Fixed-term Appointment of one year. The contract does not carry any expectancy, legal or otherwise, of renewal or conversion, irrespective of the length of service. Temporary Appointment may not be converted to any other type of appointment. The assessment of a staff members work performance is made through a detailed appraisal system (called PAMS Performance Appraisal Management System) in which assessments from several colleagues are collated and an overall rating provided by the immediate supervisor. The process requires ongoing dialogue between the staff member and the immediate supervisor and they are both required to agree on work objectives, competencies and development plans at the beginning of the cycle (i.e. upon taking up new functions). The assessed performance will also impact on promotion prospects. Promotion prospects are influenced by different factors, with the added requirement of seniority. Seniority is the number of years the staff member is required to serve at one grade before being eligible to be promoted to the higher grade. Special rules apply to female staff members under policies aimed at achieving gender balance across the various grades. There are opportunities to temporarily work for other UN Agencies under loanor secondmentarrangements. These are designed to allow a staff member to gain wider experience and skills while serving at the other agency which will benefit UNHCR upon the staff members return. The internal status for the purpose of applying for posts at UNHCR depends on the appointment type. This status will give an advantage when job openings arise in the Organization, as internal candidates are given priority consideration over external candidates. UNHCR has Career Management Support Services to assist staff members meeting their career aspirations.

UNHCR staff members are subject to assignment by the High Commissioner to any of the activities or offices of UNHCR. Acceptance of an appointment at the Professional level and above commits a staff member to serve with UNHCR in any duty station in conformity with its rotation policy.

Learning and Staff Development

The Global Learning Center launched at the beginning of 2010 UNHCRs new learning platform, titled Learn & Connect (https://unhcr.csod.com/client/unhcr/default.aspx). This is a system-wide interactive software that assists staff in all areas of learning. Learn & Connect will help to streamline the learning process and its administration, and make learning easier to access and/or facilitate. Staff members using the platform will be able to: Access UNHCR e-learning training content Search for learning activities that are available to staff in UNHCR See the timing of learning events through a learning calendar Plan their personal learning Participate in learning-focused online communities Automatically build a transcript of completed learning activities Find resources that they can use as local facilitators with staff or partners. The system also allows managers to assign learning activities and follow-up on the achievements of staff in the offices.

Code of Conduct
A code of conduct has been designed to assist staff and other people working for, or otherwise associated with UNHCR to better understand the obligations placed upon their conduct by the terms of their association with UNHCR. Guidelines and Principles are attached to this brochure.

Induction & Orientation

UN system induction course All staff members are invited to take advantage of the Welcome to the UN - A UN system induction course. This e-learning course is meant to complement UN Agencies specific induction activities and assist new staff members of the United Nations in becoming familiar with the objectives, values and work of the UN system. The course covers the following topics of interest, among others: segments on UN core competencies, career development, security, the UN organizational structure and core

working programmes as well as the UN reform. The course also incorporates links to other elearning courses, access to the UN directory and acronyms of UN Agencies and main bodies. At the end of each module, learners can test their knowledge and apply for a certificate of completion. To access the course, staff can freely create an account that will generate a password to login. The course is available through the URL address: http://www.unssc.org/W2UN.

Miscellaneous
Entry, periodic and exit medical examinations
Medical clearance is a prerequisite for recruitment with UNHCR, irrespective of the duration of the appointment. Its purpose is to ensure that candidates meet UN standards of physical and mental fitness for employment. Throughout the career, regular medical check-ups are required. UNHCR will also ensure that by the time of separation, the staff member is medically cleared. Based on the results of a medical check-up in Field Office locations, only the doctors from the Medical Service in Geneva may provide medical clearance for staff. The Medical Service in Geneva also provides instructions/advice on appropriate vaccinations. Medical reports and advice are treated with strict confidence by the Medical Service. Personnel Administration is only informed of medical clearance or non-clearance.

UN Index Number
All newly recruited staff members will be assigned a UN Index Number. Staff members will maintain their UN Index Number throughout their career with the UN, irrespective of the length of service and the number of organization(s) worked for. Staff members who have worked for another UN organization shall communicate their UN Index Number to UNHCR upon recruitment.

UNLP
All newly recruited staff members will be delivered a UN Laissez-Passer (UNLP) which is an official travel document issued to staff members of the UN common system for use in connection with official travel. In no circumstances may it be used for private travel.

UNHCR Staff Council

The Staff Council can assist staff members with referrals to the relevant department, in case of doubt on whom to consult. They can provide a listening ear to concerned staff members and if the staff members concern is of global interest to other staff members, it may be brought to the policy level. They can also facilitate linking-up with the local Staff Associations in the different field locations, and when necessary, provide coaching and guidance. (e-mail: [email protected]).

UNHCR Ethics Office

The key objectives of the Ethics Office are to ensure that all staff members understand, observe and perform their functions consistent with the highest standards of integrity required by the Charter of the United Nations, UN Staff Regulations and Rules, related UN(HCR) administrative issuances and the UNHCR Code of Conduct, and (b) foster a culture of ethics, respect, transparency and accountability throughout UNHCR. These functions form a critical component of ensuring the highest standards of integrity and accountability within the Organization and throughout our operations (e-mail: [email protected]).

UNHCR Ombudsman
The Ombudsman is a neutral, independent contact who can provide advice and help you explore options for resolving work place related problems and conflicts. Communication is strictly confidential and informal assistance is provided to all UNHCR staff members. It provides an alternative to formal complaint handling systems and is independent of, and separate from, other administrative structures. (e-mail: [email protected])

Residing in Switzerland
Swiss Residence Permit If you have been appointed to Geneva, you will be accorded a Carte de Lgitimation (Swiss Residence Permit) in respect of yourself and each family member for the issuance of which you are required to provide the following: three identical black and white passport-sized photographs of yourself, three identical black and white passport-sized photographs of each family member (except for children under the age of 6), a photocopy of your marriage certificate, a photocopy of each of your children's birth certificates, a photocopy of each family member's national passport (including the page recording the entry visa into Switzerland, if applicable). If you are a Swiss national, appointed to Geneva for a period of six months or longer, a Carte de Lgitimation should be requested for yourself, but cannot be granted to your family members. Kindly note that it requires between six to eight weeks to obtain a Carte de Lgitimation from the Swiss authorities. We suggest, therefore, that you contact the Compensation Unit in Geneva (email: [email protected]) immediately upon arrival. Access to the Swiss labour market for spouses of staff members is only for those spouses of staff members holding a contract of a minimum one year and who are residing in Switzerland. They may be required to apply for a permis Ci (work permit) which will be granted upon return of their Carte de Lgitimation. The Staff Welfare Section (ext. 8195) can assist you in this respect. Spouses of staff members may also seek employment in other international organizations located in Switzerland without any restrictions. A domestic partner, as recognized by the UN for its administrative purposes, will only be granted a Carte de Lgitimation with the same privileges and immunities as those granted to the respective staff member, without the right to access the Swiss labour market. UNHCR is currently negotiating with the Swiss authorities for this right to be granted. With regard to educational facilities in the Geneva area, please note that the international schools (La Grande Boissire, Chtaigneraie and Pregny) are finding it increasingly difficult to find places for new admissions. You are therefore advised to make requests for admission for your children as early as possible. For more information on this subject, please contact the Association Genevoise des coles prives in Geneva (www.agep.ch) Tel: (+41 22 735 76 71). Your attention is also drawn to the attached Directive (which came into effect on 1 May 1998) and its amendments, issued by the Swiss Federal Department of Foreign Affairs on the hiring of household employees by international civil servants. Household employees should be single and should never enter Switzerland with a tourist visa. The necessary steps to obtain an entry visa in their respect should be initiated from Geneva. Only when the administrative papers have been regularized in Geneva will the Swiss authorities grant permission for household employees to enter Switzerland. For more information on this subject, please contact the Staff Welfare Section which is responsible for administrative formalities between international civil servants and the Swiss Permanent Mission related to the employment of domestic helpers. Please note that for a UNHCR staff member, the above mentioned rules are compulsory. Violation of these rules may be considered as (serious) misconduct and may lead to disciplinary measures. Also civil and/or criminal proceedings under the Swiss legal system may be initiated.

Staff members at the grade of P-5 or above, who reside in Switzerland, enjoy diplomatic status in Switzerland and may purchase goods tax-free in Switzerland. Staff Welfare Section Staff members assigned to Geneva may need further information about your installation, you may contact the Staff Welfare Section (e-mail ID: [email protected]) . Opening a Bank Account Staff members assigned in Geneva or Vienna are advised to have a bank account in a local currency since they receive 100% of their salary in local currency. US citizens assigned to Geneva are advised to open a Swiss Francs bank account at UBS. In order to open an account with UBS an attestation or employment contract with UNHCR is needed (to prove the income from an international organization) as well as a proof of domicile in Switzerland. These documents should be scanned and be provided to Mr. Christophe Garey ([email protected] ) so that UBS could verify documents before opening the bank account. Swiss Federal Health Insurance Act (UN/Geneva/4262 of 17 July 1996) Under this act, health insurance coverage is compulsory for all persons domiciled in Switzerland within three months of taking up residence or being born in the country. However, international staff members and their family members holding a Carte de Lgitimation or an attestation delivered by the Swiss Federal Department of Foreign Affairs are exempt from this compulsory insurance provided that they are covered by another health insurance scheme (i.e. UNSMIS). Value added tax (VAT) Your attention is drawn to the United Nations Information Circular IC/Geneva/4195 of 19 October 1995, concerning the procedures to be followed for the reimbursement of Value Added Tax for staff members at the P-5 level and above residing in Switzerland. The Compensation Unit (email: [email protected]) can provide further information. Swiss petrol card & CD license plates Please contact Ms Anita Khosli (Tel. No. +41 22 917 28 97) in order to obtain CD license plates and Kawtar Lahlou (Tel. No. +41 22 917 35 74) at the Transport and Custom Sub-Unit of the United Nations Office in Geneva in order to obtain a petrol card.

Contributions to AVS For staff members of Swiss nationality and assigned to Geneva, their attention is drawn to the United Nations Information Circular IC/Geneva/4115 of 10 February 1995 on the procedures for the affiliation of international civil servants and their spouses to the old-age and survivors' insurance (AVS), the invalidity insurance (AI), the loss of earnings insurance (APG) and the unemployment insurance (AC). Please contact your Personnel Administration Officer/Assistant for further information. Information on Custom Privileges If you are assigned to Geneva, please refer to the attached document providing you with information on custom privileges for staff members residing in France or Switzerland. You may contact the Transport and Custom Sub-Unit of the United Nations Office in Geneva (Ms. Cordula Keller tel. no. +41 22 917 27 14) for further information.

Residing in France
Staff assigned to Geneva have been granted the opportunity by the French authorities to reside in neighboring France. However, before choosing a place of residence, one should carefully consider the advantages and disadvantages of a decision to live in either France or Switzerland. Please find below some of the implications of residing in France. The preconditions to acquiring a French residency permit before entering into France are respected at all times (the information below is subject to change at any time by the French authorities). Although UNHCR does its best to update it as often as possible, no responsibility for any changes UNHCR may not have taken into account in the present document is accepted. It is therefore recommended that one verifies the preconditions before deciding to reside in France. Staff members and spouses with a European Union (EU) nationality are generally permitted to live and work in France. They only need to declare their presence at their nearest French Town Hall/Mairie. Spouses of staff members coming from the 10 new EU Member States (except those from Malta and Cyprus) will need to request an authorization in order to work in France. Staff members from other countries outside the European Union have to request the French authorities (French Embassy or Consulate) for a visa long sjour (long-stay visa) before entering into France. Exceptionally, and if the said staff member enters into France legally but without a visa long sjour, a visa de regularization may be delivered at their own cost. In any case, such staff members will only be able to obtain a one year carte de sjour renewable without access to the French labour market and it is only after 10 years that they will be granted a residence permit with the right to work in France. Spouses of staff members living in France will not have access via a permis C to the Swiss labour market. A Carte de Lgitimation is, however, delivered. The card grants the same privileges and immunities in Switzerland as those granted to the staff member. If spouses of staff members wish to work in Switzerland, while living in France, they are required to apply for a "permis frontalier" which may at times be difficult to obtain. It needs

the approval of the French and Swiss authorities. Spouses can be recruited by other international organizations located in Switzerland without any restrictions. Recognized domestic partners for UN administrative purposes living in France will not be granted a Carte de Lgitimation. International schools in Switzerland are open to children of staff residing in France. Please note however that school buses do not normally collect children living in France and that local public transport between France and Switzerland is limited. For further information on living conditions in Switzerland and France, please contact the Staff Welfare Section and/or check the following websites: www.cityexpat.com, www.cagi.ch and the Staff Welfare Section web-site (page on HQ Staff Support, through the UNHCR Intranet). Should a UNHCR staff member decide to employ a domestic employee in France, s/he will have to comply with the French laws in this regard. Violation of these laws may be considered as (serious) misconduct and may lead to disciplinary measures within the UN system. Also civil and/or criminal proceedings under the French legal system may be initiated. Staff members at the grade of P-5 or above, residing in France enjoy diplomatic status in Switzerland but not in France. They may purchase/import tax-free goods in Switzerland but are obliged to declare them when taking them to France.

Residing in Hungary
Staff members assigned to Hungary are accredicted with the Ministry of Foreign Affairs. Upon arrival a registration process will begin and an official Hungarian identity card will be issued. Visas are requered for non EEC country nationals. Holders of UNLP do not require a visa for a stay of less than 90 days. The ministry of Foreign Affairs website relating to Entry of Foreigners to Hungary is: http://kulugyminiszterium.hu/kum/en/bal/consular_services/Entry_of_Foreigners_to_Hungary /visa_exemption/ Hungary has acceded to the Convention on the Privileges and Immunities of the United Nations and the Vienna Convention on Diplomatic Relations. During an assignment to Hungary, UN professional staff members and their families can import goods duty free including two personal vehicles for private use. Staff members at the P-5 level and above are entitled to receive blue DT (diplomatic) licence plates while other international staff are entitled to CK (administrative) plates in Hungary. All private vehicles must have a valid third-party insurance and a greeen card. Most major international insurance companies are represented in Hungary. Housing in Budapest is relatively easy to find at a wide range of quality and price. The Buda side of the Danube is generally the more expensive side, but not as crowded as the Pest side of the river. Budapest also has a wide range of educational facilities for all ages. For informatioin on entertainment and social life, please consult the following websites: http://www.opera.hu http://funzine.hu/ http://xpatloop.com/ For any practical information on schools, relocation companies, real estate agencies, you may contact the Central Management Unit at the Budapest Service Center, email [email protected].

Acronyms
ABOD Administrative Budget Obligation Document AC Unemployment insurance AETNA Group Life Insurance AG Assignment Grant AI Invalidity Insurance AL Annual Leave APA Administrative Place of Assignment APG Loss Committee of earnings insurance GSC Global Service Center in Budapest HA Hazard Allowance HC High Commissioner HL Home Leave HOME Housing Maintenance Element HQ Headquarters ICSC International Commission Civil Service

JPO Junior Professional Officer LOA Letter of Appointment (contract) LRS Leave Report System (Geneva) MAC Medical Aptitude Certificate MAIP Malicious Acts Insurance Policy MHA or M&H Mobility and Hardship MPA Monthly Payment Advice MS Medical Service (Geneva) MSRP Management System Renewal Project (system for personnel administration) MEDEVAC Medical Evacuation NPO or NO National Professional Officer NRE Non-Removal Element OSF Official Status File (PER/IND) P Professional Staff P11 Personal History Form P.35 Personnel/Payroll Clearance Action Form PA Post Adjustment PAA Personnel Administration Assistant PAF Personnel Action Form PAI Personnel Action Instruction PAO Personnel Administration Officer PAMS Performance Management System Appraisal

AVS Old-age and survivors' insurance BC Budget Committee Carte de Lgitimation (Swiss Residence Permit) COB Close of business COM Chief of Mission DHC Deputy High Commissioner DHRM Division of Human Resources Management DS Duty Station DSA Daily Subsistence Allowance DSS Duty Status Summary e-PAD Electronic Performance Appraisal Document EG Education Grant EGT Education Grant Travel EOD Entry on Duty Date Fast Track Temporary position for an initial period of 1 year FS Field Service Staff FTA Fixed-term Appointment GPAFI Groupement de Prvoyance et d'Assurance des Fonctionnaires Internationaux GS General Service positions

PAPS Personnel Payroll Section

Administration

and

TA Temporary Appointment TC Travel Claim TOR Terms of Reference TT Travel Time UN United Nations UNDSS United Nations Department of Safety and Security UNHCR United Nations High Commissioner for Refugees UNJSPF United Nations Joint Staff Pension Fund UNLP United Nations Laissez-Passer UNLPE United Nations Language Proficiency Examination UNDSS UN Department of Safety & Security UNSMIS UN Mutual Insurance Society Against Sickness and Accident

PCU Post Classification Unit PT.8 Travel Authorization R&R Rest and Recuperation RALP Remuneration at the Level of the Post RS Rental Subsidy s/m or SM Staff member (employee) SAL Standard Assignment Length SIBA Staff in Between Assignment SL Sick Leave SLWP Special Leave With Pay SLWOP Special Leave Without Pay SOA Special Operations Area SOLAR Special Allowance Rate Operational Living

SPA Special Post Allowance