م ت٤٠/١٣٢ ﻧﺎﻳر ٢٠١٣ ون اﻟﺛﺎﻧﻲ /ﻳﻧ ١١ﻛﺎﻧو EB132/40 0
ﻣﺎﺋﺔ ﻼﺛون ﺑﻌد اﻟﻣ ة اﻟﺛﺎﻧﻳﺔ واﻟﺛﻼ اﻟدور اﻷﻋﻣﺎﻝ اﻟﻣؤﻗت ﻝ ﺟدوﻝ ٥-١٤ﻣن ﺟ اﻟﺑﻧد ٤
ﻠس اﻟﺗﻧﻔﻳذ ي اﻟﻣﺟﻠ
ﺳﻲ ﺗﻌدﻳﻼت اﻟﻧظﺎم اﻷﺳﺎﺳ ﺗ ت ﻔﻳن١ ﺔ اﻟﻣوظﻔ ﻣوظﻔﻳن وﻻﺋﺣﺔ ﻟﻠﻣ ﻷﻣﺎﻧﺔ ﻘرﻳر ﻣن اﻷ ﺗﻘ ﺗُﻘ ـ ﱠ -١ ﺻــدﻳق ﻋﻠﻳﻬــﺎ ـس اﻟﺗﻧﻔﻳــذي ﻟﻠﺗﺻ ﺣــﺔ اﻟﻣــوظﻔﻳن إﻟــﻰ اﻟﻣﺟﻠـ س اﻟﻌــﺎم ﻋﻠــﻰ ﻻﺋﺣ ﺧﻠﻬﺎ اﻟﻣــدﻳر ﻟ ﻼت اﻟﺗــﻲ ﻳــدﺧ دم اﻟﺗﻌــدﻳﻼ اﻷﺳﺎﺳﻲ ﻟﻠﻣوظﻔﻳن٢. ﻲ ﻧظﺎم ﺑﺄﺣﻛﺎم اﻟﻣﺎدة ٢-١٢ﻣن اﻟﻧ ﻋﻣﻼً ﺑ ﺣﺎت اﻹدارﻳ ــﺔ داف اﻹﺻــﻼﺣ ع اﻷوﻝ ﻣــن ﻫـ ــذﻩ اﻟوﺛﻳﻘــﺔ ﻋﻠــﻰ ﺿــوء أﻫ ــد اﻟﻣﺑﻳﻧــﺔ ﻓــﻲ اﻟﻔــر ﻧ ﻌ ــدﻳﻼت اﻟﺗﻌ وأُدﺧﻠــت ﺗ -٢ ون واﻟﺧﺎﻣﺳــﺔ اﺑﻌــﺔ واﻟﺳــﺗو اﻟﺻــﺣﺔ اﻟﻌﺎﻟﻣﻳــﺔ اﻟر ﻳﺔ ،ﻋﻠــﻰ اﻟﻧﺣــو اﻟــذي ﺣددﺗــﻪ ﺟﻣﻌﻳــﺔ ﺻ ﻟﻠﻣﻧظﻣ ــﺔ ﻓــﻲ ﻣﺟــﺎﻝ اﻟﻣـوارد اﻟﺑﺷ ـرﻳ ﻟﻌﺷرﻳن ﺑﻌد اﻟﻟﻣﺎﺋﺔ٣. ﺗﻪ اﻟﺗﺎﺳﻌﺔ واﻟ دور اﻟﺳﺗون واﻟﻣﺟﻠس اﻟﺗﺗﻧﻔﻳذي ﻓﻲ ر و ن ة ن أﺟـﻝ اﻹدار اﻟﻣﻛﺗﺳـﺑﺔ وﻣـن ةا اﻟﺛـﺎﻧﻲ ﻣـن ﻫـذﻩ اﻟوﺛﻳﻘـﺔ ﻋﻠـﻰ ﺿـوء اﻟﺧﺑـر ع ﺛ اﻟﻣﺑﻳﻧﺔ ﻓﻲ اﻟﻔر ﺔ ﻌدﻳﻼت وأُدﺧﻠت اﻟﺗﻌ -٣ اﻟﺟﻳدة ﻟﻠﻣوارد اﻟﺑﺷرﻳﺔ. ﺧـذﻫﺎ اﻟﺟﻣﻌﻳـﺔ ﻳﺗوﻗـﻊ أن ﺗﺗﺧ ﻟﻣﻘـرر ـن ﻫـذﻩ اﻟوﺛﻳﻘـﺔ ﻧﺎﺷـﺋﺔ ﻋـن اﻟ ع اﻟﺛﺎﻟـث ﻣ ن اﻟﻔـر واﻟﺗﻌدﻳﻼت اﻟﻣﺑﻳﻧﺔ ﻓـﻲ ﻔ -٤ ات اﻟﺗـﻲ ُ ﻫــﺎ ﺔ ﻓــﻲ ﺗﻘرﻳر ﻟﺟﻧــﺔ اﻟﺧدﻣــﺔ اﻟﻣدﻧﻳــﺔ اﻟدوﻟﻳــﺔ ﻰ ﺗوﺻــﻳﺎت ﺟ ـﺎء ﻋﻠــﻰ ـ ﻧ ﺑ ﺗﻳن، ـﺗ ـ ﺳ اﻟ و ـﺎﺑﻌﺔ ـ ﺳ اﻟ ـﺎ ـ ﻬ ﺗ ر دو ـﻲ ـ ﻓ دة ـﺔ ـ ﻣ اﻟﻌﺎ ـد ـ ﺣ اﻟﻣﺗ ـم ـ ﻣ ﻟﻸ ً ﺗوﺻﻳﺎت اﻟﻠﺟﻧﺔ. ت ﻌﺗﻣد اﻟﺟﻣﻌﻳﺔ اﻟﻌﺎﻣﺔ ﺗﻘرﻳر إذا ﻟم ﺗﻌ إﺿﺎﻓﺔ ﻟﻬذا اﻟﺗ اﻟﺳﻧوي ﻟﻌﺎم ٤. ٢٠١٢وﺳﺗﺻدر إ -٥ اﻧﻳــﺔ ط ــﺎر اﻟﻣﻳز طﻔﻳﻔــﺔ ﻓــﻲ إط ﻟﻳف إﺿــﺎﻓﻳﺔ ط ٢٠ﻋﻠــﻰ ﺗﻛــﺎﻟ اﻟﺧﺎﺻــﺔ ﺑﺎﻟﺛﻧﺎﺋﻳــﺔ ٠١٣-٢٠١٢ وﺗﻧطــوي اﻟﺗﺗﻌ ــدﻳﻼت ﺻ ﻧﺷطﺔ اﻟﻌﺎﻟﻣﻳﺔ واﻷﻗﺎﻟﻳﻣﻳـﺔ ،وﻣـن ﻣﺻـﺎدر ﻛﻝ إﻗﻠﻳم وﻟﻸﻧﺷ ﺋﻣﺔ اﻟﻣﺣددة ﻟﻛ ﺻﺻﺎت اﻟﻣﻼﺋ ﻳﺗﻬﺎ ﻣن اﻟﻣﺧﺻ اﻟﻌﺎدﻳﺔ ،وﺳﺗﺗم ﺗﻐطﻳﺗ اﻧﻳﺔ٥. ن اﻟﻣﻳز اﻝ اﻟﺧﺎرﺟﺔ ﻋن اﻷﻣو ﻝ اﻟﻣوظﻔﻳن اﻟﻣﻌدﻝ ﻓﻲ اﻟﻣﻠﺣق *.١ ن ﻻﺋﺣﺔ وﻳرد ﻧص ﻻ
-٦
اﻟﻣﺟﻠس اﻟﺗﻧﻔﻳذي. س ﻓﻲ ﻗﺎﻋﺔ ﺋﺣﺔ اﻟﻣوظﻔﻳن ﻓ ﻻﺋ اﻷﺳﺎﺳﻲ ﻟﻠﻣوظﻔﻳن و ﻲ ﻋﻠﻰ ﻧﺳﺦ ﻣن اﻟﻧظﺎم ﻣﻛن اﻟﺣﺻوﻝ ﻋ ﻳﻣ
ﻣﻳﺔ.٢٠٠٩ ، ﺔ اﻟﺻﺣﺔ اﻟﻌﺎﻟﻣ ﺑﻌﺔ واﻷرﺑﻌون ،ﺟﻧﻳف ،ﻣﻧظﻣﺔ ﺔ ،اﻟطﺑﻌﺔ اﻟﺳﺎﺑ وﺛﺎﺋق اﻷﺳﺎﺳﻳﺔ اﻟو
(A/67/30/Cor )rr.1
واﻟﺗﺻــوﻳب
)(A/67/30
٣٠ اﻟﻣﻠﺣــق رﻗــم ٣ ﺑﻌﺔ واﻟﺳــﺗون ،اﻟ ة اﻟﺳــﺎﺑ ـﺔ ،اﻟــدور اﻟﻌﺎﻣـ ﺔ اﻟوﺛــﺎﺋق اﻟرﺳــﻣﻳﺔ ﻟﻠﺟﻣﻌﻳــﺔ ﻣ و
اﺋﻲ م ت.(٨)١٢٩ ٥/٦٥واﻟﻣﻘرر اﻹﺟر ﻧظر اﻟوﺛﻳﻘﺔ ج٥ اﻧظ
٢
١ ٣
ﻹﻧﻛﻠﻳزﻳﺔ(. ظﻔﻳن ،وﺗرد ﻓﻲ اﻟﻣﺣﻠق ) ،٢ﺑﺎﻹ ﻣن ﻻﺋﺣﺔ اﻟﻣوظﻔ ﺗﻌدﻳﻼت اﻟﺗذﻳﻳﻝ ١ن ت م إﻋداد ﻧﺎء ﻋﻠﻰ ذﻟك ﺗم ٥ﺑﻧ ً ﻛﻠﻳزﻳﺔ. ﻳرد اﻟﻣﻠﺣق ﺑﺎﻹﻧﻛ * د
٤ اﻟﺣﺻوﻝ ﻋﻠﻰ ﻧﺳﺦ ﻓﻲ ﻗﺎﻋﺔ اﻟﻣﺟﻠس اﻟﺗﻧﻔﻳذي(. )ﻳﻣﻛن ا
EB132/40
م ت٤٠/١٣٢
اﻟﺗﻌدﻳﻼت اﻟﺗﻲ ﺗُﻌﺗﺑر ﺿرورﻳﺔ ﻋﻠﻰ ﺿوء اﻹﺻﻼﺣﺎت اﻹدارﻳﺔ ﻟﻠﻣﻧظﻣـﺔ ﻓـﻲ ﻣﺟـﺎﻝ اﻟﻣوارد اﻟﺑﺷرﻳﺔ
أوﻻً:
ﻣﻌﻠوﻣﺎت أﺳﺎﺳﻳﺔ اﻣﺟﻬـﺎ ﻋﻠـﻰ ﺟﻣﻳـﻊ اﻟﻣﺳـﺗوﻳﺎت ،وﻳﻣﻛـن ﺗﻣوﻳﻠﻬـﺎ ﻋﻠـﻰ ـوى ﻋﺎﻣﻠـﺔ ﺗﻧﺎﺳـب اﺣﺗﻳﺎﺟـﺎت ﺑر -٧ ﺗﺣﺗﺎج اﻟﻣﻧظﻣـﺔ إﻟـﻰ ﻗ ً ﻧﺣــو ﻣوﺛــوق .وﻣــﻊ ذﻟــك ﻻ ﻳوﺟــد ﺗﻧﺎﺳــب ﺑــﻳن اﻟﺗﻣوﻳــﻝ اﻟــذي ﺗﺣﺻــﻝ ﻋﻠﻳــﻪ اﻟﻣﻧظﻣــﺔ وﺑــﻳن ﻗــدرﺗﻬﺎ ﻋﻠــﻰ اﻟﺣﻔــﺎظ ﻋﻠــﻰ ﻗوى ﻋﺎﻣﻠﺔ ﻋﺎﻟﻳﺔ اﻷداء واﻟﻣروﻧﺔ واﻟﺗﻧﻘﻝ. ً ﻫــﺎ اﻟﺧــﺎص ﺑﺎﻟﺗﻌﺎﻗــد ،واﻟــذي ﻳﺿــم ﺛﻼﺛــﺔ أﻧـواع ﻣــن اﻟﺗﻌﻳــﻳن ،أﻻ وﻫــﻲ: اﺟﻌــﺔ إطﺎر وﺗﻌﻛــف اﻟﻣﻧظﻣــﺔ ﻋﻠــﻰ ﻣر -٨ اﻋﺎة اﻟﺗﺣدﻳﺎت اﻟﺗﻌﻳﻳن اﻟﻣﺳﺗﻣر واﻟﺗﻌﻳﻳن اﻟﻣﺣدد اﻟﻣدة واﻟﺗﻌﻳﻳن اﻟﻣؤﻗت .وﻓﻲ ﺳﻳﺎق ﻋﻣﻠﻳﺔ إﺻﻼح اﻟﻣﻧظﻣﺔ ،وﻣﻊ ﻣر اﻟﻣﺎﻟﻳــﺔ اﻟﺗــﻲ ﺗواﺟﻬﻬــﺎ ،ﺗــوﻟﻰ ﻋﻧﺎﻳــﺔ دﻗﻳﻘــﺔ إﻟــﻰ ﺗﺣدﻳــد ﻣــﺎ إذا ﻛــﺎن ﻳﻧﺑﻐــﻲ أم ﻻ ،اﻹﺑﻘــﺎء ﻋﻠــﻰ أﻧ ـواع اﻟﺗﻌﻳــﻳن ﻫــذﻩ أو ة اﻟﻘوى اﻟﻌﺎﻣﻠﺔ ﻓﻲ اﻟﻣﻧظﻣﺔ ﺑﻔﻌﺎﻟﻳﺔ أﻛﺑر .وﺑﺎﻹﺿﺎﻓﺔ إﻟﻰ ذﻟك ﻓﻘد طﻠب اﻟﻣﺟﻠـس اﻟﺗﻧﻔﻳـذي اﺟﻌﺗﻬﺎ ﻛﻲ ﺗﺗﺳﻧﻰ إدار ﻣر وادﺧـﺎﻝ أﺳـﺎس ﻣن اﻟﻣدﻳر اﻟﻌﺎم ،ﻓﻲ دورﺗﻪ اﻟﺛﺎﻣﻧـﺔ واﻟﻌﺷـرﻳن ﺑﻌـد اﻟﻣﺎﺋـﺔ ،أن ﻳﺗﺧـذ اﻟﺗـداﺑﻳر اﻟﻛﻔﻳﻠـﺔ ﺑﺗﻌزﻳـز اﻟﻣﻌـﺎﻳﻳر ٕ ة. ﺟدﻳد ﻟﻣﻧﺢ اﻟﺗﻌﻳﻳﻧﺎت اﻟﻣﺳﺗﻣر وﻧﺗﻳﺟــﺔ ﻟــذﻟك ﺗﻌﻣــﻝ اﻟﻣﻧظﻣــﺔ ﻋﻠــﻰ ﺗﺷــدﻳد اﻟﻣﻌــﺎﻳﻳر واﻟﺷــروط ﻓﻳﻣــﺎ ﻳﺗﻌﻠــق ﺑﻣــﻧﺢ اﻟﺗﻌﻳــﻳن اﻟﻣﺳــﺗﻣر ﻟﻠﻣــوظﻔﻳن -٩ اﻟﺣﺎﻟﻳﻳن ،ﻣﺛﻠﻣﺎ طﻠﺑﻪ اﻟﻣﺟﻠـس اﻟﺗﻧﻔﻳـذي ﻓـﻲ اﻟﻘـر ار م ت١٢٨ق .٤ﻛﻣـﺎ ﺗﻘـوم ﺑﺗﻌـدﻳﻝ اﻹطـﺎر اﻟـذي ﺗﺳـﺗﺧدﻣﻪ اﻟﻣﻧظﻣـﺔ ة ﻟﻠﻣــوظﻔﻳن اﻟــذﻳن ﺳــﻳﻠﺗﺣﻘون ﺑﺎﻟﻌﻣــﻝ ﻓــﻲ ﻓــﻲ اﻟﺗﻌﺎﻗــد ،وذﻟــك ﻋــن طرﻳــق اﻹﻟﻐــﺎء اﻟﺗــدرﻳﺟﻲ ﻟﻣــﻧﺢ اﻟﺗﻌﻳﻳﻧــﺎت اﻟﻣﺳــﺗﻣر ع اﻟﺗﻌﻳﻳﻧـﺎت اﻟﻣﺣـددة اﻟﻣـدة ﻛـﻲ ﻳﺗـﻳﺢ ﻟﻠﻣﻧظﻣـﺔ ﺗﻌﻳـﻳن اﻟﻣـوظﻔﻳن وﺑﻧﺎء ﻋﻠﻰ ذﻟك ﺗـم ﺗﻌـدﻳﻝ ﻧـو اﻟﻣﻧظﻣﺔ ﻓﻲ اﻟﻣﺳﺗﻘﺑﻝ. ً اﻣﺞ وﺷـرﻳطﺔ أن ة اﻟﺳــﻧوات اﻟﺧﻣــس اﻟﺣﺎﻟﻳــﺔ ،وذﻟــك ﻟﺗﻠﺑﻳــﺔ اﺣﺗﻳﺎﺟــﺎت اﻟﺑـر اﻟــذﻳن ﻳﻌﻣﻠــون ﺑﻌﻘــود ﻣﺣــددة اﻟﻣــدة ﺑﻌــد ﻓﺗـر ع اﻟﺗﻌﻳﻳﻧﺎت اﻟﻣؤﻗﺗﺔ. ﺗُﺗﺎح اﻷﻣواﻝ اﻟﻼزﻣﺔ ،وﺳوف ﻳﺗم اﻹﺑﻘﺎء ﻋﻠﻰ ﻧو -١٠وﻳﺗطﻠب اﻹﻟﻐﺎء اﻟﺗدرﻳﺟﻲ ﻟﻠﺗﻌﻳﻳﻧﺎت اﻟﻣؤﻗﺗﺔ ،وﻛذﻟك إﻟﻐﺎء اﻟﻣدة اﻟﻘﺻوى ﻟﻠﺗﻌﻳﻳﻧـﺎت اﻟﻣﺣـددة اﻟﻣـدة ،إدﺧـﺎﻝ واﻟﻐــﺎء اﻟوظــﺎﺋف وﻋﻣﻠﻳــﺔ إﻋــﺎدة اﻻﻧﺗــداب .واﻟﺗﻌــدﻳﻼت ﺗﻌــدﻳﻼت ﻋﻠــﻰ ﻻﺋﺣــﺔ اﻟﻣــوظﻔﻳن ﻓﻳﻣــﺎ ﻳﺗﻌﻠــق ﺑﺈﻧﻬــﺎء اﻟﺗﻌﻳﻳﻧــﺎت ٕ ﻫﺎ ﻓﻲ ﺑﻌض اﻟﺣﺎﻻت. اﻟﻣﻘﺗرﺣﺔ ،واﻟﻣﺑﻳﻧﺔ أدﻧﺎﻩ ،ﺗوﺿﺢ ﺗﻠك اﻟﻣواد وﺗﻌزز
ﺳﻳﺎﺳﺎت اﻟﺗﻌﻳﻳن ة ،وﻛــﻲ ﻳــﺗم رﻳﺛﻣــﺎ ﻋــدﻟت اﻟﻣــﺎدة ٢-٤٢٠ﻣــن ﻻﺋﺣــﺔ اﻟﻣــوظﻔﻳن ﻛــﻲ ﻳــﺗم ﺗــدرﻳﺟﻳﺎً إﻟﻐــﺎء اﻟﺗﻌﻳﻳﻧــﺎت اﻟﻣﺳــﺗﻣر ُ -١١ ة .وﺳوف ﺗﺷﻣﻝ ﻫـذﻩ اﻟﺷـروط اﻣﺔ ﻟﻣﻧﺢ اﻟﺗﻌﻳﻳﻧﺎت اﻟﻣﺳﺗﻣر ﻳﻛﺗﻣﻝ اﻹﻟﻐﺎء اﻟﺗدرﻳﺟﻲ ،إدﺧﺎﻝ ﻣﻌﺎﻳﻳر وﺷروط أﻛﺛر ﺻر إﻧﺷﺎء ﺣواﻓظ ﻟﻠوظﺎﺋف. ﻋدﻟت اﻟﻣﺎدة ٣-٤٢٠ﻣن ﻻﺋﺣﺔ اﻟﻣوظﻔﻳن ﻣن أﺟﻝ إﻟﻐﺎء اﻟﻣدة اﻟﻘﺻوى ﻟﻠﺗﻌﻳﻳن اﻟﻣﺣدد اﻟﻣدة. ﻛﻣﺎ ُ -١٢
إﻧﻬﺎء اﻟﺗﻌﻳﻳن ﻋــدﻟت اﻟﻣــﺎدة ١-١٠٤٠ﻣــن ﻻﺋﺣــﺔ اﻟﻣــوظﻔﻳن ﻣــن أﺟــﻝ ﺗوﺿــﻳﺢ وﺗﻌزﻳــز اﻟــﻧص اﻟﻣﺗﻌﻠــق ﺑﺈﻧﻬــﺎء اﻟﺗﻌﻳﻳﻧــﺎت ُ -١٣ اﻟﻣﺣددة اﻟﻣدة واﻟﺗﻌﻳﻳﻧﺎت اﻟﻣؤﻗﺗﺔ.
2
EB132/40
م ت٤٠/١٣٢
إﻟﻐﺎء اﻟوظﺎﺋف )ﺑﻣﺎ ﻓﻲ ذﻟك ﻋﻣﻠﻳﺔ إﻋﺎدة اﻻﻧﺗداب( ﻋــدﻟت اﻟﻣــﺎدة ١-١٠٥٠ﻣــن ﻻﺋﺣــﺔ اﻟﻣــوظﻔﻳن ﻛــﻲ ﺗــﻧص ﻋﻠــﻰ أﻧــﻪ ﻳﺟــوز إﻧﻬــﺎء ﺗﻌﻳــﻳن أي ﻣوظــف ﻳﻌﻣــﻝ ُ -١٤ ﺑﻌﻘد ﻣﺣدد اﻟﻣدة ،ﺑﺻرف اﻟﻧظر ﻋن طوﻝ ﻣدة اﻟﺧدﻣﺔ ،إذا أُﻟﻐﻳت اﻟوظﻳﻔﺔ اﻟﺗﻲ ﻳﺷﻐﻠﻬﺎ. وﻋدﻟت اﻟﻣﺎدة ٢-١٠٥٠ﻣن ﻻﺋﺣﺔ اﻟﻣوظﻔﻳن ﻟﺗﺣدد ﻓﺋﺎت اﻟﻣوظﻔﻳن اﻟذﻳن ﺗﺣـق ﻟﻬـم اﻟﻣﺷـﺎرﻛﺔ ﻓـﻲ ﻋﻣﻠﻳـﺔ -١٥ ُ إﻋﺎدة اﻻﻧﺗداب إذا أُﻟﻐﻳت وظﺎﺋف أو اﻧﻘﺿت ﻣدﺗﻬﺎ. وﻋ ـ ــدﻟت اﻟﻣ ـ ــﺎدة ٣-١٠٥٠ﻣـ ــن ﻻﺋﺣ ـ ــﺔ اﻟﻣ ـ ــوظﻔﻳن ﻟﺗﺗ ـ ــﻳﺢ ﻟﻠﻣ ـ ــوظﻔﻳن اﻟ ـ ــذﻳن ﻻ ﺗﻘ ـ ــﻝ ﻣ ـ ــدة ﺧ ـ ــدﻣﺗﻬم ﻋ ـ ــن -١٦ ُ ١٠ﺳﻧوات ،واﻟذﻳن ﺳﺗﻧﻘﺿﻲ ﻣـدة ﺗﻌﻳﻳـﻧﻬم طﺑﻘـﺎً ﻟﻠﻣـﺎدة ١٠٤٠ﻣـن ﻻﺋﺣـﺔ اﻟﻣـوظﻔﻳن ،أن ﻳﺷـﺎرﻛوا ﻓـﻲ ﻋﻣﻠﻳـﺔ إﻋـﺎدة اﻻﻧﺗداب. -١٧وﺗﺟﻣﻊ اﻟﻣﺎدة ٤-١٠٥٠ﻣن ﻻﺋﺣﺔ اﻟﻣوظﻔﻳن اﻵن ﺑﻳن ﻧﺻﻲ اﻟﻣﺎدﺗﻳن اﻟﺳﺎﺑﻘﺗﻳن ٣-١٠٥٠و.٤-١٠٥٠ ر أي ﺗﻌدﻳﻝ ﻋﻠﻰ اﻟﻧص. وﻟم ﻳط أ اﻋﺎة ﺗﻐﻳﻳر اﻟﺗرﻗﻳم. وﻋدﻟت اﻟﻣﺎدة ٢-٥-١٠٥٠ﻣن ﻻﺋﺣﺔ اﻟﻣوظﻔﻳن ﻟﻣر ُ -١٨
ة إﻋـﺎدة اﻻﻧﺗـداب أﻛﺛـر -١٩ وﻋدﻟت اﻟﻣﺎدة ٦-١٠٥٠ﻣن ﻻﺋﺣﺔ اﻟﻣوظﻔﻳن ﻟﺣذف ﺗﻘدﻳر اﻟﻣدﻳر اﻟﻌـﺎم ﻟﺗﻣدﻳـد ﻓﺗـر ُ ﻣن ﺳﺗﺔ ﺷﻬور. ة وﺑﻌﻘــود وﻋــدﻟت اﻟﻣــﺎدة ٨-١٠٥٠ﻣــن ﻻﺋﺣــﺔ اﻟﻣــوظﻔﻳن ﻛــﻲ ﺗوﺿــﺢ أن ﺗﻌﻳﻳﻧــﺎت اﻟﻣــوظﻔﻳن ﺑﻌﻘــود ﻣﺳــﺗﻣر -٢٠ ُ ﻣﺣددة اﻟﻣدة ﺳﻳﺗم إﻧﻬﺎؤﻫﺎ أو ﻟن ﺗُﻣ ﱠ دد ﻓﻲ ﺣﺎﻟﺔ ﻋدم إﻋﺎدة اﻧﺗداﺑﻬم أﺛﻧﺎء ﻋﻣﻠﻳﺔ إﻋﺎدة اﻻﻧﺗداب أو إذا رﻓﺿـوا إﻋـﺎدة اﻻﻧﺗداب اﻟﻣﻘﺗرﺣﺔ ﻋﻠﻳﻬم أﺛﻧﺎء ﻋﻣﻠﻳﺔ إﻋﺎدة اﻻﻧﺗداب. ة ﻣوﺟــودة .ﻓﺎﻟﺟــدوﻝ اﻟﺣــﺎﻟﻲ ﻟﻠﺗﻌوﻳﺿــﺎت وﻋــدﻟت اﻟﻣــﺎدة ١٠-١٠٥٠ﻣــن ﻻﺋﺣــﺔ اﻟﻣــوظﻔﻳن ﻛــﻲ ﺗﺳــد ﺛﻐ ـر -٢١ ُ ح ﻣــدة ﺧدﻣﺗــﻪ او ﻳــدﻓﻊ إﻟــﻰ اﻟﻣوظــف اﻟﻣﻌــﻳن ﺑﻌﻘــد ﻣﺳــﺗﻣر وﺗﺗ ـر )ﻣــدﻓوﻋﺎت إﻧﻬــﺎء اﻟﺧدﻣــﺔ( ﻻ ﻳﺑــﻳن اﻟﺗﻌــوﻳض اﻟــذي ُ وﻋدﻝ اﻟﺟدوﻝ ﻟﻳﺷﻳر إﻟﻰ ﺧﻣﺳﺔ ﺷﻬور. اﻟﻣؤﻫﻠﺔ ﺑﻳن ﺧﻣس وﺳت ﺳﻧواتُ . وﻋدﻟت اﻟﻣﺎدة ١-١٠-١٠٥٠ﻣن ﻻﺋﺣﺔ اﻟﻣوظﻔﻳن ﻹﻟﻐـﺎء اﻟزﻳـﺎدة ﺑﻧﺳـﺑﺔ ٪٥٠ﻓـﻲ ﺗﻌـوﻳض إﻧﻬـﺎء اﻟﺧدﻣـﺔ -٢٢ ُ ﺑﻧﺎء ﻋﻠﻰ ذﻟك إﻋﺎدة اﻻﻧﺗداب طﺑﻘﺎً ﻟﻌﻣﻠﻳﺔ إﻋﺎدة اﻻﻧﺗداب. إذا رﻓض اﻟﻣوظف اﻟذي ﻳﻧﺗﻬﻲ ﺗﻌﻳﻳﻧﻪ ً
ة اﻟﺟﻳـدة ة اﻟﻣﻛﺗﺳـﺑﺔ وﻟﺻـﺎﻟﺢ اﻹدار ﺛﺎﻧﻳﺎً :اﻟﺗﻌدﻳﻼت اﻟﺗﻲ ﺗُﻌﺗﺑر ﺿـرورﻳﺔ ﻋﻠـﻰ ﺿـوء اﻟﺧﺑـر ﻟﻠﻣوارد اﻟﺑﺷرﻳﺔ ﺗﺎرﻳﺦ ﺑدء اﻟﻧﻔﺎذ ﻋدﻟت اﻟﻣﺎدة ٠٤٠ﻣن ﻻﺋﺣﺔ اﻟﻣوظﻔﻳن ﻟﺗﺑﻳن أن ﺗﺎرﻳﺦ ﺑدء ﻧﻔﺎذ ﻻﺋﺣﺔ اﻟﻣـوظﻔﻳن ﻫـذﻩ ،ﺑﺎﺳـﺗﺛﻧﺎء اﻟﺗـذﻳﻳﻠﻳن ُ -٢٣ اﻳر .٢٠١٣أﻣﺎ ﺗﺎرﻳﺦ ﺑدء ﻧﻔـﺎذ اﻟﺗـذﻳﻳﻝ ) ١ﺟـدوﻝ اﻟﻣرﺗﺑـﺎت( ،واﻟﺗـذﻳﻳﻝ ) ٢ﻣﻧﺣـﺔ اﻟﺗﻌﻠـﻳم( ﻓﻬـو ١و ٢ﻫو ﺷﺑﺎط /ﻓﺑر ١ﻛﺎﻧون اﻟﺛﺎﻧﻲ /ﻳﻧﺎﻳر .٢٠١٣
3
EB132/40
م ت٤٠/١٣٢
ﻣﻌﺎﻳﻳر ﺳﻠوك اﻟﻣوظﻔﻳن ع" ﻓــﻲ اﻟﻣــﺎدة ٢-١١٠ﻣــن ﻻﺋﺣــﺔ اﻟﻣــوظﻔﻳن إﻟــﻰ "ﻣــﺎدة" ﻷن اﻟﻧظــﺎم اﻷﺳﺎﺳ ـﻲ ﻟﻠﻣــوظﻔﻳن ﻋــدﻟت ﻛﻠﻣــﺔ "ﻓــر ُ -٢٤ ع. ﻳﺗﺄﻟف ﻣن ﻣواد ﻻ ﻓرو
ﺳﺎﻋﺎت اﻟﻌﻣﻝ واﻟﺣﺿور ﻋـدﻟت اﻟﻣـﺎدة ٦١٠ﻣـن ﻻﺋﺣـﺔ اﻟﻣــوظﻔﻳن ﻟﺗوﺿـﺢ أﻧـﻪ ﻳﺟـوز ﺣﺟـز ﻣرﺗــب اﻟﻣوظـف ﻣؤﻗﺗـﺎً رﻳﺛﻣـﺎ ﻳـﺗم ﺗﺣدﻳــد ُ -٢٥ واذا ﻛــﺎن اﻟﻐﻳــﺎب دون إذن ﻷﺳــﺑﺎب ﻣــﺎ إذا ﻛــﺎن اﻟﻐﻳــﺎب دون إذن ﻛــﺎن ﻷﺳــﺑﺎب ﺧﺎرﺟــﺔ ﻋــن إر ادة اﻟﻣوظــف أم ﻻٕ . ادة اﻟﻣوظف ﻳﺗم دﻓﻊ اﻟﻣرﺗب اﻟﻣﺣﺟوز. ﺧﺎرﺟﺔ ﻋن إر
ﻣﺎدة ﺟدﻳدة ﻓﻲ ﻻﺋﺣﺔ اﻟﻣوظﻔﻳن -٢٦أُدﺧﻠـ ــت اﻟﻣـ ــﺎدة ١٢٠٥اﻟﺟدﻳـ ــدة ﻓـ ــﻲ ﻻﺋﺣـ ــﺔ اﻟﻣـ ــوظﻔﻳن ﻟﺗوﺿـ ــﻳﺢ أن ﻣ ـ ـواد ﻻﺋﺣـ ــﺔ اﻟﻣـ ــوظﻔﻳن ذات اﻟﺻـ ــﻠﺔ ﺑــﺎﻟطﻌون ﺗﻧطﺑــق أﻳﺿـﺎً ﻋﻠــﻰ اﻟﻣــوظﻔﻳن اﻟﺳــﺎﺑﻘﻳن ،ﺑﺎﺳــﺗﺛﻧﺎء ﻣــﺎ ﻳﺗﻌﻠــق ﺑﺎﻟﻣــﺎدﺗﻳن ٤-١٢٣٠و ٥-١٢٣٠ﻣــن ﻻﺋﺣــﺔ اﻟﻣوظﻔﻳن
ﻳﺗوﻗـــﻊ أن ﺗﺗﺧـــذﻫﺎ اﻟﺗﻌـــدﻳﻼت اﻟﺗـــﻲ ﺗُﻌﺗﺑـــر ﺿـــرورﻳﺔ ﻋﻠـــﻰ ﺿـــوء اﻟﻣﻘـــرر ات اﻟﺗـــﻲ ُ ـﺎء ﻋﻠــﻰ ﺗوﺻــﻳﺎت اﻟﺟﻣﻌﻳــﺔ اﻟﻌﺎﻣــﺔ ﻟﻸﻣــم اﻟﻣﺗﺣــدة ﻓــﻲ دورﺗﻬــﺎ اﻟﺳــﺎﺑﻌﺔ واﻟﺳــﺗﻳن ﺑﻧـ ً ﻟﺟﻧﺔ اﻟﺧدﻣﺔ اﻟﻣدﻧﻳﺔ اﻟدوﻟﻳﺔ
ﺛﺎﻟﺛﺎً:
ﻣرﺗﺑﺎت ﻣوظﻔﻲ اﻟﻔﺋﺔ اﻟﻣﻬﻧﻳﺔ )اﻟﻔﻧﻳﺔ( واﻟﻔﺋﺎت اﻟﻌﻠﻳﺎ -٢٧أوﺻــت اﻟﻠﺟﻧــﺔ اﻟﺟﻣﻌﻳــﺔ اﻟﻌﺎﻣــﺔ ﻟﻸﻣــم اﻟﻣﺗﺣــدة ﺑزﻳــﺎدة اﻟﺟــدوﻝ اﻟﺣــﺎﻟﻲ ﻟﻠﻣرﺗﺑــﺎت اﻷﺳﺎﺳــﻳﺔ /اﻟــدﻧﻳﺎ ﻟﻣــوظﻔﻲ اﻟﻔﺋﺔ اﻟﻣﻬﻧﻳﺔ )اﻟﻔﻧﻳﺔ( واﻟﻔﺋﺎت اﻟﻌﻠﻳﺎ ﺑﻧﺳﺑﺔ ،٪٠,١٢وذﻟك ﺑﺗطﺑﻳق طرﻳﻘﺔ اﻟﺿم اﻟﻣﻌﺗﺎدة واﻟﻣﺗﻣﺛﻠـﺔ ﻓـﻲ زﻳـﺎدة اﻟﻣرﺗـب ة واﻟﻣﻛﺳـب"(، اء ﺧﻔض ﻣﺗﻧﺎﺳـب ﻟﻧﻘـﺎط ﻣﺿـﺎﻋف ﺗﺳـوﻳﺔ ﻣﻘـر اﻟﻌﻣـﻝ )أي ﻋﻠـﻰ أﺳـﺎس "اﻧﺗﻔـﺎء اﻟﺧﺳـﺎر واﺟر اﻷﺳﺎﺳﻲ ٕ ر ﻣن ١ﻛﺎﻧون اﻟﺛﺎﻧﻲ /ﻳﻧﺎﻳر .٢٠١٣ ﻋﻠﻰ أن ﻳدﺧﻝ ذﻟك ﺣﻳز اﻟﻧﻔﺎذ اﻋﺗﺑﺎ اً وﻗد ﺗم وﻓﻘﺎً ﻟذﻟك إﻋداد ﺗﻌدﻳﻼت اﻟﺗذﻳﻳﻝ ١ﻣن ﻻﺋﺣﺔ اﻟﻣوظﻔﻳن ،وﻫﻲ ﺗرد ﻓﻲ اﻟﻣﻠﺣق *٢ﺑﻬذﻩ اﻟوﺛﻳﻘﺔ. -٢٨
ﻣرﺗﺑﺎت اﻟﻣوظﻔﻳن ﻓﻲ اﻟوظﺎﺋف ﻏﻳر اﻟﻣﺻﻧﻔﺔ ﻓﻲ رﺗب وﻣرﺗب اﻟﻣدﻳر اﻟﻌﺎم ة ٢٧أﻋــﻼﻩ ة ﻓــﻲ اﻟﻔﻘـر ﻫﻧـﺎً ﺑــﺎﻟﻣﻘرر اﻟــذي ﺳــﺗﺗﺧذﻩ اﻟﺟﻣﻌﻳــﺔ اﻟﻌﺎﻣــﺔ ﻟﻸﻣــم اﻟﻣﺗﺣــدة ﺑﺷــﺄن اﻟﺗوﺻــﻳﺔ اﻟﻣــذﻛور -٢٩ر ة اﻟﻌﺎﻣ ــﺔ ،طﺑﻘـ ـﺎً ﻟﻠﻣ ــﺎدة ١-٣ﻣ ــن اﻟﻧظ ــﺎم اﻷﺳﺎﺳ ــﻲ ﻟﻠﻣ ــوظﻔﻳن ،أن ﻳوﺻ ــﻲ اﻟﻣﺟﻠ ــس اﻟﺗﻧﻔﻳ ــذي ﺟﻣﻌﻳ ــﺔ ح اﻟﻣ ــدﻳر ﺗﻘﺗ ــر ـﺎﻣﻳن اﻟﻣﺳــﺎﻋدﻳن واﻟﻣــدﻳرﻳن اﻹﻗﻠﻳﻣﻳــﻳن .وﺑﺎﻟﺗــﺎﻟﻲ، اﻟﺻــﺣﺔ اﻟﻌﺎﻟﻣﻳــﺔ اﻟﺳﺎدﺳــﺔ واﻟﺳــﺗﻳن ﺑﺗﻌــدﻳﻝ ﻣرﺗﺑــﺎت اﻟﻣــدﻳرﻳن اﻟﻌـ ّ ﻣﻳن اﻟﻣﺳ ـ ـ ــﺎﻋدﻳن واﻋﺗﺑ ـ ـ ــﺎ اً ر ﻣ ـ ـ ــن ١ﻛ ـ ـ ــﺎﻧون اﻟﺛ ـ ـ ــﺎﻧﻲ /ﻳﻧ ـ ـ ــﺎﻳر ،٢٠١٣ﺳ ـ ـ ــﻳﺑﻠﻎ اﻟﻣرﺗ ـ ـ ــب اﻹﺟﻣ ـ ـ ــﺎﻟﻲ ﻟﻠﻣ ـ ـ ــدﻳرﻳن اﻟﻌ ـ ـ ــﺎ ّ ر أﻣرﻳﻛﻳـﺎً )ﻟﻠﻣﻌﻳــﻝ( ﻻر أﻣرﻳﻛــﻲ ﻓــﻲ اﻟﺳــﻧﺔ ،واﻟﻣرﺗــب اﻟﺻــﺎﻓﻲ ١٣٤ ١١١دو واﻟﻣــدﻳرﻳن اﻹﻗﻠﻳﻣﻳــﻳن ١٧٢ ٣٠١دو ﻻ اً ر أﻣرﻳﻛﻳﺎً )ﻟﻐﻳر اﻟﻣﻌﻳﻝ(. أو ١٢١ ٤٤٣دو ﻻ اً ﻫﺎ ﺟﻣﻌﻳﺔ اﻟﺻﺣﺔ اﻟﻌﺎﻟﻣﻳﺔ ،ﻓﺈن -٣٠واﺳﺗﻧﺎداً إﻟﻰ ﺗﺳوﻳﺎت اﻟﻣرﺗﺑﺎت اﻟﻣﺑﻳﻧﺔ أﻋﻼﻩ ،ووﻓﻘﺎً ﻟﻠﺗﻌدﻳﻼت اﻟﺗﻲ ﺳﺗﺟﻳز ر أﻣرﻳﻛﻳ ـ ـﺎً ﻓـ ــﻲ اﻟﺳـ ــﻧﺔ ،وﺳـ ــﻳﺑﻠﻎ ﻣرﺗﺑـ ــﻪ اﻟﺻـ ــﺎﻓﻲ اﻟﻣرﺗـ ــب اﻹﺟﻣـ ــﺎﻟﻲ ﻟﻧﺎﺋـ ــب اﻟﻣـ ــدﻳر اﻟﻌـ ــﺎم ﺳـ ــﻳﺑﻠﻎ ١٨٩ ٥٩٩دو ﻻ اً * ﻳرد اﻟﺗذﻳﻳﻝ ١ﻣن ﻻﺋﺣﺔ اﻟﻣوظﻔﻳن ﻓﻲ اﻟﻣﻠﺣق ٢ﺑﺎﻹﻧﻛﻠﻳزﻳﺔ.
4
EB132/40
م ت٤٠/١٣٢
ر ﻣـ ــن ١ﻛـ ــﺎﻧون ر أﻣرﻳﻛﻳ ـ ـﺎً )ﻟﻠﻣﻌﻳـ ــﻝ( أو ١٣١ ٥٩٠دو ١٤٦ ٢١٩دو ر أﻣرﻳﻛﻳ ـ ـﺎً )ﻟﻐﻳـ ــر اﻟﻣﻌﻳـ ــﻝ( ،وذﻟـ ــك اﻋﺗﺑـ ــﺎ اً ﻻ اً ﻻ اً اﻟﺛﺎﻧﻲ /ﻳﻧﺎﻳر .٢٠١٣ ة أﻋ ــﻼﻩ ﻋﻠ ــﻰ ﺗﻌ ــدﻳﻼت ﻣﻣﺎﺛﻠ ــﺔ ﻓﻳﻣ ــﺎ ﻳﺧ ــص ﻣرﺗ ــب اﻟﻣ ــدﻳر اﻟﻌ ــﺎم. -٣١وﺳ ــﺗﻧطوي ﺗﺳ ــوﻳﺎت اﻟﻣرﺗﺑ ــﺎت اﻟﻣ ــذﻛور وﺑﺎﻟﺗﺎﻟﻲ ﻓﺈن اﻟﻣرﺗب اﻟﻣﺗوﻗﻊ أن ﺗﺟﻳز ر ﻣـن ١ﻛـﺎﻧون اﻟﺛـﺎﻧﻲ /ﻳﻧـﺎﻳر ،٢٠١٣ﺳـﻳﺑﻠﻎ ﻩ ﺟﻣﻌﻳﺔ اﻟﺻﺣﺔ اﻟﻌﺎﻟﻣﻳـﺔ ،اﻋﺗﺑـﺎ اً ﻻر أﻣرﻳﻛــﻲ ر أﻣرﻳﻛﻳ ـﺎً ﻓــﻲ اﻟﺳــﻧﺔ ﻟﻠﻣرﺗــب اﻹﺟﻣــﺎﻟﻲ ،ﺑﻳﻧﻣــﺎ ﺳــﻳﺑﻠﻎ اﻟﻣرﺗــب اﻟﺻــﺎﻓﻲ ١٧٦ ٧١٣دو ٢٣٣ ١٦١دو ﻻ اً ر أﻣرﻳﻛﻳﺎً )ﻟﻐﻳر اﻟﻣﻌﻳﻝ(. )ﻟﻠﻣﻌﻳﻝ( أو ١٥٧ ١٥٢دو ﻻ اً
اض ﻣﺳﺗوى ﻣﻧﺣﺔ اﻟﺗﻌﻠﻳم اﺳﺗﻌر رﺣــﺎت ﻣﻘدﻣــﺔ ﻣــن أﻣﺎﻧــﺔ ﻣﺟﻠــس اﻟرؤﺳــﺎء اﻟﺗﻧﻔﻳــذﻳﻳن ﻓــﻲ اﻷﻣــم اﻟﻣﺗﺣــدة اﻟﻣﻌﻧــﻲ ﺑﺎﻟﺗﻧﺳــﻳق، -٣٢أﻣــﺎم اﻟﻠﺟﻧــﺔ اﻗﺗ ا اض ﻣﺳــﺗوى ﻣﻧﺣــﺔ اﻟﺗﻌﻠــﻳم ﻋﻠــﻰ أﺳــﺎس ﺗﺣﻠﻳــﻝ ﺑﻳﺎﻧــﺎت اﻹﻧﻔــﺎق ﺑﺷــﺎن ١٨ ٢٩٦ﻣطﺎﻟﺑــﺔ ﻋــن اﻟﺳــﻧﺔ وذﻟــك ﻻﺳــﺗﻌر اﻟد ا رﺳ ــﻳﺔ ٢٠١١-٢٠١٠ﻓ ــﻲ ١٥ﺑﻠ ــداً /ﻣﻧطﻘ ــﺔ ﻋﻣﻠ ــﻪ أُﻋطﻳ ــت ﺑﺧﺻوﺻ ــﻬﺎ ﻣﻧﺣ ــﺔ اﻟﺗﻌﻠ ــﻳم .وﻗ ــد ﺗ ــم اﻟﺗﺣﻠﻳ ــﻝ وﻓﻘـ ـﺎً ﻟﻠﻣﻧﻬﺟﻳﺔ اﻟﺗﻲ طﺑﻘت ﻣﻧذ ﻋﺎم .١٩٩٢ وﻗررت اﻟﻠﺟﻧﺔ أن ﺗوﺻﻲ اﻟﺟﻣﻌﻳﺔ اﻟﻌﺎﻣﺔ ﺑﻣﺎ ﻳﻠﻲ: ا ،اﻟﻣﻣﻠﻛـﺔ ﺑﺎﻟﻧﺳﺑﺔ إﻟﻰ اﻟﻧﻣﺳﺎ ،ﺑﻠﺟﻳﻛﺎ ،اﻟداﻧﻣرك ،ﻓرﻧﺳﺎ ،أﻟﻣﺎﻧﻳﺎ ،إﻳطﺎﻟﻳﺎ ،ﻫوﻟﻧـدا ،أﺳـﺑﺎﻧﻳﺎ ،ﺳوﻳﺳـر )أ( ج ﻻر اﻷﻣرﻳﻛـﻲ ﺧـﺎر ﻻﻳـﺎت اﻟﻣﺗﺣـدة اﻷﻣرﻳﻛﻳـﺔ وﻣﻧـﺎطق اﻟـدو اﻟﻣﺗﺣدة ﻟﺑرﻳطﺎﻧﻳـﺎ اﻟﻌظﻣـﻰ وأﻳرﻟﻧـدا اﻟﺷـﻣﺎﻟﻳﺔ ،اﻟو ﻻﻳــﺎت اﻟﻣﺗﺣــدة اﻷﻣرﻳﻛﻳــﺔ ﻳﻌـ ﱠ دﻝ اﻟﺣــد اﻷﻗﺻــﻰ اﻟﻣﻘﺑــوﻝ ﻟﻠﻣﺻــروﻓﺎت واﻟﺣــد اﻷﻗﺻــﻰ ﻟﻣﻧﺣــﺔ اﻟﺗﻌﻠــﻳم ﻋﻠــﻰ اﻟو ﻫﺎ ﻟﻌﺎم ٢٠١٢؛ اﻟﻧﺣو اﻟﻣﺑﻳن ﻓﻲ اﻟﺟدوﻝ ١ﻣن اﻟﻣرﻓق اﻟﺛﺎﻟث ﻣن ﺗﻘرﻳر )ب( ﺑﺎﻟﻧﺳــﺑﺔ إﻟــﻰ أﻳرﻟﻧــدا واﻟﻳﺎﺑــﺎن واﻟﺳــوﻳد ﻳظــﻝ اﻟﺣــد اﻷﻗﺻــﻰ اﻟﻣﻘﺑــوﻝ ﻟﻠﻣﺻ ـروﻓﺎت واﻟﺣــد اﻷﻗﺻــﻰ ﻫـﺎ ﻟﻣﻧﺣﺔ اﻟﺗﻌﻠـﻳم ﻋﻧـد اﻟﻣﺳـﺗوﻳﻳن اﻟﺣـﺎﻟﻳﻳن ،ﻋﻠـﻰ اﻟﻧﺣـو اﻟﻣﺑـﻳن ﻓـﻲ اﻟﺟـدوﻝ ١ﻣـن اﻟﻣرﻓـق اﻟﺛﺎﻟـث ﻣـن ﺗﻘرﻳر ﻟﻌﺎم ٢٠١٢؛ ﺑﺎﻟﻧﺳﺑﺔ إﻟﻰ اﻟﻧﻣﺳﺎ ،ﺑﻠﺟﻳﻛـﺎ ،اﻟـداﻧﻣرك ،ﻓرﻧﺳـﺎ ،أﻟﻣﺎﻧﻳـﺎ ،أﻳرﻟﻧـدا ،إﻳطﺎﻟﻳـﺎ ،اﻟﻳﺎﺑـﺎن ،ﻫوﻟﻧـدا ،أﺳـﺑﺎﻧﻳﺎ، )ج( ﻻﻳﺎت اﻟﻣﺗﺣدة اﻷﻣرﻳﻛﻳـﺔ وﻣﻧـﺎطق ا ،اﻟﻣﻣﻠﻛﺔ اﻟﻣﺗﺣدة ﻟﺑرﻳطﺎﻧﻳﺎ اﻟﻌظﻣﻰ وأﻳرﻟﻧدا اﻟﺷﻣﺎﻟﻳﺔ ،اﻟو اﻟﺳوﻳد ،ﺳوﻳﺳر اﺟﻌــﺔ اﻟﻣﻌــدﻻت اﻟﻣوﺣــدة اﻟﻌﺎدﻳــﺔ ﻟﻣﺻــروﻓﺎت ﻻﻳــﺎت اﻟﻣﺗﺣــدة اﻷﻣرﻳﻛﻳــﺔ ،ﺗــﺗم ﻣر ج اﻟو ﻻر اﻷﻣرﻳﻛــﻲ ﺧــﺎر اﻟــدو اﻹﻗﺎﻣــﺔ اﻟداﺧﻠﻳــﺔ ،ﻋﻠــﻰ أﻻ ﺗﺗﺟــﺎوز اﻟﺣــد اﻷﻗﺻــﻰ اﻟﻣﻘﺑــوﻝ ﻟﻣﺻــروﻓﺎت اﻟﺗﻌﻠــﻳم واﻟﻣﺑﻠــﻎ اﻹﺿــﺎﻓﻲ ﻟﺳــداد ﺗﻛﺎﻟﻳف اﻹﻗﺎﻣـﺔ اﻟداﺧﻠﻳـﺔ ،ﻋـﻼوة ﻋﻠـﻰ اﻟﺣـد اﻷﻗﺻـﻰ ﻟﻣﻧﺣـﺔ اﻟﺗﻌﻠـﻳم اﻟﺗـﻲ ﺗُـدﻓﻊ ﻟﻠﻣـوظﻔﻳن ﻓـﻲ ﻣرﻛـز اﻟﻌﻣـﻝ ﻫﺎ ﻟﻌﺎم ٢٠١٢؛ اﻟﻣﺣدد ،وذﻟك ﻋﻠﻰ اﻟﻧﺣو اﻟﻣﺑﻳن ﻓﻲ اﻟﺟدوﻝ ٢ﻣن اﻟﻣرﻓق اﻟﺛﺎﻟث ﻣن ﺗﻘرﻳر ر ﻳظﻝ اﻟﻣﻌدﻝ اﻟﻣوﺣد ﻟﻣﺻـروﻓﺎت اﻹﻗﺎﻣـﺔ اﻟداﺧﻠﻳـﺔ واﻟﻣﻌـدﻝ اﻟﻣوﺣـد اﻹﺿـﺎﻓﻲ ﺑﺎﻟﻧﺳﺑﺔ إﻟﻰ ﺳوﻳﺳ ا )د( ﻟﻣرﻛــز اﻟﻌﻣــﻝ اﻟﻣﺣــدد ﻋﻧــد اﻟﻣﺳــﺗوى اﻟﺣــﺎﻟﻲ ،ﻋﻠــﻰ اﻟﻧﺣ ـو اﻟﻣﺑــﻳن ﻓــﻲ اﻟﺟــدوﻝ ٢ﻣــن اﻟﻣرﻓــق اﻟﺛﺎﻟــث ﻣــن ﻫﺎ ﻟﻌﺎم ٢٠١٢؛ ﺗﻘرﻳر واﻧدوﻧﻳﺳﻳﺎ ،واﻻﺗﺣﺎد اﻟروﺳﻲ ،وﻛذﻟك )ﻫ( اﻹﺑﻘﺎء ﻋﻠﻰ اﻟﺗداﺑﻳر اﻟﺧﺎﺻﺔ ﻓﻳﻣﺎ ﻳﺗﻌﻠق ﺑﺎﻟﺻﻳن وﻫﻧﻐﺎرﻳﺎٕ ، ﻓﻳﻣﺎ ﻳﺗﻌﻠق ﺑﺎﻟﻣدارس اﻟﺛﻣﺎﻧﻲ اﻟﻣﺣددة ﻓﻲ ﻓرﻧﺳﺎ )وﻫﻲ اﻟﻣدرﺳﺔ اﻷﻣرﻳﻛﻳﺔ ﻓﻲ ﺑﺎرﻳس ،واﻟﻣدرﺳـﺔ اﻟﺑرﻳطﺎﻧﻳـﺔ ﻓﻲ ﺑﺎرﻳس ،واﻟﻣدرﺳﺔ اﻟدوﻟﻳﺔ ﻓﻲ ﺑـﺎرﻳس ،واﻟﺟﺎﻣﻌـﺔ اﻷﻣرﻳﻛﻳـﺔ ﻓـﻲ ﺑـﺎرﻳس ،وﻣدرﺳـﺔ ﻣﺎرﻳﻣوﻧـت ﻓـﻲ ﺑـﺎرﻳس، -٣٣
5
EB132/40
م ت٤٠/١٣٢
ة اﻷوروﺑﻳﺔ ﻓﻲ ﻟﻳون ،وﻣدرﺳﺔ ﻓﻳﻛﺗور ﻫﻳﺟو اﻟﻧﺷﻳطﺔ اﻟﺛﻧﺎﺋﻳﺔ اﻟﻠﻐـﺔ )،(École Active Bilingue وﻛﻠﻳﺔ اﻹدار وﻣدرﺳﺔ ﺟﺎﻧﻳن ﻣﺎﻧﻳوﻝ اﻟﻧﺷﻳطﺔ اﻟﺛﻧﺎﺋﻳﺔ اﻟﻠﻐﺔ )((École Active Bilingue؛ إﻧﻬﺎء اﻟﺗداﺑﻳر اﻟﺧﺎﺻﺔ ﻓﻳﻣﺎ ﻳﺗﻌﻠق ﺑروﻣﺎﻧﻳﺎ؛ )و(
إدﺧــﺎﻝ ﺗــداﺑﻳر ﺧﺎﺻــﺔ ﻓــﻲ ﺗﺎﻳﻠﻧــد وﻓﻳﻣــﺎ ﻳﺗﻌﻠــق ﺑﺎﻟﻣدرﺳــﺔ اﻟﺗﻌﺎوﻧﻳــﺔ اﻷﻣرﻳﻛﻳــﺔ ﻓــﻲ ﺗــوﻧس اﻟﻌﺎﺻــﻣﺔ )ز( غ ﺑﺟﻧوب أﻓرﻳﻘﻳﺎ؛ ﺑﺗوﻧس واﻟﻣدرﺳﺔ اﻟدوﻟﻳﺔ اﻷﻣرﻳﻛﻳﺔ ﻓﻲ ﺟوﻫﺎﻧﺳﺑر ـداء ﻣــن اﻟﺳــﻧﺔ اﻟد ا ﺗطﺑﻳــق ﻛــﻝ اﻟﺗﻌــدﻳﻼت واﻟﺗــداﺑﻳر اﻟﻣــذﻛور )ح( رﺳــﻳﺔ اﻟﺟﺎرﻳــﺔ ﻓــﻲ ١ﻛــﺎﻧون ة أﻋــﻼﻩ اﺑﺗـ ً اﻟﺛﺎﻧﻲ /ﻳﻧﺎﻳر .٢٠١٣ ﺗم إﻋداد ﺗﻌدﻳﻼت اﻟﺗذﻳﻳﻝ ٢ﻣن ﻻﺋﺣﺔ اﻟﻣوظﻔﻳن ﺑﻧﺎء ﻋﻠﻰ ذﻟك ،وﻫﻲ ﻣرﻓﻘﺔ ﻓﻲ اﻟﻣﻠﺣق *.٣ ً
-٣٤
اء اﻟﻣطﻠوب ﻣن اﻟﻣﺟﻠس اﻟﺗﻧﻔﻳذي اﻹﺟر ررﻳن ة أﻋــﻼﻩ ،ﻓــﻲ أن ﻳﻧظــر ﻓــﻲ ﻣﺷــروﻋﻲ اﻟﻘـ ا ﻏــب اﻟﻣﺟﻠــس اﻟﺗﻧﻔﻳــذي ،ﻋﻠــﻰ ﺿــوء اﻟﺗﻧﻘﻳﺣــﺎت اﻟﻣــذﻛور -٣٥ﻗــد ﻳر اﻟواردﻳن أدﻧﺎﻩ. ار ١ اﻟﻘر اﻟﻣﺟﻠس اﻟﺗﻧﻔﻳذي، ﻳﺻﺎدق ،وﻓﻘﺎً ﻟﻠﻣﺎدة ٢-١٢ﻣن اﻟﻧظﺎم اﻷﺳﺎﺳﻲ ﻟﻠﻣوظﻔﻳن ،ﻋﻠﻰ اﻟﺗﻌـدﻳﻼت اﻟﺗـﻲ أدﺧﻠﻬـﺎ اﻟﻣـدﻳر ر ﻣن ١ﻛـﺎﻧون اﻟﺛـﺎﻧﻲ /ﻳﻧـﺎﻳر ٢٠١٣ﻓﻳﻣـﺎ ﻳﺗﻌﻠـق ﺑﻣرﺗﺑـﺎت اﻟﻣـوظﻔﻳن ﻓـﻲ اﻟﻌﺎم ﻋﻠﻰ ﻻﺋﺣﺔ اﻟﻣوظﻔﻳن اﻋﺗﺑﺎ اً اﻣﻳ ــﺔ ﻣ ــن ﻣرﺗﺑ ــﺎت اﻟﻔﺋ ــﺔ اﻟﻣﻬﻧﻳ ــﺔ )اﻟﻔﻧﻳ ــﺔ( واﻟﻔﺋ ــﺎت اﻟﻌﻠﻳ ــﺎ ،ﺑﻣ ــﺎ ﻓﻳﻬ ــﺎ اﻟﻣﻌ ــدﻻت اﻟﻣﻧﻘﺣ ــﺔ ﻟﻼﻗﺗطﺎﻋ ــﺎت اﻹﻟز اﻳر ٢٠١٣ﻓﻳﻣﺎ ر ﻣن ١ﺷﺑﺎط /ﻓﺑر اﻟﻣوظﻔﻳن واﻟﻣﺳﺗﺧدﻣﺔ ﻓﻲ ﺗﺣدﻳد اﻟﻣرﺗﺑﺎت اﻷﺳﺎﺳﻳﺔ اﻹﺟﻣﺎﻟﻳﺔ؛ واﻋﺗﺑﺎ اً واﻟﻐـﺎء اﻟوظـﺎﺋف، واﻧﻬـﺎء اﻟﺗﻌﻳﻳﻧـﺎت؛ ٕ ﻳﺗﻌﻠق ﺑﺗﺎرﻳﺦ ﺑدء ﻧﻔﺎذ ﺗﻌـدﻳﻼت ﻻﺋﺣـﺔ اﻟﻣـوظﻔﻳن؛ وﺳﻳﺎﺳـﺎت اﻟﺗﻌﻳـﻳن؛ ٕ اءات واﺟ ـر ﺑﻣــﺎ ﻓــﻲ ذﻟــك ﻋﻣﻠﻳــﺔ إﻋــﺎدة اﻻﻧﺗــداب؛ وﻣﻌــﺎﻳﻳر ﺳــﻠوك اﻟﻣــوظﻔﻳن؛ وﺳــﺎﻋﺎت اﻟﻌﻣــﻝ واﻟﺣﺿــور؛ ٕ اﻟطﻌن؛ وﻣدﻓوﻋﺎت إﻧﻬﺎء اﻟﺧدﻣﺔ. ار ٢ اﻟﻘر اﻟﻣﺟﻠس اﻟﺗﻧﻔﻳذي، ﻻﺋﺣﺔ اﻟﻣوظﻔﻳن١، وﻗد ﻧظر ﻓﻲ اﻟﺗﻘرﻳر اﻟﺧﺎص ﺑﺗﻌدﻳﻼت اﻟﻧظﺎم اﻷﺳﺎﺳﻲ ﻟﻠﻣوظﻔﻳن و
ار اﻟﺗﺎﻟﻲ: ﻳوﺻﻲ ﺟﻣﻌﻳﺔ اﻟﺻﺣﺔ اﻟﻌﺎﻟﻣﻳﺔ اﻟﺳﺎدﺳﺔ واﻟﺳﺗﻳن ﺑﺄن ﺗﻌﺗﻣد اﻟﻘر * ﻳرد اﻟﺗذﻳﻳﻝ ٢ﻣن ﻻﺋﺣﺔ اﻟﻣوظﻔﻳن ﻓﻲ اﻟﻣﻠﺣق ،٣ﺑﺎﻹﻧﻛﻠﻳزﻳﺔ. ١اﻟوﺛﻳﻘﺔ م ت.٤٠/١٣٢
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ﺟﻣﻌﻳﺔ اﻟﺻﺣﺔ اﻟﻌﺎﻟﻣﻳﺔ اﻟﺳﺎدﺳﺔ واﻟﺳﺗون، إذ ﺗﺷﻳر إﻟﻰ ﺗوﺻﻳﺎت اﻟﻣﺟﻠس اﻟﺗﻧﻔﻳذي اﻟﻣﺗﻌﻠﻘﺔ ﺑﻣرﺗﺑـﺎت اﻟﻣـوظﻔﻳن ﻓـﻲ اﻟوظـﺎﺋف ﻏﻳـر اﻟﻣﺻﻧﻔﺔ ﻓﻲ رﺗب وﻣرﺗب اﻟﻣدﻳر اﻟﻌﺎم، ـﺎﻣﻳن اﻟﻣﺳــﺎﻋدﻳن واﻟﻣــدﻳرﻳن اﻹﻗﻠﻳﻣﻳــﻳن ﺑﻣــﺎ ﻳﺑﻠــﻎ -١ ﺗﺣــدد اﻟﻣرﺗﺑــﺎت اﻹﺟﻣﺎﻟﻳــﺔ ﻟﻠﻣــدﻳرﻳن اﻟﻌـ ّ زﻣ ــﻲ ﻟﻳﻛ ــون اﻟﻣرﺗ ــب اﻟﺻ ــﺎﻓﻲ اﻟﻣﻌ ــدﻝ ﻻر أﻣرﻳﻛ ــﻲ ﻓ ــﻲ اﻟﺳ ــﻧﺔ ﻗﺑ ــﻝ اﻻﻗﺗط ــﺎع اﻹﻟ ا ١٧٢ ٣٠١دو ر أﻣرﻳﻛﻳﺎً )ﻟﻐﻳر اﻟﻣﻌﻳﻝ(؛ ر أﻣرﻳﻛﻳﺎً )ﻟﻠﻣﻌﻳﻝ( أو ١٢١ ٤٤٣دو ١٣٤ ١١١دو ﻻ اً ﻻ اً ر أﻣرﻳﻛﻳﺎً ﻓﻲ اﻟﺳـﻧﺔ ﺗﺣدد اﻟﻣرﺗب اﻹﺟﻣﺎﻟﻲ ﻟﻧﺎﺋب اﻟﻣدﻳر اﻟﻌﺎم ﺑﻣﺎ ﻳﺑﻠﻎ ١٨٩ ٥٩٩دو -٢ ﻻ اً ر أﻣرﻳﻛﻳ ـﺎً )ﻟﻠﻣﻌﻳــﻝ( أو زﻣــﻲ ﻟﻳﻛــون اﻟﻣرﺗــب اﻟﺻــﺎﻓﻲ اﻟﻣﻌــدﻝ ١٤٦ ٢١٩دو ﻗﺑــﻝ اﻻﻗﺗطــﺎع اﻹﻟ ا ﻻ اً ر أﻣرﻳﻛﻳﺎً )ﻟﻐﻳر اﻟﻣﻌﻳﻝ(؛ ١٣١ ٥٩٠دو ﻻ اً ر أﻣرﻳﻛﻳـﺎً ﻓـﻲ اﻟﺳـﻧﺔ ﻗﺑـﻝ ﺗﺣدد اﻟﻣرﺗـب اﻹﺟﻣـﺎﻟﻲ ﻟﻠﻣـدﻳر اﻟﻌـﺎم ﺑﻣـﺎ ﻳﺑﻠـﻎ ٢٣٣ ١٦١دو -٣ ﻻ اً ﻻر أﻣرﻳﻛﻳـ ـ ـﺎً )ﻟﻠﻣﻌﻳ ـ ــﻝ( أو اﻻﻗﺗط ـ ــﺎع اﻹﻟ ا زﻣ ـ ــﻲ ﻟﻳﻛ ـ ــون اﻟﻣرﺗ ـ ــب اﻟﺻ ـ ــﺎﻓﻲ اﻟﻣﻌ ـ ــدﻝ ١٧٦ ٧١٣دو اً ر أﻣرﻳﻛﻳﺎً )ﻟﻐﻳر اﻟﻣﻌﻳﻝ(؛ ١٥٧ ١٥٢دو ﻻ اً -٤ ر ﻣــن ١ﻛــﺎﻧون اﻟﺛــﺎﻧﻲ/ ﺗﻘــرر أن ﺗــدﺧﻝ ﻫــذﻩ اﻟﺗﺳــوﻳﺎت ﻓــﻲ اﻟﻣرﺗﺑــﺎت ﺣﻳــز اﻟﻧﻔــﺎذ اﻋﺗﺑــﺎ اً ﻳﻧﺎﻳر .٢٠١٣
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ANNEX 1 AMENDMENTS TO THE STAFF RULES CONSIDERED NECESSARY IN THE LIGHT OF WHO’S MANAGEMENT REFORMS IN THE AREA OF HUMAN RESOURCES Former text 420. APPOINTMENT POLICIES 420.2 A “continuing appointment” is an appointment without specified time-limit. A continuing appointment shall be granted after a minimum of five years’ uninterrupted, active service on fixed-term appointments and certified satisfactory performance. New text 420. APPOINTMENT POLICIES 420.2 A “continuing appointment” is an appointment without specified time-limit. A continuing appointment shall be granted after a minimum of five years’ uninterrupted, active service on fixed-term appointments and certified satisfactory performance. 420.2.1 Staff members, excluding those referred to in Staff Rule 420.2.2, who hold a fixed-term appointment on 1 February 2013, are eligible to be granted or considered for a continuing appointment as follows: 420.2.1.1 If, during the appointment held on 1 February 2013, the staff member reaches a minimum of five years uninterrupted fixed-term, active service and has certified satisfactory performance, a continuing appointment shall be granted. 420.2.1.2 If, during the appointment held on 1 February 2013, the staff member does not reach five years of uninterrupted fixed-term, active service, the staff member shall be considered for a continuing appointment pursuant to conditions and criteria established by the Director-General. 420.2.2 The categories of staff members who are not eligible for a continuing appointment include: 420.2.2.1 Staff members specified in Staff Regulation 4.5; 420.2.2.2 Staff members on secondment to the Organization; and 420.2.2.3. Staff members who do
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Former text
New text not hold a fixed-term appointment on 1 February 2013.
420.3 A “fixed-term appointment” is a time-limited appointment of one year or more. A fixed-term appointment may be extended, provided that the total duration of service under consecutive fixed-term appointments does not exceed five years. Exceptionally, service on such appointments may be further extended, for up to one additional year, in accordance with conditions determined by the Director-General. 1040. COMPLETION OF APPOINTMENTS 1040.1 In the absence of any offer and acceptance of extension, fixed-term and temporary appointments shall expire automatically on the completion of the agreed period of service. Where it has been decided not to offer an extension of appointment to a staff member holding a fixed-term appointment, the staff member shall be notified thereof no less than three months before the expiry of the appointment. Where it has been decided not to offer an extension of appointment to a staff member holding a temporary appointment, the staff member shall be notified thereof normally no less than one month before the expiry of the appointment. Such notice shall not be required in the case of a staff member holding a temporary appointment who has reached the maximum duration of uninterrupted service under consecutive temporary appointments, as defined in Rule 420.4. Eligible staff members who do not wish to be considered for reappointment shall also give that period of notice of their intention.
420.3 A “fixed-term appointment” is a time-limited appointment of one year or more. Any extension is subject to A fixed-term appointment may be extended, provided that the total duration of service under consecutive fixed-term appointments does not exceed five years. Exceptionally, service on such appointments may be further extended, for up to one additional year, in accordance with conditions determined by the Director-General. 1040. COMPLETION OF APPOINTMENTS 1040.1 Fixed-term and temporary appointments carry no right to extension or conversion of the appointment. In the absence of any offer and acceptance of extension, such fixed-term and temporary appointments shall expire end automatically on the completion of the agreed period of service. 1040.1.1 Where it has been decided not to offer an extension of appointment to a staff member holding a fixed-term appointment, the A fixed-term staff member shall be notified thereof normally of the end of the appointment no less than three months before the expiry its end date of the appointment. 1040.1.2 Where it has been decided not to offer an extension of appointment to a staff member holding a temporary appointment, the A temporary staff member shall be notified thereof of the end of the appointment normally no less than one month before its the expiry end date of the appointment. Such notice shall not be required in the case of a staff member holding a temporary appointment who has reached the maximum duration of uninterrupted service under consecutive temporary appointments, as defined in Staff Rule 420.4. Eligible staff members who do not wish to be considered for reappointment shall also give that period of notice of their intention.
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Former text 1050. ABOLITION OF POST 1050.1 The fixed-term appointment of a staff member with less than five years of service may be terminated prior to its expiration date if the post he occupies is abolished.
New text 1050. ABOLITION OF POST 1050.1 Subject to Staff Rules 1050.2 and 1050.3, tThe fixed-term appointment of a staff member with less than five years of service may be terminated prior to its expiration end date if the post that he occupies is abolished. 1050.2 When a post held by a staff member with a continuing appointment, or by a staff member who has served on a fixed-term appointment for a continuous and uninterrupted period of five years or more, is abolished or comes to an end, In accordance with conditions and procedures established by the Director-General, reasonable efforts shall be made to reassign the staff members occupying that whose posts, have been abolished or have come to an end in accordance with procedures established by the Director-General, as follows:. 1050.2.1 Staff members with a continuing appointment. 1050.2.2 Staff members holding a fixedterm appointment on 1 February 2013 who have completed at least five years of continuous and uninterrupted fixed-term service with the Organization, provided that this period of continuous and uninterrupted fixed-term certified satisfactory service began before 1 February 2013. 1050.2.3 Staff members not holding a fixed-term appointment on 1 February 2013 who have completed at least ten years of continuous and uninterrupted certified satisfactory fixed-term service with the Organization. 1050.2.4. Staff members on secondment to the Organization are not eligible to participate in the reassignment process.
1050.2 When a post held by a staff member with a continuing appointment, or by a staff member who has served on a fixed-term appointment for a continuous and uninterrupted period of five years or more, is abolished or comes to an end, reasonable efforts shall be made to reassign the staff member occupying that post, in accordance with procedures established by the Director-General.
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Former text 1050.3 The paramount consideration for reassignment shall be the necessity of securing the highest standards of efficiency, competence and integrity with due regard given to the performance, qualifications and experience of the staff member concerned.
New text 1050.3 The paramount consideration for reassignment shall be the necessity of securing the highest standards of efficiency, competence and integrity with due regard given to the performance, qualifications and experience of the staff member concerned. In accordance with conditions and procedures established by the Director-General, reasonable efforts shall be made to reassign staff members who have completed at least ten years of continuous and uninterrupted fixed-term certified satisfactory service with the Organization and whose appointments will come to an end pursuant to Staff Rule 1040. 1050.3.1 Staff members on secondment to the Organization are not eligible to participate in the reassignment process.
1050.4 The Director-General may establish priorities for reassigning staff members.
1050.4 The paramount consideration for reassignment shall be the necessity of securing the highest standards of efficiency, competence and integrity with due regard given to the performance, qualifications and experience of the staff member concerned. The Director-General may establish priorities for reassigning staff members. 1050.5.2 staff members shall be given due preference for vacancies during the reassignment period, within the context of Staff Rule 1050.34; 1050.6 The reassignment period will end within six months from its commencement. This period may only be exceptionally extended by the Director-General for up to an additional six months. 1050.8 The staff member’s continuing or fixed-term appointment shall be terminated, or not extended, if no reassignment decision is made the staff member is not reassigned during the reassignment period or if the staff member refuses a reassignment pursuant to Staff Rule 1050.5.3.
1050.5.2 staff members shall be given due preference for vacancies during the reassignment period, within the context of Staff Rule 1050.3;
1050.6 The reassignment period will end within six months from its commencement. This period may only be exceptionally extended by the Director-General for up to an additional six months. 1050.8 The staff member’s appointment shall be terminated if no reassignment decision is made during the reassignment period or if the staff member refuses a reassignment pursuant to Staff Rule 1050.5.3.
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Former text 1050.10 Staff members whose appointments are terminated under this Rule shall be paid an indemnity in accordance with the following schedule and with due regard to Rule 380.2: Indemnity (Terminal remuneration) Years of service Staff holding continuing appointments ) ) ) Not ) applicable ) Staff holding other types of appointments One week per unexpired month of contract, subject to a minimum of 6 weeks and a maximum of 3 months 4 months 5 months 6 months 7 months 9 months 9.5 months 10 months 10.5 months 11 months 11.5 months 12 months
New text 1050.10 Staff members whose appointments are terminated or not extended under this Rule shall be paid an indemnity in accordance with the following schedule and with due regard to Rule 380.2: Indemnity (Terminal remuneration) Years of service Less than 1 1 2 3 4 Staff holding continuing appointments ) ) ) Not ) applicable ) ) Staff holding other types of appointments One week per unexpired month of contract, subject to a minimum of 6 weeks and a maximum of 3 months 4 months 5 months 6 months 7 months 9 months 9.5 months 10 months 10.5 months 11 months 11.5 months 12 months
Less than 1 1 2 3 4
5 6 7 8 9 10 11 12 13 14 15 or more
6 months 7 months 8 months 9 months 9.5 months 10 months 10.5 months 11 months 11.5 months 12 months
5 6 7 8 9 10 11 12 13 14 15 or more
5 months 6 months 7 months 8 months 9 months 9.5 months 10 months 10.5 months 11 months 11.5 months 12 months
1050.10.1 In the case of termination of appointment 1050.10.1 In the case of termination of appointment under Rule 1050.2, the indemnity shall be increased by following the reassignment process pursuant to 50 percent. Staff Rule 1050.2, the indemnity shall be increased by 50 percent, unless the staff member refuses a reassignment pursuant to Staff Rule 1050.5.3.
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AMENDMENTS TO THE STAFF RULES CONSIDERED NECESSARY IN THE LIGHT OF EXPERIENCE AND IN THE INTEREST OF GOOD HUMAN RESOURCES MANAGEMENT Former text 040. EFFECTIVE DATE These Staff Rules are effective as from 1 January 2012 and supersede all Rules in force before that date. All subsequent modifications shall become effective as from the date shown thereon. New text 040. EFFECTIVE DATE With the exception of Appendices 1 and 2, Tthese Staff Rules are effective as from 1 January February 20123 and supersede all Rules in force before that date. All subsequent modifications shall become effective as from the date shown thereon. Appendices 1 and 2 are effective as from 1 January 2013. 110. STANDARDS OF CONDUCT FOR STAFF MEMBERS 110.2 The basic standards for staff members are set out in Section Article I of the Staff Regulations. 610. WORKING HOURS AND ATTENDANCE 610.5 No salary shall be paid to staff members in respect of periods of unauthorized absence from work unless such absence was due to reasons beyond their control. Payment of salary may be withheld pending a determination as to whether the absence was due to reasons beyond the staff member’s control. If the absence is determined to be for reasons beyond the staff member’s control, the salary withheld shall be paid. 1205. APPLICABILITY The Rules in this section apply to staff members and former staff members. In this section, the term “staff member” includes former staff members, except with respect to membership in Boards of Appeal and the election of such members under Staff Rules 1230.4 and 1230.5. Appendix 1 Salary scale for the staff in the professional and higher categories effective 1 January 2012. Appendix 2 Education Grant Entitlements Applicable in cases where educational expenses are incurred in specified currencies and countries (effective school year in progress 1 January 2011) Appendix 1 Salary scale for the staff in the professional and higher categories effective 1 January 20123. Appendix 2 Education Grant Entitlements Applicable in cases where educational expenses are incurred in specified currencies and countries (effective school year in progress 1 January 20113)
110. STANDARDS OF CONDUCT FOR STAFF MEMBERS 110.2 The basic standards for staff members are set out in Section I of the Staff Regulations. 610. WORKING HOURS AND ATTENDANCE 610.5 No salary shall be paid to staff members in respect of periods of unauthorized absence from work unless such absence was due to reasons beyond their control.
New Staff Rule
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ANNEX 2 Appendix 1 SALARY SCALE FOR THE PROFESSIONAL AND HIGHER CATEGORIES: ANNUAL GROSS BASE SALARIES AND NET EQUIVALENTS AFTER APPLICATION OF STAFF ASSESSMENT (IN US DOLLARS) (effective 1 January 2013) Step Level I II III IV V VI VII VIII IX X XI XII XIII XIV XV
* D-2 Gross Net D Net S D-1 Gross Net D Net S P-5 Gross Net D Net S P-4 Gross Net D Net S P-3 Gross Net D Net S P-2 Gross Net D Net S P-1 Gross Net D Net S 141 412 112 231 103 105 129 216 103 328 95 508 106 860 87 008 80 831 88 043 72 554 67 564 72 358 60 163 56 158 59 343 49 881 46 786 46 454 39 486 37 247 144 411 114 420 104 953 131 851 105 251 97 178 109 100 88 643 82 285 90 042 74 133 69 001 74 208 61 624 57 502 60 997 51 188 47 972 47 935 40 745 38 405
* 147 412 116 611 106 794 134 479 107 170 98 846 111 342 90 280 83 733 92 039 75 711 70 438 76 058 63 086 58 848 62 651 52 494 49 155 49 407 41 996 39 563
* 150 430 118 801 108 630 137 115 109 094 100 508 113 581 91 914 85 181 94 037 77 289 71 870 77 905 64 545 60 190 64 306 53 802 50 339 50 957 43 256 40 720
* 153 559 120 991 110 461 * 139 751 111 018 102 169 115 823 93 551 86 628 96 037 78 869 73 303 79 757 66 008 61 536 65 961 55 109 51 523 52 543 44 509 41 877
* 156 687 123 181 112 282 * 142 382 112 939 103 826 118 062 95 185 88 069 98 032 80 445 74 735 81 605 67 468 62 878 67 614 56 415 52 708 54 133 45 765 43 034
* 145 019 114 864 105 475 120 305 96 823 89 509 100 034 82 025 76 165 83 453 68 928 64 220 69 270 57 723 53 912 55 724 47 022 44 191
* 147 651 116 785 107 124 122 545 98 458 90 947 102 196 83 603 77 593 85 305 70 391 65 567 70 922 59 028 55 112 57 316 48 280 45 334
* 150 296 118 707 108 768 124 786 100 094 92 383 104 359 85 182 79 019 87 154 71 852 66 908 72 576 60 335 56 319 58 901 49 532 46 472 127 027 101 730 93 815 106 519 86 759 80 445 89 004 73 313 68 252 74 233 61 644 57 521 60 492 50 789 47 610
* 129 268 103 366 95 246 108 685 88 340 81 868 90 856 74 776 69 591
* 131 508 105 001 96 672 110 844 89 916 83 291 92 701 76 234 70 932 * 75 885 62 949 58 720 77 541 64 257 59 926
* 133 751 106 638 98 099 * 113 007 91 495 84 714 94 554 77 698 72 269
* 115 171 93 075 86 133 * 96 403 79 158 73 609
* 117 333 94 653 87 552 * 98 251 80 618 74 949
EB132/40
D = rate applicable to staff members with a dependent spouse or child; S= rate applicable to staff members with no dependent spouse or child. * = the normal qualifying period for a within-grade increase between consecutive steps is one year, except at those steps marked with an asterisk, for which a two-year period at the preceding step is required (Staff Rule 550.2).
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EB132/40
ANNEX 3 Appendix 2 EDUCATION GRANT ENTITLEMENTS APPLICABLE IN CASES WHERE EDUCATIONAL EXPENSES ARE INCURRED IN SPECIFIED CURRENCIES AND COUNTRIES (effective school year in progress 1 January 2013) (1) Country/ currency area Maximum admissible educational expenses and maximum grant for disabled children 18 240 16 014 122 525 11 497 20 130 17 045 21 601 18 037 17 153 2 324 131 157 950 32 932 25 864 (2) Maximum education grant (3) Flat rate when boarding not provided (4) Additional flat rate for boarding (for staff serving at designated duty stations) (5) Maximum grant for staff members serving at designated duty stations (6) Maximum admissible educational expenses for attendance (only when flat rate for boarding is paid) 13 064 11 152 85 073 7 328 14 368 12 849 17 304 12 713 12 888 1 511 429 175 641 25 545 20 769
Part A Austria (Euro) Belgium (Euro) Denmark (Krone) France*(Euro) Germany (Euro) Ireland (Euro) Italy (Euro) Netherlands (Euro) Spain (Euro) Japan yen (yen) Sweden (krona) Switzerland (Swiss franc) United Kingdom of Great Britain and Northern Ireland (pound sterling) Part B United States dollar (outside the United States of America) Part C United States dollar (in the United States of America)1 45 586 34 190 6 265 9 399 43 589 37 233 21 428 16 071 3 823 5 735 21 806 16 331 13 680 12 011 91 894 8 623 15 098 12 784 16 201 13 528 12 864 1 743 098 118 462 24 699 19 398 3 882 3 647 28 089 3 127 4 322 3 147 3 223 3 993 3 198 609 526 26 219 5 540 3 821 5 824 5 470 42 134 4 691 6 484 4721 4 836 5 990 4 797 914 290 39 328 8 310 5 731 19 504 17 481 134 028 13 314 21 582 17 505 21 037 19 518 17 661 2 657 388 157 790 33 009 25 129
* Except for the following schools where the US$ in the US levels will be applied: 1. 2. 3. 4. American School of Paris American University of Paris British School of Paris École Active Bilingue Victor Hugo 5. 6. 7. 8. European Management School of Lyon International School of Paris Marymount School of Paris École Active Bilingue Jeannine Manuel
=
=
=
1 The United States dollar in the United States of America applies, as a special measure, for China, Hungary, Indonesia, Romania and the Russian Federation. The effective date that the adjustments and measures are applicable is based on the school year in progress on 1 January 2013; special measures for Romania are discontinued. Special measures are introduced in Thailand and for the American Cooperative School in Tunis, Tunisia and the American International School of Johannesburg, South Africa.
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