Report on WHO staff in the African Region: information document

AFR/RC71/INF.DOC/10 12 July 2021 REGIONAL COMMITTEE FOR AFRICA Seventy-first session Virtual session, 24–26 August 2021 ORIGINAL: ENGLISH Provisional agenda item 18.10 REPORT ON WHO STAFF IN THE AFRICAN REGION Information Document CONTENTS Paragraphs INTRODUCTION ....................................................................................................................... 1–2 APPOINTMENT TYPE AND CATEGORIES ........................................................................... 3–7 APPOINTMENT TYPE, CATEGORY, GRADE AND GENDER DISTRIBUTION ............. 8–12 GEOGRAPHICAL DISTRIBUTION...................................................................................... 13–16 STAFFING TRENDS OVER THE PAST 10 YEARS (2011–2020) ...................................... 17–18 CHALLENGES ....................................................................................................................... 19–21 TABLES Page 1. Distribution of staff members by category and assignment type ................................................ 5 (a) Long-term and temporary staff members combined............................................................ 5 (b) International Professional Officers on long-term appointments by grade ........................... 5 (c) International Professional Officers on temporary appointments by grade .......................... 5 (d) Other types of contracts (from 1 January to 31 December 2020) ....................................... 5 2. Distribution of staff members by appointment type, category, grade and gender ...................... 6 (a) International Professional Officers ...................................................................................... 6 (b) National Professional Officers ............................................................................................. 6 (c) General Service staff............................................................................................................ 6 (d) Comparison of 2016, 2017, 2018, 2019 and 2020 staff members at senior level................ 6 (e) Comparison of male and female staff from 2015 to 2021. .................................................. 7 (f) Progress of % of long-term and temporary female staff by category from 2015 to 2021. .. 7 (g) Progress of % of long-term female staff by category from 2015 to 2021. .......................... 7 ii 3. Distribution of international professional staff by nationality, grade and gender ...................... 8 (a) Distribution of long-term international professional staff ................................................... 8 (b) Distribution of temporary international professional staff ................................................ 10 (c) Geographical distribution of long-term professional staff from countries of the African Region ....................................................................................................... 11 4. Distribution of long-term and temporary staff by duty station ................................................. 12 5. Progress report on appointments from 2011 to 2021 ................................................................ 14 FIGURES 1. Staffing trends over the past 11 years (2011–2021) .................................................................. 15 (a) Staff on long-term appointments ....................................................................................... 15 (b) Staff on temporary appointments....................................................................................... 15 (c) Staffing by year (2011–2021) ........................................................................................... 16 (d) Comparison of male and female staff from 2015 to 2021 ................................................. 16 (e) Progress of % of long-term and temporary female staff by category from 2015 to 2021 17 (f) Progress of % of long-term female staff by category from 2015 to 2021 ......................... 17 iii ABBREVIATIONS APW G/GS Agreement for performance of work General Service GS LT General Service long-term appointment GS TA General Service temporary appointment HR Human resources IPO IST International Professional Officer Intercountry Support Team JPO LT Junior Professional Officers Long-term NPO National Professional Officer NPO LT National Professional Officer long-term appointment NPO TA National Professional Officer temporary appointment P LT International professional long-term appointment P TA International professional temporary appointment RO Regional Office SSA TA Special Services Agreement Temporary appointment UG UNV Ungraded United Nations Volunteers WCO WHO Country Office AFR/RC71/INF.DOC/10 Page 1 INTRODUCTION 1. Human resource (HR) management continues to be the focus of the Transformation Agenda1 in line with its aim to make the World Health Organization (WHO) a “people-centred” Organization. The functional review of country offices is an important component of the Transformation Agenda which strives to equip WHO in the African Region with a workforce that is fit for purpose, while ensuring that staffing is aligned with identified programmatic needs and priorities at all levels. 2 The purpose of this document is to provide Member States with information pertaining to the WHO workforce in the African Region as at 1 March 2021. It also gives details on the overall staffing situation by appointment type, category, grade, gender, geographical representation, nationality and duty station. APPOINTMENT TYPES AND CATEGORIES 3. WHO offers two main types of appointments, namely, temporary and long-term appointments. A temporary appointment (TA) is a time-limited appointment of up to 24 months of continuous service. The term "long-term appointment" (LT) refers to staff members on fixed- term or continuing appointments. In addition, WHO uses other types of contracts for its workforce, including consultants, special services agreements (SSA), United Nations volunteers (UNV), junior professional officers (JPO) and agreement for performance of work (APW). 4. As at 1 March 2021, there were 2375 staff members in the African Region: 586 (24.7%) International Professional Officers (IPOs), 632 (26.6%) National Professional Officers (NPOs) and 1157 (48.7%) General Service (GS) staff. Of the 2375 staff members, 1998 (84.1%) were on long-term appointments and 377 (15.9%) on temporary appointments. Of the 1998 staff members on long-term appointments, 451 (22.6%) were IPOs, 530 (26.5%) were NPOs and 1017 (50.9%) were GS staff. Of the 377 staff members on temporary appointments, 135 (35.8%) were IPOs, 102 (27.1%) were NPOs and 140 (37.1%) were GS staff (Table 1a). 5. Among the IPOs on long-term appointments, the highest concentration was at the P4 grade level with 217 (48.1%), followed by the P5 grade level with 85 (18.8%), the P3 grade level with 72 (16%), the P2 grade level with 40 (8.9%), the D1 grade level with 25 (5.5%), the P6 grade level with seven (1.6%), the D2 and P1 grade levels with two (0.4%) each, and the ungraded level with 1 (0.2%) (Table 1b). 6. Among the IPOs on temporary appointments, the highest concentration was at the P4 grade level with 81 (60.0%), followed by the P3 grade level with 35 (25.9%), the P5 grade level with nine (6.7%), the P2 grade level with eight (5.9%), and the P6 grade level with two (1.5%) (Table 1c). 7. In addition to staff members, the African Region had 3632 non-staff across the Region composed of 498 (13.7%) APWs, 840 (23,1%) consultants, 2 (0.1%) JPOs, 2195 (60.4%) SSAs and 97 (2.7%) UNVs (Table 1d). APPOINTMENT TYPE, CATEGORY, GRADE AND GENDER DISTRIBUTION 8. The distribution of staff members by appointment type, category, grade and gender is presented in Table 2 (a, b, c and d). Among the 586 IPOs, 451 (77.0%) were on long-term 1 The Transformation Agenda of the World Health Organization Secretariat in the African Region: Phase 2: Putting people at the centre of change. WHO/AFRO, 2017 AFR/RC71/INF.DOC/10 Page 2 appointments and 135 (23.0%) were on temporary appointments. Their distribution by gender was 406 (69.3%) male and 180 (30.7%) female. Of the 451 IPOs on long-term appointments, 307 (68.1%) were male and 144 (31.9%) were female. Of the 135 IPOs on temporary appointments, 99 (73.3%) were male and 36 (26.7%) were female. (Table 2a). 9. Among the 632 NPOs, 530 (83.9%) were on long-term appointments and 102 (16.1%) held temporary appointments. Their distribution by gender was 430 (69.0%) male and 196 (31.0%) female. Of the 530 NPOs on long-term appointments, 361 (68.1%) were male and 169 (31.9%) female. Of 102 NPOs on temporary appointments, 75 (73.5%) were male and 27 (26.5%) were female (Table 2b). Among the 632 NPOs, the highest concentration was at the NO-C grade with 400 (63%) staff members, followed by the NO-B grade with 200 (32%) staff members, the NO-A grade level with 28 (4%) staff members, and by the NO-D grade with 4 (1%) staff members. 10. Of the 1157 GS staff, 1017 (87.9%) were on long-term appointments and 140 (12.1%) held temporary appointments. The distribution by gender was 644 (63.3%) male and 373 (36.7%) female for those on long-term appointments and 110 (78.6%) male and 30 (21.4%) female for those on temporary appointments (Table 2c). Among the 1157 GS staff, the G2 grade level had the highest concentration with 414 (33%) staff members, followed by the G6 grade with 272 (21%), the G5 grade with 199 (16%) staff members and the G7 grade level with 144 (11%). The G1 grade had the smallest concentration with 13 (1%) staff members. 11. Although the gap between male and female distribution remains significantly high at all levels, WHO in the African Region has made progress in increasing female representation over the last five years. Overall female representation has steadily increased from 29.5% in 2016 to 32.8% in 2021 (Table 2e). However, female representation varied across staff categories. The percentage of female staff in the IPO category rose from 25.1% in 2015 to 26.2% in 2016, to 27.0% in 2017, to 29.1% in 2018, to 29.4% in 2020 and to 30.7% in 2021. For the NPO category, there was a gradual decrease in female representation from 30.7% in 2015 to 29.9% in 2016, then 29.6% in 2017, and 28.6% in 2018, followed by increases in 2019, 2020 and 2021 to 29.8%, 30.0% and 31.0% respectively. The decrease among NPO staff is usually associated with the increase in IPOs as staff move from the NPO to the IPO category. For instance, of the 654 NPOs recorded in 2020, thirteen (2%) moved from the NPO to the IPO category. In the GS category, female representation declined between 2015 and 2016 from 31.0% to 30.4%, then steadily increased from 30.9% in 2017 to 33.1% in 2018 and 33.4% in 2019, before decreasing to 33.2% in 2020, then increasing again to 34.8 in 2021 (Table 2f). 12. The trend of female representation at senior level, namely at P6/D1, D2 and UG1 increased from 25.5% in 2016 to 27.5% in 2018 (Table 2d). WHO in the African Region remains strongly committed to achieving gender parity. While the representation of women at senior level decreased from 11 in 2018 to nine and eight in 2019 and 2020 respectively due to the departure of two female staff members at the D1 grade level and one at the P6 grade level, two new female directors had been appointed at the D2 and D1 grade levels by 1 March 2021. In an effort to close the existing gap in gender representation, outreach initiatives have been introduced to attract more qualified female candidates. Moreover, WHO in the African Region continues to implement the policy requiring hiring managers to include at least one qualified female candidate in the shortlist for all advertised positions, failing which the vacancy notice will be re-advertised unless a written justification is provided. Furthermore, the African Region has launched various programmes to improve the gender balance including the Pathways to Leadership programme for senior managers, the mentorship programme, the United Nations Volunteers (UNV) partnership, the Africa Young Women Volunteers initiative, career counselling for women and the gender parity task force. AFR/RC71/INF.DOC/10 Page 3 GEOGRAPHICAL DISTRIBUTION 13. Member States with the highest representation were Uganda with 34 staff members, Democratic Republic of the Congo with 27 staff members, Burkina Faso and Cameroon with 25 staff members each, Kenya with 24 staff members, Nigeria with 21 staff members and Zimbabwe with 18 staff members (Table 3a). Twenty-seven Member States2 outside the African Region had nationals working in the Region as IPOs on long-term appointments (Table 3a). 14. An analysis of the geographical distribution of long-term professional staff from the 47 Member States of WHO in the African Region shows that 21 Member States were overrepresented (representation category C).3 Mali is the only Member State at the maximum of its range (representation category B2*). Eight Member States were within their range but above the midpoint (representation category B2).4 Sixteen Member States were within their range but below the midpoint (representation category B1);5 and one Member State, Seychelles, was unrepresented (representation category A*) (Table 3c). However, WHO in the African Region is strongly committed to achieving equitable geographical representation of all Member States through outreach initiatives and thorough scrutiny of the selection process. 15. The distribution of temporary professional staff working in the WHO African Region by nationality and gender is presented in Table 3b. According to the data, Kenya had the highest representation with 13 staff members; followed by Ethiopia and Nigeria with 12 staff members each; Zimbabwe with 10 staff members; Democratic Republic of the Congo with eight staff members; Burkina Faso, Cameroon, Ghana and United Republic of Tanzania with five staff members each. 16. Furthermore, Table 3b indicates that 12 countries6 outside the African Region had temporary professional staff members working in the Region. The distribution of long-term and temporary staff members working for WHO in the African Region by duty station is presented in Table 4. STAFFING TRENDS OVER THE PAST 11 YEARS (2011–2021) 17. Figure 1 presents the staffing trend from 2011 to 1 March 2021. Over the course of this period, the total number of staff members working in the Region, across all appointment categories, fluctuated from 2483 to 2375. However, there have been periods of sharp increase or decrease in staffing due to various prevailing situations. For example, from 2011 to 2013, there was a 14% decrease in overall staffing due to the financial constraints faced by the Organization; whereas over the period from 2014 to 2017 there was a sharp increase in staffing which was largely driven by the surge capacity to respond to various emergencies across the Region. From 2017 to 2019, staffing numbers decreased by 9% following the end of major epidemics such as 2 Colombia, Haiti, Ireland, Lebanon, Nepal, New Zealand, Peru, Portugal, Romania, Russian Federation, Ukraine and Yemen with one staff member each; Australia, Belgium, Brazil, Italy, Japan, Philippines and Spain with two staff members each; Germany, Pakistan and Sudan with three staff members each; France and India with five staff members each; United Kingdom with seven staff members; Canada with nine staff members and United States of America with eleven staff members. 3 Benin, Burkina Faso, Burundi, Cameroon, Congo, Côte d'Ivoire, Democratic Republic of the Congo, Ethiopia, Ghana, Guinea, Kenya, Malawi, Nigeria, Rwanda, Senegal, South Africa, Togo, Uganda, United Republic of Tanzania, Zambia, and Zimbabwe. 4 Algeria, Chad, Eritrea, Gambia, Madagascar, Mauritius, Niger and Sierra Leone. 5 Angola, Botswana, Cabo Verde, Central African Republic, Comoros, Equatorial Guinea, Eswatini, Gabon, Guinea- Bissau, Lesotho, Liberia, Mauritania, Mozambique, Namibia, Sao Tome and Principe and South Sudan. 6 Brazil, Egypt, France, India, Haiti, Morocco, Pakistan, Peru, Republic of Korea, Spain, United Kingdom and United States of America. AFR/RC71/INF.DOC/10 Page 4 Ebola in West Africa and yellow fever in the Central African subregion; as well as the implementation of the polio ramp-down. From 2019 to 2020 there was an increase of 3% due to the Ebola outbreak in the Democratic Republic of the Congo. 18. However, from 2020 to 2021 there was a 4% drop in staffing despite the deployment of staff as surge capacity in response to the COVID-19 pandemic and the new Ebola outbreaks in the Democratic Republic of the Congo and Guinea. This is due to the fact that the implementation of the outcomes of the functional review is still ongoing and prevents the immediate replacement of staff members who have left the Region. Furthermore, as part of the surge capacity for the COVID-19 response, WHO in the African Region has been deploying staff who are already on- board and using other contract types, mainly consultants, SSAs and UNVs. CHALLENGES AND MITIGATION ARRANGEMENTS 19. Since March 2020, the performance and productivity of many staff members have been affected by the ongoing COVID-19 pandemic. Its negative effects include sickness or death of staff members and/or their dependents and isolation of contacts. Moreover, protective measures against the pandemic such as lockdowns, border closures and flight cancellations have impacted staff performance, particularly for staff who are forced to work from home and/or outside their duty station without adequate equipment or a conducive environment to effectively deliver as expected. 20. However, in order to achieve its objectives and support the workforce, WHO in the African Region has moved to mitigate the harmful effects of COVID-19 by applying new measures such as staff counselling, remote working, teleworking, virtual meetings, compensatory leave, relevant communication on human resource policies, etc. The health and well-being of the workforce has been addressed in such a way that affected staff and other contractors get the required support in a timely manner, including medical evacuation regardless of contract type. 21. This report is submitted to the Regional Committee for information. AFR/RC71/INF.DOC/10 Page 5 Table 1: Distribution of staff members by category and assignment type (a) Long-term and temporary staff members combined (b) International Professional Officers on long-term appointments by grade Staff/Grade Total % UG1 1 0.2% D2 2 0.4% D1 25 5.5% P6 7 1.6% P5 85 18.8% P4 217 48.1% P3 72 16.0% P2 40 8.9% P1 2 0.4% Total IPOs 451 100.0% (c) International Professional Officers on temporary appointments by grade (d) Non-staff (from 1 January to 31 December 2020) Non-staff Number % APW 498 14% Consultants 840 23% JPO 2 0% SSA 2195 60% UNV 97 3% Total 3632 100% Category Long-term Temporary Total IPOs 451 (22.6%) 135 (35.8%) 586 (24.7%) NPOs 530 (26.5%) 102 (27.1%) 632 (26.6%) GS 1017 (50.9%) 140 (37.1%) 1157 (48.7%) Total 1998 (100%) 377 (100%) 2375 (100%) Staff/Grade Total % P6 2 1.5% P5 9 6.7% P4 81 60.0% P3 35 25.9% P2 8 5.9% Total IPOs 135 100.0% AFR/RC71/INF.DOC/10 Page 6 Table 2: Distribution of staff members by appointment type, category, grade and gender (a) International Professional Officers P1 P2 P3 P4 P5 P6 D1 D2 UG1 F M F M F M F M F M F M F M F M F M Female Male Total % Total % Total % Long-term 1 1 24 16 25 47 60 157 26 59 1 6 6 19 0 2 1 0 144 31.9 307 68.1 451 77.0 Temporary 0 0 4 4 8 27 23 58 1 8 0 2 0 0 0 0 0 0 36 26.7 99 73.3 135 23.0 Total 1 1 28 20 33 74 83 215 27 67 1 8 6 19 0 2 1 0 180 30.7 406 69.3 586 100.0 (b) National Professional Officers NO-A NO-B NO-C NO-D F M F M F M F M Female Male Total % Total % Total % Long-term 7 16 42 106 118 237 2 2 169 31.9 361 68.1 530 83.9 Temporary 1 4 15 37 11 34 0 0 27 26.5 75 73.5 102 16.1 Total 8 20 57 143 129 271 2 2 196 31.0 436 69.0 632 100.0 (c) General Service Staff G1 G2 G3 G4 G5 G6 G7 F M F M F M F M F M F M F M Female Male Total % Total % Total % Long-term 3 9 6 333 12 92 43 47 123 51 140 108 64 73 373 36.7 644 63.3 1017 87.9 Temporary 0 1 1 74 1 1 5 24 12 13 9 15 2 5 30 21.4 110 78.6 140 12.1 Total 3 10 7 407 13 93 48 71 135 64 149 123 66 78 403 34.8 754 65.2 1157 100.0 (d) Comparison of 2016, 2017, 2018, 2019 and 2020 staff members at senior level Female Male Total 2016 2017 2018 2019 2020 2016 2017 2018 2019 2020 2016 2017 2018 2019 2020 n % n % n % n % n % n % n % n % n % n % n n n n n P6 6 23.1 4 18.2 3 25.0 2 20.0 1 11.1 % 20 76.9 18 81.8 9 75.0 8 80.0 8 88.9 % 26 22 12 10 9 D1 5 25.0 6 31.6 7 26.9 6 24.0 6 27.3 % 15 75.0 13 68.4 19 73.1 19 76.0 16 72.7 % 20 19 26 25 22 D2 0 0.0 0 0.0 0 0.0 0 0.0 0 0.0 1 100.0 1 100.0 1 100.0 1 100.0 2 100.0 1 1 1 1 2 UG1 1 100.0 1 100.0 1 100.0 % 1 100.0 1 100.0 0 0.0 0 0.0 0 0.0 0 0.0 0 0.0 1 1 1 1 1 Total 12 25.5 11 25.6 11 27.5 9 24.3 8 23.5 % 36 74.5 32 74.4 29 72.5 28 75.7 26 76.5 % 48 43 40 37 34 AFR/RC71/INF.DOC/10 Page 7 (e) Comparison of male and female staff from 2015 to 2021 2015 2016 2017 2018 2019 2020 2021 Female 743 747 784 769 755 781 779 Male 1747 1789 1849 1708 1643 1697 1596 % Female 29.8 29.5 29.8 31.0 31.5 31.5 32.8 Total 2490 2536 2633 2477 2398 2478 2375 (f) Progress of % of long-term and temporary female staff by category from 2015 to 2021 2015 2016 2017 2018 2019 2020 2021 IPO 25.1 26.2 27.0 29.1 29.0 29.4 30.7 NPO 30.7 29.9 29.6 28.6 29.8 30.0 31.0 GS 31.0 30.4 30.9 33.1 33.4 33.2 34.8 (g) Progress of % of long-term female staff by category from 2015 to 2021 2015 2016 2017 2018 2019 2020 2021 IPO 27.0 27.7 28.9 31.2 32.4 33.2 31.9 NPO 30.8 30.3 29.5 28.9 30.8 31.3 31.9 GS 34.5 33.9 34.4 35.5 35.4 35.4 36.7 AFR/RC71/INF.DOC/10 Page 8 Table 3: Distribution of IPO staff by nationality, grade and gender (a) Long-term staff by nationality, grade and gender Country of nationality P1 P2 P3 P4 P5 P6 D1 D2 UG Total F M F M F M F M F M F M F M M F F M All Angola 1 1 1 1 2 Australia 1 1 2 0 2 Belgium 1 1 1 1 2 Benin 1 2 1 3 1 2 6 8 Botswana 1 1 1 1 2 Brazil 1 1 2 0 2 Burkina Faso 2 1 3 3 9 4 2 1 6 19 25 Burundi 1 1 2 2 3 1 1 7 4 11 Cameroon 1 1 1 3 2 13 1 2 1 5 20 25 Canada 3 1 1 1 1 1 1 6 3 9 Cabo Verde 1 0 1 1 Central African Republic 2 0 2 2 Chad 1 3 1 0 5 5 Colombia 1 0 1 1 Comoros 1 0 1 1 Congo, Democratic Rep of the 1 3 1 13 8 1 1 26 27 Congo 2 2 1 7 2 1 3 12 15 Côte d'Ivoire 1 1 2 5 1 2 1 4 9 13 Equatorial Guinea 1 0 1 1 Eritrea 1 1 1 1 1 2 3 5 Eswatini 1 1 1 1 2 Ethiopia 2 8 3 1 1 3 12 15 France 2 2 1 2 3 5 Gabon 1 2 1 2 3 Gambia 3 2 0 5 5 Germany 1 1 1 1 2 3 Ghana 1 1 4 5 1 2 7 7 14 Guinea 1 3 2 1 1 4 4 8 Guinea-Bissau 1 1 1 2 1 3 Haiti 1 1 0 1 India 2 2 1 0 5 5 Ireland 1 1 0 1 Italy 1 1 1 1 2 Japan 1 1 1 1 2 Kenya 2 3 4 7 4 4 13 11 24 Lebanon 1 1 0 1 Lesotho 1 0 1 1 Liberia 1 1 0 2 2 Madagascar 2 1 1 3 1 4 AFR/RC71/INF.DOC/10 Page 9 Country of nationality P1 P2 P3 P4 P5 P6 D1 D2 UG Total F M F M F M F M F M F M F M M F F M All Malawi 1 3 2 1 1 0 8 8 Mali 1 4 1 1 0 7 7 Mauritania 1 1 0 2 2 Mozambique 1 1 1 1 2 Nepal 1 0 1 1 New Zealand 1 0 1 1 Niger 1 2 2 1 1 5 6 Nigeria 1 2 1 2 1 9 2 1 2 3 18 21 Pakistan 1 2 1 2 3 Peru 1 0 1 1 Philippines 1 1 0 2 2 Portugal 1 0 1 1 Romania 1 1 0 1 Russian Federation 1 0 1 1 Rwanda 2 2 2 3 5 1 4 11 15 Sao Tome and Principe 1 1 0 1 Senegal 1 3 5 1 1 5 6 11 Sierra Leone 1 2 3 0 3 South Africa 2 1 2 1 3 Spain 1 1 2 0 2 Sudan 1 1 1 1 2 3 Tanzania, United Republic of 1 1 2 2 1 1 5 3 8 Togo 2 1 6 1 8 9 Uganda 1 1 5 13 6 7 1 12 22 34 Ukraine 1 0 1 1 United Kingdom 1 1 1 1 1 1 1 3 4 7 United States of America 2 2 6 1 3 8 11 Yemen 1 1 0 1 Zambia 2 3 1 1 3 4 7 Zimbabwe 1 3 3 1 6 1 2 1 6 12 18 Total in African Region 1 1 24 16 25 47 60 157 26 59 1 6 6 19 2 1 144 307 451 AFR/RC71/INF.DOC/10 Page 10 (b) Temporary IPO staff by nationality, grade and gender Country of Nationality P2 P3 P4 P5 P6 Total F M F M F M F M F M All Algeria 1 0 1 1 Angola 1 1 0 2 2 Benin 1 1 1 1 2 Botswana 1 0 1 1 Brazil 1 1 0 1 Burkina Faso 1 2 1 1 1 4 5 Burundi 1 1 0 1 Cameroon 1 4 0 5 5 Chad 1 0 1 1 Congo, Democratic Rep of the 1 6 1 0 8 8 Congo 1 0 1 1 Côte d'Ivoire 1 1 2 1 3 4 Egypt 1 0 1 1 Ethiopia 3 1 8 1 11 12 France 1 0 1 1 Gambia 1 1 1 1 2 3 Ghana 1 4 0 5 5 Guinea 1 0 1 1 Haiti 1 1 0 1 India 1 1 1 1 1 3 4 Kenya 2 2 6 2 1 8 5 13 Korea, Republic of 1 1 0 1 Mali 1 1 1 1 2 3 Mauritania 1 1 1 1 2 Morocco 1 1 0 1 Niger 1 1 1 1 2 2 4 Nigeria 1 3 1 6 1 2 10 12 Pakistan 1 0 1 1 Peru 1 0 1 1 Rwanda 1 1 1 1 2 3 Senegal 1 1 1 1 1 3 4 South Africa 1 1 0 1 South Sudan 1 0 1 1 Spain 1 0 1 1 Tanzania, United Republic of 1 1 3 1 4 5 Togo 1 1 1 1 2 Uganda 1 1 1 1 2 3 United Kingdom 2 1 0 3 3 United States of America 1 1 2 1 3 4 Zimbabwe 1 1 4 3 1 4 6 10 Total in African Region 4 4 8 27 2 3 58 1 8 2 36 99 135 AFR/RC71/INF.DOC/10 Page 11 (c) Geographical distribution of long-term IPO staff from countries of the African Region 7 Nationality Recruitment priority Range Total Staff Staff HQ/Other R.O.s Staff AFRO From To Algeria B2 1 9 8 8 0 Angola B1 1 8 2 0 2 Benin C 1 8 11 3 8 Botswana B1 1 8 4 2 2 Burkina Faso C 1 8 27 2 25 Burundi C 1 8 11 0 11 Cameroon C 1 8 25 0 25 Cabo Verde B1 1 8 1 0 1 Central African Republic B1 1 8 2 0 2 Chad B2 1 8 5 0 5 Comoros B1 1 8 1 0 1 Congo, Democratic Rep of the C 1 8 29 2 27 Congo C 1 8 17 2 15 Côte d'Ivoire C 1 8 18 5 13 Equatorial Guinea B1 1 8 1 0 1 Eritrea B2 1 8 6 1 5 Eswatini B1 1 8 2 0 2 Ethiopia C 1 8 33 18 15 Gabon B1 1 8 3 0 3 Gambia B2 1 8 6 1 5 Ghana C 1 8 19 5 14 Guinea C 1 8 9 1 8 Guinea-Bissau B1 1 8 3 0 3 Kenya C 1 8 39 15 24 Lesotho B1 1 8 1 0 1 Liberia B1 1 8 2 0 2 Madagascar B2 1 8 6 2 4 Malawi C 1 8 10 2 8 Mali B2* 1 8 8 1 7 Mauritania B1 1 8 3 1 2 Mauritius B2 1 8 5 5 0 Mozambique B1 1 8 3 1 2 Namibia B1 1 8 1 1 0 Niger B2 1 8 6 0 6 Nigeria C 1 8 29 8 21 Rwanda C 1 8 17 2 15 Sao Tome and Principe B1 1 8 1 0 1 Senegal C 1 8 17 6 11 Seychelles A* 1 8 0 0 0 Sierra Leone B2 1 8 5 2 3 South Africa C 4 11 14 11 3 South Sudan B1 1 8 2 2 0 Tanzania, United Republic of C 1 8 10 2 8 Togo C 1 8 9 0 9 Uganda C 1 8 46 12 34 Zambia C 1 8 10 3 7 Zimbabwe C 1 8 23 5 18 510 131 379 A* Unrepresented countries Countries without any representation B1 Countries at or below midpoint B2* Countries at the maximum of their range A Underrepresented countries Countries below the minimum of their range B2 Countries at or above midpoint C Countries overrepresented Countries above the maximum of their range 7 December 2020 full geographical list is available at the following link: Geographical distribution Link AFR/RC71/INF.DOC/10 Page 12 Table 4: Distribution of long-term and temporary staff by duty station Duty Station Long-Term Temporary All Staff GS NPO IPO GS NPO IPO Abeche 1 1 2 Abidjan 19 9 3 1 1 33 Abuja 55 36 10 5 19 9 134 Accra 17 6 3 3 29 Addis Ababa 55 52 11 1 1 7 127 Algiers 6 7 1 14 Antananarivo 12 7 4 2 1 2 28 Asmara 13 4 3 20 Aweil 1 1 2 Bamako 12 7 5 1 25 Bambari 1 1 Bangui 11 8 6 7 1 33 Banjul 9 5 2 16 Bauchi 6 9 1 3 5 1 25 Benin City 2 1 3 Bentiu 1 1 2 Bissau 5 1 2 1 1 10 Bol 1 1 Bor 1 1 2 Brazzaville, Regional Office 213 15 148 18 1 44 439 Brazzaville, Country Office 14 8 1 23 Bujumbura 13 2 1 1 17 Bukavu 2 2 4 Conakry 16 11 5 6 38 Cotonou 13 11 2 1 27 Dakar 11 7 15 4 37 Damaturu 3 1 3 7 Dar-es-Salaam 18 16 5 2 41 Diffa 1 1 2 Entebbe 3 3 Enugu 2 8 1 4 15 Freetown 14 6 4 8 7 10 49 Gaborone 5 5 4 14 Gambella 1 1 Garissa 1 1 2 Goma 2 1 3 Harare, IST 13 3 24 2 1 6 49 Harare, Country Office 23 6 3 2 34 Ibadan 9 5 4 1 19 Jigawa 1 1 Jijiga 2 2 Jos 1 3 4 Juba 8 11 13 15 8 55 Kaduna 3 3 6 Kampala 17 15 7 2 3 44 Kananga 2 1 3 Kano 6 8 1 1 1 17 Katsina 1 1 Kigali 8 7 4 1 2 22 Kinshasa 35 22 11 1 1 2 72 Kisangani 2 2 Kuajok 1 1 2 Lagos 5 4 4 1 14 AFR/RC71/INF.DOC/10 Page 13 Duty Station Long-Term Temporary All Staff GS NPO IPO GS NPO IPO Libreville, IST 7 2 22 1 4 36 Libreville, Country Office 15 6 3 24 Lilongwe 12 8 3 1 2 26 Lome 12 2 3 1 2 1 21 Luanda 18 14 7 1 3 43 Lubumbashi 1 1 2 Lusaka 10 12 4 3 2 1 32 Maiduguri 6 1 1 6 15 2 31 Malabo 5 2 1 8 Malakal 1 1 2 Maputo 9 17 2 4 5 4 41 Maradi 1 1 2 Maroua 1 1 2 Maseru 8 4 3 15 Mbabane 8 5 2 15 Mbandaka 1 1 2 Mbuji Mayi 1 1 2 Mekelle 2 2 Minna 6 4 1 2 1 14 Monrovia 12 4 4 7 1 1 29 Moroni 10 4 1 15 Nairobi 22 19 13 1 2 2 59 N'Djamena 31 10 6 1 1 49 N'Dola 1 1 Niamey 13 8 3 2 4 2 32 Nouakchott 9 7 3 19 Ouagadougou, IST 12 3 22 2 1 7 47 Ouagadougou, Country Office 22 9 5 1 2 39 Port Harcourt 4 5 3 12 Port Louis 6 2 1 9 Praia 5 3 1 9 Pretoria 30 7 30 4 2 1 74 Rumbek 1 1 2 Sao Tome 5 3 2 10 Seoul 1 1 Sokoto 5 5 2 12 Tahoua 1 1 Tillabery 1 1 Torit 1 1 2 Umuahia 1 1 Victoria 2 3 1 6 Wau 1 1 2 Windhoek 9 3 3 1 16 Yambio 1 1 2 Yaounde 13 8 3 1 25 Zamfara 2 2 Zanzibar 1 1 2 Grand Total 1017 530 451 140 102 135 2375 AFR/RC71/INF.DOC/10 Page 14 Table 5: Progress report on appointments from 2011 to 2020 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 GS TA 32 43 26 72 198 236 242 171 147 163 140 LT 1412 1327 1248 1255 1201 1131 1180 1106 1092 1104 1017 NPO TA 19 13 16 39 39 47 49 69 82 94 102 LT 608 585 571 585 597 603 621 598 542 560 530 IPO TA 41 46 60 80 88 187 198 165 159 162 135 LT 371 364 342 346 367 329 343 368 376 395 451 Total 2483 2378 2263 2377 2490 2536 2633 2477 2398 2478 2375 Comparison8 -6% -4% -5% +5% +5% +2% +4% -6% -3% +3% -4% 8 Each year is compared to the previous one AFR/RC71/INF.DOC/10 Page 15 Figure 1: Staffing trends over the period 2011 to 2021 (a) Staff on long-term appointments (b) Staff on temporary appointments 0 500 1000 1500 2000 2500 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 1412 1327 1248 1255 1201 1131 1180 1106 1092 1104 1017 608 585 571 585 597 603 621 598 542 560 530 371 364 342 346 367 329 343 368 376 395 451 GS NPO IPO 0 100 200 300 400 500 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 32 43 26 72 198 236 242 171 147 163 140 19 13 16 39 39 47 49 69 82 94 102 41 46 60 80 88 187 198 165 159 162 135 GS NPO IPO AFR/RC71/INF.DOC/10 Page 16 (c) Staffing by year (2011-2021) (d) Comparison of male and female staff from 2015 to 2021 2483 2378 2263 2377 2490 2536 2633 2477 2398 2478 2375 2000 2100 2200 2300 2400 2500 2600 2700 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 743 747 784 769 755 781 779 1747 1789 1849 1708 1643 1697 1596 29.8 29.5 29.8 31.0 31.5 31.5 32.8 70.2 70.5 70.2 69.0 68.5 68.5 67.2 15.0 25.0 35.0 45.0 55.0 65.0 75.0 85.0 95.0 0 500 1,000 1,500 2,000 2,500 3,000 2015 2016 2017 2018 2019 2020 2021 Female Male % Female % Male AFR/RC71/INF.DOC/10 Page 17 (e) Progress of % of long-term and temporary female staff by category from 2015 to 2021 (f) Progress of % of long-term female staff by category from 2015 to 2021 25.05 26.2 27 29.1 29 29.4 30.730.66 29.9 29.6 28.6 29.8 30 31 31.02 30.4 30.9 33.1 33.4 33.2 34.8 22 24 26 28 30 32 34 36 2015 2016 2017 2018 2019 2020 2021 IPO NPO GS 27.0 27.7 28.9 31.2 32.4 33.2 31.9 30.8 30.3 29.5 28.9 30.8 31.3 31.9 34.5 33.9 34.4 35.5 35.4 35.4 36.7 24.0 26.0 28.0 30.0 32.0 34.0 36.0 38.0 2015 2016 2017 2018 2019 2020 2021 IPO NPO GS