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Developments following the CCISUA 33rd GA


Letter to the Secretary General


Following the 33rd CCISUA GA, the federation’s President issued a letter to the UN Secretary General highlighting the concerns raised by the members during this year’s GA with regards to the Safety and Security of the UN staff and informing about the GA’s decision to:


  • Issue a vote of ‘no confidence’ on the current management of the Security Management System
  • Not participate in the upcoming IASMN meeting in Montreux, in solidarity with affected staff


The letter also requested Secretary General’s assistance and action in:


  • Reviewing the currently established Security Risk Management Process to ensure that a strong and independent evaluation function is maintained, in addition to the current principle of self-evaluation by the Agencies, Funds and Programmes;
  • Conducting an independent audit of the changes to the Security Management Framework since 2014 with the aim of (a) identifying gaps against the established governance framework, (b) identifying strengths and weaknesses of the current system and (c) resolving any issues that expose UN employees and premises to an unmanageable risk;
  • Ensuring due process in investigating and finalising the cases related to the unacceptable treatment of our Security Advisor.


CCISUA membership


Another highlight of this year’s GA was the first-time participation of the International Court of Justice. The ICJ has been CCISUA’s observer member and has now pledged its first contribution.

This was followed by a request from the Special Tribunal for Lebanon to become an observer member, which has been accepted by the CCISUA membership, in mutual commitment to an atmosphere of constructive cooperation and anticipation of a closer relation in the near future.

CCISUA is currently comprised of 18 staff unions and associations of /following the UN common system, and represents + 60,000 staff.


Increased contribution from UNSU


Following the GA, the UNSU increased its originally pledged contribution, having informed CCISUA’s treasurer that the contribution will be of USD 36,500, as in the previous year.


HR Network

CCISUA attended the HR network meeting last month to consult and reach agreement on a number of relevant issues discussed at its 33rd General Assembly. Some highlights and takeaways for staff include:


ICSC Reform


The HR Network shared its view that an agreement should be sought to establish a tripartite working group (ICSC-Organizations-Staff) in order to review the rules/procedures and the working methods of the ICSC. The aim is to review and seek changes in the rules/procedures and working methods that do not require the approval of the General Assembly. The three staff federations (CCISUA, FICSA and UNISERV) explicitly stated that the next step should be to review the ICSC Statute, also focusing on the areas that do not require the approval of the General Assembly. The federations further emphasized the importance of a clear timeline and prompt start of the work.


Local Salary Survey


The local salaries are established through local salary surveys, which are run in accordance with the two methodologies approved by the ICSC. The ICSC intends to establish a working group to review the methodologies, planning to conclude its work during summer of 2020. The HR Network and the federations agreed that the work needs to be concluded sooner, in 2019.

It was further highlighted by the HR Network that:

  • The Local Salary Survey Committees (LSSC) should have a different role that would focus on outreach and communication, as opposed to their current function (a partner in undertaking the actual survey);
  • The use of external data is crucial in order to adhere to the Flemming Principle, for both comprehensive and interim surveys, as more employers’ data translates into more credible and less volatile results, vis-à-vis the current surveys that often survey fewer than 12 employers.


CCISUA prepared a survey for the federations’ members with the goal of collecting information on the challenges experienced by the Local Salary Survey Committees (LSSC). The HR Network expressed interest in joining CCISUA’s survey and in consolidating efforts on this matter.


Duty of Care


The HR Network noted that the duty of care will be expanded and will include non-regular staff (e.g. consultants).

The High-Level Committee on Management (HLCM) task force identified four streams of the system-wide duty of care, covering psychosocial support, health, human resources and administration, and safety and security.

CCISUA is actively participating in this task force, which has submitted 13 recommendations (streamlined to 9 deliverables) on duty of care and CCISUA is working to ensure that these recommendations are expanded to non-life-threatening contexts and to non-regular staff.

The task force’s  immediate focus is on: a) Ensuring and monitoring the implementation of the key deliverables within the organizations, and in particular within the country context of high-risk environments; b) Continue the development of a Duty of Care risk management framework, to establish a health risk assessment tool incorporating the six Mandatory Health Support Elements (MHSE); c) Develop measures to enhance Duty of Care to non-regular staff; d) Extend the applicability of the 9 deliverables to all environments, focusing on Mental Health strategy, Health Risk assessment, UN working and living conditions; e) Establish an implementation mechanism that defines how Duty of Care can be sustained under the newly developed UN coordinator system and with Country Teams.


CCISUA’s opening statement at ICSC


CCISUA’s opening statement at the ICSC’s 87th Session can be read here.

More details about the outcome of this session can be accessed here.