10 The World Health Organization, as a member of the UN common system, applies the common system of salaries, allowances and benefits to all staff members. Salaries and related allowances, however, differ between two main categories of staff: Professional and higher graded staff (generally referred to as professional staff); and general service staff.
20 Staff in the professional and higher categories are paid on the basis of salary scales applied worldwide and established by the General Assembly of the United Nations on the recommendation of the International Civil Service Commission (ICSC). A common job classification system developed by ICSC provides the structure for this salary scale.
30 The level of salaries for Professional staff is determined on the basis of the Noblemaire principle. This principle states that the international civil service should be able to recruit staff from all its Member States, including the highest-paid. In application of the Noblemaire principle, the salaries of professional staff were set by reference to the highest-paying national civil service at the time, the federal civil service of the United States of America. Periodic equivalency studies are made between the grades of jobs in the United Nations system and those in the comparator civil service.
40 The level of salaries for General Service staff is determined on the basis of the Flemming principle which advocates compensation of staff in accordance with the best prevailing conditions of service in the locality. General service staff are paid in accordance with local salary scales based on surveys of local salaries which are conducted and reviewed periodically. The ICSC, upon the recommendations of a working group consisting of representatives of organization's administrations and staff, has developed a methodology for conducting salary surveys which encompasses a wide range of employment conditions. Job classification standards differentiate between levels of responsibility and provide a framework for comparison with local labour markets.
50 The salary for staff members in the professional and higher categories is comprised of two main elements: a base or floor (minimum) salary and post adjustment, both expressed in United States Dollars (USD). The same base or floor (minimum) salary is provided to all professional staff in the WHO and all organizations in the common system, irrespective of duty station. The post adjustment is a cost-of-living adjustment designed to preserve equivalent purchasing power for all duty stations.
60 The base salary scales for Professional and higher categories of staff are expressed as gross and net amounts, and are applied uniformly worldwide by all organizations in the common system.
Gross Base Salary - Professional Staff
70 Gross base salary is the salary before deduction of the staff assessment described in Staff Rule
330.1.1.
80 Net base salary is the salary after deduction of the staff assessment described in Staff Rule
330.1.1.
90 The pensionable remuneration for staff in the professional and higher categories is defined in Article 54(b) of the Regulations and Rules of the United Nations Joint Staff Pension Fund. The rates of pensionable remuneration for staff in the Professional and higher categories are set out in the Pensionable Remuneration for Staff in the Professional and higher categories for purposes of Pension Benefits and Pension Contributions Table, Annex 7.G.
100 For staff promoted from the General service to the Professional category who are required to retain a higher pensionable remuneration than that applicable to their grade and step in the Professional category (see Staff Rule
310.3), the method of determining the pensionable remuneration is described in III.5.8, Acting Arrangements.
110 The salary for staff members in the general service category is established by the general service salary scale of the country of the duty station. General service salary scales are expressed in local currency by grade and step and reflect the following five components of each grade and step level: gross salary; gross pensionable salary; total net remuneration; net pensionable salary; and non-pensionable component.
120 Gross base salary is the salary before deduction of the staff assessment described in Staff Rule
330.1.2.
130 Net base salary is the salary after deduction of the staff assessment described in Staff Rule
330.1.2.
140 The pensionable remuneration for staff in the general service category defined in Article 54(a) of the Regulations and Rules of the United Nations Joint Staff Pension Fund is for all purposes equal to the gross pensionable salary plus the amount(s) of the pensionable allowance to which the staff member is entitled. Under the provisions of the ICSC salary survey methodology and the HR Network of the Chief Executives Board (CEB) UN Common System Manual for Salary Surveys in Non-Headquarters Duty Stations, only the portion of the net salary which is determined after deduction of a non-pensionable component at the time of the comprehensive salary survey is used to determine the gross and pensionable salary and also the gross salary for calculating terminal payments.
150 Staff assessment is a form of internal tax applied to the salaries and other emoluments of staff members. The rates are based upon income tax rates applicable at the eight headquarters cities of the organizations of the common system (Geneva, London, Madrid, Montreal, New York, Paris, Rome and Vienna).
160 Staff assessment is applied to the gross base salaries of staff members at the professional and higher categories in accordance with the schedule provided by Staff Rule
330.1.1. Staff assessment is applied to the gross base salaries of staff members of the general service category in accordance with the schedule provided by Staff Rule
330.1.2.
170 If both spouses are staff members of organizations in the United Nations common system, staff assessment is calculated separately for each at the rate applicable to their own assessable income level.
180 Most Member States have granted WHO staff exemption from national income taxation on their emoluments. Where Member States tax the emoluments of their nationals, however, the Organization reimburses the income tax to the staff member upon submission of documentation regarding same. Refer to III.18,
Income Tax.
190 The post adjustment is used to adjust the net base salary of professional and higher category staff in accordance with variations in cost-of-living indices at the various official stations. Cost-of-living surveys are conducted and post adjustment indices, classes and corresponding multipliers [see Staff Rule
335] are determined in accordance with procedures established under the responsibility of the ICSC.
200 Post adjustment is calculated on the basis of four elements:
- differences in prices between the location where the staff member works and New York (as the base city);
- local inflation;
- exchange rate of local currency relative to the United States dollar; and
- average expenditure pattern of staff members at a given location.
210 The method of determining the amount of post adjustment corresponding to a given post adjustment class is described in Staff Rule
335.2. To illustrate, a staff member receiving a net base salary of USD 60 000 per annum at a duty station with a multiplier of 24 receives post adjustment at the rate of USD 14 400 per annum, i.e. USD 600 (1% of net base salary) x 24 (multiplier) = USD 14 400.
220 Staff members may view the applicable rate of exchange and multiplier in their monthly salary statement in GSM.
230 Post adjustments are normally applied from the effective date of appointment or transfer to an official station and normally terminated with the effective date of transfer from an official station or termination of the appointment. Where a staff member is transferred to an official station with a lower post adjustment and arrival of his/her dependents at the official station is delayed, the staff member may retain the post adjustment of the former official station up to a maximum period of six (6) months from his/her effective date of reassignment or change in official station and subject to authorization of Director, HRD. For the effective date of a reassignment or of a change of official station, see III.5.9,
Reassignment and III.5.16,
Change of official station.
240 Within-grade increases (WIGI) represent a salary increase corresponding to an advancement of one step upon completion of each unit of service as defined in Staff Rule
550.2. A within-grade increase is granted to a staff member as soon as the required service time and other requirements of Staff Rule
550.1 have been met.
250 With effect from 1 January 2017, the accelerated within grade salary increment will cease to be applicable to staff in the professional and higher categories who demonstrate proficiency in a second official language of the Organization.
260 Under Staff Rule
550.6, service time shall be calculated from the latest of the following actions: entrance on duty; last within-grade increase unless a promotion to a higher grade has taken place since that date; reduction in grade under Staff Rule
570.1.2; or promotion to a higher grade.
270 In accordance with Staff Rule
550.4, service time is credited with the exceptions of: leave without pay in excess of thirty (30) days; sick leave under insurance cover in excess of thirty (30) days, and unsatisfactory service.
280 In accordance with Staff Rule
550.5, the unit of service time for part-time staff is the equivalent amount of part-time service.
Salary Determination
290 In accordance with the Staff Rules, the HR Manager HSP /Regional HR Manager is responsible for determining the salary and allowances to which staff members are entitled. Payroll Administrator GSC is responsible for the computation, and Cash Management Specialist - Global (CPP Payment Processor) effects the payment, of salaries and allowances.
300 On initial appointment, the net base salary of staff members shall normally be fixed at step 1 of the grade of the position or function to be occupied in accordance with Staff Rule
320.1. However, in accordance with guidelines established by the Director-General, as delegated to Director, HRD, it may be fixed at a higher step in the grade in order to take into account a staff member's qualifications, skills and experience in relation to the requirements of the position or function.
Salary determination to take account of a staff member's qualifications, skills and experience
310 The HR Manager HSP /Regional HR Manager carries out a review for the determination of step on initial appointment based on the following parameters:
| For Professional and National Professional Officer positions | For General Service positions |
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Educational qualifications
No more than one (1) additional step will be granted for any relevant higher degree in the field of specialization over and above the essential minimum requirements of the job. "Desirable" educational qualifications are to be considered as over and above the essential minimum requirements.
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Educational qualifications
No more than one (1) step for a relevant postsecondary qualification (Bachelor's level or above) over and above the essential minimum requirements of the job. "Desirable" educational qualifications are to be considered as over and above the essential minimum requirements. |
|
Skills and experience
One (1) step for each additional three (3) years of relevant and progressive experience at a level of responsibility and complexity commensurate with the grade level of the position offered over and above the essential minimum requirements of the job. Where the essential minimum years of experience required by the vacancy notice indicates a range of years, the high end of the range shall be the starting point for determining any additional experience over and above the essential minimum requirements. For example, where the vacancy notice requires a minimum of three (3) to five (5) years of experience, one (1) step may be granted for an appointee having relevant and progressive experience at a level of responsibility and complexity commensurate with the grade level of the position over and above eight (8) years. |
320 Additional steps may be awarded on initial appointment up to step six (6). The step in grade is arrived at by determining the number of years of relevant and progressive experience and the level of the candidate's relevant qualifications.
330 The HR Manager HSP /Regional HR Manager will carry out a review based on the Personal History Form, and previous employment status of the candidate. The offer of appointment will be made at the defined grade and pre-determined step and there will be no further review.
Salary determination based on steps granted on previous appointments
340 Upon selection to a fixed term position of a staff member holding a temporary appointment with the Organization, the provisions described under eManual section III.5.17 will apply.
345 Upon selection of an external candidate holding a fixed-term appointment in an agency applying the Inter-Organization Agreement, and where there is no break in service, the provisions set out in the agreement apply.
350 Upon selection of an external candidate holding a fixed-term appointment in a UN common system agency which has not signed the Inter-Organization Agreement, the provisions set out in the
Policy on Step Determination on Appointment will apply.
355 Upon selection of an external candidate holding, or that held, steps on previous appointments, the provisions set out in the
Policy on Step Determination on Appointment will apply.
360 Separate provisions apply to staff appointed under the Inter-agency agreement concerning transfer, secondment or loan of staff, for staff appointed on conversion from a temporary appointment to a fixed-term appointment and for staff re-employed within one (1) year of termination of appointment under Staff Rule
470.1.
370 A staff member who has been granted one (1) or more meritorious within-grade increases is entitled to have the salary scale of the grade extended by the number of steps awarded. This applies to any grade subsequently held, not only to the grade in which the meritorious increase was awarded. Extended salary steps for all grades and categories are established by the senior HR Specialist (Compensation) in HRD and shared with the Global Human Resources (GHR) for implementation and reflection in concerned staff members salaries. The corresponding steps are granted exclusively to staff members in receipt of meritorious increases and do not represent a natural progression beyond the maximum step 13 of the unified salary scale. Staff members on temporary appointments are only eligible for step increases up to the maximum of the staff member's personal grade under the applicable salary scale.
Pay Protection steps and transitional measures
375 Staff members whose salary, under the salary scale applicable before 1 January 2017, exceeded the maximum step of their grade in the unified salary scale implemented on 1 January 2017, are placed on a Pay Protection step established by the ICSC beyond which there is no step progression, except as indicated below. The corresponding pay protection steps appear on the pay slip as step 14 and step 15.
378 Staff members who were placed on a Pay Protection step and who accumulated service time towards a WIGI under the scale applicable before 1 January 2017 are eligible to receive their last WIGI in the form of a Pay Protection step as a one-time transitional measure.
380 On promotion of a staff member with a continuing or fixed-term appointment to a higher grade, the net base salary of a staff member shall be fixed at the lowest step in the new grade that will provide an increase in net base salary for promotion within the same salary scale or total net remuneration for promotion from the general service to the professional category, at least equal to that which would have resulted from the granting of two (2) steps within the staff member's present grade. However, on restoration to a higher grade formerly held, the staff member's net base salary shall not exceed that which would have been attained had the staff member remained in the higher grade (Staff Rule
320.2).
390 If promotion is effective in the month in which an increment at the lower level is due, such increment will be included in the salary at the lower level, to which two (2) steps will then be added to determine the staff member's salary on promotion.
400 If a staff member has previously been granted a meritorious increase or increases under Staff Rule
555.1 or
555.2, the step in the grade of promotion is calculated as follows:
- Starting with the grade and step before the date of promotion, the number of steps received as a result of meritorious increases is deducted;
- The step in the new grade is determined in accordance with Staff Rule
320.2;
- To the result thus obtained is added the number of steps deducted under sub-paragraph i. above.
- If, however, the increments between steps are larger in the lower grade than in the higher and it is advantageous to the staff member to calculate the step on promotion without first removing the meritorious increases, the normal procedure should be followed.
410 Promotions within the same salary scale are calculated on the basis of net salaries. When a promotion within the Professional and higher categories takes place at the same time as a reassignment to another official station, no account is taken of differences in post adjustment between the two official stations.
Promotion from General Service to Professional Category
420 On promotion from the general service or National Professional Officer (NPO) category to the Professional category, the calculations are done on the basis of a comparison of total remuneration (expressed in USD) in the old and the new grades, i.e. net base salary, dependants' allowances, language allowances, non-resident's allowance, and personal transitional allowance applying to the General Service or NPO grade and net base salary, post adjustment and dependency allowances applying to the Professional grade.
430 If promotion is simultaneous with reassignment to another duty station, all calculations are to be made with reference to the duty station to which the general service salary scale is applicable, including the post adjustment and other allowances applicable in that duty station.
440 If the net remuneration due as a result of promotion is higher than the net remuneration applicable to the maximum step in the grade of promotion, the staff member is placed on the maximum step of that grade, the balance in net remuneration being given in the form of a personal transitional allowance (PTA) which is reduced or eliminated on further promotion or on revision of the salary scale.
450 If the pensionable remuneration at the appropriate step in the grade of promotion is lower than that of the staff member before promotion, see III.5.8,
Acting Arrangements.
and Determination of acting pay
460 Where an acting arrangement in accordance with Staff Rule 320.4 is approved beyond 3 consecutive months, acting pay shall be due from the 4th consecutive month of assuming duties at a higher grade than the staff member’s own position. Acting pay shall apply for the duration of the approved period only. If an extension of the initial acting arrangement is required, a new request for extension of acting pay beyond the initially approved period shall be required in all cases.
470 Acting pay consisting of net base salary, post adjustment and allowances, and that which what he/she the staff member would receive if promoted to the grade of the acting position. The calculation to establish the amount of acting pay is the same calculation as that used for a promotion, i.e. the acting pay amount must be equivalent to at least the granting of two (2) steps increase at the staff member’s current grade – see Determination of Salary on promotion above.
480 Once the step level in the higher grade is established, the amount of acting pay is calculated and adjusted on a monthly basis to take into account revision in the applicable allowances, benefits and post adjustment. The acting pay amount is paid as a non-pensionable amount.
490 During periods of acting, any within-grade step increase implemented on the staff member’s actual grade will be reflected as a corresponding step increase on the acting grade with the same effective date. The staff member’s acting pay shall be adjusted appropriately.
500 Contributions to the United Nations Joint Staff Pension Fund continue to be determined by the grade and step actually held by the staff member. WHO Staff Health Insurance and Group Accident and Illness insurance deductions are based on earnings (Net base salary, post adjustment, dependancy allowances etc).
510 Acting pay is associated only with the acting arrangement. It will have no bearing on the determination of step calculation upon an eventual promotion. Upon cessation of the acting arrangement, the staff member’s salary and allowances shall resume at the grade the staff member held prior to the acting arrangement.
