III.10.13 Termination for unsatisfactory performance, unsuitability for the work assigned or for international service

 

​​10    Unsatisfactory performance and unsuitability for the work assigned or for international service are defined in Staff Rule 1070 which also sets out the conditions for terminating a staff member's continuing or fixed-term appointment.

20    Unsatisfactory performance or unsuitability for the work assigned or for international service is not necessarily the entire responsibility of the staff member. It may often have several causes, not the least of which may be poor supervision. It may result in spite of very earnest effort on the part of the staff member to do a good job; it may be the result of poor placement by the Organization. For this reason, a staff member with a continuing or fixed-term appointment whose performance has been rated unsatisfactory in a given position is not necessarily to be judged unfit for further service.

30    Before a continuing or fixed-term appointment is terminated, it must be shown:

• that the staff member has been informed of their shortcomings which should be done in the form of a written warning, further to Staff Rule 1070.2. In the context of the Performance Management and Development System (Staff Rule 530), the staff member must also have been given a real opportunity, with reasonable time and adequate supervision, to bring their performance up to a satisfactory standard but has not done so; and
• that the possibility of reassignment to another position with duties and responsibilities better adapted to the staff member's capabilities has been fully considered but no position suitable to their abilities has been found.

40    The decision to terminate an appointment for unsatisfactory performance or for unsuitability for the work assigned or for unsuitability for international service is based on the performance evaluation report (Staff Rule 530.2) which may include the staff member's comments if any have been made (see Staff Rules 530.3 and 530.4​).

50    The final decision to terminate a staff member's appointment for unsatisfactory performance, unsuitability for the work assigned or for unsuitability for international service is taken by:

1. the Director-General in consultation with Director, Human Resources and Talent Management (HRT) for staff members at grade P.6/D.1 and above or holding continuing appointments or serving as WHO Representatives;
2. the Assistant Director-General concerned in consultation with Director, HRT for all staff members at Headquarters up to and including P.5; and 
3. the Regional Director for all staff members in the regions up to and including grades P.6/D.1 concerned in consultation with Director, HRT, except for WHO Representatives and staff members holding continuing appointments.

60    A staff member with a continuing or non-probationary fixed-term appointment must be served written notice of at least three months of the decision to terminate under Staff Rule 1070. The written notification of this decision should comply with the procedures set out in III.10.4 Written Notification of Separation and in addition, a copy of the final performance evaluation report must be attached.

70    The HR Administrator, Global Human Resources (GHR) concerned will give the staff member in writing notification of termination of appointment for unsatisfactory performance, unsuitability for the work assigned, or for international civil service under Staff Rule 1070.

80    The HR Administrator, GHR concerned will upload all the related documentation in the staff member's personnel folder and inform the HR Action plan owner or their designee in order for them to initiate the separation action. After the separation action is initiated, the HR Administrator, GHR provides the staff member with all information concerning the separation and undertakes the appropriate administrative action. If the staff member’s appointment has been terminated for unsuitability for international service, the HR Administrator, GHR will request the insertion of a candidate alert into the electronic recruitment system which will prevent the staff member from being considered for any future employment with the Organization.

90    A staff member who has been served notice of termination for unsatisfactory performance, unsuitability for the work assigned, or for international service may request an administrative review under the provisions of Staff Rule 1225. (See section III.12.3 Administrative review for more information). For persons on probation whose fixed-term appointment is not confirmed under Staff Rule 1060, see Section III.10 Non-confirmation of probationary fixed-term appointment.

100    A staff member whose continuing or fixed-term appointment is terminated further to Staff Rule 1070 is not entitled to indemnities. However, the Director-General may, at their discretion, agree to the payment of an indemnity, which should not exceed one-half of the amount to which the staff member would have been entitled if terminated under Staff Rule 1050.4.

110   In accordance with Staff Rule 1045.3 a temporary appointment may be terminated prior to its expiration date if the performance of a temporary staff member is deemed to be unsatisfactory, or if the staff member proves unsuited to their work or to international service. The staff member will normally be given at least one (1) month's notice. In addition, the staff member may, at the discretion of the Director-General, be paid an indemnity not exceeding one half of the amount to which the staff member would have been entitled if their appointment had been terminated under Staff Rule 1045.2.

120   Before the appointment is terminated, it must be shown that the staff member has been informed of their shortcomings and has been given an opportunity, with reasonable time and adequate supervision, to bring their performance up to a satisfactory standard and has not done so.

130    The decision to terminate an appointment for unsatisfactory service is based on the performance evaluation report and on the staff member's reply to the report, if any.

140    The final decision to terminate a staff member's appointment for unsatisfactory performance, unsuitability for the work assigned or for unsuitability for international service is taken by:

1. the Director-General in consultation with Director, Human Resources and Talent Management (HRT)  for staff members at grade P.6/D.1 and above or serving as WHO Representatives;
2. the Assistant Director-General concerned in consultation with Director, HRT for all staff members at Headquarters up to including P.5; and 
3. the Regional Director for all staff members up to and including grades P.6/D.1 in the regions concerned in consultation with Director, HRT, except for WHO Representatives.

150    A temporary staff member whose appointment is terminated for unsatisfactory performance, unsuitability for the work assigned or for international service, may request an Administrative Review under the provisions of Staff Rule 1225. (See section III.12.3 Administrative review for more information).

160    ​If the staff member’s appointment has been terminated for unsuitability for international service, the HR Administrator, GHR will request the insertion of a candidate alert into the electronic recruitment system which will prevent the staff member from being considered for any future employment with the Organization.