Examples of using A managed mobility in English and their translations into Russian
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The full benefits of a managed mobility system are detailed in section V below.
The Advisory Committee understands the rationale behind the introduction of maximum position occupancy limits in the context of a managed mobility system.
However, under a managed mobility policy, it is possible that geographic moves may increase.
In this regard, it is recalled thatthe General Assembly welcomed, in its resolution 67/255, my commitment to develop a managed mobility policy for internationally recruited staff and requested a refined version of my original proposal.
The introduction of a managed mobility system would therefore be opportune and would allow staff members to move between duty stations in different categories, to gain experience and to share the burden of service in difficult duty stations more fairly.
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The Advisory Committee also notes that the General Assembly recently approved, in its resolution 68/265, the introduction of a managed mobility framework for the Secretariat, including in the peacekeeping missions and special political missions, to be phased in over the coming years.
A managed mobility framework would form the basis for a number of different human resources policies, including performance management, staff-management relations, the administration of justice, the enterprise resource planning system and human resources development.
He also indicated that average future costs under a managed mobility scheme would be broadly the same as they had been in the past. ibid., para. 25.
It was also important for a managed mobility policy to guarantee the fair rotation of staff members between hardship and other duty stations, as the current situation in which staff members were forced to spend several years in hardship duty stations was unsustainable.
The staff survey shows that when given the option to choose among voluntary, mandatory or managed approaches,staff would prefer a managed mobility approach(51.7% of respondents), that is, mobility linked to organizational needs and to career development.
Such an inventory is a prerequisite for a managed mobility programme and for planning the acquisition of new skills as staff change functions in the Secretariat, in particular as they progress beyond technical functions into the management levels of the Organization.
Once the profile of the organizational structure, based on mission templates and modules, as well as that of its staff, is completed,including the establishment of generic job profiles for functions at the Field Service level, a managed mobility system, selection criteria and procedures, as well as issues related to the conditions of service, need to be discussed and agreed upon.
He also states that under a managed mobility policy, the number of geographic moves might increase.
The approval by the General Assembly of a managed mobility and career development framework will help to ensure that the right people are in the right position at the right time, while also enabling a fairer sharing of the burden of service in hardship duty stations.
The original and refined frameworks,both of which offer a managed mobility system, seek to change the current patterns of staff movement in the Secretariat.
Although it was assumed that the introduction of a managed mobility policy would inevitably have an impact on how external candidates were recruited, it should not reduce the number of external candidates hired.
As recognized by the General Assembly at its sixty-seventh session, a managed mobility policy would enable the Organization to manage its most important asset, its staff, more effectively.
The General Assembly approved my proposal for a managed mobility framework, which will help to deliver United Nations mandates by building a workforce that is dynamic, adaptable and mobile.
In its resolution 67/255,the General Assembly welcomed the commitment of the Secretary-General to develop a managed mobility policy to ensure that the Organization was more capable of delivering on the diverse and complex mandates entrusted to it by Member States para. 51.
With regard to the indirect costs that might arise from administering a managed mobility framework, the Secretary-General indicates that there may be implications for more systematic knowledge management, skills transfer, training, induction and staff support, but that this is not expected to result in additional resource requirements or administrative costs A/68/358, paras. 74-78.
In that connection, his delegation supported the principle of a managed mobility framework that would allow the Secretary-General to move staff where mandates required them and give staff more avenues to achieve their career aspirations.
Welcomes the commitment of the Secretary-General to develop a managed mobility policy to ensure that the Organization is more capable of delivering on the diverse and complex mandates entrusted to it by Member States;
Notes the intention of the Secretary-General to introduce a managed mobility policy, beginning with a two-year preparation phase, followed by a period of staged implementation, starting from 1 January 2015, and acknowledges that this is subject to further decisions and approval by the General Assembly;
The Assembly, in paragraph 51 of its resolution 67/255, welcomed the Secretary-General's commitment to develop a managed mobility policy and, in paragraphs 57 and 59 of the same resolution, requested the Secretary-General to provide to it, no later than at the main part of its sixty-eighth session, a report containing a refined version of the proposal and an alternative to the proposed framework.
Phase 4: 2007- 2009:implementing managed mobility.
The system integrated recruitment, selection,promotion and managed mobility of staff.
As regards intramobility, the United Nations Secretariat started to implement an organization-wide managed mobility programme in 2007.
Session IV. Success stories and experiences in managed mobility in selected urban areas.
Managed mobility is currently linked neither to organizational needs nor to career development;