Eighth Session

(26-30 September 1994)

BACKGROUND PAPER

BY

THE EXECUTIVE SECRETARY

ON

STAFF POLICIES OF SOME INTERNATIONAL ORGANISATIONS

In accordance with the request of the Commission (Annex to PC-VI/14 and Annex to PC-VII/8) the Executive Secretary has prepared background material for the Expert Group on Administrative, Financial and Personnel Matters on the staff policies of some international organisations. It was felt that an appropriate starting point is to try to establish a broader perspective of the possible approaches that can be considered by the Commission for the future OPCW staff policy to deal with the latter's anticipated requirements. The obvious way to do this was to approach various other international organisations of a comparable nature with a view to gaining information regarding their staff policies on certain matters. This was achieved by distributing a questionnaire to the targeted organisations. The responses to this questionnaire are contained in this document, together with background material on each targeted organisation, as well as a summary of the main trends that could be elicited from the responses to the questionnaire.

Extracts of the questionnaire have been sent to the relevant organisations as a matter of courtesy and also to confirm accuracy. They have been asked to communicate any comments to the Secretariat by 22 September 1994. Should it prove necessary, corrections will be issued in a corrigendum.

INDEX

I. Introduction........................................................................ 3

II. Background to the Targeted Organisations.......................... 5

III. Summary of Main Trends.................................................... 13

IV. Responses to the Questionnaire........................................... 18

A. Organisational System................................................. 18

B. Salary Structure........................................................... 29

C. Tenure of Employment Contracts................................ 38

D. Special Allowances and Non-Cash Benefits................ 43

E. Accommodation Subsidies.......................................... 52

F. Dependency Allowances............................................. 55

G. Leave Entitlements...................................................... 63

H. Installation & Separation Benefits............................... 68

I. Social Security........................................................... 80

J. Entitlements and Accrued Benefits of Staff

Recruited from other Organisations................. 91

K. Official Travel............................................................ 94

L. Other.......................................................................... 98

I. Introduction

1. Following the Commission's request (Annex to PC-VI/14 and Annex to PC-VII/8) that the Secretariat should prepare background material on the issues of (a) whether the OPCW should follow the UN common system, any other system or a sui generis system, (b) categories of post levels, staffing basis and length of salary scales of the OPCW, (c) tenure of employment contracts of the OPCW, and (d) entitlements and accrued benefits of Secretariat staff members recruited by the OPCW, the Executive Secretary felt that an appropriate approach is to try and establish a broader perspective of the possible approaches that can be considered by the Commission for the future OPCW to deal with the latter's anticipated requirements. The obvious way to do this was to approach various other international organisations and determine their staff policies on certain matters. This could provide a basis for discussion on how to deal with the OPCW's requirements.

2. Given the scope of the task, an in-house inter-divisional task force was set up by the Executive Secretary to deal with it. A questionnaire was developed by the task force which, given the request of the Commission referred to above, focused on the issues that were considered to be of particular relevance for developing the future staff policy of the OPCW.

3. The task force identified specific organisations, attempting to achieve as broad a spectrum as possible. The Organisation for Economic Cooperation and Development (OECD) was chosen because it followed the system of the Co-ordinated Organisations, which represents one major system for international organisations.

4. The United Nations (UN) has been included because it is the basic point of reference and is currently the basis for the staff policies of the PTS. The new limited-duration 300 series (300 series LD) of the UN has been specifically referred to in order to provide the additional background, although this has not been finally approved by the UN General Assembly. The questionnaire was not forwarded to the UN, but the responses were compiled from available documentation.

5. The International Maritime Organisation (IMO) was chosen because it follows the UN common system and it was hoped that it could help to establish any measure of mutatis mutandis applied by such an organisation. Its experience with the system could also be useful. Although it also follows the UN common system, the International Atomic Energy Agency (IAEA) was targeted, as it has up to now been a model often referred to by the Commission. The questionnaire was not forwarded to the IAEA, but the responses were compiled from available documentation.

6. Five organisations that have a more sui generis approach were chosen in order to gain as wide a picture as possible of existing solutions to various problems. These organisations are the International Bank for Reconstruction and Development (World Bank), Intelsat, the European Patent Office (EPO), the European Bank for Reconstruction & Development in Eastern Europe and the European Commission. This selection gives a fair variety of older organisations that have long established policies and newer organisations that have had the opportunity to develop their policies taking into account the most recent approaches to good staff management, as well as organisations that are self-sufficient in their funding and organisations that are dependant on contributions from their Member States.

7. We do not claim to have acquired absolute knowledge of the theory and practice of the staff policies of the targeted organisations. Given the resources available, that is just not possible. In this context this paper is not an end in itself, but a means to an end. If the information gathered, however, adds to the parameters in which a staff policy for the OPCW can be developed, the purpose of the exercise has been achieved.

II. Background to the Targeted Organisations

A. Organisation for Economic Cooperation and Development

1. The Organisation for Economic Cooperation and Development (OECD) was established on 30 September 1961 by the Convention on the Organisation for Economic Cooperation and Development (signed on 14 December 1960). The founder members of the OECD were Austria, Belgium, Canada, Denmark, France, Germany, Greece, Iceland, Ireland, Italy, Luxembourg, the Netherlands, Norway, Portugal, Spain, Sweden, Switzerland, Turkey, the United Kingdom and the United States; Japan joined in 1964, Finland in 1969, Australia in 1971, and New Zealand in 1973. Mexico is also a member. Yugoslavia was granted special status in 1961.

2. The basic aims of the OECD are to achieve the highest sustainable economic growth and employment; to promote economic and social welfare throughout the OECD area by co-ordinating the policies of its member countries; and to stimulate and harmonise its members' efforts in favour of developing countries.

3. The supreme body of the Organisation is the Council, which is composed of one representative of each member country. Each year, normally around the end of May or the beginning of June, the Council meets at ministerial level, under the chairmanship of one or more Ministers from the member country elected annually to perform this function. The Council is assisted by an Executive Committee composed of representatives of 14 Member States.

4. The OECD follows the Co-ordinated Organisations system. In addition to the OECD the other Co-ordinated Organisations are the European Space Agency, the European Centre for Medium Range Weather Forecasts, the Council of Europe, the North Atlantic Treaty Organisation and the Western European Union. The Co-ordinated Organisations are co-ordinated by the Inter-Organisations Study Section on Salaries and Prices (IOSS). For organisational purposes the IOSS is linked to the OECD and is as such part of the Co-ordinated Organisations. The governing body of the IOSS is the Co-ordinating Committee on Remuneration (CCR), which is an open-ended body of Member States. The CCR meets five times a year and considers remuneration and allowances for the various organisations. It reviews the methodology for wage surveys at regular four to five year intervals. The last revision was in 1993. It develops new salary scales once a year which are recommended to the various organisations in the Co-ordinated Organisations. Member States are normally represented by representatives of their treasuries and other departments responsible for budgeting. The CCR does not deal with personnel policies. Proposals are then considered by the Councils of the Co-ordinated Organisations. The OECD has its head office in Paris and has approximately 1,900 staff members.

B. World Bank

1. Conceived at the Bretton Woods Conference in July 1944, the International Bank for Reconstruction and Development (World Bank) began operations in June 1946. Its purpose is to provide funds and technical assistance to facilitate economic development in its poorer member countries. The Bank obtains its funds from the following sources: capital paid in by member countries; sales of its own securities; sales of part of its loans; repayments; and net earnings. The subscribed capital of the Bank amounted to US$ 152,248 million on 30 June 1992. The Bank is self-supporting.

2. By 30 June 1992, the Bank had made 3,414 loans totalling US$ 218,210 million in 109 of its 160 member countries. Lending has been for the following purposes: agriculture and rural development, development finance companies, education, energy, industry (including tourism), population, health and nutrition, public-sector management, small-scale enterprises, telecommunications, transportation, urban development, water supply and sewerage, and technical assistance. In order to eliminate wasteful overlapping of development assistance and to ensure that the funds available are used to the best possible effect, the Bank has organised consortia or consultative groups of aid-giving nations. The Bank also acts as executive agency for a number of pre-investment surveys financed by the UNDP. Resident missions have been established in 50 developing member countries as well as regional offices for East and West Africa and Thailand, primarily to assist in the preparation of projects. The Bank maintains a staff college, the Economic Development Institute in Washington, DC for senior officials of the member countries. The World Bank also administers the International Development Agency (IDA), which concentrates on lending operations for poorer developing countries.

3. These operations of the Bank require a highly specialised and motivated staff, which is also well versed in the regional and country-specific intricacies, and has an up-to-date knowledge of the various sectors of the economy in these countries. Accordingly, the staff policies of the Bank are geared to attracting staff of the highest calibre in specialised fields.

4. The Executive Board is made up of Executive Directors from all participating states and votes on projects in accordance with their percentage of ownership. Representation of participating states amongst World Bank staff reflects the extent of 'ownership' by each participating state. 150 countries are members of the Bank. The World Bank has approximately 1,000 staff members.

C. Intelsat

1. The International Telecommunications Satellite Organisation (Intelsat) is an international organisation formed 20 years ago with the purpose of providing international co-operation in relation to communications satellites and international access to satellite technology and the use of the satellites. The organisation is headquartered in Washington, D.C. The governing body of Intelsat is its International Board, formed by the Member States, who have proportional representation on the Board with four year terms for members.

2. Intelsat initially followed the World Bank system, but realised that this did not suit its own particular needs. Intelsat then developed its own system to meet these needs. It took a deliberate decision not to be paternalistic. It has found it cheaper not to acquit the various grants, allowances, home leave etc. - it just pays the money to its employees. Intelsat realised that the difficulty in attracting mid-career technical professionals is related to the money that they would lose in the pension schemes that they were already participating in. It therefore developed a very generous pension scheme which can accrue benefits at an accelerated rate, if necessary. This has had the desired effect and they do not have difficulty recruiting such professionals. Intelsat has approximately 660 staff members.

D. European Patent Office

1. The European Patent Office (EPO) is an intergovernmental organisation in which 17 European countries participate. It is responsible for granting patents for the protection of inventions made in one or more of its Member States (Belgium, Denmark, Germany, France, Greece, United Kingdom, Ireland, Italy, Luxembourg, the Netherlands, Austria, Portugal, Spain, Sweden and Switzerland).

2. The European Patent Office has its headquarters in Munich, a branch office in Rijswijk and sub-offices in Berlin and Vienna.

3. As part of the procedure for granting European patents each application is subject to a novelty examination in Rijswijk. This is done by means of a review through an extensive collection of documents (27 million) which covers all technical and scientific fields and inventions. This documentation is filed with the help of the most modern computer technology and is available for consultation by its users. Each year the European Patent Office has to deal with almost 60,000 new patent applications.

4. Close co-operation between the national patent offices and the European Patent Office has ensured the rapid success and gratifying development of the European Patent Organisation over the past 10 years.

5. The European Patent Organisation has 17 Member States which comprise the Administrative Council, the intergovernmental governing body, which meets twice a year. The Administrative Council has a few sub-groups which also meet twice a year, the most important of which is the Budget & Finance Commission.

6. The number of staff working for the European Patent Office amounts to approximately 4,000, originating from its various Member States. 1,700 staff are working in the Rijswijk Office.

E. International Maritime Organisation

1. The International Maritime Organisation (IMO) is a United Nations specialised agency with 139 Member States. Its main purpose is to produce regulations for Member States that concern the conduct of international shipping. The Organisation is headquartered in London with some field staff. The IMO has approximately 300 staff members.

F. European Bank for Reconstruction & Development in Eastern Europe

1. The European Bank for Reconstruction and Development in Eastern Europe was established in 1991 after the dissolution of the former Soviet Union and the reunification of Germany. It was considered that economic development in Eastern Europe would need proper planning and financing. The Bank, through its Council of 21 with proportional representation from Member States, is the vehicle for this.

2. The Council members are permanently resident in the Bank, i.e. they occupy one floor of the Bank building, their salaries are paid by the Bank, and they are on hand at all times during working hours. The Bank has a need for specialist staff who understand international banking and finance as well as the prevailing economic situation in Eastern Europe. The Bank carefully researched the labour market before coming up with its own salary policy. It seeks to overcome some of the major difficulties in recruiting staff by offering extra money for special skills, by offering a substantial pension programme to overcome losses from previous employers, by offering a housing allowance which can be used for rental or purchase to overcome the high cost of housing in London and by offering merit and bonus schemes to retain excellent staff. The Bank seeks to cut down on bureaucracy by cutting down on acquittal of allowances etc. The Bank is headquartered in London and has approximately 250 staff members.

G. European Commission

1. The European Commission is the executive arm of the European Community. It consists of 17 members, appointed by agreement between the member governments. There are two nationals each from France, Germany, Italy, Spain and the United Kingdom and one from each of the other seven Member States (Belgium, Luxembourg, the Netherlands, Portugal, Greece, Denmark and Ireland). The composition of the Commission will undergo a change if Sweden, Austria, Finland and Norway are admitted some time next year. The President of the Commission is designated by consensus by the Member States.

2. In broad terms the Commission's role is to act as the guardian of the treaties establishing the European Community, to initiate community policy, and to defend the Community interest in the Council. The Council is the main decision-making institution of the Community and consists of one Minister representing each Member State.

3. Each Member of the Commission is assigned a special responsibility for one or more portfolios or broad areas of Community activity (competition, agriculture, social affairs, etc.). One or more Directors-General, depending on their responsibilities, report to each Member of the Commission.

4. The Commission's departments comprise a Secretariat-General, a Legal Service, a Statistical Office, 23 Directorates-General, and a number of specialised services.

5. The Commission has a staff of nearly 14,000, of whom approximately four thousand are in administrative and executive grades. About 1,700 staff are engaged in translation and interpretation. There are nine official Community languages, hence the size of the language service. Officials are divided between Brussels and Luxembourg, with a majority based in the former.

H. International Atomic Energy Agency

1. The International Atomic Energy Agency (IAEA) is an autonomous intergovernmental organisation founded in 1957 in accordance with a decision of the General Assembly of the United Nations. Its statutory mandate is "to accelerate and enlarge the contribution of atomic energy to peace, health and prosperity throughout the world", and to ensure, so far as it is able, "that assistance provided by it or at its request or under its supervision or control is not used in such a way as to further any military purpose". It is authorised to foster research and development in the peaceful uses of nuclear energy and the exchange of scientific and technical information; to establish and administer safeguards against the diversion to military purposes of nuclear materials intended for use in civil nuclear programmes; and to establish or adopt health and safety standards.

2. The aim of the Agency's safeguards activities is to assist Member States to demonstrate their compliance with international obligations in the interest of preventing the further proliferation of nuclear weapons. In addition to on-site inspections, the implementation of safeguards includes electronic surveillance and other technical measures for verifying the peaceful use of nuclear materials and installations.

3. IAEA safeguards are applied under the terms of agreements concluded between the IAEA and the Member States concerned. The agreements are generally concluded in connection with bilateral nuclear co-operation and supply agreements between States, and with international treaties such as the Treaty of Tlatelolco and the Treaty on the Non-Proliferation of Nuclear Weapons (the NPT).

4. At the end of 1989, 172 safeguards agreements were in force involving 101 states (only some of which have so far embarked on civil nuclear power programmes). During the year, the IAEA carried out 2,196 inspections at 630 nuclear installations in 53 non-nuclear-weapon states and four nuclear-weapon states. More than 270 automatic photo and television surveillance systems were in operation in the field; and 13,500 seals applied to nuclear material were detached and subsequently verified at IAEA headquarters. About 1,200 plutonium and uranium samples were analysed, with some 2,900 analytical results being reported.

5. The IAEA has its head office in Vienna and operates two regional offices in Tokyo and Toronto to support its safeguards activities. The IAEA has approximately 2,100 staff members.

I. United Nations

1. The United Nations Charter was drawn up by representatives of fifty countries at the United Nations Conference on International Organisation, which met at San Francisco from 25 April to 26 June 1945. The Charter was signed on 26 June 1945. The United Nations (UN) officially came into existence on 24 October 1945, when the Charter had been ratified by the majority of the signatories. Currently the UN has 184 Member States.

2. The purposes of the UN are to maintain international peace and security, to develop friendly relations among nations, to cooperate internationally in solving international economic, social, cultural and humanitarian problems and in promoting respect for human rights and fundamental freedoms, and to be a centre for harmonising the actions of nations in attaining these common ends.

3. The United Nations Charter was written in the closing days of the Second World War by the representatives of 50 Governments meeting at the United Nations Conference on International Organization in San Francisco from 25 April to 26 June 1945. The Charter was adopted and signed on 26 June 1945 by the representatives of the 50 States participating in the Conference, and later by a fifty-first State, which had been unable to attend. In the nearly five decades since then the membership in the Organization has more than tripled.

4. The Charter established six principal organs of the United Nations:

The General Assembly is the main deliberative organ, composed of representatives of all Member States, each of which has one vote. Decisions on important questions, such as those on peace and security, admission of new Members and budgetary matters, require a two-thirds majority. Decisions on other questions are reached by a simple majority. Regular sessions of the Assembly are held annually, usually from end-September to mid-December. It may also meet in special session at the request of the Security Council, of a majority of Members, or of one Member if the majority of Members concur.

The Assembly allocates most questions to its seven main committees:

(a) First Committee (disarmament and related international security

matters);

(b) Special Political Committee.

(c) Second Committee (economic and financial matters).

(d) Third Committee (social, humanitarian and cultural matters).

(e) Fourth Committee (decolonialisation matters).

(f) Fifth Committee (administrative and budgetary matters).

(g) Sixth Committee (legal matters).

(h) General Committee composed of the President and 21 Vice-Presidents of the Assembly and the chairmen of the seven Main Committees, and a Credentials Committee, appointed by the President at each session.

5. The Security Council has primary responsibility, under the Charter, for the maintenance of international peace and security. The Council has 15 members, five permanent and 15 elected by the General Assembly for two-year terms.

6. The Economic and Social Council was established by the Charter as the principal organ to coordinate the economic and social work of the United Nations and the specialised agencies and institutions - known as the "United Nations family" of organisations. The Council has 54 members who serve for three years; 18 being elected each year for a three-year term to replace 18 members whose three-year term has expired. The subsidiary machinery of the Council includes six functional commissions, five regional commissions, six standing committees and a number of standing expert bodies on different subjects/themes. More than 900 non-governmental organisations have consultative status.

7. In setting up an International Trusteeship System, the Charter of the Trusteeship Council had been established and assigned the task of supervising the administration of Trust Territories placed under the Trusteeship System.

8. The International Court of Justice is the principal judicial organ of the United Nations and its Statute is an integral part of the UN Charter.

9. The Secretariat, an international staff working at the Headquarters of the organisation and in the field, carries out the day-to-day work of the Organisation. It services the other organs of the UN and administers the programmes and policies laid down by them. At its head is the Secretary-General, who is appointed by the General Assembly on the recommendation of the Security Council for a term of five years.

10. The United Nations has a biennial budget cycle; its programme budget for the current biennium 1994-1995, expressed in US Dollars, of gross some 2,5 billion and income estimates of almost 500 million, results in a net of some 2 billion, for separate yearly assessment in accordance with a scale of assessment of its Member States. Outside this regular budget Member States are also assessed in accordance with a modified version of the basic scale, for the cost of peace-keeping and other political missions. In recent years these missions have increased to an unprecedented extent. Many other UN activities are financed mainly from voluntary contributions outside the regular budget; to cite just a few: the United Nations Development Programme (UNDP), the Office of the United Nations High Commissioner for Refugees (UNHCR), and the United Nations Children Fund (UNICEF).

11. The basic parameters of the UN common system, e.g. salary scales of the Professional and Higher categories, methodologies for the determination of salaries and for the construction of the scales for General Service and manual worker categories of staff are subject to review and approval by the General Assembly. Other items, such as the post adjustment system and the determination and updating of General Service category salary scales at Headquarters locations, are administered directly by the International Civil Service Commission (ICSC).

12. The Fifth Committee of the General Assembly reviews all administrative, personnel, financial and budgetary questions on behalf of, and makes its recommendations to, the General Assembly.

13. The ICSC is responsible for making recommendations to the UN General Assembly for the regulation and co-ordination of conditions of service within the UN, the specialised agencies, and other international organisations which participate in the UN common system and accept the Commission's statute. The Commission also has certain decision-making functions with respect to salaries, allowances and job classification standards. Among its major functions are the administration, for world-wide application, of the post adjustment system, establishing and periodically revising the daily subsistence allowance rates, and conducting surveys of prevailing employment conditions for the purpose of establishing salary scales and allowances for General Service category staff at those duty stations where the Headquarters of member organisations of the common system are located.

14. The UN Joint Staff Pension Board is the principal organ charged with administering the UN Joint Staff Pension Fund (UNJSPF) and it reports to the General Assembly on matters within its purview. In accordance with Article 13 of the Pension Fund's regulations "The Board may, subject to the concurrence by the General Assembly, approve agreements with member Governments of a member organisation and with intergovernmental organisations, with a view to securing continuity of pension rights between such Governments or organisations and the Fund."

15. The UN common system presently has more than 200 duty stations with what might be termed "established office locations", apart from duty station locations of a more temporary nature, principally on account of special missions. The UN secretariat world-wide consists of approximately 20,000 staff members (including voluntary fundings) and more than 53,000 staff members are employed in the whole UN common system.

III. Summary of Main Trends

A. Organisational System

1. There is a strong indication that the decision to follow a sui generis system is normally triggered by the need to attract specialised and highly qualified skills. There is also a tendency to view existing systems as being too bureaucratic and thus too expensive.

2. Both the IMO and IAEA, which are following the UN common system, indicated that there are certain shortcomings in regard to the system meeting their requirements.

3. Organisations following a sui generis system all update the system by conducting their own market surveys on a regular basis. Occasionally there is a sharing of information, and the Co-ordinated Organisations make the results of their surveys available to interested organisations at a price.

B. Salary Structure

1. It is remarkable that virtually all organisations outside the UN common system, excluding the two with a single spine system, have four staff categories, although the classifications differ between organisations. Categories and grades, even in cases of single spine systems, are clearly linked to the qualifications and functions required as well as to whether recruitment is primarily local or international.

2. There is no tendency to differentiate the length of salary scales on the basis of whether a short/fixed-term contract is awarded or whether the contract is permanent. The UN 300 series LD is an exception in this regard.

3. Most organisations outside the UN common system that apply staff assessments deal with it purely as paper work, taking the net salaries as the point of departure. Some do not apply staff assessment at all. This approach requires that the measures to refund staff taxed on their net salaries, have to adapted accordingly.

C. Tenure of Employment Contracts

1. No clear tendency regarding the types and tenure of contracts emerges from the questionnaire. Besides the normal contracts of indefinite, fixed-term and short-term duration, a number of other types of contracts are awarded by many of the targeted organisations. Even the standard nomenclature means different things to different organisations. It would seem that each organisation develops contract types to suit its own needs.

2. There is a clear tendency amongst most organisations to award contracts in a way that results in staff members having a long-term career in an organisation. Even if contracts have a fixed-term basis, renewal is in most cases almost automatic. Only the OECD and the IAEA have clear policies of maintaining a targeted level of staff turnover. The OECD has a clear policy of dealing with this in a flexible manner to maintain an acceptable balance between consistency and renewal. The needs of the organisation and that of staff members are evaluated to a large extent on a case-by-case basis.

3. The use of consultants on a long-term basis seems to be growing in popularity, although it might not yet be seen as a general tendency.

4. The targeted organisations did not contribute to a clearer picture regarding tenure of contracts for inspectors or other specific categories of technical staff. The exception is the IAEA.

5. There is clearly no linkage between the tenure of senior management and that of the Chief Executive, the UN itself being an exception.

6. There is also no uniform retirement age. It varies from 60 to 65 years, with a slight preponderance for 60 years. Early retirement is possible in most cases where the retirement age is more than 60 years.

D. Special Allowances and Non-Cash Benefits

1. All organisations, with the exception of the European Commission (EC), link allowances for unfavourable work conditions to duty stations. Only the EC has a special allowance (based on a points system) linked to the activities performed by the staff member.

2. Organisations do not tend to offer non-cash benefits. In the cases where they are offered, they focus on health and fitness benefits.

3. The majority of the targeted organisations outside the UN common system offer additional incentives to attract scarce skills. The measures vary from flexibility in awarding salary scales to additional amounts added over and above the salary scales.

4. Language allowances are not paid by the majority of organisations outside the UN common system. In cases where meritorious awards are given, it mostly takes the form of step increases. In one case it takes the form of a cash bonus and in one other case the staff member has a choice between a step increase and a one-off cash bonus. The World Bank has an interesting system whereby each grade has five salary zones, linked to the performance of the staff member. This results in a high track for good performers.

5. Hospitality allowances are normally pooled per operational unit.

E. Accommodation Subsidies

1. Virtually all organisations pay accommodation allowances. They vary, however, in amount and duration. In a number of cases it is paid for an indefinite duration and in some cases it can also be used for purchasing a house. Some organisations offer subsidised home loans.

F. Dependency Allowances

1. The organisations outside the UN common system pay a household allowance to all staff maintaining a household. This is expressed as a percentage of the basic salary. The UN common system has the same principle, but this is expressed as different salary scales for single staff members and for staff members with dependants. Child allowances are added in all cases. The maximum age for a child to be eligible varies between 24 years and 26 years if (s)he is studying, otherwise it is normally 18 years.

2. In respect of the education of children of staff members, the basic principle of support for internationally recruited staff is applied by all the targeted organisations. All organisations pay the education grant for primary, secondary and tertiary education. One organisation also includes pre-school education. Three basic approaches to the structure of the education allowance emerge from the questionnaire. The first is a set percentage of actual expenses with a predetermined maximum. The second is variable percentages depending on the age of the child (and thus the anticipated grade in which (s)he is). The third is variable percentages depending on the number of children a particular staff member has. Some organisations base the calculation of the grant on a flat rate amount (not actual expenditure) for considerations of ease of administration and cost-effectiveness.

3. One annual return trip is normally offered when a child is studying away from the parental duty station.

G. Leave Entitlements

1. Maternity leave allowances vary from 12 to 18 weeks, with one organisation allowing only eight weeks. Two organisations grant maternity leave in cases of adoption (varying between 8 and 12 weeks). One organisation offers paternity leave of three days. Annual leave varies between 25 and 30 working days, with a preponderance for 30 days.

2. Home leave is granted as a rule every two years by the targeted organisations. This is regarded as normal annual leave. Some organisations add an additional eight days of leave and some give additional days for travel.

H. Installation and Separation Benefits

1. All the targeted organisations pay installation and separation (termed relocation by some) benefits to staff members. These benefits are payable by all organisations to internationally recruited staff. Some organisations pay this also to locally recruited staff if they were living further than a set radius (typically 100 km.) from the work place when recruited. The basis for calculating installation benefits varies and some base it on a certain number of month's salary and others on a number of day's subsistence allowance. Separation benefits are also paid by most organisations, calculated on the length of service with the organisation. The amounts vary between organisations.

2. There is no tendency to pay additional separation benefits because of the non-renewability of fixed-term contracts or marketplace pressures.

3. All organisations pay/reimburse removal costs and related insurances to a set maximum. In respect of removal costs the maximums are expressed either in weight or in cubic meters. Some organisations accept the transport of a motor vehicle.

I. Social Security

1. Generally pension schemes offered by the targeted organisations strike a balance between the defined benefit and the defined contribution schemes. One organisation has a fully budgeted pension scheme and one organisation offers accelerated accrual of benefits to senior staff as a recruitment incentive. Contributions are generally set at a ratio of 1:2 from the staff member and the organisation respectively. One organisation offers, in addition to a regular pension scheme, a money-purchasing plan to which the staff member and the organisation contribute equally.

2. All targeted organisations contribute towards medical and dental as well as life, death and disability insurance for their employees. Some medical schemes offer 100% refunding on certain categories of services. There is a clear tendency for organisations to insure staff against occupational disease and accident.

J. Entitlements and Accrued Benefits of Staff Recruited from Other Organisations

1. There is a clear tendency, concerning entitlements and accrued benefits, not to distinguish between staff recruited from international organisations in the same system and those recruited from international organisations outside it.

K. Official Travel

1. The class of accommodation for official air travel varies slightly between organisations. Business class seems to be the norm. In a number of cases senior staff travel business class on short-haul flights and first class on long-haul flights. In respect of some organisations more junior staff travel economy class on short-haul flights and business class on long-haul flights. All targeted organisations allow business class accommodation on long-haul flights. The duration of long-haul flights varies between six and nine hours.

L. Other

1. All targeted organisations have staff canteens/restaurants. More than half are subsidised.

2. Most organisations have a 40-hour work week. The UN has a 37.5-hour work week, except during three-month period of the regular session of the General Assembly, when the work week consists of 40 hours.

3. In all targeted organisations overtime compensation, either as compensatory leave or remuneration, is available to staff excluding professional staff. A coefficient of 1.5 to 2 is used in calculating remuneration, depending on the time or day that overtime was worked.

IV. Responses to the Questionnaire

A. ORGANISATIONAL SYSTEM

A1. Is your Organisation following an existing common system or a sui generis system?

Organisation for Economic Cooperation and Development

The OECD is part of the Co-ordinated Organisations where salaries, pensions and allowances are co-ordinated. Staff policies are not co-ordinated.

World Bank

The World Bank sui generis system is also applicable to the International Finance Corporation (IFC) and the Multilateral Investment Guarantee Agency (MIGA). The system is also followed, with modifications, by the African Development Bank and the Asian Development Bank.

Intelsat

A sui generis system. Intelsat initially followed the World Bank system, but realised that this did not suit its own particular needs. Intelsat then developed its own system to meet these needs. It took a deliberate decision not to be paternalistic. It has found it cheaper not to acquit the various grants, allowances home leave etc. - it just pays the money to employees.

European Patent Office

The EPO followed the system of the Co-ordinated Organisations until 1988 but is no longer part of this system after staff protests led to a break with this system. The EPO takes note of the system of the Co-ordinated Organisations and take note of most trends taking place in that system.

International Maritime Organisation

Specialised agency within United Nations, thus following the UN common system.

European Bank for Reconstruction & Development in Eastern Europe

A sui generis system.

European Commission

A sui generis system.

International Atomic Energy Agency

The IAEA follows the UN common system.

United Nations

The UN is at the core of the existing common system of the United Nations Organisation, its specialised agencies and the IAEA, as administered by the International Civil Service Commission (ICSC).

A2. Does the nature of your Organisation's work present special problems which affected the system chosen or staff policies adopted?

Organisation for Economic Cooperation and Development

No. The OECD was originally a European organisation and joining the UN common system was never considered.

World Bank

No. The system chosen and the staff policies adopted were designed to recruit specialist staff from countries in Europe, which meant a package which would attract qualified personnel to leave their jobs and opt for living in the United States, or in the various field offices of the Bank. The package and system chosen have proved to be highly successful.

Intelsat

The need to employ well-qualified technical experts, often mid-career, determined the staff policies adopted.

European Patent Office

No. A salient point to note, however, is that the European Patent Office generates its own income thorough the patent examination fees that are charged to anyone filing an application for a patent.

International Maritime Organisation

The IMO was originally set up as part of the UN common system.

European Bank for Reconstruction & Development in Eastern Europe

Certain specialists in some areas of banking who are familiar with Eastern Europe are difficult to find and high salaries are necessary to attract them. Housing in London is very expensive.

European Commission

It is a European organisation and its system has evolved over the years in keeping with its requirements.

International Atomic Energy Agency

The IAEA was originally set up as part of the UN common system.

United Nations

The system itself evolved since the founding of the organisation and staff policies, although adapted over time, did not undergo fundamental changes.

Of late an unprecedented increase in peace-keeping activities and the addition of peace-making have presented new challenges to the organisation. Principally because of this, a completely revamped set of Staff Rules governing appointments for service of a limited duration, the so-called "300 series limited duration" (300 series LD), were promulgated by the Secretary General as of 1 January 1994, adding to traditional short-term appointments a new category. These new Staff Rules must still be approved by the UN General Assembly (to be considered by that body during its regular session of 1994). Particulars of this new series have been included in Part IV of this document.

A3. Are your Organisation's needs being met by its current system?

Organisation for Economic Cooperation and Development

Yes. The system of the Co-ordinated Organisations leaves sufficient independence on staffing policies matters to its participating organisations.

World Bank

Yes. The Bank's lending operations have been shifting continuously. A shift in priorities for lending has taken place from agriculture to infrastructure, and also from priorities of macro-economic management to project lending which is concentrated in the social section, such as training programmes, health, environment and privatisation. A system of appraising competence was started last year. The Bank wants managers to make it easier to deal with developmental issues. These needs have been met by the system adopted. In order to ensure a higher turnover of staff, the World Bank is now also making greater use of consultants.

Intelsat

Yes.

European Patent Office

Yes.

International Maritime Organisation

Yes. The inflexibility of the UN common system does give some problems in relation to staffing (which can now not be changed). In particular these are; the post adjustment set for London does not really reflect the cost of living there and there is no flexibility in salary scales and entitlements. The salary scales of the GS staff goes higher than that of the Professionals since the GS scale is adjusted locally while the Professional scale is adjusted internationally; this is also a problem because GS staff also have the possibility of overtime payment.

European Bank for Reconstruction & Development in Eastern Europe

Yes, but under constant dynamic review.

European Commission

Yes.

International Atomic Energy Agency

The following difficulties are experienced:

(a) Current system (based on seniority) is unsuitable for a mobile workforce.

(b) Compressed grading structure does not provide for sufficient differentiation of levels of work for which extensive working experience is required.

(c) Grading standards place too much emphasis on managerial responsibilities which are of less importance for scientific/technical work.

(d) Compartmentalisation of staff in different categories hampers the effective utilisation of staff in some occupational groups, especially the inspectorate.

(e) System does not contain incentives for excellent performance.

(f) No compensation for specific hardship such as that experienced by inspectors.

A3. Are your Organisation's needs being met by its current system? (cont.)

(g) Difficulty in recruiting top-level expertise from the very small sector of the labour market containing this expertise.

(h) Cost of living increases in Austria are not reflected in the salary scales for the Professional staff.

United Nations

The common system is constantly adapted in an attempt to meet the changing needs of the UN. An example is the 300 series LD aimed at meeting the increase of the peace keeping operations of the UN.

A4. If your Organisation follows an existing common system:

(a) are you a member of that system and if not, why not?

(b) to what extent is the principal of mutatis mutandis applied to the chosen existing system and are there any downward or upward adaptations of such system?

Organisation for Economic Cooperation and Development

(a) Yes, a member of the Co-ordinated Organisations' system.

(b) As staff policies are not co-ordinated there is sufficient flexibility to solve typical requirements.

World Bank

(a) Not applicable.

(b) Not applicable.

Intelsat

(a) Not applicable.

(b) Not applicable.

European Patent Office

(a) Up until 1988 the EPO followed the system of the Co-ordinated Organisations. At that time both strong opposition from the staff and the favourable circumstances that had led to an enormous increase in patent fees received, led to a departure by the EPO from the Co-ordinated Organisations' system.

(b) Since its departure from the Co-ordinated Organisations' system, the EPO applies a slightly upward adaptation of the system of Co-ordinated Organisations. However, the EPO keeps on following the trend of the Co-ordinated Organisations' system.

International Maritime Organisation

(a) Part of the UN common system.

(b) No mutatis mutandis.

European Bank for Reconstruction & Development in Eastern Europe

(a) Not applicable.

(b) Not applicable.

European Commission

(a) Not applicable.

(b) Not applicable.

A4. If your Organisation follows an existing common system:

(a) are you a member of that system and if not, why not?

(b) to what extent is the principal of mutatis mutandis applied to the chosen existing system and are there any downward or upward adaptations of such system? (cont.)

International Atomic Energy Agency

(a) Yes, the UN common system.

(b) The principle of mutatis mutandis is not applicable. The IAEA has elaborated its own Staff Regulations, Rules and Directives (Administrative Manual) which is derived from the existing (old) UN 300 series.

United Nations

(a) Member and centre of the UN common system

(b) Mutatis mutandis does not apply as such. Certain adaptations, however, and in many cases sui generis additions have evolved, basically in response to unique situations and mandates of the organisation, which do not affect other member organisations of the system.

A5. If your Organisation does not follow an existing common system, did it ever consider following one. What were the reasons for rejecting it?

Organisation for Economic Cooperation and Development

Not applicable.

World Bank

It was decided to follow a sui generis system in order to attract highly qualified and specialist staff.

Intelsat

Used to follow World Bank system, but changed to own system, as it did not meet staffing needs and was too bureaucratic and too expensive.

European Patent Office

The EPO used to follow the Co-ordinated Organisations but decided to depart from it in 1988. See question A4 for more details.

International Maritime Organisation

Not applicable.

European Bank for Reconstruction & Development in Eastern Europe

At the time the Bank was formed many existing systems were examined. They were either rejected either because they did not meet the specific needs of the Bank, or because they were too bureaucratic and thus expensive to administer.

European Commission

Not applicable.

International Atomic Energy Agency

Not applicable.

United Nations

Not applicable.

A6. If a sui generis system is followed, with reference to whom/what was it established?

Organisation for Economic Cooperation and Development

Not applicable.

World Bank

The World Bank system is "three steps to the right of the UN system" in order to attract competent staff, and yet be able to keep up a minimum turnover.

Intelsat

Market survey of equivalent professionals in USA.

European Patent Office

Co-ordinated Organisations.

International Maritime Organisation

Not applicable.

European Bank for Reconstruction & Development in Eastern Europe

After three sets of consultants were engaged to look at pay structure and international competitiveness in London (also compared with France and Germany), one consultant conducted a pay and benefits study in the banking private sector in London. After examining the salary data 12 broad, overlapping salary bands were decided upon along with a benefits structure.

European Commission

It has evolved over time as the requirements have changed.

International Atomic Energy Agency

Not applicable.

United Nations

Not applicable.

A7. If a sui generis system is followed:

(a) How regularly is it updated?

(b) What methodology of establishing percentages and amounts is followed; and

(c) What special arrangements for review by the governing bodies of your Organisation exist?

Organisation for Economic Cooperation and Development

Not applicable.

World Bank

The system is updated regularly, whenever the need arises on the initiative of the administration. The system is not tied to any industrial labour law.

Intelsat

(a) Periodic market survey, but no cost of living adjustment.

(b) No special methodology.

(c) No special arrangements.

European Patent Office

(a) The system applied at the EPO involves an annual update on 1 July of each year.

(b) It is achieved by analysing the salary evolution of the civil servants in the seven European reference countries and the national price index of these countries, which leads to the purchasing power evolution. To the purchasing power evolution set weights are applied which leads to a specific indicator which equals the average purchasing power evolution. This specific indicator in turn, with the current EPO salaries and the international price index in Germany added to it, leads to the new salaries set for the EPO Headquarters in Munich. Thereafter the parity is applied (purchasing power coefficient Netherlands/Germany) for The Hague. Finally the Administrative Council of the EPO approves the decision for revised salaries. The spirit of this revision system is the same as applied within the system of the Co-ordinated Organisations.

(c) No information was available.

International Maritime Organisation

Not applicable.

European Bank for Reconstruction & Development in Eastern Europe

(a) Further surveys of the banking private sector in London are conducted regularly to see if relative parity is maintained.

(b) Depends on results of survey.

(c) Yearly review by Council.

A7. If a sui generis system is followed:

(a) How regularly is it updated?

(b) What methodology of establishing percentages and amounts is followed; and

(c) What special arrangements for review by the governing bodies of your Organisation exist? (cont.).

European Commission

(a) The remuneration paid to staff is adjusted annually with effect from 1 July.

(b) Adjustments are based on changes in the purchasing power of salaries in the national civil services of Member States, changes in the cost of living in Brussels, economic parities between Brussels and other places of employment in the Member States, the economic and social situation, and recruitment difficulties. The idea is to ensure equal purchasing power between places of employment. To this end, an economic parity is calculated between Brussels and other places of employment. It takes the form of a ratio between the amounts needed to purchase a fixed basket of goods in Brussels and in the place of employment.

(c) Interim adjustments effective from 1 January are made in the event of a substantial change in the cost of living if the sensitivity threshold is reached. The sensitivity threshold is 55% of the average change in the cost of living in the Community, recorded over the second six month period, in the previous calendar year.

International Atomic Energy Agency

Not applicable.

United Nations

Not applicable.

A8. If a sui generis system is followed, does your Organisation share policies or systems with any other international organisations?

Organisation for Economic Cooperation and Development

There are six organisations outside the Co-ordinated Organisations which make use of the information generated by the IOSS. The IOSS sells this information to them at a cost of between FF. 10,000 and 50,000 per year.

World Bank

The International Finance Agency and the Multilateral Investment Guarantee Agency (also based in Washington) share the same system.

Intelsat

No.

European Patent Office

No, except to the extent that it takes note of what is happening in the Co-ordinated Organisations.

International Maritime Organisation

Not applicable.

European Bank for Reconstruction & Development in Eastern Europe

No shared policies, but World Bank scales are used for overseas allowance calculations.

European Commission

No.

International Atomic Energy Agency

Not applicable.

United Nations

Not applicable.

B. SALARY STRUCTURE

B1. What staff categories does your Organisation have?

Organisation for Economic Cooperation and Development

The OECD has the following categories of staff:

(a) Category A - Comprises seven grades and is for professional staff. The highest grade is that of Director (A7) . These are normally staff appointments (not political appointments).

(b) Category B - Comprises six grades (B1 to B6) and is for administrative and technical staff. B1 (clerk or unilingual typist) to B6 (senior assistant).

(c) Category C - Comprises six grades (C1 to C6) and is for technical and maintenance staff.

(d) Category L - Comprises five grades (LI-1-LT1, LT2, LI3-LT3, LI4-LT4, L5) and is for linguist staff.

World Bank

The World Bank has grades between 11 and 29 which are spread among the following categories of staff:

(a) Grades 21-29 - Professional and senior staff. "Young Professionals" are recruited at Grade 21. Grade 24 is allocated to Senior Professionals. Grades 25-27 are for Chiefs of Divisions. Grade 29 is allocated for Vice-Presidents.

(b) Grades 19-20 - Research assistants.

(c) Grades 11-17 - Support staff such as secretaries.

Intelsat

Intelsat has 4 categories of staff:

(a) Category A - Clerical and administrative staff (grades A01-A07).

(b) Category B - Entry level technical and professional staff (grades B08-B12).

(c) Category C - Managerial and senior professional staff. Managers in the general category are Grade C17, technical managers are Grade C18 (grades C13-C19).

(d) Category D - Senior executive staff (grades D20-D23).

European Patent Office

The European Patent Office has the following categories:

(a) Category A - Professional and higher categories. The Professional category has 7 grades, from A1 (university graduate) to A7.

(b) Categories B and C - General Service staff. The General Service category has 6 grades from B/C1 (lowest) to B/C6.

International Maritime Organisation

UN common system.

European Bank for Reconstruction & Development in Eastern Europe

The Bank has 12 overlapping categories:

(a) Grades 1-7 - Professional staff including council members, team leaders, senior auditors, heads of units, managers, associate bankers, analysts, etc.

B1. What staff categories does your Organisation have? (cont.).

(b) Grades 8-12 - General Service staff including budget officers, secretaries and messengers.

European Commission

The European Commission has the following four categories of staff:

(a) Category A - Administrative and advisory staff. It has eight grades and requires a university education or equivalent professional experience.

(b) Category B - Executive staff. It has five grades and requires an advanced level of secondary education or equivalent professional experience.

(c) Category C - Clerical staff. It has five grades and requires a secondary education or equivalent professional experience.

(d) Category D - Manual or service staff. It has four grades and requires a primary education, if necessary supplemented by some technical training.

(e) Category L/A - Translators and interpreters. It has six grades equivalent to Grades 3 to 8 of Category A.

International Atomic Energy Agency

The UN common system.

United Nations

In addition to senior management at the levels of Under Secretary-General and Assistant Secretary-General, the UN has the following categories of staff:

(a) Professional and Higher category. This comprises seven grades (P1-P5 and D1-D2).

(b) General Services and manual workers category (normally GS1-GS7, but sometimes extended one to two levels due to specific functions that are unique to a particular locality).

(c) Field Services category (FS1-FS7).

B2. What is your Organisation's policy on local/international recruitment in respect of different categories and levels?

Organisation for Economic Cooperation and Development

This is not co-ordinated by the IOSS. Category A - active international recruitment. Category B - largely local recruitment but international recruitment takes place. Category C - exclusively local recruitment. Category L - active international recruitment. International recruitment implies that staff members are neither of French nationality nor have they been continuously resident in France for at least three years at the time of taking up duty. French nationals who have been continuously resident outside France for at least 10 years can be recruited internationally.

World Bank

Most staff are internationally recruited. US based staff are not considered internationally recruited.

Intelsat

Usually non-professional staff are locally recruited, unless a specific skill is required (e.g. language) which is not available locally. Professional personnel are normally internationally recruited.

European Patent Office

Category C staff are always locally recruited, Category A and B staff can be both locally or internationally recruited. There is an increased tendency to recruit Category B staff internationally.

International Maritime Organisation

The general policy is that Professionals are internationally recruited while GS are locally recruited.

European Bank for Reconstruction & Development in Eastern Europe

In general, grades 8-12 are locally recruited and other grades are internationally recruited.

European Commission

Staff is recruited on the broadest possible geographical basis from among nationals of Member States of the European Union. No posts are reserved for nationals of any specific Member State. Recruitment is exclusively by competition which can be internal or open for outsiders. Posts can also be filled by promotion or transfer within the Commission.

International Atomic Energy Agency

In general, recruitment on as wide a geographical basis as possible applies for all posts in the Professional category and above, with the exception of posts which require special linguistic skills. GS-category staff are normally recruited locally. Exceptionally, they may be recruited internationally, if it is a post determined by the Director-General to require special skills that are not locally available.

United Nations

International recruitment is the norm for appointments to the Professional and Higher categories and the Field Service category, while in more recent times local recruitment is the normally prevailing method of hiring General Service category staff.

B3. Does your Organisation differentiate in length of salary scales between short/fixed-term posts and permanent posts?

Organisation for Economic Cooperation and Development

No.

World Bank

There is a differentiation between permanent posts and consultants. Permanent staff can move upwards in the grades they are recruited amongst; i.e. grades 21-29; grades 19-20 and grades 11-17. For the two lower categories, upward mobility is also possible. Differentiation in salaries within the same grades depends on work output and performance. See question D5.

Intelsat

No.

European Patent Office

No.

International Maritime Organisation

No.

European Bank for Reconstruction & Development in Eastern Europe

No.

European Commission

Salary scales of permanent officials have eight steps. Salary scales of temporary staff, auxiliary staff, local staff and special advisers have only four steps.

International Atomic Energy Agency

No.

United Nations

The only differences in the dimensions of the salary scales exist for the newly created appointments of limited duration under the 300 Series LD. The salary scales for these staff omit steps which are a standard feature of the scales for the 100 and 200 series staff.

(Note: For details see ST/SGB/Staff Rules/3/Rev.5 and Amend.1 thereto of January and May 1994 respectively for more details on the 300 series LD.)

B4. What system of staff assessment (internal tax) is applied?

Organisation for Economic Cooperation and Development

This is not co-ordinated by the IOSS. The OECD has no system of internal tax.

World Bank

No internal taxation system.

Intelsat

Intelsat has a staff assessment system, but they admit that it serves little purpose. It is back calculated from the net salary amount.

European Patent Office

No staff assessment or other internal tax is levied at the source.

International Maritime Organisation

UN common system.

European Bank for Reconstruction & Development in Eastern Europe

Net salary is the basis for determining comparability with other banks in the private sector. The Bank does have a nominal gross salary for each grade, but this is a paper work exercise only. The net salary is simply "grossed" up to give the nominal gross. The Bank would prefer to get rid of the notion of a gross salary completely, but this does not have the approval of the Council.

European Commission

A tax is levied on the basic salary of a staff member. Allowances and social benefits paid to an employee as well as certain permissible abatements are deducted before arriving at the taxable amount. The tax is calculated on the basis of a percentage of the taxable amount. The percentage increases in proportion to the taxable amount. The tax is deducted at source.

International Atomic Energy Agency

UN common system.

United Nations

The internal form of taxation of remuneration, as the equivalent of income taxation in a national environment, takes the form of staff assessment, which is a payroll deduction, never actually paid to a staff member, and administered by the organisation.

The staff assessment is now subject to the jurisdiction of the ICSC, the body which makes its recommendation to the General Assembly. It is basically the reverse application to net salaries of average tax rates. These rates of staff assessment are derived from income tax rates applicable at the seven headquarters cities of the organisations in the common system (New York, Geneva, Vienna, Rome, Paris, Montreal and London) for the salaries of the Professional and Higher categories, as well as through surveys at specific locations for General Service staff at that location or in that country.

Staff assessment is always deducted in the payroll and in the UN is credited to a Tax Equalisation Fund which is the funding arrangement for reimbursing taxes levied on staff members by those Member States which tax the emoluments of their nationals. Tax reimbursements are made in the interest of providing equity between those staff members who are subject to taxation and those who are not.

B5. Please provide details and a copy of your salary scales and related allowances.

Organisation for Economic Cooperation and Development

Salaries are calculated and co-ordinated by the IOSS for each country in which there is an office of one of the Co-ordinated Organisations. See Attachment A/1 for the salary scales for the Netherlands. In addition to the base salaries the following allowances are also paid:

(a) A household allowance of 6% of the monthly basic salary is normally payable to a married official or an official with dependants.

(b) Officials also receive a monthly amount of Dfl. 403.66 per child or other dependant.

(c) An expatriation allowance is also payable to internationally recruited staff members which is equal to 16% of the monthly salary in the case of officials not entitled to the household allowance and 20% in the case of those entitled to household allowance.

(d) An additional Dfl. 113.49 is paid per expatriated child of a staff member.

World Bank

See salary scales in Attachment B/1. In addition, the following allowances are payable:

(a) Married staff are eligible for a spouse allowance, equivalent to 5% of the net salary up to a stipulated maximum. Dependency allowances are also paid for each qualifying child. Please see question F1.

(b) Staff members in field offices get special benefits which include household and shipping entitlements, post allowances, assistance with installation expenses, special overseas travel and others. The assignment allowance is US$ 500 a year for a staff member with a spouse and dependant children and US$ 250 a year for single staff. A hardship allowance is payable where general living conditions are different from headquarters. The percentage, based on salary, is adjusted every year. A cost of living allowance is payable where the cost of living is determined to be 5% or more higher than in Washington, using calculations based on the US State Department private sector cost of living rate applicable to the duty station. Each step increment of 5% covers a range of 5 index points. The amount is determined by multiplying 50% of the staff member's net salary by the cost of living rate applicable to the duty station.

(c) Taxes on Bank salaries and allowances are reimbursable.

Intelsat

See salary scales in Attachment C/1. There are currently no allowances paid to Intelsat employees which are specifically related to salary.

European Patent Office

In addition to the base salaries, as set out in the salary scales in Attachment D/1, the following allowances are paid:

(a) An expatriation allowance of 20% of base salary for married employees and 16% of base salary for single employees.

(b) A dependencies allowance which is currently Dfl. 377.70 for dependant children and other dependants and Dfl. 755.40 for handicapped children.

(c) A birth grant of Dfl. 819.20 per child.

B5. Please provide details and a copy of your salary scales and related allowances. (cont.).

(d) A household allowance of 6% of base salary for permanent employees who are either married or widowed/divorced/legally separated/single with recognised dependants.

International Maritime Organisation

UN common system.

European Bank for Reconstruction and Development in Eastern Europe

See the salary scales in Attachment E/1. The only allowance which is specifically salary related is the dependency allowance. This is reflected in these attached salary scales. 7 separate scales are attached (unmarried, married with no children, married with one child, through to married with 5 children.)

European Commission

See salary scales in Attachment F/1. In addition to the base salary the following allowances are also paid:

(a) Household allowance at 5% of the basic salary or BFR 6,180, whichever is greater.

(b) Dependant child allowance of BFR 7,959 per child per month.

(c) Expatriation allowance at 16% of the basic salary, plus household allowance and dependant child allowance, but not less than BFR 14,219 per month. The expatriation allowance is paid to officials who are not and have never been nationals of the state in whose territory their place of employment is situated and who during the five years ending six months before they entered service did not live in or carry on their main occupation within the territory of that State; or are nationals of the State in which their place of employment is situated but during the ten years preceding entry into service habitually resided outside its territory. Officials who are not nationals of the place of employment but have lived in or carried on their main occupation within the territory of the State before entering into service are entitled to a foreign resident allowance equal to one quarter of the expatriation allowance.

(d) Fixed allowance is paid to officials in category C who perform clerical duties. The allowance is adjusted every year and stands at BFR 5687 for grades C1-3 and BFR 3710 for grades C4-5.

(e) Teaching allowance at 0.45% of the basic monthly salary in respect of each hour of instruction given outside normal working hours.

International Atomic Energy Agency

UN common system.

United Nations

For the Professional and Higher categories one specific feature is that the scale contains single and dependency rates of base salary and in consequence different amounts of post adjustments (S and D rates), whereby the first dependant of a staff member gives rise to entitlement to the dependency rate.

B5. Please provide details and a copy of your salary scales and related allowances. (cont.).

General Services staff salary scales usually also contain amounts of dependency and/or language allowances, if and when applicable.

The universal salary scales (both 100 series and 300 series LD) for the Professional and Higher categories in the 100 series are summarised in Attachment G/1 and the salary scales for those in the 300 series LD are contained in Attachment G/2. The scales for General Service category applicable to The Hague are contained in Attachment G/3. The scales of pensionable remuneration for the Professional and Higher categories are contained in Attachment G/4. It should be noted that the scales of the 100 series are the same as those currently in force for the staff of the PTS.

B6. If post adjustments are applied, which city do you use as the base?

Organisation for Economic Cooperation and Development

This is co-ordinated by the IOSS. The principle of purchasing power parity is followed and Brussels is used as the base city. The principle is built into the salary scales which are calculated in local currency and adjusted once a year. In countries where there are extraordinarily high inflation (higher than 10%) this adjustment can be done more than once a year.

World Bank

Washington, D.C. is used as the base city.

Intelsat

Washington, D.C. is used as the base city. Intelsat uses a New York consultant to advise on cost of living differences in other places to determine post adjustment.

European Patent Office

Not applicable.

International Maritime Organisation

UN common system.

European Bank for Reconstruction & Development in Eastern Europe

There is no post adjustment for London. For other post adjustments World Bank scales are used.

European Commission

Brussels is used as the base for determining post adjustments. See attachment F/1 for weightings applied.

International Atomic Energy Agency

UN common system.

United Nations

The post adjustment of the entire UN common system uses New York as the base city of the system. Each point of the post adjustment multiplier corresponds to one per cent of the respective net salary.

C. TENURE OF EMPLOYMENT CONTRACTS

C1. In respect of employment contracts:

a) what types of contracts does your Organisation offer and what is your policy on awarding them?

b) what is the standard tenure of employment contracts for each staff category?

c) what is your Organisation's policy and practice of renewal of fixed-term contracts?

d) what is the retirement age?

Organisation for Economic Cooperation and Development

(a) - (c) This aspect is not co-ordinated by the IOSS and organisations that are part of the co-ordinated Organisations determine their own contract policy. The OECD offers fixed-term and indefinite contracts to staff members. It also offers consultancy and auxiliary contracts. Staff in the A category normally receive a fixed-term contact of between two and three years renewable to a total of five years. The granting of an indefinite contract is then considered on an individual basis. Sometimes fixed-term extensions of two-year periods are granted, especially if the individual works on a project of limited duration. About 50% of staff in the A category are on indefinite contracts which ensures a fair balance between consistency and the need for renewal. Lateral transfers are also used to satisfy the need for renewal. Spouses are marginally used and are normally offered contracts as consultants. B, C and L categories normally have indefinite term contracts.

(d) The retirement age is 65, with the possibility of retirement at 60 after 10 years of service.

World Bank

(a) - (c) The bank offers regular full-term contracts with an indefinite duration, fixed-term contracts with a minimum duration of two years and part-time contracts with an indefinite or specific duration. Temporary contracts for support staff or research assistants with a specific duration but with a maximum duration of 2 years are also offered. Consultants receive contracts for a maximum of 2 years.

Historically, 70-80% of Bank staff had been on regular open-ended contacts. This has changed over the last 2-3 years. The normal contract now is offered for three years and is renewable. 80% of the fixed-term contracts are renewed. In the last couple of years, there has been greater use of consultants. A fixed-term staff member costs the Bank 70% more than a consultant.

(d) Retirement age is 62.

Intelsat

(a) - (c) Intelsat offers a variety of contracts: regular, fixed-term, direct-hire, long-term, temporary, seasonal, temporary (summer hire), and even part-time. The needs of the organisation are the main factor in deciding which particular contract is offered in each instance. The tenure of the contracts is variable, but in practice all personnel want to have their contracts renewed (even consultants). This may involve reallocation to some other work within the organisation.

(d) The retirement age is 60.

C1. In respect of employment contracts:

a) what types of contracts does your Organisation offer and what is your policy on awarding them?

b) what is the standard tenure of employment contracts for each staff category?

c) what is your Organisation's policy and practice of renewal of fixed-term contracts?

d) what is the retirement age? (cont.)

European Patent Office

(a) - (c) Permanent contracts are given to all staff (categories A, B and C) provided the task will remain. Fixed-term contracts are given for all other positions. There are two types of fixed-term contracts: local contracts - for locally recruited staff in Categories B and C, to replace temporary absences or catch up on backlogs. Maximum duration is 2 years. Euro-contracts - given to staff in all categories. No more than 10% of the total staff may be on a Euro-contract. Maximum duration 5 year but it may be extended for another 2 years in exception cases.

(d) The retirement age is 65, but early retirement (at 60) is also possible.

International Maritime Organisation

(a) - (c) The IMO offers indefinite contracts, fixed-term contracts renewable upon good performance and short-term contracts. Staff in the GS category have indefinite contracts with a one-year probationary period. Staff in the Professional and Higher category are awarded either indefinite contracts (when promoted from GS level) or fixed-term contracts, initially 2 years and then, subject to performance, renewed for 3 years, after which, again subject to performance, the contract can be renewed for 5 years.

(d) Retirement age is 62 years for those joining after January 1993 and 60 years for those who have joined before January 1993.

European Bank for Reconstruction & Development in Eastern Europe

(a) - (c) The Bank offers indefinite and fixed-term contracts. Fixed-term contracts are converted to indefinite term contracts if performance is satisfactory. There is a standard probationary period for one year, whereafter an indefinite contract is offered.

(d) Retirement age is 60.

European Commission

(a) - (c) Each type of staff has a specific function, and employment is based on the requirements of the organisation. Officials have a permanent contract. Temporary staff may be engaged for a fixed or indefinite period. Contracts may be renewed not more than once for a fixed period. Any further renewal is for an indefinite period. Auxiliary staff may be engaged for a fixed or indefinite period. Their contracts are renewable. The terms and conditions of employment of local staff are governed by local practice. Advisers may be engaged for a term not exceeding two years. The contract is renewable.

(d) Retirement age is 60.

International Atomic Energy Agency

(a) - (c) Permanent appointments may be given to all staff categories, but not to anyone over 50 in regard to positions that are essential for the efficient operation of the IAEA. Fixed-term

C1. In respect of employment contracts:

a) what types of contracts does your Organisation offer and what is your policy on awarding them?

b) what is the standard tenure of employment contracts for each staff category?

c) what is your Organisation's policy and practice of renewal of fixed-term contracts?

d) what is the retirement age?? (cont.)

appointments are given to all staff categories for service of a prescribed duration (including secondments). They have a maximum duration of 5 years', which may be extended provided there is a continuing need for these services.

Short-term appointments are granted if the total period of service in not expected to exceed 1 year. Initial appointment is for 6 months, with a possible extension for another 6 months.

Part-time fixed term contacts are given to staff in the General Services category only with a maximum duration of 2 years.

(d) Retirement age is 62 years.

United Nations

(a) - (c) There can be basically two types of appointments. The first is career appointments. This is a probationary appointment followed by permanent appointment of staff members appointed to serve in established posts, i.e. those of regular budgets. The second type of appointment has a finite time horizon. It is a fixed-term or temporary appointment which is meant for staff in temporary posts under the regular budget, posts financed from voluntary (other than assessed) contributions, and in general for posts having any type of temporary funding. Fixed-term or temporary appointments can also be made for career appointment posts.

Fixed-term appointments are normally given for up to five years for appointments to the Secretariat (100 series) and for Technical Cooperation experts (200 series) for up to the duration of the project. Renewal is subject inter alia to a satisfactory service record, a continued need for the function and the availability of a post or budgetary provision for the function, and, for staff on secondment from governments, the concurrence of that government.

The 300 series LD is done either as short-term appointments not exceeding six consecutive months, or for activities of limited duration for assignments not expected to exceed three years, with a possible extension, exceptionally, for a fourth and final year (no extension beyond four years).

(d) A distinction should be drawn between the statutory age of retirement and the age of mandatory separation.

The statutory age of retirement is the age at which staff members can retire with the full retirement benefits they have acquired according to the Regulations and Rules of the UNJSPF. It is at present age 60 for all participants in the Fund at 31 December 1989 and age 62 for all those entering or re-entering after that date.

The age of mandatory separation is the age at which staff members shall not be retained in active service, unless otherwise decided by the Secretary-General; it is presently age 60 for staff who entered service before 31 December 1989 and 62 for staff members entering service after that date.

C2. What is the linkage, if any, between the tenure of senior management and that of the chief executive officer?

Organisation for Economic Cooperation and Development

This is not co-ordinated by the IOSS. There is no linkage. The Secretary-General is appointed for a five-year term. The Deputy Secretaries-General (3) and Assistant Secretaries-General (2) are appointed for two years, renewable.

World Bank

There is no linkage, except that nationality of the incumbent in the top post of the IMF its taken into account for the nationality of the President of the World Bank.

Intelsat

None.

European Patent Office

None. The President is appointed for 5 to 7 years and can be re-appointed, whereas senior management have permanent appointments.

International Maritime Organisation

None. The Secretary-General has a four-year contract. Directors remain in their posts when the Secretary-General changes.

European Bank for Reconstruction & Development in Eastern Europe

None. The President of the Bank has a four-year contract.

European Commission

None.

International Atomic Energy Agency

None. The Director-General is appointed by the Board of Governors with the approval of the General Conference for a term of four years.

Appointments of officials of the rank of Deputy Director-General or equivalent shall normally be for a period of not more than five years, subject to extension or renewal. Other staff members shall be granted either permanent appointments, fixed-term appointments for a period of not more than five years, or temporary appointments.

United Nations

The tenure of senior management, understood to be staff members at the levels of Under- Secretary-General and Assistant Secretary-General, is normally linked to that of the Secretary-General. This means that their contracts expire with that of the Secretary-General.

C3. What is the tenure of employment contracts for inspectors or other specific categories of technical staff? If it differs from other staff, what is the reason?

Organisation for Economic Cooperation and Development

No such categories of staff.

World Bank

Not applicable.

Intelsat

No inspectors. No tenure difference.

European Patent Office

As mentioned above, normally technical experts including chemical engineers working on patent applications are offered permanent contracts.

International Maritime Organisation

Not applicable.

European Bank for Reconstruction & Development in Eastern Europe

No difference. No inspectors as such.

European Commission

There is no difference in the tenure of employment contracts for officials in the scientific or technical services. Special advisers are recruited for a term not exceeding two years. The contract is renewable.

International Atomic Energy Agency

Inspectors are offered fixed-term contracts, initially for 3 years, usually followed by a 2 year extension. After 5 years, either another 5 year fixed-term contract is offered, or a final 2 year fixed term extension.

United Nations

Not applicable.

D. SPECIAL ALLOWANCES AND NON-CASH BENEFITS

D1. Are any special allowances linked to unfavourable work conditions? If yes, please provide particulars regarding criteria and amounts.

Organisation for Economic Cooperation and Development

None, as such conditions do not exist.

World Bank

In the Bank's field offices, a hardship allowance is payable where general living conditions are significantly different from headquarters. The Bank may establish, change or delete the allowance based on items such as political violence, isolation, sanitation, weather, altitude, medical care, recreation resources, education, food and housing. The assessments are made each year. The amount of the allowance is a percentage applicable for that duty station as specified in a list maintained by the Bank. The percentage is applied to the monthly net salary. Presently, the highest percentage is 25% of the net salary.

Intelsat

Yes, in some duty stations 25% of net salary is given as a hardship allowance.

European Patent Office

There are no special allowances linked to unfavourable work conditions.

International Maritime Organisation

For duty stations other than London, hardship and mobility allowances may be payable. The mobility allowance increases as the number of different duty stations at which a staff member serves, increases. The hardship allowance only applies to the current duty station.

European Bank for Reconstruction & Development in Eastern Europe

No.

European Commission

Officials who occupy posts in the field of nuclear science and who are paid from appropriations in the research and investment budget are given a special compensatory allowance for working in particularly arduous conditions which are specified. The allowance is expressed in points, each point being equal to 0.032% of the basic salary of an official in grade D4, step 1. A copy of the regulation covering the payment of this allowance is annexed in Attachment F/2.

International Atomic Energy Agency

A hardship and mobility allowance is payable to staff (i.e. Professional and internationally recruited GS) who are assigned to another duty station for a period of one year or more.

United Nations

The UN pays a mobility and hardship allowance which consists of a number of elements. Firstly, there is the mobility of the staff member measured in terms of number of assignments to different duty stations and secondly, the hardship element as expressed in categorisation of duty stations (six categories). A third element of the allowance is for non-removal of household goods, which replaces the earlier and separately established assignment allowance, covering the same circumstance.

D2. Does your Organisation have any non-cash benefits? (car, hospitality allowance, etc.). If yes, please provide particulars regarding criteria and amounts.

Organisation for Economic Cooperation and Development

This is not co-ordinated by the IOSS. The Secretary-General and Deputy Secretaries-General have official cars. Hospitality allowances are allocated per directorate.

World Bank

At headquarters (Washington) hospitality funds are allocated to divisions. The budgets of the field offices contain hospitality provisions. Field officer budgets also contain provisions for housing and car allowances.

Based on a points system accumulated for travel, Bank staff are paid full costs of travel and hotel stay for the spouse. In the first three years, 150 points are required, after the first three years 200 points are required; if the points are less, then pro rata reimbursement is allowed, provided the minimum is 80 points.

In field offices, furniture and equipment and reasonable cost of utilities are provided, the cost of house guards is reimbursed, and rest and repatriation travel for the family is allowed.

Intelsat

A car allowance (US$ 4,750) for Vice Presidents is available. Intelsat also has a Wellness Program which encourages employees to have healthy lifestyles. It has a large, well-patronised, well-equipped and well-staffed gymnasium.

European Patent Office

UN common system.

International Maritime Organisation

No.

European Bank for Reconstruction & Development in Eastern Europe

Interest-free commuting cost loans are provided for yearly transport tickets. Repayment is deducted from salary in 12 equal monthly instalments. A health and fitness allowance is paid whereby the Bank contributes towards individual membership fees of a local health and fitness club up to a maximum subsidy of [[sterling]] 300 per year.

European Commission

Directorates-General and other departments are allocated funds for entertainment. Reimbursement from this fund can be claimed by authorised officials in respect of essential entertainment performed in the course of their duties, on behalf of the organisation, and in the interest of the service.

Officials who, by reason of their duties, regularly incur entertainment expenses are granted a fixed entertainment allowance. In special cases a part of the cost of accommodation for such officials is also borne by the organisation.

The appointing authority may allow officials in grades A1 to A2 who do not have an official car at their disposal a fixed transport allowance, not exceeding BFR 36,000 per annum.

International Atomic Energy Agency

UN common system.

D2. Does your Organisation have any non-cash benefits? (car, hospitality allowance, etc.). If yes, please provide particulars regarding criteria and amounts (cont.).

United Nations

Hospitality provision is made in budgets and is intended to cover the costs incurred by staff members who are required to extend official hospitality and are not entitled to a representation allowance. Recipients of representation allowances are Under-Secretaries-General, Assistant Secretaries-General and Directors at the D-2 level in amounts which are subject to specific approval by the General Assembly.

Criteria for the reimbursement of hospitality expenses usually set maximums for hosts and guests and are announced by administrative instruction.

The Secretary-General has an official car with assigned driver, and so do the heads of major offices away from headquarters, such as the UN Office in Geneva, and the UN Office in Vienna as well as the Executive Secretaries of Regional Commissions for Africa, for Asia and the Pacific, for Latin America and the Caribbean, and for Western Asia.

D3. Are there any special or additional allowances or benefits being offered to attract scarce skills or due to marketplace pressures on certain qualification categories?

Organisation for Economic Cooperation and Development

This is not co-ordinated by the IOSS. There is a large measure of flexibility in allocating steps on a salary scale which is used to address this issue. There is currently concern that the OECD is losing its competitiveness in attracting scarce skills. Consideration is being given to extending the salary scales. The addition of three steps at the higher end (of particular relevance to the A category) and three steps on the lower end (of particular relevance for B and C categories) of the salary scales is currently under consideration.

World Bank

This is built into the salary structure. The international competitiveness of the US market is tested annually against a market comprising of comparative organisations from member countries selected by the Bank, currently France and Germany. In selected comparative organisations, the Bank gives consideration to quality, relevance, size and stability. Data from the private sector is weighted at two-thirds, while data from the organisations in the public sector is weighted at one-third. The French and German market data, weighted equally and at a percentile relationship, is determined by the Bank, and converted into US$ by a conversion factor employing a combination of nominal exchange rates and purchasing power parities and arranged over the preceding 12 months - should the pay practice of US comparators at the determined percentile relationship for a number of grades fall outside the lower or upper limits of a test range of 10-20% above the determined percentile relationship of the French/German market, international competitiveness will be reviewed and on the basis of the review a recommendation is made to restore international competitiveness.

Other measures employed are:

(a) Emergency advances: less than 6 months' net salary.

(b) Loans for education of staff member, spouse and university education of a child are available, but should not exceed 6 months' net salary at any given time. The maximum education loan for spouses and children at headquarters is US$ 12,100.

(c) A housing loan up to the 18 months' net salary or one-third the purchase price of a home, whichever is smaller, is available to purchase the first home in the duty station area. The maximum repayment period is 20 years.

Intelsat

Intelsat has found that the biggest single factor in getting professionals to make a mid-career change is the pension scheme. Intelsat has to more than make up for the benefits that the potential employee would lose in transferring to Intelsat. Thus they have a very attractive pension scheme, which allows accruement at an accelerated rate for senior executives. Thus the package of senior executive benefits comprises a car allowance and accelerated pension benefits. This has had the desired effect and they do not have difficulty recruiting such professionals. Otherwise there are installation grants for international recruits.

European Patent Office

No.

International Maritime Organisation

No.

D3. Are there any special or additional allowances or benefits being offered to attract scarce skills or due to marketplace pressures on certain qualification categories? (cont.).

European Bank for Reconstruction & Development in Eastern Europe

Yes. Personnel with certain scarce skills, such as those with treasury function experience, are given an additional sum on top of the basic salary. This sum is determined by market premia.

European Commission

Officials in grades A1 or A2 who possess scientific or technical qualifications and who occupy posts in the field of nuclear science may, following a decision by the Commission, receive a special allowance. This allowance is not more then 25% of their basic salary.

Appointment at a grade higher than the starting grade, award of additional steps and a bonus not exceeding three times the monthly salary, are benefits that are offered to technically qualified officials occupying posts in the field of nuclear science.

A fixed allowance was originally introduced to overcome the shortage of multilingual secretaries of certain nationalities. From 1971, pursuant to the principle of equal treatment, it is paid to all clerical staff in category C.

International Atomic Energy Agency

No.

United Nations

None for regular staff under the 100 series and technical cooperation experts under the 200 series.

The newly established 300 series LD provides for flexibility in establishing the remuneration package of limited duration appointments through the use of a non-pensionable "recruitment allowance" to be added to the one-dimensional scale (one amount of salary only for each level from P-1 through USG, i.e. no provision for steps/annual increments). This allowance is established in five levels (A to E) for each grade; the amounts at level A represent seven per cent of net base salary, and are increased by tranches of one-half the amount of level A to reach 21 per cent at level E. See Attachment G/2 for amounts.

D4. Is your Organisation paying language allowances? Please provide full particulars regarding staff categories, basis for eligibility and amounts.

Organisation for Economic Cooperation and Development

Follows IOSS guidelines. It is paid to B1 and B2 grade staff members who are required to use two official languages in the course of their duties the (OECD uses French and English). It is also paid to staff of C1 - C4 grades should they be in frequent contact with persons speaking only French, as well as to persons speaking only English. In all cases there are proficiency requirements. This allowance amounts to one B2 step increment for B category staff and one C3 step increment for C category staff.

World Bank

No language allowances are paid, but language tuition fees are paid by the Bank.

Intelsat

No.

European Patent Office

A language allowance may be granted by the President of EPO, whenever he deems this to be in the interests of the organisation, to employees in grades B1, B2 and C1 to C4 who are required in the course of their duties to use two or three of the official languages of the EPO which are not their mother tongue and who have proved that they have a knowledge of those languages.

International Maritime Organisation

For the GS category the allowance is [[sterling]] 613 yearly. To be eligible they have to pass the UN examination. For Professionals this allowance consists of the granting of salary increases on a 10 monthly basis instead of yearly. The supervisor certifies the language skill.

European Bank for Reconstruction & Development in Eastern Europe

No.

European Commission

No.

International Atomic Energy Agency

Staff members are eligible to receive the first language allowance if they can demonstrate proficiency in the use of two official languages, or one official language and the language of the duty station if the latter is not their mother tongue. They are eligible to receive the second language allowance if they can demonstrate proficiency in the use of three official languages, or in two official languages and the language of the duty station if the latter is not their mother tongue. The IAEA pays language allowances to GS staff, with a maximum of 2 language allowances to be paid to a staff member at any one time. A proficiency requirement is set. The amounts of the allowances are AUS 16,551 per annum for the first language and AUS 24,827 (incl. the 1st) per annum for the second.

United Nations

Yes. Language skills are established by language proficiency examinations (oral and written) in any one of the six official languages of the organisation. Upon successful passing of the examination a certificate establishing the proficiency in a second official language is issued, and, subject to certain conditions, the staff member becomes eligible to:

D4. Is your Organisation paying language allowances? Please provide full particulars regarding staff categories, basis for eligibility and amounts (cont.).

(a) accelerated step increments for the Professional and Higher categories (10 and 20 months instead of 12 and 24 months); or

(b) language allowance for General Service categories, which is normally set as five per cent of the net salary at the G-5 step I level.

D5. What form does meritorious awards take in your Organisation and is it performance linked?

Organisation for Economic Cooperation and Development

This is not co-ordinated by the IOSS. Additional steps are awarded based on performance. No other format is currently considered.

World Bank

Pay increases are merit linked. There is a linkage with accomplishments and demonstrated competencies. Each grade has five salary zones that are assigned to performance categories, which range from 2 (less than satisfactory) to 5 (exceptional) with 3 representing fully satisfactory performance. The salary range of zone 5 is higher than that of zone 1. This implies that the range of the salary scale is higher for outstanding performers (see the attached salary scales in Attachment B/1).

Intelsat

Pay increases are merit linked. Otherwise no cost of living adjustments are given. The increases also depend on the merit increase budget for the particular year concerned as determined by management. The merit increases might typically look as follows with a merit increase budget of 6% of net salaries:

Performance Level Percentage Merit Increase Percentage of Staff Members

Extraordinary 8.5%+ 5 - 10%

Outstanding 6 - 8.5% 30 - 40%

Commendable 3 - 6% 50 - 60%

Needs Improvement 0 - 3% 2 - 3%

There is also a Bonus Program for Exceptional Performance, which comprises two elements. The Annual Bonus Program annually awards staff for achievement of objectives emphasising efficiency and productivity. The Spot Bonus Program periodically awards staff for exceptional performance in support of a particular program. There is a bonus pool from which directors can award bonuses. There are 4 levels of bonuses, each directly related to different levels of performance. The levels are: Level 1: up to 10% of recipient's net salary; Level 2: up to US$ 3,000; Level 3: US$ 1,000 - US$ 2,500; Level 4: US$ 250 - US$ 750.

European Patent Office

There is no form of meritorious service award in the EPO.

International Maritime Organisation

The IMO does not have any extra pay or steps related to performance. The yearly step is supposed to be performance-related, but in reality everybody gets it. The only meritorious award is a nice letter for the personal file of the employee.

European Bank for Reconstruction & Development in Eastern Europe

Performance-linked bonuses. Managers have a certain pot of money available for bonuses, but can only award them to 60% of staff.

D5. What form does meritorious awards take in your Organisation and is it performance linked?

European Commission

An additional advance step or a bonus not exceeding three times the amount of the basic monthly salary is awarded in recognition of exceptional merit to officials who occupy posts in the field of nuclear science and who are paid from appropriations in the research and investment budget.

International Atomic Energy Agency

There is no form of meritorious service award in the IAEA.

United Nations

Meritorious award in the sense of recognition of excellent performance consists of promotion to the next higher grade. Such action also presupposes the availability of a post at that higher level.

Recognition of satisfactory performance takes the form of step increases, except for appointments in the 300 series LD, where the scales do not provide for such step increments for the duration of an appointment.

E. ACCOMMODATION SUBSIDIES

E1. What accommodation allowance is offered (housing or rental subsidy) and to whom (internationally/locally recruited staff and which staff categories)?

Organisation for Economic Cooperation and Development

This is co-ordinated by the IOSS. Officials of grade A1, A2, LI 1 - LT 1 or LT 2, or of category B or C, who do not own a house, or whose spouse does not own a house in the Paris area, receive a rental allowance. Officials in the aforementioned categories who own a house in the Paris area but do not occupy it, are granted a rental allowance after deducting the market rent for the property of which they are the owner. Married officials who do not receive a household allowance are not granted a rental allowance.

A rental allowance is paid only if the rent exceeds a percentage of the emoluments, and varies according to grade. Rent allowance varies according to the family status of the official. There is also an upper limit for the rent allowance depending upon the grade of the official (see Attachment A/2).

World Bank

No housing subsidy is paid at the headquarters. Housing allowance ranging from 17.5% of the net salary up to a specific amount determined by the Bank is payable in North America, Europe, Australia and New Zealand. There is no range in other places and the limit in each such place is determined by the Bank.

Intelsat

No accommodation allowance is paid.

European Patent Office

A rental allowance is payable to internationally recruited staff in grades B, C and up to grade A2.

Home loans at special rates are given to permanent staff from the Pension Fund, to a maximum of Dfl. 225,000 plus Dfl. 11,000 for each child. For details see Attachment D/2.

International Maritime Organisation

UN common system.

European Bank for Reconstruction & Development in Eastern Europe

A housing allowance is paid to internationally recruited staff members. It ranges from [[sterling]] 120 per week (for single staff member), [[sterling]] 180 per week (married with no dependant child), [[sterling]] 210 (married with one dependant child), [[sterling]] 300 (married with 2 dependant children) to [[sterling]] 350 (married with 3 or more dependant children). The allowance can be used for either rental or purchase. The Bank also offers a "Mortgage Allowance" instead of the housing allowance. Interest is subsidised to a minimum of 3%, and the amount of the mortgage should be between [[sterling]] 60,000 to [[sterling]] 90,000 (depending on the grade of the incumbent).

European Commission

A rent allowance is given to officials who serve in certain designated cities other than Brussels and Luxembourg. Different percentages are fixed for different categories of staff, taking into consideration the number of dependants.

E1. What accommodation allowance is offered (housing or rental subsidy) and to whom (internationally/locally recruited staff and which staff categories)? (cont.).

International Atomic Energy Agency

UN common system.

United Nations

As an integral part of the post adjustment system for staff in the Professional and Higher categories, there is now a universally applicable rental subsidy scheme. The scheme was designed to ensure equal treatment of staff as regards housing costs; its basic parameters are set by the ICSC and supplemented by the organisation for a specific duty station.

A subsidy may be paid when a staff member's rent exceeds a so-called threshold. The rental thresholds applicable at each duty station are approved and promulgated by the Chairman of the ICSC. At duty stations, the subsidy is a percentage of the difference between the staff member's actual rent (subject to a ceiling, called "reasonable rent level") and the threshold. The percentage starts at 80 per cent for the first four years, and is reduced to 60 per cent, 40 per cent and 20 per cent respectively, for the next three years, after which it is discontinued.

Until 1982, General Service staff, when internationally recruited, were also in receipt of a non-resident's allowance (NRA). That allowance (currently at US$ 2,400 single and US$ 3,000 dependency rate) may still be granted for up to five years when General Service staff are posted on a non-local basis to duty stations designated by the ICSC; for other duty stations the rental subsidy scheme of professional staff may be applied, except that the subsidy may not exceed the amount of the NRA.

E2. Does the accommodation allowance gradually reduce to nil after a certain period (as in the UN common system)?

Organisation for Economic Cooperation and Development

No. Rent allowance to eligible officials is paid for the entire duration of their stay with the organisation.

World Bank

In the World Bank field offices, no housing allowance is payable from the sixth year onwards.

Intelsat

Not applicable.

European Patent Office

There is no maximum term applicable to the payment of rental allowance.

International Maritime Organisation

UN common system.

European Bank for Reconstruction & Development in Eastern Europe

Full allowance up to the fourth year, thereafter phased out until the twelfth year.

European Commission

There is no limit on the duration of the payment of a rental subsidy.

International Atomic Energy Agency

UN common system.

United Nations

Yes, after a maximum of seven years. For details see question E1 above.

F. DEPENDENCY ALLOWANCES

F1. What dependency allowances (including secondary dependants) are paid? Please provide particulars regarding criteria and amounts.

Organisation for Economic Cooperation and Development

This is co-ordinated by the IOSS. Household allowance equal to 6% of the salary, subject to a minimum of 6% of the salary at grade B3, step 1, is paid to a married official or an official who has one or more dependants or an official with a handicapped child. Married officials who have no dependants but whose spouse is gainfully employed are entitled to a household allowance only if the earned income of the spouse is less than the sum of the salary of an official of grade B3, step 1 plus the household allowance if the spouse were unemployed. Where the husband and wife are both employed by the organisation or where the spouse is employed by one of the Co-ordinated Organisations and both are entitled to a household allowance, it is paid to the spouse whose salary is greater.

A dependant's allowance of FF. 16,471.44 per annum in respect of each dependant person other than a spouse is paid. The following are considered as dependants:

a) Any unsalaried child, born or adopted, below the age of eighteen years.

b) Any child, born or adopted, between eighteen and twenty-six years of age and receiving school or university education or vocational training.

c) Any handicapped child.

d) Any other child who is given a home by and is dependant on the official for support.

e) Any relation by blood or marriage for whose main and continuing support an official or his/her spouse is legally responsible.

World Bank

Married staff members are eligible for a spouse allowance, equivalent to 5% of the net salary per year up to a maximum of US$ 3,500 a year. The allowance is reduced as the spouse's income increases. Dependency allowances are also paid for each qualifying dependant child equivalent to US$ 600 per year. Unmarried staff or legally separated staff are also eligible for an augmented allowance for one qualifying dependant child if the child is resident in the staff member's household at a duty station. The augmented allowance is 5% of the net salary subject to a maximum of US$ 3,500 a year. If the income of the spouse exceeds US$ 30,000 gross in a calendar year, the dependency allowance is reduced by 1% for each US$ 1,000 of spouse income over US$ 30,000 gross. The allowance for a dependant child is payable, provided that the child is under 19 years of age, is handicapped or is under 25 years of age and is either a full time student or has an income for the calendar year less than US$ 7,500 per year. The allowance is also payable for adopted children.

Intelsat

For employees employed before 1985 there is a dependency allowance. This is not paid for personnel employed since then. Intelsat did not provide details of this allowance, which is in the process of being eliminated.

F1. What dependency allowances (including secondary dependants) are paid? Please provide particulars regarding criteria and amounts. (cont.).

European Patent Office

For the primary dependant, i.e. the spouse, a household allowance of 6% of basic salary is payable. A dependant children's allowance is payable for each child who is mainly and continuously supported by the staff member or his/her spouse. The dependant children's allowance is granted to all dependant children under the age of 18 and on application by the staff member, with supporting evidence, for dependant children aged between 18 and 26 who are receiving full-time educational or vocational training. The dependant children's allowance amounts to Dfl. 378 per month per dependant child. In addition, a birth grant of Dfl. 785 per newly-born child of the staff member is paid. An allowance for secondary dependants may be granted on the basis of supporting evidence where a staff member or his/her spouse mainly and continuously supports a parent or other relative, by blood or marriage, by virtue of a legal or judicial obligation. This allowance is the same as the dependant child's allowance.

International Maritime Organisation

UN common system.

European Bank for Reconstruction & Development in Eastern Europe

See Attachment E/1 for the salary scales that provide for dependency allowances.

In addition to this a child allowance is paid. This is paid because the British Government pays its citizens this allowance, and it was decided that the Bank's employees should receive an equivalent benefit. Thus, in addition to the dependency allowance incorporated into salary, members of staff with dependant children receive a non-taxable child allowance of [[sterling]] 37.80 per month for each child. This is paid in respect of dependant children not older than age 20, or 24 if in full-time education. The allowance is calculated as 18% of the child abatement amount within the Bank's internal tax structure (i.e. [[sterling]] 210 x 18 = [[sterling]] 3780.00).

European Commission

A household allowance is paid to officials who actually assume family responsibilities, regardless of how the household is made up or how many children there are. The household allowance is set at 5% of the basic salary or BFR. 6,280, whichever is greater. A household allowance is paid in the following cases:

(a) To officials who are married, provided the spouse's income does not exceed the basic salary of a C3/step 3. Officials shall however, be entitled to the allowance where the couple has one or more dependant children.

(b) To officials who are widowed, divorced, legally separated or unmarried and have one or more dependant children.

(c) To officials who by special reasoned decision of the appointing authority actually assume family responsibilities.

Where a husband and wife are both entitled to household allowance, it is only paid to the person with the higher salary.

The dependant child allowance is BFR. 7,959 per child per month. The allowance is paid automatically, for children under eighteen years of age and on application for children between eighteen and twenty-six who are receiving educational or vocational training. It is also paid for any child suffering from a serious illness or invalidity, irrespective of age and

F1. What dependency allowances (including secondary dependants) are paid? Please provide particulars regarding criteria and amounts. (cont.).

in exceptional circumstances and by special reasoned decision of the appointing authority, any person whom the staff member has a legal responsibility to maintain and whose maintenance involves heavy expenditure.

Following a judgement by the European Court of Justice, revised rules are being prepared to abolish any age limit for a person to be considered a dependant.

International Atomic Energy Agency

UN common system.

United Nations

The allowances are as follows:

(a) For Professional and Higher categories a lower rate of staff assessment is applied to the gross salary of staff members with a dependant spouse or child, resulting in a net base salary higher than that of a single staff member. Thus the base salary scale, and the corresponding amount of post adjustment are in fact expressed as dependency or single rates; the so-called "D" and "S" rates. Furthermore, children's allowances are in the form of a flat amount per child (other than the first child where there is no spouse). This is expressed in US dollars in some countries, but in other (hard-currency) countries is expressed in local currency. Presently the rates of children's and secondary dependant's allowances are US$ 1,270 and US$ 450 for New York, and Dfl. 3,278 and Dfl. 1,116 for the Netherlands, per annum.

(b) For the General Service category the amounts of the allowances for dependant spouse, children or secondary dependants are generally determined on the basis of local practice as ascertained in surveys of employment conditions (the so-called "salary surveys"). Currently the rates for The Hague, the Netherlands are Dfl. 2,148 and Dfl. 1,074 per annum for dependant child and dependant spouse respectively.

Criteria for the granting of dependency benefits are established in detail in the relevant staff regulations and rules of the organisation. In general a spouse whose occupational earnings are not in excess of a threshold and/or dependant children are recognised as primary dependants. Where there is no primary dependant, a secondary dependant's allowance may be payable for a dependant parent, brother or sister if evidence of support, based on established criteria, is provided (only one such allowance may be granted concurrently).

F2. What education grants are offered (pre-school, primary, secondary, tertiary)? Please provide percentages and amounts.

Organisation for Economic Cooperation and Development

Officials who receive the expatriation allowance are entitled to an education allowance in respect of each dependant child (an expatriation allowance is paid to officials in Categories A, L or B, provided that they are not nationals of the country where they carry out their duties or they had not been continuously resident in that country for at least three years before their appointment). Other officials are also entitled to this allowance if their home and duty station are not less that 80 km from the child's school or university.

The amount of allowance is 70% of expenditure on fees, books, examination fees and other admissible items. The amount is subject to an upper limit in certain circumstances and can be increased by the Secretary-General if the expenditure on fees is excessively high.

The education allowance is paid on a monthly basis. A child who studies at a place more than 300 km. away from the duty station is entitled to one return trip per year between the place of study and the duty station.

Entitlement to education allowance commences when the child begins primary school and terminates when the child reaches the age of 26. Secondary and tertiary education between these points of reference are covered.

World Bank

Eligible staff receive education allowances to assist with education expenses for their eligible dependant children (aged 5-24). These