International Civil Service Commission

January 2009




Copyright United Nations 2009





UNITED NATIONS
COMMON SYSTEM OF
SALARIES, ALLOWANCES
AND BENEFITS






UNITED NATIONS COMMON SYSTEM
OF SALARIES, ALLOWANCES AND BENEFITS


Foreword


This booklet, which provides a general description of the United Nations common system
of salaries, allowances and benefits, is intended as a source of general reference for Member
States, organizations and other users. The basic features of the common system are described in
the body of the booklet; specific salary rates and allowances, which change periodically, are
provided in annexes which are updated from time to time.

The booklet aims to give succinct information on the main elements of the system. It does
not provide a comprehensive account of all conditions of service as specified in the staff rules,
regulations and administrative manuals of the respective organizations of the common system.
Nor does it cover the terms of service of short-term staff, consultants or conference service staff
who are employed under separate arrangements.

As the employment contracts of individual staff are based on the staff rules and
regulations of the employing organization, legal and administrative interpretations concerning
salaries, allowances and benefits should be made on the basis of those instruments.






Kingston P. Rhodes
Chairman
International Civil Service Commission











(i)





CONTENTS
Page

FOREWORD i

INTRODUCTION vi


THE PROFESSIONAL AND HIGHER CATEGORIES

I. SALARIES AND RELATED ALLOWANCES 1

A. Salary system 1
B. Salary scales and increments 1
C. Level of salaries 2
D. Post adjustment 2
E. Rental subsidies and deductions 4
F. Overtime and night differential 4
G. Special post allowance 5
H. Dependency benefits 5
I. Education grant 6
J . Disabled dependants 6

II. ENTITLEMENTS RELATED TO TRAVEL, RELOCATION
AND MOBILITY OF STAFF 6

A. Travel expenses 6
B. Mobility and hardship 7
C. Non-removal allowance 8
D. Assignment grant 8
E. Removal and shipment costs 9
F. Home leave 9
G. Family visit travel 9
H. Transportation of a privately owned automobile 10

III. LEAVE 10

A. Annual leave 10
B. Sick leave 10
C. Maternity leave 10
D. Paternity leave 10
E. Adoption leave 10
F. Special leave 11
G. Official holidays 11

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CONTENTS (continued)


Page

IV. SEPARATION PAYMENTS 11

A. Commutation of accrued annual leave 11
B. Repatriation grant 11
C. Termination indemnity 11
D. Death grant 12

V. SOCIAL SECURITY 12

A. Health and life insurance 12
B. Compensation for service-incurred death, injury or illness 12
C. Pensions 12


THE GENERAL SERVICE AND OTHER LOCALLY RECRUITED
CATEGORIES


VI. SALARIES AND RELATED ALLOWANCES 13

A. Salary system 13
B. Level of salaries 14
C. Salary scale and increments 14
D. Language allowance 14
E. Non-pensionable component of salary 15
F. Overtime and night differential 15
G. Special post allowance 15
H. Dependency benefits 15
I. Disabled dependants 16
J . Allowances for General Service staff recruited on a non-local basis 16

VII. TRAVEL AND REMOVAL ENTITLEMENTS 16

VIII. LEAVE 17

IX. SEPARATION PAYMENTS 17

A. Salary for purposes of separation payments 17
B. Commutation of accrued annual leave 17
C. Repatriation grant 17

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CONTENTS (continued)

Page

D. Termination indemnity 17
E. End-of-service grant 17
F. Death grant 18

X. SOCIAL SECURITY 18

A. Health and life insurance 18
B. Compensation for service-incurred death, injury or illness 18
C. Pensions 18


OTHER CATEGORIES


XI. THE FIELD SERVICE CATEGORY 18

XII. THE NATIONAL PROFESSIONAL OFFICER CATEGORY 19


CLASSIFICATION OF DUTY STATIONS
ACCORDING TO CONDITIONS OF LIFE AND WORK


XIII. INSTITUTIONAL AND PROCEDURAL FRAMEWORK 19

XIV. ADDITIONAL BENEFITS PROVIDED AT DESIGNATED DUTY
STATIONS 20


ANNEXES

I. Salary scale and staff assessment rates with and without dependants
for the Professional and higher categories 21 - 22

II. How to calculate annual net remuneration 23

III. Example of rental subsidy calculation 24

IV. Amount of childrens and secondary dependants allowances for Professional
and higher categories 25 - 26


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CONTENTS (continued)


Page


V. Education grant entitlement 27

VI. Amounts of hardship, mobility and non-removal allowance 28 - 31

VII. Structure of the assignment grant 32 - 33

VIII. Removal and shipment entitlements 34

IX. Repatriation grant 35

X. Termination indemnity 36

XI. Pensionable remuneration for the Professional and higher categories 37

XII. Common scale of staff assessment applicable to Professional and higher
categories and General Service and related categories 38

XIII. Non-residents allowance for General Service staff 39























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INTRODUCTION



A common system of salaries, allowances and benefits is applied by the United Nations,
its affiliated funds and programmes and most of its specialized and related agencies. The World
Bank Group and the International Monetary Fund - although specialized agencies of the United
Nations - are not part of the common system.

The common system applies to more than 80,000 staff members serving at over 650
locations. Common personnel standards, methods and agreements are designed to avoid serious
discrepancies in terms of conditions of employment, avoid competition in recruitment of personnel
and facilitate the interchange of personnel.

The International Civil Service Commission (ICSC) was established by the General
Assembly of the United Nations in 1974 to regulate and coordinate the conditions of service of the
United Nations common system. The Commission is composed of 15 members appointed by the
General Assembly in their personal capacity. Members are selected from among individuals with
substantial experience of executive responsibility in public administration or related functions, due
regard being paid to considerations of geographical distribution. Two members of the Commission
are designated Chairman and Vice-Chairman and serve on a full-time basis. The Commission is
assisted by a full-time secretariat staff specializing in remuneration, statistical and personnel policy
questions.

Many features of the common system apply equally to all staff members. Recruitment
criteria and salaries and related allowances, however, differ as between two main groups of staff:
the Professional and higher categories (hereinafter generally referred to as Professional staff) and
the General Service and other locally recruited categories (hereinafter usually referred to as General
Service staff). This booklet considers each of these broad groups of staff separately and refers also
to two other relatively small categories, the Field Service and National Professional Officers.












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THE PROFESSIONAL AND HIGHER CATEGORIES

I. SALARIES AND RELATED ALLOWANCES

A. Sal ary syst em

Staff members in the Professional and higher categories are recruited internationally
and are paid on the basis of salary scales applied worldwide and established by the General
Assembly of the United Nations on the recommendation of ICSC. A common job
classification system developed by ICSC provides the structure for this salary scale. The job
classification standard, promulgated in J anuary 2004, consists of the Master Standard which
employs a point-factor system, and is accompanied by grade level descriptors.

The salary of staff in the Professional and higher categories is made up of two main
elements: a base or floor (minimum) salary and post adjustment, both expressed in United States
dollars. Post adjustment is a cost-of-living adjustment designed to preserve equivalent purchasing
power for all duty stations. The term "net remuneration" as used in this booklet means net
base/floor salary plus the post adjustment applicable for a given location (the term "net based
salary" is defined in section B below).

B. Sal ary scal es and i ncrement s

The Professional and higher categories comprise five Professional grades (P-1 to P-5), two
Director levels (D-1 and D-2) as well as the levels of Assistant Secretary-General and
Under-Secretary-General in some organizations and Assistant Director-General and Deputy
Director-General in others. The base/floor salary scale for the Professional and higher categories is
shown in annex I. The scale, expressed as gross and net base salaries, is applied uniformly,
worldwide, by all organizations in the common system. Although salaries are expressed in United
States dollars, in most duty stations staff must accept part of their salary in local currency. The
base/floor salary is used to calculate the amounts of post adjustment/cost-of-living differential (see
section D). For each 1 per cent cost-of-living differential indicated by the post adjustment index, 1
per cent of base/floor salary is added to the base salary. The base/floor salary scale represents the
minimum, or floor remuneration payable i.e., no deductions are made from it. The scale is used to
calculate certain separation payments (see section IV-C).

Staff assessment: Staff assessment is a form of internal tax administered by the
organizations. Base salary scales are expressed as gross and net amounts. By deducting staff
assessment from the gross amount, at either the single or the dependent rate (see note in annex
I), a net base/floor salary is obtained. What the staff member receives is the net salary shown in
the salary schedule (annex I).

Income taxes: Most Member States have granted United Nations staff exemption from
national income taxation on their United Nations emoluments. However, a few Member States
do tax the emoluments of their nationals. In such cases, the organizations reimburse the income
tax to the staff member. Funding arrangements for these tax reimbursements vary from one
organization to another.

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Salary increments: Within-grade increments are awarded on the basis of satisfactory
service. Most increments are granted annually, but there is a two-year qualifying period for the
top step of level P-2, above step XIII of level P-3, above step XII of level P-4, above step X of
evel P-5, above step IV of the D-1 level and for all steps at the D-2 level.

Language incentive: In some organizations, an increment may be granted at an
accelerated rate of 10 or 20 months, to staff with an adequate and confirmed knowledge and use
of a second official language of the organization.

C. Level of sal ari es

The level of salaries for Professional staff is determined on the basis of the Noblemaire
principle, named after the chairman of a committee of the League of Nations. This principle
states that the international civil service should be able to recruit staff from all its Member
States, including the highest paid. In application of the Noblemaire principle, the salaries of
Professional staff are set by reference to the highest paying national civil service.

The Commission makes a periodic check to identify the national civil service of the
Member State which has the highest pay levels and which by its size and structure lends itself to
a significant comparison. The federal civil service of the United States of America has to date
been taken as the highest paid national civil service.

Periodic equivalency studies are made between the grades of jobs in the United Nations
system and those in the comparator civil service. These studies establish equivalencies between
each of the grades (P-1 to D-2) of the United Nations with each of the respective grades and
categories of the comparator civil service. These grade equivalencies form the basis for
comparison of remuneration paid in the two services at their respective bases (New York and
Washington, D.C.). Net remuneration on the United Nations side (base salary plus applicable
post adjustment) at New York for each grade P-1 to D-2 is compared to the salaries (net of
income tax) of equivalently graded jobs in the comparator civil service in Washington, D.C.
This comparison is expressed as an average ratio over a 12-month period and is known as the
margin. A margin in favour of United Nations salaries is considered necessary to compensate for
specific elements relating to expatriate service. An adjustment to account for the difference in cost
of living between New York and Washington, D.C. is included in the calculation of the margin. The
margin should remain within a range of 110 to 120 (i.e. the United Nations being 10 to 20 per cent
ahead of the comparator service), with a desirable midpoint of 115. Procedures are applied by the
Commission to ensure that the margin is maintained within this range.

D. Post adj ust ment

The post adjustment system is designed to ensure that Professional salaries have the same
purchasing power at all duty stations. As the cost-of-living varies significantly between duty stations,
Professional salaries are set at different levels at each duty station so as to compensate for these
observed differences in living costs. Differences in living costs are measured through periodic
place-to-place surveys conducted at all duty stations. The surveys measure the cost-of-living of a
duty station relative to the cost-of-living at the base of the system (New York). The results are
reflected in a post adjustment index for each duty station. Duty stations with higher costs of living
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than New York have higher post adjustment indices, and consequently, higher salaries, while those
which are less expensive than New York have lower post adjustment indices and lower salaries than
New York.

Post adjustment indices for duty stations, as determined by periodic place-to-place surveys
conducted once every four or five years, are updated monthly to reflect changes due to inflation (local
CPI) and exchange rate fluctuations (local currency vis--vis the U.S. dollar). These updated post
adjustment indices provide the basis for establishing the post adjustment classifications which directly
determine salary levels (base plus post adjustment). Post adjustment classifications specify the
number of multiplier points of post adjustment which may be paid in addition to net base salary at any
duty station. One multiplier point is equal to 1 per cent of base salary. Consequently, a multiplier of
10.0 results in a post adjustment payment equal to 10 per cent of base salary. The multiplier is
expressed with only one digit after the decimal point. This is paid in addition to the net base/floor
salary. Arrangements for updating post adjustment classifications differ as between hard and
soft-currency duty stations. For hard-currency duty stations, a change in post adjustment to account
for inflation is made after either a full 5 per cent movement of the post adjustment index or a 12-month
period since the last change, whichever comes first. Exchange rate changes at these duty stations are
reflected monthly in post adjustment classifications. For other (soft-currency) duty stations, the post
adjustment classification is reviewed every four months for inflation and exchange rate changes.

ICSC reviews annually the level of the base/floor salary scale which represents the minimum
salary payable to staff at all duty stations. These reviews usually result in the General Assembly
increasing the base/floor salary scale and consolidating a number of multiplier points of post
adjustment into the base/floor salary scale. This process ensures that minimum United Nations
salaries are updated to take account of changes in the pay level of the comparator civil service. As a
result of these increases in base/floor salary scale all post adjustment classifications (multipliers) must
be recalculated as the purpose of changes in the base/floor scale is not to give a general salary increase
applicable at all duty stations but rather to maintain minimum United Nations salaries. In this
connection it should be noted that there is an important distinction to be drawn between the base/floor
salary scale and the actual salary paid at the base of the system (New York). New York, as the base
of the system, serves as a point of reference for measuring cost-of-living differentials between duty
stations but the salary levels payable in New York normally consist of two elements: base/floor salary
and a post adjustment element. The level of New York salaries, like other duty stations, is normally
adjusted in the light of movements in the cost-of-living at the duty station, while the level of base/floor
salaries is adjusted in the light of movements of comparator salaries.

The management of the post adjustment system is the responsibility of ICSC. Consequently,
changes in the post adjustment classification of duty stations are approved and promulgated monthly
by the Chairman of ICSC. The post adjustment system is more fully described in a booklet issued by
ICSC entitled The post adjustment system, what it is, how it works.

Examples of the calculation of net remuneration (base salary plus post adjustment) are given in
annex II.

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E. Rent al subsi di es and deduct i ons

The rental subsidy/deduction scheme, which is an integral part of the post adjustment
system, was designed to ensure equal treatment of staff as regards housing costs.

The post adjustment index of a duty station includes a housing element calculated on the
basis of average rents paid by international staff at the location. Experience has shown that
newcomers tend to be faced with rents substantially higher than the average. Staff members who
have been at the duty station for some time may be placed in the same position for reasons
beyond their control if they are forced to change dwelling. On the other hand, staff are
sometimes provided with housing by a host government, which can result in a rent considerably
below the market average. In the above circumstances, a rental subsidy or a rental deduction are
applicable; these are described below.

Rental subsidies: A subsidy may be paid when a staff member's rent exceeds a
so-called threshold rental. At field duty stations the subsidy is 80 per cent of the excess of the
staff member's actual rent over the rental threshold, in most cases up to a certain limit. The
rental thresholds applicable at each duty station are approved and promulgated by the Chairman
of ICSC. At headquarters duty stations, the subsidy starts at 80 per cent of the difference 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. Normally, subsidies do not exceed 40 per cent of
the rent; however, in a few field duty stations where commercial rents are excessively high, this
limit may be waived.

Rental subsidy applications are reviewed to ensure that the accommodation is of a
reasonable standard in relation to established criteria. If the dwelling is larger or of a better
quality than the norm for the duty station, the subsidy is calculated using that norm.

Annex III provides an example of the calculation of rental subsidy.

Rental deductions: Staff members are occasionally provided with housing by a
government, agency or organization at rents substantially below the average included in the post
adjustment. In such cases, a deduction or rental charge may be applicable. Where such housing
has been certified by the local head of office to be clearly below standard, the rental deduction
may be reduced by one half and, in very exceptional circumstances, the Chairman of ICSC may
authorize a full waiver of the deduction.

F. Overt i me and ni ght di f f erent i al

Overtime: Professional staff are not eligible to receive overtime payments. In some
organizations, occasional time off may be granted to staff who have been required to work
substantial or recurrent periods in excess of the normal working hours.

Night differential: In some organizations, night differential payments may be
authorized for Professional staff who regularly work at night.

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G. Speci al post al l owance

Staff members who assume for a substantial period of time the full range of duties and
responsibilities of a post at a level clearly higher than their own may be granted an allowance
which is normally temporary and non-pensionable and is most commonly called a "special post
allowance" (SPA). The amount of the allowance is usually the difference between the current
pay of the staff member and that which would be applicable on promotion to the higher grade.

H. Dependency benef i t s

Dependency benefits are provided in the form of higher net salaries and allowances for
staff with dependants (dependency or "D" rate) than for those without dependants (single or "S"
rate) and by flat-rate allowances for children and secondary dependants. There is no dependent
spouse allowance for Professional staff.

A lower rate of staff assessment is applied to the gross salary of a staff member with a
dependent spouse or child, resulting in a net base salary higher than that of a single staff
member. Higher amounts of post adjustment (see section D above) and higher mobility and
hardship allowances (see section II-B) and assignment grant (see section II-D) are also payable
in such cases. Single/dependency rates also apply to separation payments (see section IV).

Children's allowances in the form of a flat amount per child are available to all eligible
staff as a social benefit. Based on a new methodology, effective 1 J anuary 2009, the allowance
is established as a global flat amount calculated as the average of the United States dollar amounts
of child benefits at the eight headquarters duty stations weighted by the number of staff at those
locations. At hard-currency (Group I) location, the United States dollar amount of the allowance,
currently $2,686, is converted to local currency using the official United Nations exchange rate as at
the month of promulgation. As a transitional measure, where at the time of implementation, the
revised flat rate allowance is lower than the one in effect, the allowance payable to currently eligible
staff is be equal to the higher rate, reduced by 25 per cent of the difference between the two rates.
If during the next biennial review of the allowance that rate remains above the newly revised flat
rate, a further reduction equal to 50 per cent of the difference would be applied. The transitional
measures will be effective 1 J anuary 2009 through 31 December 2012. The flat amount will be
recalculated on the same basis at the time of every subsequent review.

To qualify as a dependant, a child must be under the age of 18, or, if in full-time
attendance at a school or university, be under 21 years of age. Professional staff who have
dependent children but no dependent spouse, qualify for the dependency rate of salary and
allowances in respect of the first dependent child. In that case, the children's allowance is not
paid for the first dependent child.

Where there is no recognized primary dependant, a secondary dependant's allowance
may be payable for a dependent parent, brother or sister if evidence of support, based on
established criteria, is provided. A staff member may not concurrently receive more than one
secondary dependent's allowance. Based on the new methodology, the revised secondary
dependents allowance is set at 35 per cent of the childrens allowance, currently US$940, and
will be adjusted on the same basis as the childrens allowance during the next biennial review of
the allowance. The same transitional measures in effect for the childrens allowance are

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applicable to the secondary dependant allowance and for the same period, 1 J anuary 2009
through 31 December 2012.

Annex IV provides the new rates of the children's and secondary dependant's allowances.
These rates effective 1 J anuary 2009, will remain unchanged until the next biennial review.

I . Educat i on grant

An education grant is available to internationally recruited staff members serving outside
their home country to cover a part of the cost of educating children in full-time attendance at an
educational institution. The grant is payable up to the end of the fourth year of post-secondary
studies; students are subject to a maximum age limit of 25 years. The amount of the grant is
equivalent to 75 per cent of allowable costs, subject to the maximum amounts indicated in annex
V.
At designated locations where educational facilities are inadequate, boarding costs for
children at the primary or secondary level may be reimbursed at a rate of 100 per cent, up to a
specified maximum amount, in addition to the standard maximum amount of education grant.

A staff member is entitled to travel expenses for the child for one return journey each
academic year between the educational institution and the duty station, (provided that the
educational institution is outside the country of the duty station). At designated duty stations
where educational facilities are unavailable, an additional round trip travel is permitted in the
non-home leave year. The reimbursement of education grant travel expenses is limited to the
cost of round-trip travel between the duty station and the staff member's recognized place of
home leave.

If staff are reassigned to their home country after having been eligible for education
grant, they may, to ease the transition, continue to receive the grant for the balance of the school
year.

J. Di sabl ed dependant s

Special assistance is available to staff with disabled dependants. The children's
allowance for a disabled child is twice the usual amount as shown in annex IV. The education
grant for disabled children is based on 100 per cent of allowable costs, subject to the overall
maximum amount as given in annex V. There are also provisions, applicable at the discretion of
the executive head of each organization, in respect of medical and travel expenses.

II. ENTITLEMENTS RELATED TO TRAVEL, RELOCATION
AND MOBILITY OF STAFF

A. Travel expenses

The employing organization normally pays the travel expenses of a staff member on
initial appointment, on change of duty station, on separation from service, for travel on official
business, for home leave travel, and on travel to visit family members. The specific provisions
are described in the relevant sections of this booklet.
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The travel expenses of a staff member's spouse and/or dependent children are normally
payable on the initial appointment or reassignment of a staff member for one year or more; on
separation from service; on education grant travel and on home leave.

Travel expenses include payment of daily subsistence allowance (DSA) at rates
established and promulgated by the Chairman of ICSC. DSA for eligible family members is half
the rate for the staff member. It is not paid in connection with education grant travel, home
leave or family-visit travel, except for stopovers made under specific conditions. Transfer
expenses at points of departure and arrival are covered through additional payments.

In special circumstances requiring evacuation of staff members and their families for
medical or security reasons, the organizations also cover certain defined travel and
travel-related costs.

United Nations officials other than staff who are at a rank equivalent to Assistant
Secretary-General or above, and the Directors level shall be paid the DSA at the rates
promulgated by the Chairman of ICSC, plus an additional 40 per cent and 15 per cent
respectively. Those additional amounts shall not apply to rates payable after 60 days in any one
location.

B. Mobility and hardship

1. Hardship allowance

Purpose of hardship allowance

Most of the United Nations organizations work is done in the field and often in countries
where living and working conditions are difficult. The hardship allowance aims to compensate staff
for difficult living conditions at these duty stations.

Hardship categories

Hardship categorization assesses the overall quality of life at a duty station. In determining
the degree of hardship, consideration is given to local conditions of safety and security, health care,
education, housing, climate, isolation and the availability of the basic amenities of life. Duty
stations are categorized on a scale of difficulty from A to E with A being the least difficult (see
annex VI, table 1 for amounts of hardship allowance).

2. Mobility allowance

Mobility in the United Nations common system

The concept of mobility in the United Nations common system includes movement within
and across organizations in the United Nations common system, occupations and geographic
locations. For the purposes of the mobility and hardship scheme, mobility is the geographic
reassignment of a staff member for a period of one year or more from one duty station to another.


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Eligibility

Internationally recruited staff on an assignment of one year or more who have had five
consecutive years of service in the United Nations system may qualify for the mobility allowance.

The allowance is not payable to short-term staff, staff who either receive DSA or who are
assigned to peacekeeping activities and are on mission subsistence allowance (MSA), United
Nations Volunteers, consultants, holders of Special Service Agreements (SSAs) or those working
under similar contractual arrangements.

Payment of the mobility allowance

The mobility allowance is paid as of the second assignment at A to E duty stations and is
increased for each move up to the seventh assignment after which it continues to be paid at the rate
of the seventh assignment.

In order to qualify for payment at H locations, staff must have had at least two previous
assignments at A to E locations. Furthermore, the mobility allowance will only be paid from the
fourth assignment, and reaches a maximum on the seventh and subsequent assignments (see annex
VI, tables 2 to 7 for amounts of mobility allowance).

After five consecutive years at the same duty station, the mobility allowance is discontinued.

C. Non- removal al l owance

The non-removal allowance is paid to staff who upon appointment or reassignment are
granted shipment of personal effects only. The non-removal element aims to compensate for the
non-payment of the removal of household goods.

Eligibility

Internationally recruited staff on an assignment of one year or more who did not receive an
entitlement to allow for full removal of their household goods may qualify for the mobility
allowance.

The payment of the non-removal element is made in a lump sum at the beginning of the
assignment, up to a maximum of five years. Entitlement and payment modalities depend on the
length of the staff members contract and assignment. The amounts vary according to the staff
members grade and dependency status (see annex VI, table 8 for amounts of non-removal
allowance).

The amounts for the hardship, mobility and non-removal allowances are reviewed every
three years by reference to (a) the average movement of the net base salary plus post adjustment at
the eight headquarters duty stations of the United Nations; (b) the movement of the out-of-area
index for the post adjustment based on inflation factors in 21 countries; and (c) the movement of the
base/floor salary scale.
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D. Assi gnment grant

An assignment grant is paid when a staff member travels at the organization's expense on
recruitment or transfer/reassignment for a period of service expected to be of at least one year.

The grant is intended to cover additional costs of taking up residence at the duty station
and any pre-departure expenses incurred as a result of the relocation.

The grant comprises DSA and a lump-sum portion. The DSA portion of the grant
consists of 30 days' DSA for the staff member and half that amount for each eligible family
member for whom travel expenses to the duty station have been paid by the organization. The
lump-sum portion consists, depending on circumstances, of one or two months' net
remuneration at the duty station of assignment. The actual amount of the lump sum payable
depends on the duration of the staff member's assignment, on whether or not the staff member is
entitled to full household removal, and on whether the assignment is to a field (A-E) or
headquarters (H) duty station. The structure of the assignment grant is summarized in annex VII,
together with some examples of the calculation of the grant.

E. Removal and shi pment cost s

Expenses incurred for the full removal of household goods or a smaller shipment of
personal effects are normally covered by the employing organization. The organizations
determine which arrangement should pertain in a particular situation, on the basis of their
operational requirements (including expected length of assignment). Maximum weight and
volume limits for removal shipments have been established (as shown in annex VIII) and the
costs of packing, crating and insurance are covered. Compensatory adjustments are made in the
assignment grant based on whether the staff member has the full removal or the smaller
shipment entitlement.

Storage costs may be authorized in the case of a staff member with a full removal
entitlement who is temporarily transferred without the entitlement but is expected to return to
the original duty station.

F. Home l eave

Staff members posted outside their home country are normally entitled to paid travel
every two years to their home country for themselves, their spouse and their dependent children.
Home leave is intended to permit staff members and their families to renew their ties with the
home country. A staff member traveling on home leave must spend a minimum period of annual
leave (in most organizations of the common system, seven days) in his/her home country. No
additional annual leave is granted for this purpose, but reasonable time off is given to cover the
duration of travel between the duty station and the place of home leave. Home leave may be
granted every 12 months at particularly difficult locations (see also section XIV below).

G. Fami l y- vi si t t ravel

If none of the staff member's eligible family members has travelled to the duty station at
the organization's expense during the preceding 12 months (apart from children on education
grant travel) an organization may pay for the travel of a staff member to visit the family.

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Family-visit travel may normally be taken every other year, provided it takes place in the
non-home leave year (see also section XIV below). Travel may be paid to the place of home
leave, the place of recruitment or the previous duty station.

H. Transport at i on of a pri vat el y owned aut omobi l e

At designated duty stations outside Europe or North America, part of the cost of
transporting a staff member's privately owned automobile to the duty station may be reimbursed
up to an established maximum amount. A duty station may be designated for this purpose if
automobiles for private use are unavailable or in short supply in the locality, and if privately
owned automobiles cannot be resold or have a low resale value.


III. LEAVE

A. Annual l eave

Staff members accrue annual leave while in full pay status at the rate of two and one-half
working days per month. Annual leave may be accumulated, but no more than 60 days of leave
may be carried forward beyond a cut-off date established by the organization.

B. Si ck l eave

Staff members unable to work due to illness or injury may be granted sick leave. The
limits on sick leave entitlements vary according to the organization and the appointment status
of the staff member.

C. Mat erni t y l eave

Provision is made for maternity leave with full pay, normally commencing six weeks
prior to the anticipated date of delivery and extending for a total period of 16 weeks. Annual
leave accrues during maternity leave provided the staff member returns to work for at least six
months thereafter. Sick leave is not granted for maternity cases except where serious
complications occur.

D. Pat erni t y l eave

Special leave with full pay may be granted by the executive head to a male staff member for
the birth of a child. The leave is granted for a period of up to four weeks or, in the case of
internationally recruited staff members serving at a non-family duty station, up to eight weeks. Such
leave may be taken continuously or in separate periods during the year following the birth of the
child.

E. Adopt i on l eave

Special leave may be granted with full pay for the adoption of a child under conditions and
for the period established by the executive head of the organization.
-11-
F. Speci al l eave

Special leave, with full or partial pay or without pay, may be granted for advanced study
or research in the interest of the organization, in exceptional cases of extended illness, in the
event of adoption of a child by a staff member or for other important reasons. The duration of
the special leave is decided by the executive head of the organization based on the merits of
each case.

G. Of f i ci al hol i days

Official holidays, normally up to ten a year, are designated for each duty station. These
are not charged to annual leave and their timing varies according to local conditions and
customs.

IV. SEPARATION PAYMENTS

A. Commut at i on of accrued annual l eave

If upon separation from service staff members have annual leave which they have been
unable to use up for reasons of service, this leave may be converted into a cash amount,
calculated on the basis of the net remuneration payable at the duty station where the staff
member served prior to separation. The maximum amount of leave which may be commuted in
this way is 60 days.

B. Repat ri at i on grant

A repatriation grant is payable on separation to internationally recruited staff in respect
of periods of service outside the home country. Evidence of relocation away from the country of
the last duty station must normally be provided, although repatriation to the home country is not
a requirement. The amount of the grant is calculated by reference to the base/floor salary scale
and varies according to family status and length of service outside the home country up to the
maxima shown in annex IX. The grant is not paid to staff members who are summarily
dismissed.

C. Termi nat i on i ndemni t y

A termination indemnity may be payable to a staff member whose appointment is
terminated by the employing organization for any of the following reasons: abolition of post or
reduction of staff; poor health or incapacitation for further service; unsatisfactory service;
agreed termination.

A staff member whose appointment is terminated for unsatisfactory service or who is
dismissed for misconduct (other than summary dismissal for serious misconduct) may be paid
an indemnity of up to half of the full amount (see annex X).

Termination indemnity is not payable in other circumstances of separation (resignation,
expiration of fixed-term contract, summary dismissal; abandonment of post; retirement as per
Pension Fund regulations).


-12-
The amount of the termination indemnity paid due to ill health or incapacity is reduced
by any disability payments received from the Pension Fund.


D. Deat h grant

A death grant is paid to the surviving spouse and/or dependent children of a staff
member who dies in service when he/she held an appointment for one year or had completed
one year of service. The payment is calculated according to the following schedule:



Completed years of service


Months of base/floor salary

3 or less
4
5
6
7
8
9 or more


3
4
5
6
7
8
9



V. SOCIAL SECURITY

A. Heal t h and l i f e i nsurance

The organizations make group health insurance schemes available to staff members and
their dependants and subsidize the premiums. In some instances the health insurance scheme
complements locally available public health insurance.

Group life or accident insurance schemes are also available. As participation is voluntary,
the costs of these schemes are borne in full by the staff member.

B. Compensat i on f or servi ce- i ncurred deat h, i nj ury or i l l ness

The organizations have established schemes to provide compensation to staff members
or their recognized dependants in the event of death, injury or illness attributable to the
performance of official duties.

C. Pensi ons

The United Nations J oint Staff Pension Fund (UNJ SPF) provides retirement, disability and
survivors' benefits for the staff of organizations that are members of the Fund. A full description of
-13-

these schemes can be found in the UNJ SPF Regulations and Rules and at the Funds website:
http://www.unjspf.org. The website also provides contact information, interactive guides, a
benefit estimator, access to forms and booklets on specific topics relating to the Fund.

Staff who have an appointment of six months or more or who complete six months of
service without an interruption of more than 30 days become participants in the Fund. A
worldwide scale of pensionable remuneration, used for determining contributions to the Fund
and for calculating pension benefits, is applicable to all Professional staff. The current scale is
shown in annex XI. The current staff assessment rates for pensionable remuneration are shown
in annex XII.

The current rate of contribution to the Fund is 23.7 per cent of pensionable remuneration,
with two-thirds paid by the organization and one-third by the staff member.

The actual amount a beneficiary receives depends on a number of factors, such as the
length of contributory service, age at separation, benefit accumulation rate and Final Average
Remuneration (FAR). The FAR is defined as the average of pensionable remuneration for the
highest 36 months of the last five years of service. Benefit accumulation rates, which may vary
according to the date on which the staff member joined the Fund, are described in detail in
UNJ SPF Regulations and Rules. Under conditions prescribed in UNJ SPF Regulations and Rules,
a child's benefit may be payable concurrently with a participant's pension, and survivor's
benefits may be payable to a spouse, child or secondary dependant. The Pension Fund does not
reimburse national taxes on pensions.


THE GENERAL SERVICE AND OTHER LOCALLY RECRUITED CATEGORIES


VI. SALARIES AND RELATED ALLOWANCES

A. Sal ary syst em

General Service staff are recruited and paid on a local basis. The General Service covers
such functions as messengers, clerks, typists, secretaries and administrative support staff. A number
of other specialized and technical personnel, such as those engaged in printing, building
maintenance, security or laboratory work may be included in the General Service category; in some
duty stations, there are one or more separate locally recruited categories for such staff. The term
General Service category as used in this booklet normally includes all of the above groups of staff
as their salaries and benefits are determined in a similar manner.

A global job classification standard is being developed for the General Service and related
categories. Different standards exist for each headquarters duty station in the form of a common
standard applied by all organizations with staff in the locality. Such standards also provide a
framework for salary comparisons with the external market. A global standard applies to the
classification of General Service posts at non-headquarters locations.

Although it is the policy of organizations to recruit General Service personnel locally, there
may be certain skills (e.g., linguistic) that can be found only outside the local area. A staff member

-14-
recruited from outside the area of the duty station who is a national of another country may be
granted non-local status and thereby become eligible for appropriate international benefits (see
section J below).
B. Level of sal ari es

For the most part, General Service staff serve at the same duty station throughout their
career. An underlying concept of the common system is that these staff should be compensated
in accordance with the best prevailing conditions of service in the locality; consequently, they
are paid not on the basis of a single global salary scale, but according to local salary scales
established on the basis of salary surveys. ICSC has developed a methodology for conducting
salary surveys which encompasses a wide range of employment conditions. At headquarters
duty stations, ICSC recommends General Service salary scales for final approval by the
organizations concerned. At non-headquarters duty stations, salary scales for General Service
staff are established by the organizations according to agreed arrangements.

C. Sal ary scal es and i ncrement s

There is normally only one General Service salary scale per country. General Service
salary scales are expressed in local currency per grade and step. While the number of grade
levels and steps per level may vary from one duty station to another, there is, system-wide, a
move towards a seven-grade level structure. Longevity steps may be included in the salary
scales where local conditions so justify. At other locations, provision is made for one
long-service step in addition to the regular steps for each grade. To qualify, staff must have
been at the top of their grade for five years and have a minimum of 20 years' service.

Increments within each salary level are normally awarded annually on the basis of
satisfactory service. General Service salary scales are reviewed periodically on the basis of
comprehensive surveys of the best prevailing conditions of employment in the locality.
Procedures have been established for adjusting salary scales between surveys.

Salaries are determined by comparing the net salaries of United Nations staff with the
after-tax salaries of comparable staff employed by selected employers in the locality. United
Nations gross salaries are then derived from net by the application in reverse of a staff
assessment scale based on income tax rates at the eight headquarters locations and certain other
major duty stations. The current common scale of staff assessment is given in annex XII.

The provisions for reimbursement of income taxes described above for Professional staff
apply equally to General Service staff. The gross salary scales of the General Service staff also
serve to establish levels of pensionable remuneration and separation benefits.

D. Language al l owance

A language allowance is normally payable to General Service staff who are proficient in
two official languages and who have passed a language proficiency examination in one such
official language other than the language in which they are required to be proficient by the time
of their appointment. Official languages may vary somewhat according to organization, but
normally include most of the following: Arabic, Chinese, English, French, Russian and Spanish.
-15-
A second language allowance is payable to a staff member who is proficient in a second
additional official language.

The language allowance is pensionable and is established at a flat rate for each duty station.
The second language allowance, also pensionable, is half that amount.

E. Non- pensi onabl e component of sal ary

If, in the course of a salary survey, it is determined that benefits and allowances treated
as non-pensionable by outside comparators account for a significant part of the remuneration
package, the establishment of a non-pensionable component separate from salary may be
considered as the best means of approximating the local situation. The need for a
non-pensionable component is reviewed periodically in conjunction with comprehensive salary
surveys.

F. Overt i me and ni ght di f f erent i al

Overtime compensation: General Service staff required to work overtime may receive
compensatory time off or additional non-pensionable payments according to conditions
established by the organizations. The amount of overtime compensation is based largely on
prevailing local practice.

Night differential: Non-pensionable night differential payments may be authorized on
the basis of prevailing outside practice for General Service staff who are assigned to work at
night.

G. Speci al post al l owance

The conditions for payment of a special post allowance to General Service staff are as
described above for Professional staff (see section I-G above). General Service staff may
qualify for a special post allowance in respect of a Professional post.

H. Dependency benef i t s

Dependency benefits are provided in the form of non-pensionable flat allowances
payable as a social benefit at all duty stations. For the children's allowance a minimum amount
has been set at the equivalent of 2.5 per cent of the local salary scale midpoint. A higher amount
is payable where warranted by local practice. The number of children for whom the allowance
is payable is restricted to six. The benefit for a disabled child is twice the normal amount.

A dependent spouse allowance is established where this is justified by local practice.

A secondary dependant's allowance may be payable in respect of not more than one
dependent parent, brother or sister where justified by local practice. This allowance is not paid
concurrently with an allowance for a dependent spouse.

-16-
I . Di sabl ed dependant s

The special measures for staff with disabled dependants (see section I-J above) are
applicable to General Service staff.

J. Al l owances f or General Servi ce st af f recrui t ed
on a non- l ocal basi s

General Service staff members serving at designated duty stations who have been
recruited from outside the country in which the duty station is located or in respect of whom the
United Nations assumes an obligation to repatriate shall receive a non-pensionable, non-resident
allowance under conditions determined by the Secretary-General. The annual amount of the
allowance along with a list of the duty stations at which it is paid is shown in annex XIII.

With the entitlement of General Service staff to the mobility and hardship allowance, the
non-resident allowance is being phased out with the exception of two residual situations as
follows:

(a) Staff who as of 31 August 1990 were in receipt of a non-resident allowance but
did not qualify for the payment of any elements of the mobility and hardship: hardship, mobility
and non-removal. Those staff members, while eligible, will continue to receive such allowance
at the rate and in accordance with the provisions in effect before 1 September 1983. For those
staff members with an entry on duty before 1 September 1983 and in receipt of a non-residence
allowance, the allowance remains in force, until separation from service or retirement;

(b) Staff appointed after 1 J uly 1990 who, at the time of a new appointment or
reassignment, become entitled to a mobility and hardship allowance. A comparison would then
be made between the amount of the non-resident allowance and that of the mobility and
hardship allowance applicable at the new duty station and a decision adopted whether to pay an
amount equivalent to the non-residents allowance, or mobility and hardship allowance (plus a
transitional allowance, if any).

In addition to the non-resident allowance, non-local General Service staff are also
entitled to the education grant and related travel expenses for their children (see section II
above). Rental subsidy is also paid to that category of staff.


VII. TRAVEL AND REMOVAL ENTITLEMENTS

A daily subsistence allowance (DSA) is paid to General Service staff who are required to
travel on duty. For General Service staff in Africa, Asia and Latin America, special rates based
on local practice may be paid for travel within the country of the duty station. For international
travel, General Service staff members are paid the standard DSA rates for Professional staff.

The mobility allowance, hardship allowance, assignment grant, travel expenses and costs
of removal of household effects are normally payable in respect of non-local General Service
-17-
staff on the same basis as for Professional staff. The corresponding amounts are shown in
annexes VI to VIII.

Home leave, family-visit travel and unaccompanied shipments in conjunction with home
leave may also be provided to non-locally recruited General Service staff.


VIII. LEAVE

The provisions on annual leave, sick leave, maternity leave, paternity leave, adoption
leave, special leave and official holidays described in section III above apply equally to General
Service staff.


IX. SEPARATION PAYMENTS

A. Sal ary f or purposes of separat i on payment s

Separation payments for General Service staff may include commutation of accrued
annual leave, death grant, termination indemnities and, for staff recruited on a non-local basis,
repatriation grant.

B. Commut at i on of accrued annual l eave

The provisions on commutation of accrued annual leave described in section IV.A above
apply to General Service staff on the same basis as for Professional staff.

C. Repat ri at i on grant

The repatriation grant is paid to non-locally recruited General Service staff on the same
basis as for the Professional category (see section IV.B above). The amount of the grant
depends on family status and length of service as shown in annex IX.

D. Termi nat i on i ndemni t y

A termination indemnity is also paid to General Service staff under the same conditions
as for Professional staff (see section IV-C above). The applicable amounts, which vary with
length of service and contractual status, are shown in annex X.

E. End- of - servi ce grant

An end-of-service allowance is paid to General Service staff at two duty stations (Rome
and Vienna) to reflect local practice in this regard.

-18-
F. Deat h grant

A death grant is payable to the survivors of a General Service staff member under the
same conditions as for Professional staff. The amount depends on length of service and other
criteria as shown in section IV.D above.

X. SOCIAL SECURITY

A. Heal t h and l i f e i nsurance

Generally, group health insurance schemes are made available by the organizations to
locally recruited staff and their dependants. Some organizations offer locally recruited staff a
health insurance scheme identical to that applicable to the Professional category, although
often with a larger subsidy. In some duty stations, health insurance schemes have been
developed locally taking into account available services and the needs of the staff. Life
insurance is made available on the same basis as for Professional staff (see section V.A).

B. Compensat i on f or servi ce- i ncurred deat h, i nj ury or i l l ness

Compensation for death, injury or illness attributable to service is provided in respect
of General Service staff on the same basis as for Professional staff (see section V.B above),
by reference to the applicable salary levels.

C. Pensi ons

General Service staff members are participants in the Pension Fund, on the same
conditions and subject to the same regulations as the Professional staff (see section V.C
above). The pensionable remuneration of General Service staff members is equal to their
gross salary plus any pensionable allowances (such as language allowance). The gross salary
is established in local currency, but pensionable remuneration and benefits are fixed in United
States dollars.

OTHER CATEGORIES

XI. THE FIELD SERVICE CATEGORY

A Field Service category has been developed by the United Nations for staff employed
in peacekeeping missions and in the operation of the United Nations telecommunications
systems. Certain other organizations in the common system also use this category for the
employment of specialized staff at field offices.

Staff in this category are mainly radio operators, transport personnel, security officers
and office support personnel. They are internationally recruited and entitled to a range of
international benefits. They often serve under difficult and dangerous circumstances and are
subject to reassignment at short notice.

The salary structure of the Field Service category is similar to that of Professional staff
with a single salary scale applicable worldwide. Salary rates for the seven grades in this
-19-
category are likewise established by comparison with similar jobs in the United States federal
civil service. Subsequent to a comprehensive review in 1990, a new base Field Service salary
scale was established which also serves as the basis for the calculation of post adjustment index
points, which are added to base salary, where appropriate, as cost-of-living differentials. The
post adjustment system operates in a manner similar to that for Professional staff (see section
I.D above). In addition, the mobility and hardship allowances for Professional staff (see section
II.B above) are also applicable to Field Service staff.

Most other allowances and benefits are applied in the same manner as for the
Professional category, although the absolute amounts may differ. However, Field Service staff
are normally not entitled to full removal of household goods. The lower grades of the Field
Service are entitled to overtime payments and language allowance.


XII. THE NATIONAL PROFESSIONAL OFFICER CATEGORY

National Professional Officers (NPOs) are employed by some organizations to perform
professional duties that require knowledge and experience at the national level and so cannot be
carried out as effectively by internationally recruited staff. The functions involved are normally
in the areas of development assistance and public information. NPOs are recruited locally. The
job classification standards used for this group of staff are, broadly, those applicable to
Professional level work (see section I-A above).

Salary scales for the NPO category are established on a local basis by comparison with
best prevailing conditions of service in the duty station. Pending the finalization of a separate
salary-setting methodology for this category, pay rates for this group of staff are determined
using by and large the same procedures as for the General Service staff (see sections VI to X
above). NPOs are entitled to the same allowances and benefits as General Service staff, except
for the language allowance and overtime compensation.


CLASSIFICATION OF DUTY STATIONS ACCORDING
TO CONDITIONS OF LIFE AND WORK

XIII. INSTITUTIONAL AND PROCEDURAL FRAMEWORK


A number of additional benefits are provided for internationally recruited staff serving
at designated duty stations with difficult conditions of life and work. The review and
designation of qualifying duty stations is made by ICSC after consultation with management
and staff representatives of the common system organizations. Data on health, climate,
isolation, security, housing, other local conditions and education are collected periodically by
means of a questionnaire established by ICSC which is completed at the duty station and
certified by the designated official. The information in the questionnaire is supplemented by
reports from officials familiar with conditions in the locality under review and by published
material. Changes in the classification of duty stations are approved and promulgated by the
Chairman of ICSC.



-20-
XIV. ADDITIONAL BENEFITS PROVIDED AT DESIGNATED
DUTY STATIONS

The additional benefits provided vary according to the particular circumstances in the
locality and the assessed degree of difficulty. The mobility and hardship scheme is designed in
part to compensate for particularly unfavourable living and working conditions (see section
II-B). Home leave may be granted every 12 months depending on the degree of difficulty at a
particular location. While travel must be to the home country in alternate years, in the other
year, the entitlement may be used for travel to another country. Family visit travel may be
authorized for staff serving at 12-month home leave duty stations, provided a minimum
prescribed period has elapsed since the last home leave.

Where the educational facilities at the duty station are such that international staff have
no option but to send their children outside the country of the duty station for schooling,
travel of the child between the duty station and the place of schooling may be paid twice in one
year, provided the staff member does not travel on home leave in that year. Additional
reimbursement of boarding costs is also provided.

Other non-cash benefits which may be provided include entitlement to additional
one-way baggage or freight consignments on return to the duty station from home leave, and
entitlement to reimbursement up to a set maximum of the cost of medical check-ups for
eligible family members accompanying the staff member to certain duty stations.

Exceptional measures may be taken with regard to duty stations with very hazardous
conditions. These might include the provision of additional entitlements such as life/accident
insurance coverage and, under certain circumstances, financial payments up to specified limits.
-21-


Annex I

Salary scale for the Professional and higher categories
Annual gross salaries and net equivalents after application of staff assessment *
(United States dollars effective 1 January 2009)



Note: D =Rate applicable to staff members with a dependent spouse or child.
S =Rate applicable to staff members with no dependent spouse or child.

* Staff assessment rates used in conjunction with gross base salaries (see A and B below)
Steps
Level
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15
USG
Gross
Net D
Net S
194 820
139 633
125 663

ASG
Gross
Net D
Net S
177 032
128 071
115 973

D-2
Gross
Net D
Net S
145 112
107 176
98 461
148 187
109 267
100 226
151 322
111 359
101 985
154 540
113 451
103 737
157 757
115 542
105 486
160 974
117 633
107 225

D-1
Gross
Net D
Net S
132 609
98 674
91 206
135 310
100 511
92 802
138 006
102 344
94 394
140 707
104 181
95 982
143 409
106 018
97 568
146 107
107 853
99 150
148 809
109 690
100 725
151 578
111 526
102 300
154 402
113 361
103 870

P-5
Gross
Net D
Net S
109 690
83 089
77 190
111 987
84 651
78 578
114 285
86 214
79 962
116 581
87 775
81 345
118 879
89 338
82 726
121 175
90 899
84 102
123 474
92 462
85 478
125 771
94 024
86 851
128 068
95 586
88 222
130 365
97 148
89 590
132 662
98 710
90 956
134 959
100 272
92 318
137 257
101 835
93 680

P-4
Gross
Net D
Net S
89 982
69 287
64 521
92 075
70 794
65 894
94 168
72 301
67 266
96 261
73 808
68 634
98 356
75 316
70 002
100 475
76 823
71 369
102 694
78 332
72 735
104 909
79 838
74 098
107 126
81 346
75 460
109 340
82 851
76 822
111 559
84 360
78 181
113 774
85 866
79 540
115 991
87 374
80 898
118 209
88 882
82 254
120 426
90 390
83 609
P-3
Gross
Net D
Net S
73 546
57 453
53 629
75 483
58 848
54 912
77 424
60 245
56 198
79 358
61 638
57 480
81 299
63 035
58 765
83 235
64 429
60 046
85 172
65 824
61 328
87 113
67 221
62 614
89 050
68 616
63 895
90 988
70 011
65 178
92 928
71 408
66 457
94 863
72 801
67 737
96 803
74 198
69 014
98 739
75 592
70 294
100 716
76 987
71 573
P-2
Gross
Net D
Net S
59 908
47 634
44 679
61 643
48 883
45 812
63 375
50 130
46 941
65 110
51 379
48 073
66 843
52 627
49 202
68 575
53 874
50 334
70 310
55 123
51 484
72 039
56 368
52 630
73 775
57 618
53 782
75 510
58 867
54 930
77 242
60 114
56 076
78 978
61 364
57 227

P-1
Gross
Net D
Net S
46 553
37 708
35 570
48 036
38 909
36 675
49 514
40 106
37 781
51 122
41 308
38 886
52 785
42 505
39 991
54 450
43 704
41 095
56 118
44 905
42 201
57 785
46 105
43 293
59 447
47 302
44 379
61 114
48 502
45 466


-22-

Annex I (continued)




A. Staff assessment rates for Professional and higher categories
(with dependants)




Assessable income
(United States dollars)


Assessment rate
(percentage)

First 50,000

19

Next 50,000 28

Next 50,000

32

Remaining assessable
amounts


35





B. Staff assessment rates for Professional and higher categories
(without dependants)


Staff assessment amounts for those with neither a dependent spouse nor a dependent child
would be equal to the difference between the gross salaries at different grades and steps and the
corresponding net salaries at the single rate.

-23-

Annex II


How to calculate annual net remuneration
(net base salary plus post adjustment)


For a staff member at the P-4, step VI, level, dependent rate
(all figures in United States dollars)





Method


Duty
station A

Duty
station B

Duty
station C
1/

(a) Base/floor salary


76 823

76 823

76 823

(b) Post adjustment
multiplier



68.5


26


0

(c) Post adjustment =
(a) x (b) / 100



55 620


19 974


0

(d) Net remuneration =
(a) +(c)



129 447


96 797


76 823


______________


1/
Duty station with post adjustment multiplier of zero.


-24-

Annex III

Example of rental subsidy calculation


A. Parameters

- Percentage threshold for duty station = 16

- 80 per cent reimbursement level (i.e. staff member is in the field, or, if at HQ
location on first four years of assignment)

- Monthly rent paid by staff member = $2,164

- Maximum subsidy (=40 per cent of monthly
rent) = $866

B. Determination of whether subsidy is payable

1. Determine threshold rent = salary x threshold percentage
(monthly salary, P4,VI) = $6,402 x 16 per cent
= $1,024.32

2. Compare monthly rent to threshold rent -->$2,164: $1,024

If monthly rent is lower than threshold rent -->no subsidy

If it is higher -->use difference to calculate subsidy, i.e. $1,140

C. Calculation of subsidy

1. Determine amount of rent in excess of threshold: $1,140

2. Apply the applicable percentage difference to the excess:

$1,140 x 80 per cent = $912

3. Compare this amount with the maximum subsidy payable:

$912 vs. $866

4. Subsidy =lower of the two amounts, i.e. $866 per month

-25-
Annex IV

Amounts of childrens and secondary dependants allowances
for Professional and higher categories
Effective 1 January 2009

Childrens allowance applicable to staff who
became eligible
Secondary dependants allowance applicable to staff
who became eligible






Country






Currency


Before
1 Jan. 2007
Between
1 Jan. 2007
and
31 Dec.
2008


On or after
1 Jan. 2009


Before
1 Jan. 2007
Between
1 Jan. 2007
and
31 Dec. 2008


On or after
1 Jan. 2009

Austrialia
Austria
Belgium
Bulgaria
Canada
Cyprus
Czech Republic
Denmark
Finland
France
French Guiana
Germany
Greece
China, Hong Kong
Hungary
Iceland
Ireland

Australian Dollar
Euro
Euro
Lev
Canadian Dollar
Euro
Czech Koruna
Danish Krone
Euro
Euro
Euro
Euro
Euro
Hong Kong Dollar
Forint
Icelandic Krona
Euro

4 013
2 231
2 031
3 973
3 274
2 031
53 989
15 125
2 031
2 031
2 031
2 248
2 031
20 822
558 688
373 354
2 031

4 013
2 092
2 031
3 973
3 274
2 031
53 989
15 125
2 031
2 031
2 031
2 108
2 031
20 822
558 688
373 354
2 031

4 013
2 031
2 031
3 973
3 274
2 031
53 989
15 125
2 031
2 031
2 031
2 031
2 031
20 822
558 688
373 354
2 031

1 404
814
711
1 390
1 146
711
18 896
5 293
711
711
711
802
711
7 286
195 541
130 660
711

1 404
763
711
1 390
1 146
711
18 896
5 293
711
711
711
751
711
7 286
195 541
130 660
711

1 404
711
711
1 390
1 146
711
18 896
5 293
711
711
711
711
711
7 286
195 541
130 660
711

-26-
Childrens allowance applicable to staff who
became eligible
Secondary dependants allowance applicable to staff
who became eligible






Country






Currency


Before
1 Jan. 2007
Between
1 Jan. 2007
and
31 Dec.
2008


On or after
1 Jan. 2009


Before
1 Jan. 2007
Between
1 Jan. 2007
and
31 Dec. 2008


On or after
1 Jan. 2009
Italy
J apan
Luxembourg
Malta
Monaco
Netherlands
Norway
Poland
Portugal
Romania
Slovak Republic
Slovenia
Spain
Sweden
Switzerland
United Kingdom
United States
Euro
Yen
Euro
Euro
Euro
Euro
Norwegian Krone
Zloty
Euro
Leu
Euro
Euro
Euro
Swedish Krona
Swiss Franc
Pound Sterling
United States Dollar
2 031
395 216
2 031
2 031
2 031
2 211
18 665
8 353
2 031
8 541
2 031
2 031
2 031
22 106
3 576
1 837
2 686
2 031
368 282
2 031
2 031
2 031
2 074
18 665
8 353
2 031
8 541
2 031
2 031
2 031
22 106
3 349
1 837
2 686
2 031
242 546
2 031
2 031
2 031
2 031
18 665
8 353
2 031
8 541
2 031
2 031
2 031
22 106
3 014
1 837
2 686
711
173 216
711
711
711
757
6 532
2 924
711
2 990
711
711
711
7 736
1 521
643
940


711
160 981
711
711
711
711
6 532
2 924
711
2 990
711
711
711
7 736
1 420
643
940

711
84 882
711
711
711
711
6 532
2 924
711
2 990
711
711
711
7 736
1 055
643
940



-27-
Annex V
Education grant entitlement
as of 1 J anuary 2009





Country/zone




Currency
Maximum admissible
educational
expenses/maximum
grant for disabled
children



Maximum
education grant


Flat sum for
boarding expenses
when not provided
For staff members at duty stations
where adequate primary and
secondary educational facilities do
not exist: flat sum/ceiling for
boarding expenses
Austria
Belgium
Denmark
France
a/

Germany
Ireland
Italy
J apan
Netherlands
Spain
Sweden
Switzerland
United Kingdom
US$ in the United
States

US$ outside the
United States)
b/


Euro
Euro
Danish krone
Euro
a/

Euro
Euro
Euro
Yen
Euro
Euro
Swedish krona
Swiss franc
Pound Sterling

United States dollar


United States dollar
16 719
15 458
108 147
10 263
18 993
17 045
18 936
2 324 131
16 521
15 139
157 950
28 749
22 674

39 096


19 311
12 539
11 593
81 110
7 697
14 245
12 784
14 202
1 743 098
12 391
11 354
118 462
21 562
17 005

29 322


14 484
3 709
3 452
26 219
2 995
4 179
3 112
3 128
607 703
3 844
3 153
24 653
5 458
3 488

5 777


3 655
5 564
5 178
39 329
4 493
6 269
4 668
4 692
911 555
5 766
4 730
36 980
8 187
5 232

8 666


5 483
a/
Except for the following schools where the US$ in the United States levels will be applied: American School of Paris; American University of
Paris; British School of Paris; European Management School of Lyon; International School of Paris, Marymount School of Paris, The Ecole active
Bilingue Victor Hugo and Ecole active bilingue J eanine Manuel.
b/
Includes Finland, which will no longer be tracked as a separate zone.


-28-
Annex VI

Amounts of hardship, mobility and non-removal allowance

Table 1


HARDSHIP ALLOWANCE
(Annual amounts in United States dollars)




Group 1 (P-1 to P-3)

Group 2 (P-4 to P-5)

Group 3 (D-1 and above)

Duty
station

Dependency
status

Single
status

Dependency
Status

Single
status

Dependency
status

Single
status

H

-

-

-

-

-

-

A

-

-

-

-

-

-

B

5 670

4 250

6 800

5 100

7 940

5 950

C

10 210

7 650

12 470

9 360

14 740

11 060

D

13 610

10 210

15 880

11 910

18 140

13 610

E

17 010

12 760

20 410

15 310

22 680

17 010



Table 2

MOBILITY ALLOWANCE
(Annual amounts in United States dollars)
Group 1 (P-1 to P-3) dependency status
Number of Assignments
Duty station category 1 2 3 4 - 5- 6 7 +


H

-

-

2 630

3 290
A - 6 960 9 400 12 690
B - 6 960 9 400 12 690
C - 6 960 9 400 12 690
D - 6 960 9 400 12 690
E - 6 960 9 400 12 690


-29-

Table 3

MOBILITY ALLOWANCE
(Annual amounts in United States dollars)
Group 1 (P-1to P-3) single status
Number of Assignments

Duty station category

1

2 3

4 - 5 - 6

7 +


H

-

-

1 970

2 460
A - 5 220 7 060 9 520
B - 5 220 7 060 9 520
C - 5 220 7 060 9 520
D - 5 220 7 060 9 520
E - 5 220 7 060 9 520




Table 4


MOBILITY ALLOWANCE
(Annual amounts in United States dollars)
Group 2 (P-4 and P-5) dependency status
Number of Assignments
Duty station category 1 2 3 4 - 5 - 6 7 +


H

-

-

2 990

3 740
A - 8 000 10 800 14 580
B - 8 000 10 800 14 580
C - 8 000 10 800 14 580
D - 8 000 10 800 14 580
E - 8 000 10 800 14 580


-30-

Table 5

MOBILITY ALLOWANCE
(Annual amounts in United States dollars)
Group 2 (P-4 and P-5) single status
Number of Assignments
Duty station category 1 2 3 4 - 5 - 6 7 +


H

-

-

2 250

2 800
A - 6 010 8 110 10 940
B - 6 010 8 110 10 940
C - 6 010 8 110 10 940
D - 6 010 8 110 10 940
E - 6 010 8 110 10 940



Table 6

MOBILITY ALLOWANCE
(Annual amounts in United States dollars)
Group 3 (D-1 and above) dependency status
Number of Assignments
Duty station category 1 2 3 4 -5 - 6 7 +


H

-

-

3 360

4 200
A - 9 040 12 210 16 490
B - 9 040 12 210 16 490
C - 9 040 12 210 16 490
D - 9 040 12 210 16 490
E - 9 040 12 210 16 490


-31-

Table 7


MOBILITY ALLOWANCE
(Annual amounts in United States dollars)
Group 3 (D-1 and above) single status
Number of Assignments
Duty station category 1 2 3 4 -5 -6 7 +


H

-

-

2 520

3 150
A - 6 780 9 160 12 360
B - 6 780 9 160 12 360
C - 6 780 9 160 12 360
D - 6 780 9 160 12 360
E - 6 780 9 160 12 360


Table 8



NON-REMOVAL ALLOWANCE
(Annual amounts in United States dollars)




Group 1 (P-1 to P-3)

Group 2 (P-4 to P-5)

Group 3 (D-1 and above)

Duty
station

Dependency
status

Single
status

Dependency
Status

Single
status

Dependency
status

Single
status

H

2 100

1 580

2 630

1 970

3 150

2 360

A

2 100

1 580

2 630

1 970

3 150

2 360

B

2 100

1 580

2 630

1 970

3 150

2 360

C

2 100

1 580

2 630

1 970

3 150

2 360

D

2 100

1 580

2 630

1 970

3 150

2 360

E

2 100

1 580

2 630

1 970

3 150

2 360





-32-
Annex VII

Structure of the assignment grant

DAILY SUBSISTENCE ALLOWANCE (DSA) PORTION


FIELD DUTY STATIONS (A - E)

HQ DUTY STATIONS
(H)


FOR BOTH REMOVAL
AND
NON-REMOVAL CASES


30 DAYS DSA plus 30 days at half the
applicable DSA rate for each eligible
family member for whom travel has
been paid by the organization



30 DAYS DSA plus 30 days at
half the applicable DSA rate
for each eligible family
member for whom travel has
been paid by the organization


PLUS



LUMP-SUM PORTION


FIELD DUTY STATIONS (A - E)

HQ DUTY STATIONS (H)


FOR NON-REMOVAL
CASES

For assignments of one year or more, but
less than three years, one month's lump
sum is payable

One month's lump sum

For assignments which are expected to be
of a duration of three years or more, two
months' lump sum is payable


If an assignment of less than three years'
duration is subsequently extended to three
years or more, a second one month's lump
sum is payable at the beginning of the
third year


FOR FULL REMOVAL
CASES


One month's lump sum



No lump sum is payable

-33-

Annex VII (continued)


Examples of the calculation of assignment grant
(for a staff member at P-4, step VI with
two recognized accompanying dependants)


Example A

Parameters: Staff member assigned to an "H" duty station with full removal entitlement,
for a period of two years

Level of DSA: $120 per day

DSA portion: 30 x $120 for staff member = $ 3,600
30 x $60 for each dependant = $1,800 x 2 $ 3,600
Total = $ 7,200

Lump-sum portion: No lump-sum payable


Example B

Parameters: Staff member is assigned to a field duty station (A - E) for a period of two
years with limited shipment of personal effects

Level of DSA: $100 per day

DSA portion: 30 x $100 for staff member = $ 3,000
30 x $50 for each dependant =$1,500 x 2 $ 3,000
Total = $ 6,000

Lump-sum One month of net remuneration at dependency rate at the duty station.
portion: In the case of net remuneration of $72,000 per year, one month
($72,000)/12) = $ 6,000

Total assignment grant payable =

DSA portion $ 6,000
+
Lump sum $ 6,000 $12,000


If the assignment is extended to three years or more, a second one-month lump sum is
payable at the beginning of the third year. (The amount of this will differ slightly from the original
lump-sum payment, as it will reflect any intervening changes in the staff member's grade, step or
dependency status.)

-34-
Annex VIII


Removal and shipment entitlements


Personal effects (including weight or volume of packing but excluding crating and lift vans)
transported by the most economical means when there is no full removal entitlement:

(a) Staff member - 1,000 kg (220 cu ft);

(b) First family member - 500 kg (110 cu ft);

(c) Each additional family member - 300 kg (66 cu ft).

Staff in some cases may opt for shipment by air on the basis of 50 per cent of full weight
or volume.

Household goods and personal effects (inclusive of packing and lift vans) transported by
most economical means when there is an entitlement to full removal:

(a) Staff members without dependants - 4,890 kg (1,080 cu ft);

(b) Staff member with dependants - 8,150 kg (1,800 cu ft).

Staff may be granted a small advance shipment, usually by air, within their overall
entitlement also on the basis of 1 kg by air being equivalent to 2 kg by the most economical
means.

Home leave, family-visit or education grant travel (personal baggage)

(a) Per person for each journey - 50 kg by surface or 25 kg by air freight. If the full
entitlement is not utilized for any one section of the travel, the unused portion may be used to
supplement the normal entitlement for the other section of the travel;

(b) Per child, in conjunction with education grant travel on first outward journey to, or
the final return journey from an educational institution - 200 kg by surface.














-35-

Annex IX


Repatriation grant



The amount of the grant is proportional to the length of service with the organization, as
follows:
1/




Staff member with neither a spouse
Years of continuous
service away from
home country
Staff member with a spouse
or dependent child at time
of separation
2/ 3/

nor a dependent child at time
of separation

Professional and
higher categories
2/

General
Service
3/

1 4 3 2
2 8 5 4
3 10 6 5
4 12 7 6
5 14 8 7
6 16 9 8
7 18 10 9
8 20 11 10
9 22 13 11
10 24 14 12
11 26 15 13
12 or more 28 16 14



1/

There may be slight variations among organizations of the common system; the scale shown above is that of the United Nations.

2/ For Professional and Field Service staff: weeks of gross salary less staff assessment

3/ For General Service staff: weeks of pensionable remuneration less staff assessment
.

-36-
Annex X

Termination indemnity

The basic schedule of termination indemnity is as follows:
1/


Months of gross salary less staff assessment where applicable
2/
or months
of pensionable remuneration less staff assessment where applicable
3/

Completed
years
of service

Career
appointments
Temporary appointments
which are not for a fixed
term

Appointments for a fixed-term
exceeding six months

Less than 1

Not applicable

Nil

1

Not applicable

1

2

3

1

3

3

2

4

4

3

5

5

4



One week for each month of
uncompleted service subject to a
minimum of six weeks and a
maximum of three months
indemnity pay

6

6

5

3

7

7

6

5

8

8

7

7

9

9

9

9

10

9.5

9.5

9.5

11

10

10

10

12

10.5

10.5

10.5

13

11

11

11

14

11.5

11.5

11.5

15 or more


12

12

12

1/ There may be variations among common systemorganizations; the scale shown above is that of the United Nations.
2/ For Professional and Field Service staff.
3/ For General Service staff
.


-37-
Annex XI

Pensionable remuneration for staff in the Professional and higher categories
(in United States dollars - effective 1 August 2008)



S T E P S




Level
I II III IV V VI VII VIII IX X XI XII XIII XIV XV
USG

287 872


ASG

266 074


D-2

221 246


226 277

231 304 236 327 241 354 246 380
D-1

201 097


205 222

209 346 213 461 217 585 221 913 226 333 230 751 235 162
P-5

167 337


170 844

174 349 177 860 181 366 184 873 188 377 191 889 195 394 198 901 202 410 205 925 209 684
P-4

136 592


139 973

143 346 146 721 150 104 153 476 156 853 160 234 163 608 166 982 170 356 173 745 177 116 180 493 183 872
P-3

112 262


115 131

117 995 120 856 123 726 126 590 129 455 132 324 135 323 138 458 141 590 144 720 147 855 150 986 154 119
P-2

92 100


94 669

97 227 99 791 102 354 104 916 107 478 110 038 112 604 115 167 117 727 120 292
P-1 71 718

74 186

76 648 79 109 81 574 84 034 86 502 88 961 91 425 93 887




-38-
Annex XII





Common scale of staff assessment used in conjunction with pensionable
remuneration

Effective 1 January 1997




Staff assessment rates used in conjunction with
pensionable remuneration (percentage)



Total assessable payment
per year
(Untied States dollars)
Dependency staff
assessment rates for
application to
Professional and higher
categories


Single staff assessment rates
for application to General
Service and related
categories

Up to $20 000

$20 001 to $40 000

$40 001 to $60 000

$60 001 and above



11

18

25

30

19

23

26

31














- 39 -


Annex XIII


Non-resident's allowance for General Service staff
in receipt of the allowance prior to September 1983




Amount
(per year in United States dollars)


Single staff member

Staff member with dependants


2 400

3 000



Duty stations where the non-resident's allowance may be paid:


Abu Dhabi Brazzaville Lusaka
Accra Cotonou Manila
Addis Ababa Dhaka Maseru
Alexandria Kabul Mogadiscio
Baghdad Kathmandu Nairobi
Bamako Kinshasa Ouagadougou
Beijing Lagos Port Moresby
Yaounde