The human resources team of UNDP in the Kyrgyz Republic provides arrange of services to the country office and UNDP projects to ensure effective human resources management, in line with international best practices and UNDP rules and regulations. These services include:

• managing vacancies and recruitment;
• managing staff contracts;
• conducting salary and living conditions surveys;
• career development;
• performance management.

Upon request, the team also provides support in these areas to other UN agencies on a cost-recovery basis.

Workforce

Started as a five-employee office a decade and a half ago, today the UNDP office in Bishkek brings together approximately 41 national and 8 international staff. An additional 274 people are employed under service contracts to work for UNDP-supported projects around the Kyrgyz Republic. Sixty of these service contract holders are based in offices outside Bishkek.

It is not just professionalism and expertise that set our staff apart. They also share a strong commitment to high-quality work and to serving the Kyrgyz Republic’s development interests – to achieving results that will have positive impacts on the well-being of the Kyrgyz people. Our staff includes a rich mix of professionals and experts on economics, gender, international relations, environmental management, communications, education, health care, community safety, public policy, history and computer science, among other fields.


The Composition of the Workforce of the UNDP in the Kyrgyz Republic as of 01/01/2011:

Contract modality	Fixed-Term	TA	Service Contracts
Total Number of staff	44	5	274
International	7	1	-
National	37	4	274

 

 

 

*Staff members holding Fixed-Term and Temporary appointments are regular staff of UNDP and have the status of international civil servants.

Recruitment

UNDP Kyrgyzstan regularly recruits excellent candidates from Kyrgyzstan and the rest of the world to meet its human resources needs and contribute to the work of its office and its development projects. The recruitment process involves identifying vacancies, advertising, long-listing, short-listing, testing, interviewing, checking references and contracting. All vacancies are publicly advertised on UNDP websites as well as in newspapers and other media.

The objective of UNDP Kyrgyzstan is to ensure that the recruitment and selection processes result in the right person getting the right job at the right time. To achieve this, we follow these recruitment principles:

• Competition:a visible competitive process, free from external influence or prejudice, to attract high quality candidates for all vacancies, regardless of post, contractual modality or hiring unit;
• Fairness: all candidates, irrespective of gender, race and background, are assessed in the same manner;
• Objectivity: screening for all recruitment and selection is conducted with professional rigor, with candidates measured against clearly articulated criteria and job competencies;
• Transparency: the selection criteria and process are transparent to all applicants;
• Accountability: hiring managers and their units are responsible for the selection process and are accountable both for selection proposals and the processes leading up to them.

Important Notice

UNDP, as a matter of practice, does not charge any application, processing or training fee at any stage of the recruitment process. If you have any questions about vacancy announcements you have received, please refer to this website.

UNDP is aware of fictitious vacancy announcements that are being circulated through the Internet to get people to register for trainings and submit fees.  If you believe that you have received such a fraudulent notice, please forward it and any other related information you have received, to scamalert@undp.org. Since logos, emblems, names and addresses can be easily copied or reproduced, you are advised to take particular care in applying for vacancies, undertaking all appropriate measures to protect yourself against the unauthorized use of your personal information.

Salaries for Locally Recruited Staff

The remuneration of staff members is established in accordance with the United Nations (UN) “common system” of salaries and allowances. Under the common system, most organizations in the UN system have agreed to offer a single, coordinated set of salaries and allowances for their staff. Organizations following the common system include the UN, its subsidiary organizations and its specialized agencies. The Bretton Woods institutions (the World Bank, the International Monetary Fund and their affiliated organizations) are not included in this arrangement.

• Levels of salaries: The levels of salaries are established in accordance with the Flemming Principle, which provides that the conditions of service for locally recruited staff should reflect the best prevailing conditions found locally for similar work. Consequently, local salaries are established on the basis of salary surveys that identify the best prevailing conditions. These Local salary surveys are conducted in accordance with a comprehensive methodology approved by the International Civil Service Commission (ICSC). At headquarters duty stations, ICSC is responsible for conducting salary surveys and for recommending salary scales for final approval by the organizations concerned, mainly the United Nations and the World Health Organization (WHO). At non-headquarters duty stations, salary surveys are conducted by the United Nations and certain agencies of the United Nations common system.
• Salary scales: There is normally only one local salary scale per country. Local salary scales are usually expressed in local currency as gross, gross pension, total net, net pension and non-pensionable component (NPC) per grade and step. They are based on a seven-grade structure, except at some duty stations. Longevity steps may be included in the salary scales where local conditions justify them. At other locations, provisions are 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 of service. Click here to see the latest scale.

Remuneration under a service contract is consistent with prevailing levels of pay for similar functions and comparable work in the local labour market.  Levels of pay are based on actual labour market gross pay data (before taxes and social security contributions), with the local salary survey data serving as guidance, as appropriate. Click here to download the service contract salary scale (PDF). Payment under a service contract is based on services satisfactorily provided in accordance with the terms of the contract.

Currently, there are no contract holders who receive $30,000 or more from the UNDP Kyrgyzstan country office during a 12-month period.