What is UN roster? How does it work?

We received a lot of questions about what is UN roster is and it works. So there is a small FAQ about the roster.

What is a roster?

Rosters allow a Country Office to engage Service Contractors more quickly by using a pre-approved list of candidates to fill vacancies in a particular job family and at a specific level of responsibilities.

Most job openings are for a specific position in a particular office and duty station but there are also so-called generic job openings, which are used to create rosters, i.e. pools, of candidates available for immediate selection across the Organization. Generic job openings are recognized by the following text "This Job Opening is for roster purposes". Typically, positions in field missions are advertised as generic job openings. You can learn more about rosters in the section below, "Understanding Roster Management". The application process is the same for both types of job openings, whether position-specific or generic.

Another good example of the โ€œRoster Systemโ€ is the one the UN uses for translators and interpreters. If you are ever so lucky to pass one of their translation and or interpreter exams, you are added to a roster. Once a vacancy for such a job opens, they start picking individuals from their roster to fill it.

There are many legitimate UN rosters out there that pre-screen applicants for very fast deployment when needs arise. Roster are different for contract types (can be P-2, P-3, General Service and specializations).

How does it work?

The Office can fill a roster with:

a) Recommended candidates responding to a generic vacancy announcement for a specific area of expertise and level of responsibilities;

b) Recommended candidate(s) from a specific vacancy announcement, and

c) Recommended former SCs that have separated from UNDP with satisfactory service.

A roster is a pool of candidates who have already been vetted as viable candidates through the application process and who are ready for immediate selection.

If you have been informed of your inclusion in the roster, either based on the recommendation for a specific or for a generic job opening, you can potentially be selected for an upcoming job opening without having to undergo the entire application process.

Once you are included in a roster, you will be regularly contacted by e-mail to either confirm your continued interest in upcoming job openings, or you may choose to temporarily put on hold or permanently withdraw your roster candidature.

Selection of candidates from the roster

The hiring unit may recommend any candidate from the roster in the relevant area of expertise and at the same level of responsibility for the position to be filled. If the candidate was on the roster for more than 12 months, the HR unit requests the candidate for an updated P11 (or CV), any new jobs undertaken since the inclusion on the roster will warrant an additional reference check. Signed minutes, or a note to file must be prepared showing the basis on which the recommended roster candidate has been selected for approval by the Resident Representative. UNDP policy on family relationships applies to all selections from a roster.

The candidates placed in the roster will remain rostered for 3 years from the date of approved minutes/last day of contract with satisfactory performance. To add candidates to a roster, the supervisor should follow the roster procedures indicated above. Respective units may draft TORs and place advertisement for the roster (through the HR unit).

If a roster candidate wishes to be considered for an advertised SC position, they will have to apply and undergo the normal UNDP recruitment procedure for the position and participate in the competitive process on the same basis as all other applicants. Inclusion in a UNDP roster will not give any preference to the candidate in the recruitment process.

A roster candidate may be removed from the roster if:

* the individual informs UNDP of their decision to be removed from the roster;

* UNDP has obtained more than one negative performance feedback from a hiring units;

* the individual (roster candidate) declines more than 3 assignments in a calendar year; or

* the individual has been on the roster for more than three years.

The data stored in the rosters may be accessed by UNDP projects and respective project managers. It is considered to be โ€œfor internal use onlyโ€ and confidential, therefore it will not be disclosed or freely provided to third parties.

Does it mean that I will get a job at the UN because I am on the UN roster?

To be rostered is a great achievement! But it typically takes time, especially for specialist roles which do not come up that often as compared to say, HR Officers.

Sometimes it can last for 2 years without any results.


In case you applied directly to roster positions then there is not much competition (you are already assessed and ready to board on), You just have to wait for a position to pop (HR candidate roster is to provide fast track HR services to UN organizations where the resource is available on short notice - ready to commence at no time comparing to non-roster positions).

โ˜๏ธ ๐—œ๐—ณ ๐˜†๐—ผ๐˜‚ ๐—ป๐—ฒ๐—ฒ๐—ฑ ๐—ต๐—ฒ๐—น๐—ฝ ๐—ผ๐—ป ๐—ต๐—ผ๐˜„ ๐˜๐—ผ ๐—ด๐—ฒ๐˜ ๐—ฎ ๐—ท๐—ผ๐—ฏ ๐˜„๐—ถ๐˜๐—ต๐—ถ๐—ป ๐—จ๐—ป๐—ถ๐˜๐—ฒ๐—ฑ ๐—ก๐—ฎ๐˜๐—ถ๐—ผ๐—ป๐˜€ ๐—ฟ๐—ฒ๐—ฎ๐—ฑ ๐—ผ๐˜‚๐—ฟ ๐—ฅ๐—ฒ๐—ฐ๐—ฟ๐˜‚๐—ถ๐˜๐—บ๐—ฒ๐—ป๐˜ ๐—š๐˜‚๐—ถ๐—ฑ๐—ฒ ๐˜๐—ผ ๐˜๐—ต๐—ฒ ๐—จ๐—ก ๐Ÿฎ๐Ÿฌ๐Ÿฎ๐Ÿฌ.

โ–ถ๏ธ http://bit.ly/UNrecruitmentGuide

Since you are rostered, it would be good if you browse through our website / UN website start applying for jobs that fall under the said category and your credentials. Always mention your current roster status and that is how you can bypass the assessment process while increasing your chances (more applications more chances).

Nobody can predict the offer timing but roughly, it may take from just a month to months, for instance; New Contest (vacancy announcement - closing date - applicants sorting process for that specific position - Evaluation etc. Remember you are already roster so you do not need to go through all this but your competitors until the time of physical interview (approx. 1 - 7 months - it can stretch longer too). However, at some UN Roster, it may get shorter (approx. 1 - 3 months) depending on the urgency to fill the vacancy (you may still have to follow the same above process).

It is always complicated and there is no straight answer or formula to calculate an exact time frame. A few important things you must check, One in hand is better than two in a bush - if you are working don't sign off until you sign a new contract. Secondly, apply to open positions within the UN to increase your chances.

Tell me what kind of test I should pass for the UN roster?

An interview/desk review panel is established by the RR, and is responsible for reviewing and assessing candidates. Minutes should indicate the candidates recommended for the roster(s), including information for which type of function and the recommended level. Reference checks must be conducted by the office and if negative feedback is received, candidates will be considered unsuitable for the roster. The panel minutes, P11s (or CV), copies of relevant degrees, and the reference checks, are kept on a roster file. Candidates are notified on the outcome of the process.

For a consultant position in UNOPS, it will be a written assessment with the questions all about technical knowledge, after will be a usual interview with general questions and technical/professional questions.

โ˜๏ธ ๐—œ๐—ณ ๐˜†๐—ผ๐˜‚ ๐—ป๐—ฒ๐—ฒ๐—ฑ ๐—ต๐—ฒ๐—น๐—ฝ ๐—ผ๐—ป ๐—ต๐—ผ๐˜„ ๐˜๐—ผ ๐—ด๐—ฒ๐˜ ๐—ฎ ๐—ท๐—ผ๐—ฏ ๐˜„๐—ถ๐˜๐—ต๐—ถ๐—ป ๐—จ๐—ป๐—ถ๐˜๐—ฒ๐—ฑ ๐—ก๐—ฎ๐˜๐—ถ๐—ผ๐—ป๐˜€ ๐—ฟ๐—ฒ๐—ฎ๐—ฑ ๐—ผ๐˜‚๐—ฟ ๐—ฅ๐—ฒ๐—ฐ๐—ฟ๐˜‚๐—ถ๐˜๐—บ๐—ฒ๐—ป๐˜ ๐—š๐˜‚๐—ถ๐—ฑ๐—ฒ ๐˜๐—ผ ๐˜๐—ต๐—ฒ ๐—จ๐—ก ๐Ÿฎ๐Ÿฌ๐Ÿฎ๐Ÿฌ.

โ–ถ๏ธ http://bit.ly/UNrecruitmentGuide

Sample email to be sent by the HR unit to the candidate (who applied through a specific VA but not selected, and SC holder who separated) being considered for the roster โ€“ To be updated by the hiring unit as relevant (e.g. point 1 below may not be relevant for SC holder who separated/resigned).

Dear Ms./Mr.

You have been recommended for the roster for the possible Service Contract with UNDP ____ for function/s _______________ and would highly appreciate your confirmation. The candidates placed in the roster will remain rostered for 3 years. If you agree to be included in the roster, please provide us the following documents/information:

Names of referees (minimum 3 names, title and e-mail address, preferably current supervisor, otherwise previous supervisors)

Copies for school/academic degree and education

Signed UNDP P11 form (please see attached form). Please make sure that all work histories and salary levels are reflected and accurate.

However, please note that if you wish to be considered for any position advertised, you will have to apply and undergo the established UNDP personnel recruitment procedures and participate in the competition on equal basis with all other applicants. The UNDP roster status will not give any advantage or privilege to the entered expert in this case.

We would like nevertheless to take this opportunity to wish you every success in your future endeavours.

With best regards,