7 Steps to get a job in the United Nations

โ€‹New IPSA and NPSA contracts in the UNDP and UN agencies.

New IPSA and NPSA contracts in the UNDP and UN agencies. They will replace IC contracts.

UNDP: The IPSA and the NPSA will replace all international and local ICs as of 31 March 2022 (extended from 31 December 2021), except those which are of lumpsum deliverable-based arrangements. After this date, the use of ICs will be restricted to lump-sum deliverable-based arrangements only.

Other UN Agencies:

The IC policy is still available in its current form, covering both daily and lump-sum based ICs; for use by all other UN Agencies until 31 December 2022.

Individuals engaged under IPSA have the status of International Personnel Service Agreement Holders, and are specifically engaged in recognition of their skills and expertise, to provide identified deliverables. These individuals are not UNDP staff members, but are considered affiliate personnel and, as such are not governed by or subject to the United Nationsโ€™ Staff Regulations and Rules. Nor is this contract modality governed by national legislation in countries where UNDP operates. Given that the services covered by the IPSA may only be provided by natural and not legal persons (e.g., duly formed/registered companies), and by non-incorporated partnerships, the IPSA falls within the overall scope of UNDP Human Resource management framework.

The IPSA may also be used by UNDP to contract individuals on behalf of entities to which it may provide such services (โ€œpartnersโ€), whereby the personnel so contracted are supervised by such partners. Such contracts are then administered by UNDP. This facility is provided for in the related policy on Partner Personnel Service Agreement (โ€œPPSAโ€).

There are functions that have an international element to them, where specific technical expertise is not available at that required level locally, where local challenges and conflicts may require a neutral approach, or where the independent role of UNDP is required. In such instances, an International PSA position should be established as opposed to a national PSA position (NPSA).

The IPSA is to be used when engaging individuals in any of the following circumstances:

a. When undertaking the performance of specific task(s) or delivery of work for the implementation of project(s) or other activities of a business unit which is funded by a project (or projects) or a non-continuous source of funding, and required for a defined period of time (for example, for the duration of the active project(s) carried out by UNDP or its funding);

b. When undertaking the performance of specific task(s) that is/are needed because of the variable business volume due to the nature of UNDPโ€™s business model;

c. When the services require specialized technical, peculiar or unique skills, that are not part of UNDPโ€™s staff capability or may not be needed long-term by UNDP;

An IPSA Holder is not and may not represent himself or herself as being an agent of UNDP. The IPSA Holder shall be solely responsible for all claims arising out of or relating to its actions or omissions.

An IPSA may be issued for up to 12 months at a time, and may be renewed for up to 4 years, however, not to exceed the maximum duration of the project. The maximum period for the use of an IPSA is normally for the duration of the project and/or its expected funding period. Should an IPSA be required beyond the four years under similar terms of reference and within the same project, a review of the function must be conducted and documented to reconfirm that the conditions of use of IPSA have not changed which would then reset the period for another four years. This cycle may be repeated as many times as may be needed, provided the functions performed continue to be under the conditions of when a PSA may be used.

The duration of the agreement has implications on the benefits and entitlements package of each agreement category. While regular IPSAs are expected to be of at least 6 months in duration and provide for the set of benefits and entitlements, other agreement categories under the IPSA such as the retainer agreement will not have these benefits.

Classification & Established Scales

The IPSA (Regular and Short-term) consists of a number of levels at which IPSA holders are recruited. The levels are established with broad reference to the International Professional grades set out in the UN Staff Rules and correspond to them in terms of methodology of classification. All IPSA Terms of Reference use UNDPโ€™s competency framework, and jobs are classified standard tools used within the UN system, by the hiring Business Unit. The head of the hiring Business Unit has the authority to approve classifications and can delegate classification authority to the deputy head of office, if applicable. Classification is documented by the HR focal point in the Business Unit.

The following levels and classifications scale are established:

IPSA8 (equivalent to P1)

IPSA9 (equivalent to P2)

IPSA10 (equivalent to P3)

IPSA11(equivalent to P4)

IPSA12 (equivalent to P5)

IPSA13 (equivalent to D1)

IPSA14 (equivalent to D2)*