Special SMC Pristina

04 July 2025
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Following the special Staff-Management Committee (SMC) session, which was held last week in Pristina (23-29 June), we would like to briefly inform you of the work accomplished. 

The SMC focused on the UN80 Initiative, the current financial and liquidity crisis, and on possible mitigation measures to limit the impacts on staff, their livelihoods, conditions of service and wellbeing. Throughout an intense week of discussions, we made persistent efforts to reach agreements with management for the benefit of staff.

As we wait for the SMC report to be approved by the Secretary-General and made public, we would like to share with you some notable outcomes. Agreements will be only final upon the approval of the Secretary-General. Please note that the details and conditions of some of the agreements, such as the agreement on the use of special leave without pay (SLWOP) and the guidance on non-renewals, will be discussed further in dedicated ad-hoc SMC meetings, starting in early August.

UN80 Initiative discussions

On the UN80 Initiative, management presented only one paper that was intended for information purposes only, rather than for consultation, and with no input sought from the staff unions. We strongly objected to this approach and reiterated the need for meaningful staff consultation on the substance of UN80 proposals. Your Union representatives at SMC expressed disappointment that the scarcity of information and lack of evidence-based analysis did not allow for effective engagement. 

Staff unions presented to SMC proposals on topics such as principles of engagement that should prevail between management and staff during workforce reductions or downsizing, and we reached agreement on the need for overarching principles and participation of staff representatives in structured change management.

Downsizing and workforce reductions

  • We pressed for the immediate activation of the downsizing policy, but pending its application, staff and management agreed to several exceptional mitigation measures.
  • It was agreed that heads of entity will ensure communication with affected staff, as well as with staff representatives, regarding abolished posts and any terminations, regardless of the source of funding, as soon as information is available.
  • Management will provide guidance regarding the renewal of fixed-term appointments during the period of workforce reduction for all sources of funding, including the need for clear justification of decisions.

Mitigation measures to be implemented centrally:

  • A Secretariat-wide early separation programme is expected to be launched in summer 2025 for RB and support account staff (aged 55+).
  • Facilitation of the the employment of GS staff who would be willing to self-relocate to the country of the new duty station with retention of their contract type and continuity of service. 
  • Engagement with host countries to request that directly affected GS staff members be allowed to work in the new duty station regardless of their nationality(ies) or pre-existing work permits.
  • Exceptionally allow remote onboarding for staff to facilitate reassignments.
  • Sharing with staff representatives the lists of downsized staff who have received termination notices and been flagged in Inspira for priority consideration.
  • From the issuance of the report of the SMC, staff who will be flagged for priority consideration under the downsizing policy will retain the flag for an extended period of time (expected currently to be set at 30 June 2027).

Mitigation measures that may be implemented under the delegated authority of entities:

  • Identification of suitable vacant positions for lateral reassignment of affected staff members. Lateral transfers may be supported through expressions of interest where feasible.
  • Consideration, on a case-by-case basis, of placement on SLWOP, as a special mitigation measure, subject to further discussion and consideration.
  • Exceptional authorization to telecommute from outside the duty station for up to three months in case of redeployment of staff (provided functions can be performed remotely).  
  • Consideration of extreme personal hardship circumstances (of separating staff) will be considered on a case-by-case basis.

We will continue to call for effective and meaningful engagement with management and for strengthened mitigation measures that are proportionate to the severity of the financial crisis and UN80 proposals.

As is customary, the full report of the special SMC on UN80 will be shared with staff once it is approved by the Secretary-General.

Next steps:

  1. Joint Advisory Committee (JAC): The next JAC will take place on 24 July to discuss entity-level concerns.
  2. Staff-Management Committee (SMC): The next dedicated SMC discussion on UN80 will be held on 12 August.
  3. UNOV/UNODC Staff Council Townhall: We plan to hold a townhall in mid-August after the next SMC UN80 update meeting.

Please do not hesitate to reach out to the Staff Council if you need further information or assistance. We are here to support you, and we will continue advocating tirelessly for staff rights and needs!