Best Practices in Recruitment and Selection at the General Secretariat Organization of American States

This document outlines the recruitment, selection, and appointment process at the General Secretariat Organization of American States, aligning with High-Performing Organization practices. It covers aspects such as efficiency, competence, integrity, gender equity, and geographical representation in the recruitment process. The sourcing methods include advertisement through multiple sources, social media platforms, universities, and direct referral programs. Furthermore, it details the pre-screening and screening procedures, including qualification review, interviews, and assessments conducted by the Department of Human Resources.

• Recruitment
• Selection
• Appointment
• Gender Equity
• Geographic Representation

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1. RECRUITMENT, SELECTION AND APPOINTMENT PROCESS Alignment to HPOs practices GENERAL SECRETARIAT ORGANIZATION OF AMERICAN STATES 04/2019

2. FOUNDATIONS FOUNDATIONS - today FOUNDATIONS - High performing organization practice Art 41 - Basic conditions a) Efficiency, competence, integrity, geographic representation, gender equity b) Without regard to race, creed, sex, gender identity or expression Art 41 - Basic conditions a) Efficiency, competence, integrity, geographic representation b) Without regard to race, creed, sex PAG. 2 PAG. 2 Art 42 - Nationality No changes Art 42 - Nationality No changes PAG. 2 PAG. 2 Art 43 Medical Examination Moved to section 44 (f) PAG. 2 Art xx Geographical Distribution Obtaining a geographical representation as wide as possible PAG. 14 Art xxx Gender equity and equality Take into account gender equity and equality Art 44 (part) Gender equity and equality Take into account gender equity and equality PAG. 14 PAG. 14

3. FOUNDATIONS FOUNDATIONS - today FOUNDATIONS High performing organization practice Creed Creed OAS Web Page OAS Web Page Efficiency Efficiency Integrity Integrity Competency Competency Geographic Representation Geographic Representation Race Nationality Nationality Race Gender identity or expression

4. SOURCING SOURCING High performing organization practice SOURCING - today Article 44. Recruitment, Selection, and Appointment Article 44. Recruitment, Selection, and Appointment a. Sourcing: b. Publication and Notice: PAG. 6 PAG. 6 Advertisement of the post through multiple sources / 21 days / immediate notification to Permanent Missions Advertisement of the post on the Internet (OAS web page) / 21 days / immediate notification to Permanent Missions

5. SOURCING SOURCING - Today SOURCING High performing organization practice OAS Web Page OAS Web Page Social media platforms (Facebook, Instagram) Sourcing platforms (LinkedIn, Monster) Universities / Institutes in the Hemisphere Direct Referral program Headhunting

6. PRESCREENING AND SCREENING PRESCREEING AND SCREENING - today PRESCREEING AND SCREENING High performing organization practice Article 44. Recruitment, Selection, and Appointment Article 44. Recruitment, Selection, and Appointment PAG. 6 PAG. 6-7 c. i. ii. Prescreening Review qualifications Select at least three to undergo an interview c. Verification of qualifications and the interview *Currently mixes prescreening and screening * Review of candidates and select at least three candidates to undergo an interview PAG. 6-7 d. Screening i. DHR conducts first interview (cultural fit and alignment with core competencies) Candidates undergo a technical assessment Candidates undergo a panel interview with hiring area, DHR and observer Two Language proficiency (duty station + other OAS official language English, French, Spanish, Portuguese) internal assessment * G1, G2 and G3 exempt / Higher level post demonstrated proficiency (Article 44 f) Behavioral assessment Hogan (P5 / D1) Mandatory background checks PAG. 7 PAG. 8-9 ii. iii. PAG. 7 i. Interview directly with panel (hiring area, HR and member of advisory committee member PAG. 9 PAG. 12 iv. f. Language Proficiency: Language proficiency exams in at least two of the official languages external assessment * G1, G2 and G3 exempt / Higher level post demonstrated proficiency (Article 44 f) PAG. 8 PAG. 9 v. vi. PAG. 10 PAG. 2 PAG. 10 Art 43 Medical Examination Moved to section 44 (f) vii. Medical Examination

7. SCREENING SCREENING High performance organization practice SCREENING - today Cultural and behavioral fit check First interview - DHR Analysis, judgement, reasoning, knowledge First assessment - Technical Technical knowledge check Conclusions of the technical assessment check Interview panel (hiring area, member of CASA, DHR) Technical knowledge and behavioral check Second interview panel (hiring area, observer, DHR) Duty station proficiency+1 EXTERNAL ASSESSMENT ($$$) Assessment Languages proficiency Second assessment Languages proficiency Duty station proficiency+1 INTERNAL ASSESSMENT Competency and behavioral assessment (Hogan) Third assessment behavioral assessment(P5/D1) Criminal records, labor references, credit and social media behavior Background check Medical health check EXTERNAL ($$$) EXTERNAL ($$$) Medical health check

8. COMMITTEE OBSERVERS AND VIGILANCE CREW OBSERVERS High Performance Organization practice COMMITTEE - Today PAG. 3 Article 44. Recruitment, Selection, and Appointment Article 44. Recruitment, Selection, and Appointment a. The observers team: external competition with advice of observers a. PAG. 3 The Advisory Committee on Selection and Promotion: external competition with advice of the Advisory Committee on Selection and Promotion ( Selection Committee ). (i) Members appointed by GS + President Staff Association . (i) Observers proposed by Secretariats, approved GS and AGS. PAG. 4 (ii) Committee member appoint qualified alternate PAG. 4 (ii) Eliminate (iii) Half of members shall be above the P-3 level in a non-trust appointment and with at least eight years of experience as staff member. (iii) All observers above the P-4 level in a non-trust appointment and with at least eight years of experience as staff member. PAG. 5 The vigilance crew (i) AGS + President Staff Association + General Inspector + Ombudsperson + HR Director

9. COMMITTEE - OBSERVERS OBSERVERS High Performance Organization practice COMMITTEE - Today Article 44. Recruitment, Selection, and Appointment Article 44. Recruitment, Selection, and Appointment PAG. 16 d and e. Appointments to Posts (i) Observers present files by exception (no consensus) to the vigilance crew d and e. Appointments to Posts (i) HR provides all files to Selection Committee (including test results, evaluation, interview report, job description, vacancy announcement, applications of all candidates, cover letters, personnel file of recommended candidate) (ii) Selection Committee 4 working days to accept or disagree (written response). (iii) SAF presents recommendation SG Art 44. d (I, ii and iii (Eliminated) PAG. 9 (ii) Vigilance crew 4 working days to accept or disagree (written response). (iii) SAF presents recommendation SG Art 44. d (i, ii and iii (Eliminated) PAG. 9-11 Ratings: new distribution of the points

10. COMMITTEE OBSERVERS AND VIGILANCE CREW OBSERVERS AND VIGILANCE CREW High Performance Organization Practice COMMITTEE - Today Observers CANDIDATE 1 CANDIDATE 2 CANDIDATE 3 SOLID CONSENSUS REASONABLE DOUBT / EXCEPTION PRE-SELECTED CANDIDATE S FILE SELECTED CANDIDATE FILE Secretary General SELECTED CANDIDATE Secretary General APPROVED APPOINTMENT SELECTED CANDIDATE RATINGS APPROVED APPOINTMENT

11. RATING RATING High performance organization practice RATING - today