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Created with Fabric.js 1.4.5 HRM Score-card Strategic Indicators Vacancy Rate Definition and Purpose To ensure that vacancies are filled with due regard to the financial impact on the Organisation, as determined by the performance range that is close to (and not significantly higher or lower than) thebudgeted vacancy rate. Population Population for non-field operations excludes language post, USG, ASG, GTA and TMA posts, frozen and abolished posts, expired post incumbencies.Population for field operations excludes USG, ASG, frozen and abolished posts, expired post incumbencies. HRM Score-card Strategic Indicators Calculation The budgetary vacancy rate is calculated as the number of vacantposts divided by the total number of posts per entity, and it is expressed as a percentage.The yearly average percentage will be determined by the sum of monthlyvacant posts divided by the sum of monthly total of posts. The monthlynumbers are obtained at the last day of each month. Target Field: The annual average vacancy target is no more than 20% higher or lower of the budgeted vacancy rate in each staff category. Two targets are defined, one for international staff and one for nationals staff.Non-Field: Target suspended for 2013 but it is still an operational indicator. Target minimum range is ± 1%;Current value is the average of current and previous month of the year. Frequency Update / Cycle Weekly for non-field with 1 month publication delay. Monthly for field with around 2 month publication delay.Data Source: IMIS / Nucleus / UMOJA GA Mandate: A/RES/62/236 & A/RES/63/250, section III
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