Osvaldo Bastida, FICSA Expert and Resource Person, carried out a workshop on local salary survey methodology and post classification for non-headquarters duty stations in San José, Costa Rica, from 18 to 22 June 2001.

Twenty-four participants from duty stations in nine countries attended the workshop. Eighty per cent of them were not only unaware of the basic principles governing salary surveys, but also knew very little about related areas such as post classification, career development, human resources management and performance evaluation systems. Furthermore, participants revealed the vast differences between agencies’ approaches and practices. For example, posts with the same description and responsibilities are not classified consistently across the organizations. None of the participants were aware that each duty station should carry out a job classification exercise before a comprehensive salary survey takes place. The workshop was thus an important and well-appreciated exercise.

At the end of the first part of the workshop, Mr. Bastida took some time to introduce and explain the Standards of Conduct in the International Civil Service. Regrettably, not one of the participants even knew of the existence of the standards.

The second part of the workshop focused on the actual survey methodology, and a new computer programme used in conjunction with the survey.

Among the numerous issues identified by participants were the following:

• There is a tendency to reduce the number of staff and to offer new types of contract that do not create long-term commitment on the part of either the organization or the employee. The supervisory relationship between staff on regular contracts and employees on other types of contract is not respected.
• Few of the job descriptions reflect the complexity of the tasks.
• With regard to career development, external candidates are normally assigned to posts at the advertised level, whereas internal candidates are obliged to wait one year to obtain the advertised level of the post, depending on the performance evaluation.
• Staff Regulations and Rules vary according to organization in the same duty station.
• Some organizations do not recognize years of experience gained at the local GS level for advancement to National Officer level.
• International and local staff have the same fundamental rights and obligations and should be treated on an equal and fair basis without discrimination.
• The Local Salary Survey Committee has the right to request a postponement of the comprehensive salary survey based on social, political or economic crises in the country which would make it impossible to carry out a fair survey.
• The Local Salary Survey Committee should receive all data already entered in the B6 computer programme prior to the arrival of the survey specialist.
• The Local Salary Survey Committee has the right to request a re-categorization of the duty station, which affects the number of employers retained.