|Based on PCO’s new organogram put in place staff capacity building plans supported with coaching support to staff provided by a HR expert
||PCO and RO
||Staff talent mapping exercise was conducted in Q4 2020. The results of the mapping survey were presented to the management.
Learning needs and capacity building areas of office were identified. The international consultant Socorro Reyes conducted sessions with staff to identify needs and provide coaching/ mentoring to staff. The new business model is based on capacity building of staff with aligning the talents of staff vis a vis organizational needs to improve agility and fit to purpose.
In 2022, the second phase of Human Resources Capacity Building process will include rolling out/implementing the Human Resources Strategies and preparing PCO colleagues for the new Strategic Note 2023-2027 process. PCO will adopt specific initiatives from the global HR priority to enable PCO colleagues to work in an environment that is perceived as inclusive and embodies UN and UN Women values, strengthens leadership and team capacity, promotes an environment of continuous learning, promotes a culture of accountability, tackles discrimination when needed, effectively implements recruitments, giving due consideration to diversity, is respectful and applies safeguarding measures and follows standards of conduct.
Dec 2022 Update: PCO initiated the first job swap in the region in 2022 which was successfully done in Sep 2022(HR Associate Pak-ROAP) and also advanced further in giving opportunities to staff in regional exchanges. 2 exchanges in June 2022(Finance Pak-ECA and Procurement Pak - ROAP). 2 exchanges expected in Dec 2022 (Pak - PNG). The office is making effort providing such opportunities to its staff to strengthen the capacity building and provide learning opportunities.
|Staff wellbeing committee in place to create a culture of inclusivity, work life balance and unity
||PCO – SM and staff
||The Staff Wellbeing Committee (SWC) was elected through a transparent voting process by all PCO staff. It has a representation of seven members (five from Islamabad office and two from provincial offices of Khyber Pakhtunkhwa and Balochistan).
Under the purview of its mandate, PCO is promoting the culture of inclusivity and shared happiness by celebrating birthdays, farewells and important milestones.
In addition, the SWC is mandated to resolve issues with regards to the working environment and office culture. In this regards, two bi-annual meetings are held with female and male staff of PCP respectively under the leadership of the Country and Deputy Representative.
As next steps, the SWC will develop a costed work plan and suggest more concrete actions to enhance the culture of PCO, bring about work-life balance and encourage shared values.
|SHA and SHE committee in place to promote harassment free workplace
||PCO - SM
||To promote harassment free workplace and create conducive working environment, PCO has set up the following mechanisms:
- Notified a committee to raise awareness on issues related to SHA and SHE among PCO staff.
- Holding regular joint staff meetings and separate group discussions with women and male staff members to promote consciousness and discuss different scenarios around SHA and SHE.
- Notified an inquiry committee to investigate matters related to SHA and SHE.
- Designated Office Ombudspersons to address any complaints or issues that staff may have.
|Cross unit team created to work towards common goals
- Due diligence team
- Data team
- ME team
- GRB team
||Due Diligence Team
To streamline the Due Diligence process and optimal engagement with the private sector, a 7-member Due Diligence committee has been established. Request made to RO to support the on-boarding of the committee members on the due diligence process and practices.
A M&E team has been put into place with focal points from the Islamabad office and the two provincial offices. The mandate of the team is to institutionalize an indicator-led approach in the office. The M&E team will be working closely with the Data Unit to ensure smooth flow of information from across programmatic teams and provide regular updates at programme meetings for accountability and course-correction.
A GRB team under the overall guidance of the Country Representative has been working on a sub-regional GRB initiative in partnership with country offices of Bangladesh, India and Nepal. This GRB initiative will fall under the broader area of gender-responsive economies, of which increasing women’s access to finance and resources will be a vital area.