Hiring of Managers in the Bank Maryvonne Plessis-Fraissard Cities Alliance CG meeting Marrakech
Principles of search ü Widest call for candidacies ü Participation of partners in process ü Attention to diversity for shortlist ü Clear criteria for selection agreed before the process is launched ü Strict adherence to the WB selection procedures ü Panel makes recommendation ü Hiring manager makes decision on the basis of the panel recommendation
Done dy alrea Steps 1 & 2 of the search 1. TORs and Job Description are agreed prepared by the hiring unit (in this case TUDDR) Agreed with partners of Cities Alliance represented by the Steering Committee, and the Vice President of Infrastructure. Consultative Group and the Urban Sector Board are also asked to comment 2. Job is advertised internationally The Economist, The World Bank's My Job. World. CG members invited to encourage suitable candidates to apply and to post the advert on their own websites
Step 3 of the search 3. All candidates who have answered are screened by the Human Resources talent Search Unit (HRSTS) to ensure applications are responsive to job and condition description. In external hiring, this results in a large number of candidates being disqualified mostly because of inappropriate level of academic qualifications, irrelevance and insufficient number of years of experience, and language requirement.
Step 4 of the search 4. A short list is made A Short Listing Committee is set up ü It is chaired by the HR officer in charge of external hiring and includes: ü ü ü One representative of the hiring unit (in this case the unit manager); One representative of the partners of the Cities Alliance Consultative Group; One representative of the Urban Sector Board or senior staff from the Network. Members of the short listing Committee can not participate to the selection except for the HR Officer Short-listing will be done during December 2005
Step 4 of the search 4. A short list is made ü The Committee ranks the candidates on the basis of the core selection criteria, using a rating table, and comes to its recommendation by consensus. The chair ensures the discussion is based only on selection criteria. Committee debates are confidential. ü The Committee decides of the number of candidates to be shortlisted, normally three to six. The short-list may be more or less long according to the responsiveness of the market: The Committee may suggest fewer candidates in case some candidates clearly stand above the rest, yet close competition or diverse origin of candidates generates more uncertainty about the significance of the CV and may require a longer list. ü Gender and diversity of origin are taken into account at this stage: Ex. the first ranked female candidate may be added to a shortlist of males only
Step 5 of the search 5. The winning candidate is selected through interviews ü ü An Interview Panel is set up It is chaired by the Hiring Manager & includes: ü ü ü ü HR Officer, ensuring the appropriate procedures and preparing documentations and minutes; One representative of the hiring unit (in this case a staff from TUDCA); Three representatives of the partners selected among the Cities Alliance Consultative Group; Two representatives of the Urban Sector Network (managers) One representative of the support staff. Steering Committee recommended UCLG and UNHabitat be among the three Interviews to be made during January 2006
Step 5 of the search 5. The winning candidate is selected through interviews ü The short listed candidates are formally interviewed by the Interview Panel. Worldwide video conferencing facilities of the Bank are used. ü The Panel comes to its recommendation by consensus. Usually a consensus for one candidate emerges in the discussion. Sometimes two candidates emerge with differentiated potential and the Panel may propose two options with the pro and cons of each one. The Panel debates are confidential. ü The Hiring Manager makes the decision on the basis of the recommendation of the Panel. A decision which does not follow the recommendation needs to be documented.
Step 6 Confirmation of the Candidate ü The decision is forwarded to the CG for endorsement ü The candidate is subjected to a “security clearance” for hiring in the Bank
CG Actions to be taken today ü Review and confirm TORs ü Discuss and confirm the profile/qualities the CG would like in the next Program Manager ü Select the CG member for Short-listing Committee ü Select three CG members for Interview Panel The decision is forwarded to the CG for endorsement
TORs Key responsibilities of the Program Manager ü Set the Agenda and position the CA within the Urban Development Business ü Listen and Communicate: keep all partners engaged with trust ü Administer the Trust Funds and Manage the CA Team
Criteria applied to selection of Managers ü ü Technical Academic Credentials, Sector Knowledge, relevance of experience, Analytical skills and vision Managerial Ability to administer a Program, to be a leader & to “inspire Passion” Behavioral Ability to engage with staff, partners and clients, ethical standards, sensitivity to cultural diversity Communication Written and verbal
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