Org. Setting and Reporting The United Nations Ethics Office was established by the Secretary-General as an independent entity within the United Nations Secretariat following the approval of the General Assembly at the 2005 World Summit (see Assembly resolution 60/1, para. 161 (d)).
Having commenced operations on 3 January 2006, and in accordance with Secretary-General's bulletins ST/SGB/2005/22 and ST/SGB/2007/11, the United Nations Ethics Office's functions include: (a) providing confidential advice and guidance to staff on ethical issues, including administering an ethics helpline; (b) administering the Organization's financial disclosure programme; (c) performing the responsibilities relating to the Organization's protection against retaliation policy; (d) developing standards, training and education on ethics issues, in coordination with the Office of Human Resources Management and other offices, and conducting ethics outreach; and (e) supporting ethics standard-setting and promoting policy coherence within the Secretariat and among the Organization's funds and programmes.
The position is located in the United Nations Ethics Office, and the Senior Ethics Officer will report to the Director of the Ethics Office. Responsibilities Within delegated authority, the Senior Ethics Officer will be responsible for the following duties: 1.
Lead the Protection against Retaliation (PaR) and Outreach Unit (thereafter "Unit"), including: i) Conduct preliminary reviews of PaR requests, draft prima facie case findings and review investigation reports to determine whether retaliation allegations have been established; where relevant, assess and propose appropriate retaliation prevention action, for consideration by the Director, in accordance with ST/SGB/2017/2/Rev.1; ii) Conduct secondary reviews requested by personnel of entities that are members of the Ethics Panel of the United Nations (EPUN) of determinations made by their respective Ethics Office in accordance with Secretary-General's Bulletin ST/SGB/2007/11; iii) Formulate management recommendations, potential protections relevant to the above-mentioned reviews for review and approval by the Director; iv) Collaborate closely with relevant stakeholders, including the Administrative Law Division in the Office of Human Resources, Office of Legal Affairs, Office of International Oversight Services, among others, to update and interpret legislative and governance framework of the Ethics Office; v) Develop for review by the Director the Office's strategy for the prevention and protection of staff against retaliation; vii) Prepare ad-hoc reports, position notes and presentations on issues relating to protection against retaliation and accountability.
2.
Contribute to policy coherence and standard setting, including: i) Assist the Director in providing functional leadership to EPUN to ensure cohesion consistent with ST/SGB/2007/11, and if so requested, in representing the Office at the Ethics Network of Multilateral Organizations; ii) Prepare high-level policy advice on issues relating to the main duties and responsibilities for review by the Director; iii) Assist the Director in conducting policy reviews and updates in the areas relevant to the mandate of the Office.
3.
Outreach and training, including: i) Develop contents of ethics training, public communication, and outreach strategy, including materials of the Office's website and other online communications for internal and external stakeholders; ii) Design ethics training and information packages; iii) Coordinate the preparation, roll-out and implementation of the annual Secretariat-wide Leadership Dialogue series in collaboration with relevant offices, including the Executive Office of the Secretary-General; iv) Lead the engagement with a wide range of external entities in the development and implication of training and outreach activities.
4. Procurement ethics: i) Act as liaison between the Office and the Procurement Division; ii) Review and advise on credentials of independent experts retained by sanctioned vendors to implement anti-corruption programmes; iii) Provide advice in relation to procurement ethics queries or requests. 5.
Other responsibilities, including: i) Assist the Director in effectively managing the Office; ii) Supervise colleagues in the Unit and act as the Unit quality assurer; iii) Assist the Director in a proactive manner in the context of with periodic reviews of the relevant policies and procedures; iv) Contribute to and coordinate the drafting of reports of the Office for presentation to the General Assembly, including the Ethics Office Annual Report, as well as, where requested, coordinate and provide input into the reports of other entities or other parts of the Organization; v) Where requested, assist the Director in appearing before the General Assembly, the Advisory Committee on Administrative and Budgetary Questions, the Independent Audit and Advisory Committee, and other policy making organs, as appropriate, by providing substantive input in the preparation of position papers and report for presentation; vi) Perform other duties and tasks upon request and as directed by the Director; vii) Ensure consistent provision of services by the UN Ethics Office to other UN entities, whether under contractual arrangements or otherwise; viii) Help develop and implement the strategic priorities of the Office.
Competencies • Professionalism: Proven, analytical and evaluative capabilities; excellent knowledge in ethics advice, in particular in the area of protection against retaliation, public procurement, corporate compliance, business ethics, legal and administrative approaches that ensure whistleblower protection within international setting; proven understanding of the complexities of the United Nations mandates, operating requirements and ethical risks; proven ability to give guidance and advice to and produce analytical briefing/advisory notes, including for senior managers; ability to identify issues, formulate options, and make conclusions and recommendations; proven ability to quickly build effective work relations with clients and colleagues and to exercise good judgement in decision making; excellent understanding and proven experience in whistleblower protection; ability to inspire others to pursue that same direction; and demonstrated leadership experience, ideally in the context of an international organisation.
Demonstrates professional competence and mastery in the context of the above-described responsibilities. Is conscientious and efficient in meeting commitments, observing deadlines and achieving results. Is motivated by professional rather than personal concerns. Shows persistence when faced with difficult problems or challenges; remains calm in stressful situations.
• Communication: Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; asks questions to clarify, and exhibits interest in having two-way communication; tailors language, tone, style and format to match audience; demonstrates openness in sharing information and keeping people informed.
• Teamwork: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings.
• Leadership: Serves as a role model that other people want to follow: empowers others to translate vision into results; is proactive in developing strategies to accomplish objectives; establishes and maintains relationships with a broad range of people to understand needs and gain support; anticipates and resolves conflicts by pursuing mutually agreeable solutions; drives for change and improvements; does not accept the status quo; shows the courage to take unpopular stands.
Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing.
• Managing Performance: Delegates the appropriate responsibility, accountability and decision-making authority; makes sure that roles, responsibilities and reporting lines are clear to each staff member; accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching to staff; encourages risk-taking and supports creativity and initiative; actively supports the development and career aspirations of staff; appraises performance fairly.
Education An advanced university degree (Master's degree or equivalent degree) in law, organizational ethics, public or business administration with a significant focus on public sector or administrative ethics or other relevant field is required. A first-level degree in the specified fields of studies in combination with two (2) additional years of relevant work experience may be accepted in lieu of the advanced university degree. Job - Specific Qualification Not available.
Work Experience • A minimum of ten years of progressively responsible experience in public administration, human resources management, administrative law, ethics, compliance, staff misconduct and investigation, employee relations, risks management, audit functions, anti-corruption programmes or other related areas within a governmental or public sector organisation is required. • A minimum of five years of experience in implementing whistle blower protections is required.
• Experience in engagement with governance and legislative processes at the international level within the United Nations System or similar international organization is desirable. Languages English and French are the working languages of the United Nations Secretariat. For this job opening, English is required. French is desirable.
The table below shows the minimum required level for each skill in these languages, according to the UN Language Framework (please consult https://languages.un.org for details). .headtable { font-family: arial, sans-serif; border-collapse: collapse; width: 100%; border: 1px solid gray; border-radius: 10px; overflow: hidden; } .headTitle { font-family: Arial, Helvetica, sans-serif; font-size: 16px; font-weight: bold; /*color: rgb(65, 98, 145);*/ color:black; } .headtable tr td, .headtable tr th { text-align: center; vertical-align: middle; padding: 6px; } .headtable th{ background-color: #F4F4F4; color: #002d62; font-weight: bold; text-align: center; vertical-align: middle; padding: 12px; border-right: 1px solid #ccc; } .headtable td { text-align: center; vertical-align: middle; background-color: white; border-top: 1px solid #ccc; border-right: 1px solid #ccc; } .headtable th:last-child, .headtable td:last-child { border-right: none; } .headtable tr:last-child td { border-bottom: none; } .rounded-table-wrapper { border-radius: 12px; border: 1px solid #ccc; overflow: hidden; } Required Languages Language Reading Writing Listening Speaking English UN Level II UN Level II UN Level II UN Level II Desirable Languages Language Reading Writing Listening Speaking French UN Level II UN Level II UN Level II UN Level II Assessment Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.
Special Notice • Appointment or assignment against these positions is for an initial period of one year. The appointment or assignment and renewal thereof are subject to the availability of the post or funds, budgetary approval or extension of the mandate. • Staff members of the United Nations Secretariat must fulfil the lateral move requirements to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifying lateral moves in their Personal History Profile (PHP) and cover letter.
• The United Nations Secretariat is committed to achieving 50/50 gender balance and geographical diversity in its staff. Female candidates are strongly encouraged to apply for this position.
• Applicants, who successfully go through a competitive recruitment process and are recommended for selection and/or inclusion in the roster of pre-approved candidates for subsequent job openings at the same level and with similar functions, may have their application information and roster status shared with other UN Organizations. Such applicants may be contacted by other UN Organizations for similar job openings, subject to the confirmation of their interest.
Placement on the roster is no guarantee of a future selection. • At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect.
The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application.
United Nations Considerations According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity.
Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts.
The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.
The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment.
Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process.
By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c).
Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions.
Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile of the inspira account-holder homepage.
The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines.
Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application.
All external candidates recruited in accordance with section 2.2 (a) of ST/AI/2025/3 for a fixed term appointment without limitation and all external candidates recruited in accordance with section 2.2. (c) of ST/AI/2025/3 for a fixed term appointment limited to the entity are subject to an initial probationary period of one year under a fixed-term appointment. Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.
No Fee THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.
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Org. Setting and Reporting The United Nations Ethics Office was established by the Secretary-General as an independent entity within the United Nations Secretariat following the approval of the General Assembly at the 2005 World Summit (see Assembly resolution 60/1, para. 161 (d)). Having commenced operations on 3 January 2006, and in accordance with Secretary-General's bulletins ST/SGB/2005/22 and ST/SGB/2007/11, the United Nations Ethics Office's functions include: (a) providing confidential advice and guidance to staff on ethical issues, including administering an ethics helpline; (b) administering the Organization's financial disclosure programme; (c) performing the responsibilities relating to the Organization's protection against retaliation policy; (d) developing standards, training and education on ethics issues, in coordination with the Office of Human Resources Management and other offices, and conducting ethics outreach; and (e) supporting ethics standard-setting and promoting policy coherence within the Secretariat and among the Organization's funds and programmes. The position is located in the United Nations Ethics Office, and the Senior Ethics Officer will report to the Director of the Ethics Office. Responsibilities Within delegated authority, the Senior Ethics Officer will be responsible for the following duties: 1. Lead the Protection against Retaliation (PaR) and Outreach Unit (thereafter "Unit"), including: i) Conduct preliminary reviews of PaR requests, draft prima facie case findings and review investigation reports to determine whether retaliation allegations have been established; where relevant, assess and propose appropriate retaliation prevention action, for consideration by the Director, in accordance with ST/SGB/2017/2/Rev.1; ii) Conduct secondary reviews requested by personnel of entities that are members of the Ethics Panel of the United Nations (EPUN) of determinations made by their respective Ethics Office in accordance with Secretary-General's Bulletin ST/SGB/2007/11; iii) Formulate management recommendations, potential protections relevant to the above-mentioned reviews for review and approval by the Director; iv) Collaborate closely with relevant stakeholders, including the Administrative Law Division in the Office of Human Resources, Office of Legal Affairs, Office of International Oversight Services, among others, to update and interpret legislative and governance framework of the Ethics Office; v) Develop for review by the Director the Office's strategy for the prevention and protection of staff against retaliation; vii) Prepare ad-hoc reports, position notes and presentations on issues relating to protection against retaliation and accountability. 2. Contribute to policy coherence and standard setting, including: i) Assist the Director in providing functional leadership to EPUN to ensure cohesion consistent with ST/SGB/2007/11, and if so requested, in representing the Office at the Ethics Network of Multilateral Organizations; ii) Prepare high-level policy advice on issues relating to the main duties and responsibilities for review by the Director; iii) Assist the Director in conducting policy reviews and updates in the areas relevant to the mandate of the Office. 3. Outreach and training, including: i) Develop contents of ethics training, public communication, and outreach strategy, including materials of the Office's website and other online communications for internal and external stakeholders; ii) Design ethics training and information packages; iii) Coordinate the preparation, roll-out and implementation of the annual Secretariat-wide Leadership Dialogue series in collaboration with relevant offices, including the Executive Office of the Secretary-General; iv) Lead the engagement with a wide range of external entities in the development and implication of training and outreach activities. 4. Procurement ethics: i) Act as liaison between the Office and the Procurement Division; ii) Review and advise on credentials of independent experts retained by sanctioned vendors to implement anti-corruption programmes; iii) Provide advice in relation to procurement ethics queries or requests. 5. Other responsibilities, including: i) Assist the Director in effectively managing the Office; ii) Supervise colleagues in the Unit and act as the Unit quality assurer; iii) Assist the Director in a proactive manner in the context of with periodic reviews of the relevant policies and procedures; iv) Contribute to and coordinate the drafting of reports of the Office for presentation to the General Assembly, including the Ethics Office Annual Report, as well as, where requested, coordinate and provide input into the reports of other entities or other parts of the Organization; v) Where requested, assist the Director in appearing before the General Assembly, the Advisory Committee on Administrative and Budgetary Questions, the Independent Audit and Advisory Committee, and other policy making organs, as appropriate, by providing substantive input in the preparation of position papers and report for presentation; vi) Perform other duties and tasks upon request and as directed by the Director; vii) Ensure consistent provision of services by the UN Ethics Office to other UN entities, whether under contractual arrangements or otherwise; viii) Help develop and implement the strategic priorities of the Office. Competencies • Professionalism: Proven, analytical and evaluative capabilities; excellent knowledge in ethics advice, in particular in the area of protection against retaliation, public procurement, corporate compliance, business ethics, legal and administrative approaches that ensure whistleblower protection within international setting; proven understanding of the complexities of the United Nations mandates, operating requirements and ethical risks; proven ability to give guidance and advice to and produce analytical briefing/advisory notes, including for senior managers; ability to identify issues, formulate options, and make conclusions and recommendations; proven ability to quickly build effective work relations with clients and colleagues and to exercise good judgement in decision making; excellent understanding and proven experience in whistleblower protection; ability to inspire others to pursue that same direction; and demonstrated leadership experience, ideally in the context of an international organisation. Demonstrates professional competence and mastery in the context of the above-described responsibilities. Is conscientious and efficient in meeting commitments, observing deadlines and achieving results. Is motivated by professional rather than personal concerns. Shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. • Communication: Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; asks questions to clarify, and exhibits interest in having two-way communication; tailors language, tone, style and format to match audience; demonstrates openness in sharing information and keeping people informed. • Teamwork: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings. • Leadership: Serves as a role model that other people want to follow: empowers others to translate vision into results; is proactive in developing strategies to accomplish objectives; establishes and maintains relationships with a broad range of people to understand needs and gain support; anticipates and resolves conflicts by pursuing mutually agreeable solutions; drives for change and improvements; does not accept the status quo; shows the courage to take unpopular stands. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing. • Managing Performance: Delegates the appropriate responsibility, accountability and decision-making authority; makes sure that roles, responsibilities and reporting lines are clear to each staff member; accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching to staff; encourages risk-taking and supports creativity and initiative; actively supports the development and career aspirations of staff; appraises performance fairly. Education An advanced university degree (Master's degree or equivalent degree) in law, organizational ethics, public or business administration with a significant focus on public sector or administrative ethics or other relevant field is required. A first-level degree in the specified fields of studies in combination with two (2) additional years of relevant work experience may be accepted in lieu of the advanced university degree. Job - Specific Qualification Not available. Work Experience • A minimum of ten years of progressively responsible experience in public administration, human resources management, administrative law, ethics, compliance, staff misconduct and investigation, employee relations, risks management, audit functions, anti-corruption programmes or other related areas within a governmental or public sector organisation is required. • A minimum of five years of experience in implementing whistle blower protections is required. • Experience in engagement with governance and legislative processes at the international level within the United Nations System or similar international organization is desirable. Languages English and French are the working languages of the United Nations Secretariat. For this job opening, English is required. French is desirable. The table below shows the minimum required level for each skill in these languages, according to the UN Language Framework (please consult https://languages.un.org for details). .headtable { font-family: arial, sans-serif; border-collapse: collapse; width: 100%; border: 1px solid gray; border-radius: 10px; overflow: hidden; } .headTitle { font-family: Arial, Helvetica, sans-serif; font-size: 16px; font-weight: bold; /*color: rgb(65, 98, 145);*/ color:black; } .headtable tr td, .headtable tr th { text-align: center; vertical-align: middle; padding: 6px; } .headtable th{ background-color: #F4F4F4; color: #002d62; font-weight: bold; text-align: center; vertical-align: middle; padding: 12px; border-right: 1px solid #ccc; } .headtable td { text-align: center; vertical-align: middle; background-color: white; border-top: 1px solid #ccc; border-right: 1px solid #ccc; } .headtable th:last-child, .headtable td:last-child { border-right: none; } .headtable tr:last-child td { border-bottom: none; } .rounded-table-wrapper { border-radius: 12px; border: 1px solid #ccc; overflow: hidden; } Required Languages Language Reading Writing Listening Speaking English UN Level II UN Level II UN Level II UN Level II Desirable Languages Language Reading Writing Listening Speaking French UN Level II UN Level II UN Level II UN Level II Assessment Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview. Special Notice • Appointment or assignment against these positions is for an initial period of one year. The appointment or assignment and renewal thereof are subject to the availability of the post or funds, budgetary approval or extension of the mandate. • Staff members of the United Nations Secretariat must fulfil the lateral move requirements to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifying lateral moves in their Personal History Profile (PHP) and cover letter. • The United Nations Secretariat is committed to achieving 50/50 gender balance and geographical diversity in its staff. Female candidates are strongly encouraged to apply for this position. • Applicants, who successfully go through a competitive recruitment process and are recommended for selection and/or inclusion in the roster of pre-approved candidates for subsequent job openings at the same level and with similar functions, may have their application information and roster status shared with other UN Organizations. Such applicants may be contacted by other UN Organizations for similar job openings, subject to the confirmation of their interest. Placement on the roster is no guarantee of a future selection. • At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application. United Nations Considerations According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c). Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions. Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile of the inspira account-holder homepage. The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application. All external candidates recruited in accordance with section 2.2 (a) of ST/AI/2025/3 for a fixed term appointment without limitation and all external candidates recruited in accordance with section 2.2. (c) of ST/AI/2025/3 for a fixed term appointment limited to the entity are subject to an initial probationary period of one year under a fixed-term appointment. Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date. No Fee THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.