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DPI,Town Hall Meeting,Organizational Integrity Initiative,Town Hall Meeting,RESPONSE RATE,Number of UN staff surveyed: 18,015Total UN respondents: 6,086 UN response rate = 33%,Purpose,Share with you the results of the Integrity Perception SurveySolicit your reactions, concerns and suggestions regarding the findingsE-mail hub created:D,Where we started:,UN took the lead in framing the convention against Fraud and Corruption in 2003SG expressed desire that UN model high standards of ethical conductSG requested OIOS to launch theOrganizational Integrity Initiative as one component of reformSurvey of staff perceptions commissioned as part of this initiative,Objectives of the Survey,Measure attitudes and perceptions about integrity among UN StaffUse results to help implement the Organizational Integrity Initiative effectively Use results to design improvement strategies for the Organization and for further staff development,What are some indicators of Organizational Integrity?,Demonstrating UN values in daily activityActing without consideration of personal gainResisting undue political pressure in decision-makingNot abusing power or authority Standing by decisions in the Organizations interest, even if they are not popularTaking prompt action in cases of unprofessional or unethical behavior,Organizational Integrity Indices:Overall UN scores,Overall Findings,Most staffExpress a high level of satisfaction from employment in the UNBelieve they know what is expected from them in terms of behaving with integrityBelieve that existing policies, practices and guidelines help define ethical behavior and professional conductDo not believe there is wide scale corruption in the UN,Overall Findings,However, many staff also:Believe we do take not enough action to investigate instances of unethical behaviorFear reprisal or retaliation from management for reporting perceived breaches of ethics Believe that management applies the disciplinary process unevenly and outcomes are little knownBelieve that their immediate supervisor demonstrates integrity, but the view of senior leaders is less positive,Overall Findings,Some staff believe that:Management does not take integrity and ethical behavior sufficiently into account in selection, promotion and assessment processesThere is not enough dialogue on ethical concerns in the Organization,Organizational Integrity Indices:DPI scores compared to UNs,Four Key Priority Areas,Tone at the TopStaff accountabilitySupervisory commitmentEthnocentrism,What are we doing?# 1: Tone at the Top,Concern: Perception of senior leadersWhat we are doing:SG has urged senior managers to make greater efforts to maintain open and frank communication with staffCommunication with staff to be element in Department Heads annual compact with the Secretary-General,What are we doing? #1: Tone at the Top (contd),Development and realization of action plan on integrity to consider issues raised by survey including: Prompt and decisive action on breaches of integrity Adequate disciplinary measures for those violating ethical standards Communication of results, as appropriate,What are we doing? # 2: Staff Accountability,Concern: Fear of reprisals against staff that report violationsWhat we have:Office of Internal Oversight confidentialOffice of the Ombudsman confidentialNext steps:Better information to staff on avenues of assistance,What are we doing?#2: Staff Accountability (contd),Concern: Belief that integrity is not adequately recognized in selection, promotion and assessment processesWhat we are doing:Core values and core competencies included in staff selection processCore values including integrity assessed in PASComponent on Integrity included in training on procurement, finance, HR management, senior management programmes and others,What more do we need?#3: Supervisory Commitment,UN Supervisory Commitment factor rated high butWe can do more:Improve level of comfort for staff to freely discuss these issues with their supervisorsModel the behavior we expect from staff,What are we doing? #4: Ethnocentrism,Concern:Political pressuresPerception of cultural favoritismWhat we are doing:Need to examine perceptions vs. factsNeed for greater transparencyDiversity training,Follow-up to this Survey,Creation by SG of group of senior managers, chaired by Deputy Secretary General to guide the follow-up processSenior managers will be supported by consultative group consisting of a wide cross section of staffDepartments to nominate two represent