g.
Job Profile refers to a generic Job Description developed and classified as a benchmark or occupational standard and maintained for the purpose of matching and grading other Jobs. A Job Profile describes the typical Job Content required by a Job at a given grade level.
h. Network/Sector Board means, inter-alia, a group of senior staff members with a shared interest and expertise in a particular professional discipline who are joined together for the purpose of defining performance and selection standards within the World Bank for that professional discipline.
i. Network/Sector Board Head means the staff member who chairs the Network/Sector Board.
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Staff Manual - Table of Contents - Staff Rules - 06.05 Grade Assignment and Job Evaluat...
j. Reclassification means a change of Job title and/or Network/Sector Board affiliation that generally occurs as a result of a significant change in Job Content. A Reclassification may or may not involve a change in grade.
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02. Classification & Grading Decisions
2.01 Non-Managerial Jobs. For non-managerial Jobs, Classification and grading decisions will be made by the responsible manager in consultation with the assigned HR Team Manager, or designee, and the relevant Network/Sector Board if applicable.
2.02
Managerial Jobs. For managerial Jobs, Classification and grading decisions will be made by the responsible next-level manager in consultation with the assigned HR Team Manager, or designee, the relevant Network/Sector Board, if applicable, and the Bank’s Executive Resources Unit of the Human Resources Vice Presidency for Bank and MIGA managerial positions, or by IFC’s Vice President for Human Resources, or designee, for IFC managerial positions.2.03
Review by the Compensation Policy unit of Human Resources. Review by HR's Compensation Policy unit (HRSCM) will include the following.a.
At the discretion of the Manager of Compensation Policy, the Compensation Policy unit may assess institutional consistency by conducting selective ex-post reviews of Classification and grading decisions. Such reviews may result in recommendations for alternative Job matching, titles, grading, or Network/Sector Board affiliation.
b.
The Compensation Policy unit may assist in the Classification and/or grading of individual Jobs at the request of the responsible manager; the assigned HR Team Manager, or designee; or one of the Bank Group's conflict resolution agencies.
2.04
Job Classification and grading decisions focus exclusively on the Job under evaluation and will not necessarily result in the promotion of the Job incumbent(s), if any. Promotion decisions will be made in accordance with SR5.05.Back To Top
03. Job Evaluation Process
3.01 All Job Evaluation will commence with the identification or confirmation of a business need and the preparation of a Job Description, by the responsible manager, to fulfill the business need.
3.02 The Job Description detailing Job Content will be the basis for comparing each Job to the generic Job Profiles in the Bank Group's inventory of Job Profiles maintained by the Human Resources Vice Presidency as benchmarks or occupational standards at defined grade levels. The Job will be classified in accordance with the content and Grade level of the benchmark Job Profile that best matches the Job under evaluation.
3.03 The individual qualifications, interests, or performance of the incumbent will not be taken into account for the purposes of evaluating a Job. The Job will be evaluated strictly with regard to Job Content.
3.04 A manager may initiate one or more Job Evaluations within his/her area of responsibility, at any time that such manager believes that a current Job Grade or title, may not accurately reflect current Job Content or requirements. When a manager initiates the evaluation of a Job that has an incumbent, said incumbent will provide an accurate description of current principal duties and activities of the Job.
3.05 Staff disputes arising from decisions made under paragraphs 2.01 and 2.02 of this Rule may be addressed through the Bank Group's Conflict Resolution System, in accordance with the provisions of Staff Rules
9.01. 9.02. 9.03, and 9.05.
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06 Compensation 06.06 Leave
01. Subject, Applicability and Definitions 02. Annual Leave
03. Sick Leave
04. Short-Term Family Leave 05. Parental Leave
06. Leave Without Pay 07. Compensatory Leave 08. Emergency Leave 09. Administrative Leave
10. Leave for Staff Holding Extended Term Consultant and Extended Term Temporary Appointments 11. Leave Procedures
01. Subject, Applicability and Definitions
Subject
1.01 This Rule sets forth the provisions governing the staff members' taking of leave. This Rule was most recently amended on January 1, 2015.
Applicability
1.02 Except as otherwise specified, the provisions of this Rule apply to all staff members holding Regular, Local Staff Regular, Open-Ended, Term or Executive Director's Advisor appointments. In addition, special provisions for staff on Extended Term Consultant or Extended Term Temporary appointments apply as stated in section 10 of this Rule.
Definitions
1.03 In addition to the definitions in Rule 1.01, "General Provisions", for purposes of this Rule, the term
"leave year" means the period beginning March 1 and ending on the last day of the following February.
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02. Annual Leave