INTER-AMERICAN INSTITUTE FOR COOPERATION ON AGRICULTURE

SYSTEM FOR THE DETERMINATION OF REMUNERATION

FOR IICA PERSONNEL

NOVIEMBRE 2005

CONTENTS

Page

Introduction

I

Chapter I International Professional Category Personnel

1.1

Chapter II Local Professional Category Personnel

2.1

Chapter III General Services Category Personnel

3.1

INTRODUCTION

The system for the determination of remuneration for IICA staff should be

adapted to the special requirements of the Institute and to the needs of its staff. Of

the generally accepted objectives for a remuneration policy, those which satisfy the

special condition of IICA are: 1) to attract, retain, motivate, and reward capable

personnel, commensurate with the organization's needs, goals, and ability to pay, 2)

to set and maintain fair and internally equitable salaries; 3) to have salary scales

which are competitive in the marketplace for the talent the organization wishes to

attract and retain; and 4) to provide employee benefits that are in reasonable

proportion to salaries and are part of an integrated package of total compensation.

The purpose of each element of the remuneration system must be apparent,

and the whole system must be readily understandable and easily administered.

The system for the determination of remuneration of the Institute contains a

narrative that is a description of the salary schedules and the benefits. The benefits

included are those which represent pay by the Institute to the person or on his behalf.

Since this system is an integral part of the personnel system of the Institute, the rules

governing it are also included in the Staff Rules.

Under the provisions of Article 12 of the Rules of Procedure of the General

Directorate, the Institute now has three categories of personnel and, thus, three

remuneration systems. One is for the General Services Personnel of each duty

station, one is for the Local Professional Personnel of each duty station, and one is

for all of the International Professional Personnel. The articles cited in parentheses

refer to the Rules of Procedure of the General Directorate.

The definitions in the glossary attached to the IICA Staff Rules apply to this

document for the correct interpretation and application of the terms used herein,

users should consult the glossary.

This system was approved in Resolution IICA/JIA/Res.67(III-O/85), dated October 23,

1985. It went into effect on January 1, 1986. Some amendments were later approved

by Resolutions IICA/JIA/Res.169(V-O/89) dated 12 October 1989,

IICA/JIA/Res.226(VII-O/93) dated 20 September 1993, IICA/JIA/Res.310(IX-O/97)

dated 13 October 1997 and IICA/CE/Res.419(XXIV-O/04) dated 23 July 2004 which

have been incorporated in this revised version.

I.INTERNATIONAL PROFESSIONAL

CATEGORY PERSONNEL

CONTENTS

1. Salary Scale…………………………………………………………….……..

2. Merit System ………………….……………………………………….……..

3. Cost-of-living Differential (Post Adjustment)………….……………….……

4. Benefits

4.1 Allowance for Recognized Dependents …………….…………………

4.2 Education Allowances…………………………………………………

4.3 Settlement Allowance …………………………………….……………..

4.4 Allowance for Special Duties (Bonus for Functions or Temporary

Promotion) International Professional Personnel Category ……….….

4.5 Premium for Administrative Responsibilities……….…..……………….

4.6 Overtime Pay……………………………………………………………..

4.7 Salary and Allowances during Mission Assignment………………….......

4.8 Recognition for Years of Service……………………………………..

4.9 Retirement and Pension Plan…………………………………………

4.10 Reimbursement of Income Tax…………………………………………..

4.11 Group Insurance Plan Protection…………………………………………

4.12 Maternity Leave………………………………………………………….

4.13 Medical Review………………………………………………………….

4.14 Sick Leave……………………………………………………………….

4.15 Training…………………………………………………………………..

Page

1.1

1.2

1.3

1.4

1.5

1.5

1.7

1.7

1.7

1.7

1.8

1.10

1.12

1.12

1.14

1.14

1.15

1.15

1.1

INTERNATIONAL PROFESSIONAL CATEGORY PERSONNEL

Article 12 a. of the Rules of Procedure of the General Directorate defines the

International Professional Personnel as "made up of persons with high academic

standing and broad professional experience, appointed or hired on contract as

international staff to perform their duties in any of the Member States." When staff

members are required to perform such duties, the international character of the

position dictates a salary and benefits system that can be applied uniformly at all duty

stations.

1. Salary Scale

The salary system for International Professional Personnel is a single basic

salary schedule for all duty stations. The features of this salary schedule are as

follows:

a. A numerical identification of grade levels from P-1 through P-6

and D-1 and D-2 to be compatible with the Personnel Qualifications

Standards for the International Professional Personnel.

(It should be noted that the P-6 level is the same salary level as the

D-1 level. The D-1 is for Director-level positions while the P-6 is for the

highest technical level professional).

b. The salary differentials between the grade levels are at a fixed

percentage of the first step of the immediately preceding grade level.

From P-1 to P-5 that percentage is 21%. From P-5 to D-2 that percentage

is 13%.

1.2

c. Salary schedules will be adjusted as approved in the budget by the

Inter-American Board of Agriculture (IABA).

d. Salary increases for staff members will be possible under the

following conditions:

i. When salary scales are changed as in c. above;

ii. by merit (when performance is fully satisfactory or better as

recognized in the appropriate procedures); and

iii. by promotion.

2. Merit System

An effective personnel salary system must be accompanied by a merit system

that rewards above average performance and self-development on the part of the

individual. An objective and equitable merit system requires careful

management and monitoring. The importance of this element of the system is

that it offers as incentive for the skilled and experienced staff members to keep

improving their performance and provides the Institute with a means of

rewarding them other than by promotion.

The merit system shall recognize fully satisfactory performance or better. No

increase shall be granted for performance below fully satisfactory. Based on

their annual performance evaluation, staff members may be eligible for an

annual bonus or a step increase in grade.

1.3

3. Cost-of-living Differential (Post Adjustment)

a. To account for cost of living differences between countries, IICA

will apply a cost-of-living differential in remuneration (Post Adjustment)

to its Regular and Temporary International Professional Personnel

(employed for more than three months) according to IICA's prevailing

post adjustment index. The amount may vary from time to time and from

country to country.

b. The adjustment for each staff member will be calculated according

to the index assigned to the country where he/she is stationed. The data

collected and published by the International Civil Service Commission

will be used for setting the country indices.

c. Paralleling the International Professional salary schedule there

shall be a list of post adjustment factors or indices.

d. The post adjustment index shall be up-dated periodically and

published by the Director General.

e. In applying the different indices for post adjustment, depending on

where a person is based, can either raise or lower his/her income.

f. In applying the different post adjustment indices, the lowest

differential is set at 0, thus, negative differentials are not applied.

However, when IICA employees receive a housing allowance from

national sources, due to some special national decision, agreement or

contract, the post-adjustment can be reduced by as much as 75 percent.

g. The amounts received or deducted because of these adjustments

are not included in the calculations to determine contributions to the

different retirement, pension or provident plans.

h. Adjustments resulting from transfers will enter into force when the

employee assumes duty at his/her new post.

1.4

4. Benefits

4.1 Allowance for Recognized Dependents

a. An International Professional staff member holding a

regular or temporary appointment and who satisfies the Director

General that he has a dependent spouse or children shall be entitled to

annual dependency allowance. The schedule of dependency benefits

shall be established for the International Professional Personnel by

using the data provided by the International Civil Service

Commission. (Article 35)

b. Claims for dependency allowances shall be submitted

in writing and supported by evidence satisfactory to the Director

General. A separate claim for dependency allowance shall be made

only in reference to the period during which the circumstances giving

rise to the claim occur.

c. Allowance for recognized dependents shall be paid for:

i.Dependent spouse. For the purpose of this benefit a

"dependent spouse" shall be:

- through legal marriage; or

- through evidence in writing, to the satisfaction of the

Director General, of a continuing recognized relationship

implying financial support.

No spouse allowance will be paid when both spouses are IICA

staff members.

ii.Dependent child. A "dependent child" shall be an

unmarried child of a staff member under the age of 18 years or,

if the child is in full-time attendance at a school or university

(or similar educational institution), under the age of 25 years. If

a child is totally and permanently disabled, the requirements as

to school attendance and age shall be waived. A child shall be

recognized as a "dependent child" when the staff member

provides continuing support and submits a claim certifying to

this effect. A child of the staff member, recognized by the laws

1.5

of the staff member's home country as the legally adopted child of

the staff member or the dependent for whom the staff member

has legal guardianship with a requirement for financial support,

shall likewise be included within this definition if the foregoing

requirements of age and educational standing are met.

4.2 Education Allowances

a. Regular or Temporary International Professional Personnel

will be provided with an education allowance to help defray the cost

of the education of their dependent children. The allowance will be

paid at the employee's request, which must be accompanied by the

appropriate documentation from the educational institution.

Education allowance will be paid for dependents between five and

twenty-five years of age, as long as they are enrolled as full-time

students. The amount of this allowance will be published by the

Director General on an annual basis and will be established using data

provided by the International Civil Services Commission.

Consideration shall be given to partial coverage of tuition costs at

institutions of higher learning.

b. This allowance shall be payable up to the end of the school

year in which the child completes five years of post-secondary studies

or is awarded the first recognized degree, whichever occurs earlier.

The grant will not be payable beyond the school year in which the

child reaches the age of 25 years. If the child's education is

interrupted for at least one school year by national service, illness or

other compelling reasons, the period of eligibility shall be extended

by the period of interruption.

4.3 Settlement Allowance

a. International Professional staff members, at the time of

appointment or upon transfer to a new duty station, shall receive a

settlement allowance for themselves and no more than four primary

dependents, when they are expected to be at their new duty station for

at least one year and their dependents join them there within six

months following the date that they begins their duties and remain

there for at least six months. This allowance shall represent the total

contribution for the special expenses that the staff members must

incur for

1.6

themselves and their dependents immediately upon their arrival at the

new duty station for a period not to exceed 30 days. (Article 46)

b. The settlement allowance shall be paid to staff members

according to the classification of the position and taking into account

the amount of per diem allowance applicable to the new duty station.

Payment shall be as follows:

i. the employee will receive the equivalent of thirty days

per diem allowance;

ii. the spouse and up to a maximum of three children

will receive fifteen days of per diem allowance as long as they

arrive with the employee or join him/her within the first thirty

days;

iii. dependent children under 12 years of age will receive

the equivalent of half of the per diem allowance.

c. Qualifying dependents mentioned above, not arriving during

the established time limit but who arrive within the first six months,

will receive one half of the above mentioned sum. After that, all

rights to the allowance will be forfeited.

d. The same per diem allowance applied to the employee at the

time he/she assumed his/her duties will be used for purposes of

calculation.

e. In individual exceptional cases the Director General may

increase the periods provided in paragraphs i. and ii. above up to a

maximum of 60 and 30 days, respectively, for a duty station if

justified in writing by the staff member and the Representative in the

country, informing the Executive Committee of such actions.

f. The Director General may, in individual exceptional cases

and at his discretion, authorize payments of all or part of the settle-

ment allowance in cases where the Institute has not been required to

pay travel expenses of a staff member recruited internationally,

informing the Executive Committee of such actions.

1.7

4.4 Allowance for Special Duties (Bonus for Functions or

Temporary Promotion) International Professional Personnel

Category

a. Any International Professional staff member may be

entrusted to assume temporarily the duties and responsibilities of a

higher position, as part of his/her regular work and without additional

compensation.

b. Without prejudice to the principle that a regular promotion

under the terms of Staff Rule 5.3 is the normal way of recognizing

increased responsibility and demonstrated ability, an International

Professional staff member who is required to assume all the duties

and responsibilities of a position of higher level than his/her own on

a temporary basis, for a minimum of one uninterrupted month or

more, shall be eligible to receive an allowance for special duties, as

of the day the new functions are assumed. For temporary

promotions of more than six months, the approval of the Director

General is required.

c. The amount of the allowance for special duties shall equal

the salary increase to which the staff member would have been

entitled had he/she been promoted to the level and responsibilities of

the new duties assigned.

4.5 Premium for Administrative Responsibilities

International Professional Personnel who are instructed to occupy

administrative positions classified higher than their current present

classification will be paid a temporary variable premium for the period of

time that they occupy the position of the higher classification level, as

stipulated in the Staff Rules and the Remuneration System.

4.6 Overtime Pay

In no case shall overtime be paid to International Professional Personnel.

4.7 Salary and Allowances During Mission Assignment

a. The Director General will establish a system for providing

allowances for special missions covering assignments for periods of

one year or more, during which a subsistence allowance shall be

authorized, not

1.8

to exceed 25% of the base salary. The mission subsistence

allowance shall be payable to staff members recruited or assigned

from outside the area of the mission, and their salaries shall continue

to be subject to the post adjustment applicable at the duty station from

which they are assigned.

b. The Director General shall set the rates and conditions for

the mission subsistence allowance payable on each assignment.

Eligible staff members who have a dependent spouse, and/or one or

more dependent children accompanying them at the place of the

mission assignment, may be authorized to receive a higher rate of

mission subsistence allowance than staff members not having such

dependents. The allowance may be paid wholly or partially in the

currency of the mission or in kind in the form of provision of food

and/or lodging.

4.8 Recognition for Years of Service

a. A bonus in recognition for years of continuous service as a

staff member shall be paid to all International Professional Personnel

who resign or whose appointments are terminated for reasons of

health, the elimination of the contract of employment, retirement, or

death. (Article63)

b. The amount of the bonus will be proportional to the time the

staff member has served the Institute in accordance with the

following scale:

1.9

Years of

continuous

Service

Staff member who at the

time of separation does

not have a spouse or

dependent children

(weeks of base salary)

Staff member who at the time of

separation has a spouse and/or

dependent children

(weeks of base salary)

2

3

4

5

6

7

8

9

10

1l

12

13

14

15 or more

4

5

6

7

8

9

10

11

12

13

14

15

16

17

8

10

12

14

16

18

20

22

24

26

28

30

32

34

c. The bonus will be calculated on the basis of the staff member's

last base salary, excluding allowances. Periods of service of six

months or more, after two full years have been served, will be

considered a complete year.

d. The bonus of recognition for years of service will not be

granted to staff members who have been terminated under the

provisions of Article 58 of the Rules of Procedure of the General

Directorate or under Staff Rule 9.5.3.

e. Recognition will be made for every five years of service

rendered to the Institute. Staff members will receive pins, certificates

of service and other awards as determined by the Director General on

an annual basis.

1.10

4.9 Retirement and Pension Plan

a. Participation in the Retirement and Pension Plan by

International Professional Personnel with regular appointments is

compulsory and is governed by the provisions contained in the

Retirement and Pension Plan of the OAS General Secretariat.

(Article 14.d)

b. Persons holding appointments as Temporary or Trust

International Professional Personnel are entitled to participate in the

Retirement and Pension Plan of the Organization of American States

in accordance with its rules. At their option, however, they may elect

instead to participate in the Provident Plan of the Organization of

American States in accordance with its rules.

c. All staff members in the Retirement and Pension Plan are

enrolled as follows:

i.Their participation shall begin the date of renewal of

contract of employment that allows for eligibility if that date

falls on the first of the month. In all other cases, participation

shall begin the first of the month which follows the date of

contract of employment that allows for eligibility.

ii.The staff member contributes to the Plan in the

amount of 7% of the pensionable remuneration level of his

salary level, and the Institute contributes 14% of the same

amount.

d. All staff members in the Provident Plan are enrolled as follows:

i. Participation starts on the date of employment.

ii.The staff member shall contribute 5% of the

pensionable remuneration level of his salary level, and the

Institute shall also contribute 5% of the staff members’

pensionable remuneration.

e. Any person who has held the post of Director General shall

receive an annual pension, payable monthly, upon completion of his

term of office, equal to 45% of his/her annual basic salary, provided

he has reached 65 years of age on the date he leaves the Office of

Director General.

1.11

i.In the event he/she is less than 65 year of age upon

leaving that Office, the annual pension shall be computed by

taking the amount the person would receive at age 65,

multiplied by the years of life expectancy for a person sixty-five

years old (the dividend), and dividing it by the Director Gen-

eral's life expectancy, according to his/her age upon leaving

Office (the divisor). The resulting quotient will be the annual

amount of the pension. For determining life expectancies,

tables periodically published by the National Center for Health

Statistics of the United States of America shall serve as a basis.

ii. In the event that, for reasons of health or other reasons

that the IABA deems justified, the Director General retires from

Office prior to the expiration of the term for which he/she was

elected, he/she shall receive a pension equal to one fourth part

of that to which he/she would have been entitled had he/she

served four years in Office, for each year of fraction of year not

less than six months that has passed since the date on which

he/she was elected. This pension shall be granted in the event

that the Director General resigns for reasons of personal

convenience, nor shall it be increased in the event he is re-

elected.

iii.The surviving spouse of the Director General shall

receive, so long as he/she does not remarry, a pension equal to

one half of that which the Director General would have

received were he/she alive, provided the widow(er) has reached

sixty years of age. If a the time of the death of the Director

General, the surviving spouse is less than sixty years of age, the

surviving spouse's pension shall be calculated in the manner

provided for in (i) above, taking as a basis the tables mentioned

therein, but using 60 as a basis and reducing the amount by half.

iv. If there should be surviving children of the Director

General of less than eighteen years of age, the IABA shall

determine the appropriate action in each case. In no case shall

any other benefit be granted that would exceed the amount

granted as pension to the surviving spouse of the Director

General, as stipulated in paragraph (iii) above.

1.12

v. In the event that the Director General is removed from

Office, the IABA will determine the actions to be taken with

regard to his/her rights to a pension.

vi. Where a Director General has also participated in the

OAS Retirement and Pension Plan, his/her pension under this

section shall be reduced by the quotient derived from dividing

the total institutional contribution for the period during which

he/she held the position of Director General and which he/she

received upon this retirement or separation from IICA, by

his/her years of life expectancy as of the date of his retirement

or separation from IICA. The deduction established in this

subsection shall be made during the period that corresponds to

the Director General's life expectancy.

vii. After August 12, 1981, an individual elected to the

post of Director General and who is also a participant in the

OAS Retirement and Pension Fund must immediately close

his/her participation in that Fund and petition for the liquidation

of his/her benefits in accordance with the relevant provisions of

the Fund.

4.10 Reimbursement of Income Tax

Staff members who are citizens of Member States shall be

reimbursed for income taxes owed on income from the Institute, provided

that the Member State taxing the staff member reimburses the Institute for

those expenditures associated with the tax reimbursement. This

reimbursement shall be in accordance with the agreement signed between

the Institute and the respective Member State.

4.11 Group Insurance Plan Protection

A Group Insurance Plan shall be provided for the International

Professional Personnel of the Institute that includes (Article 44):

a. Accidental Death and Dismemberment Policy

b. Health Policy

c. Life Insurance Policy

d. Additional Staff Member Life and Dependent Life Insurance

Policies

1.13

e. Extended Sick Leave Policy (Disability Insurance)

f. Automobile Insurance Policy

g. Homeowners Insurance

h. Dental Insurance

i. Workers compensation

The cost distribution for these plans shall be as shown below:

Insurance benefit Premium paid by the

Institute

%

Premium paid by the

staff member

%

1. Benefits provided for and administered by the Institute, which pays for all or

a portion of the premium:

a) Life Insurance and accidental

death

50 50

b) Workers’ Compensation 100 0

c) Health Insurance 50 50

2. Benefits provided for and administered by the Institute with staff members

responsible for total premium:

a) Disability Insurance

b) Group Term Ordinary Life

Insurance

c) Additional Life Insurance

d) Dental Insurance

e) Automobile Insurance

f) Homeowners’ Insurance

0

0

0

0

0

0

100

100

100

100

100

100

1.14

4.12 Maternity Leave

Female International Professional staff members are eligible for

maternity leave with full pay. (Article 44)

A medical certificate must be submitted on applying for maternity leave

with full pay.

Maternity leave regulations:

a. Directors shall grant twelve calendar weeks of full-pay

leave, of which six weeks may be taken before the estimated time of

birth.

b. After the period of maternity leave, the staff member may

take any vacation time she has accumulated to date.

c. While the staff member is on maternity leave, no time will

be accumulated towards annual holidays.

d. Return to work must be approved with a medical certificate.

Male staff members shall be granted a paternity leave of three

working days with pay as of the date their spouse gives birth.

4.13 Medical Review

International Professional staff members over 40 years of age shall

be eligible for a medical examination a minimum of once every two years,

complying with the following requisites:

a. the medical exam must be carried out by the officially

designated IICA doctor;

b. the results of the examination must be submitted to the

Directorate of Human Resources;

c. the Institute will reimburse the staff member for those fees

that are not covered by the group medical insurance of the staff group

insurance policies.

1.15

4.14 Sick Leave

Staff members in the International Professional category who,

because of illness or accident, are prevented from performing their work

or who cannot report for work because of measures taken for public health

reasons, shall be entitled to sick leave as follows:

a. All sick leave must be approved by the corresponding Director.

b. Staff members holding short-term appointments may be

granted sick leave at the rate of two working days per month of

service.

c. Staff members holding regular appointments shall have the

right to sick leave up to a maximum of three months on full salary,

and sick leave up to six months on half salary during any period of

twelve consecutive months, but in any period of two consecutive

years may not exceed 4 1/2 months on full salary and 9 months on

half salary.

d. Staff members shall be responsible for informing their

supervisors as soon as possible of their absences due to illness or

injury.

e. Except with the authorization of the Director General or

officers designated by him, no staff member may be granted sick

leave for a period of more than three consecutive working days unless

he/she presents a medical certificate to the effect that he/she is unable

to perform his/her duties, and stating the nature of the illness and the

probable duration of the absence. This certificate shall, except in

circumstances beyond the control of the staff member, be presented

immediately upon his/her return to duty.

f. Sick leave shall be granted by the respective Director to a

staff member who falls sick for more than three consecutive working

days during vacation. (Article 44)

4.15 Training

The Institute will provide or facilitate adequate training for its

International Professional Personnel, when deemed necessary to improve

the performance of their tasks, broaden their capacity and develop their

technical professional skills.

II. LOCAL PROFESSIONAL CATEGORY PERSONNEL

CONTENTS

1. Salary Schedule…………………………………………………………….

2. Benefits………………………………………………………………….…

3. Overtime Pay………………………………………………………………

4. Payment for Temporary Assignment of Duties…………………………...

5. Payment for Administrative Responsibilities……………………………..

6. Recognition for Years of Service………………………………………….

7. Medical Examination ………………………………………………………

8. Insurance Coverage…………………………………………………………

9. Training……………………………………………………………………

Page

2.1

2.2

2.2

2.2

2.3

2.3

2.4

2.4

2.5

2.1

II. LOCAL PROFESSIONAL CATEGORY PERSONNEL

Article 12.b of the Rules of Procedure of the General Directorate defines Local

Professional Personnel as "specialists with professional degrees, associated with the

Institute by work contracts that are in accordance with the labor laws and practices of

the countries in which they are to provide their services, and with all pertinent

stipulations of Institute Rules of Procedure and Regulations which do not contradict

local laws and practices." Implicit in the above is that Local Professional Personnel

shall be hired with salaries and benefits at the level of those individuals performing

comparable work under local labor laws, at a very minimum.

1. Salary Scale

Owing to the above, there shall be a separate salary schedule for Local

Professional Personnel at each duty station based on data collected by

comparability studies in each country. The features of these salary schedules are

as follows:

a. A numerical identification of grade levels from PL-1 to PL-5. b.

The initial levels of salary for each grade of the Local Professional

category shall be determined taking into account legal minimum salary

levels and comparability studies of classification grade and salary in each

country based on government agencies, public corporations and private

national and multinational corporations.

c. Salary scales will be adjusted according to local labor laws when a

cost-of-living increase is decreed.

d. As necessary a comparability study (b. above) will be requested to

determine the prevailing salaries for comparable work, and appropriate

adjustments will be made, within the budgetary possibilities of the

Institute.

e. Salary increases for individual staff members will be possible

under the following conditions:

i. when salary schedules are changed through c. or d. above;

2.2

ii. By merit (when performance is fully satisfactory or better as

recognized in the appropriate procedures); and

iii. By promotion.

2. Benefits

Basic benefits for Local Professional Personnel shall be those provided for

under the local labor laws. If any of the following are not included in the

social security systems under local labor laws, the Institute shall provide

coverage based on studies of the local market and practices of each country. In

each case, the studies shall determine which portion of the cost will be paid by

the employee, and which portion of the cost will be paid by the Institute:

Basic health insurance (including hospitalization and maternity

coverage)

Maternity leave

Retirement and pension

Sick leave

Annual vacation

3. Overtime Pay

Local Professional Personnel who are required to work overtime shall receive

additional compensation only when such is provided for under local labor laws

of the country in which they provide their services.

4. Payment for Temporary Assignment of Duties

a. Temporality shall be defined in each case by the labor laws of the

country in which the staff member performs his/her duties.

b. When a Local Professional staff member is required to assume

temporarily all the duties and responsibilities of a vacant position of

higher level than his/her own, he/she shall be eligible to receive a payment

for special duties, when local laws so allow.

2.3

c. The amount of the allowance shall equal the salary increase to

which the staff member would be entitled had he/she been promoted to the

classification level and responsibilities of the duties of the vacant position

to which he/she is assigned temporarily.

d. At no time shall the allowance be considered to be salary.

e. The allowance shall cease on the date the staff member ceases to

perform the higher level duties and responsibilities or at an earlier date if

maximum periods of time are dictated by the local labor laws of the

country.

5. Payment for Administrative Responsibilities

a. Local Professional Personnel who are instructed to occupy

administrative positions classified higher than their current present

classifications will be paid a temporary variable sum for the period of time

that they occupy the position with the higher classification when local law

permits such temporary variable payments. This payment is not salary and

shall cease when the staff member ceases to occupy the position.

b. Temporality shall be defined in each case by the labor laws of the

country in which the staff member performs his duties.

6. Recognition for Years of Service

a. As a bonus for years of continuous service as staff members of the

Institute, Local Professional Personnel will accumulate one half of a

monthly salary for each year of service, in line with the provisions listed

below: (Article 63)

i. For accounting purposes, this benefit will be reserved

monthly in US dollars at the equivalent of 1/24th of the current salary.

Variations in salary will not have a retroactive effect.

ii. This benefit will be paid in a lump sum on the date services

are terminated and in the local currency of the corresponding country.

2.4

iii. In those countries that pay fourteen (14) or more salaries per

year (for any reason), or where the payment of one-half a monthly

salary or more per year of service is obligatory by law in the event of

resignation or termination of services, staff members will not be

eligible for this benefit.

iv. The bonus for years of services will not be granted to staff

members who have been terminated under the provisions of Article

58 of the Rules of Procedure of the General Directorate or under Staff

Rule 9.5.3.

b. Recognition will be made for every five years of service rendered

to the Institute. Staff members will receive pins, certificates of service

and other awards as determined by the Director General on an annual

basis.

7. Medical Examination

All Local Professional Personnel over 40 years of age shall be eligible for a

medical examination a minimum of once every two years, in accordance with

the following requirements:

a. The medical examination shall be carried out by a physician

officially designated by the Institute.

b. The results of the medical examination shall be submitted to the

Directorate of Human Resources.

c. The Institute will reimburse the employee for all expenses not

covered by the country's social security system.

8. Insurance Coverage

a. Local Professional Personnel shall be covered by a basic life

insurance program, the amount of which shall not be less than US$4,000;

additional amounts of insurance financed jointly by the Institute and the

staff member will be available.

b. Local Professionals who must travel abroad on official missions to

render their services will be covered by the accident and health policies of

IICA's group insurance plan for the duration of the mission.

2.5

9. Training

The Institute will provide or facilitate adequate training for its Local

Professional Personnel when deemed necessary to improve the performance of

their tasks, broaden their capacity and develop their technical professional skills.

III. GENERAL SERVICE CATEGORY PERSONNEL

CONTENTS

1. Salary Schedule……….…………………………………….

2. Benefits ………………………………………………………

3. Overtime Pay……………………………………………….

4. Payment for Temporary Assignment of Duties……………….

5. Payment for Administrative Responsibilities………………..

6. Recognition for Years of Service……………………………

7. Medical Examination…………………………………………

8. Insurance Coverage…………………………………………

9. Training……………………………………………………

Page

3.1

3.2

3.2

3.3

3.3

3.3

3.4

3.5

3.5

3.1

III. GENERAL SERVICE CATEGORY PERSONNEL

Article 12.c. of the Rules of Procedure of the General Directorate defines

General Services Personnel as "persons performing tasks for which specific technical

training may or may not be necessary, but that do not necessarily require a

professional degree, hired locally to perform functions of an administrative nature or

to provide secretarial or auxiliary services. They shall be hired in accordance with

the labor laws and practices of the countries in which they provide their services, and

with all pertinent stipulations of Institute Rules of Procedure and regulations which

do not contradict local laws and practices." As in the case of Local Professional

Personnel, the hiring of General Services Personnel with salaries and benefit levels at

the level of those individuals performing comparable work under local labor laws, as

the minimum, is implicit in the above.

1. Salary Scale

Owing to the above, there shall be a separate salary schedule for General Service

Personnel at each duty station, based on data collected by comparability studies

in each country. The features of these salary schedules are as follows:

a. A numerical identification of grade levels from G-1 to G-9.

b. The initial levels of salary for each grade of the General Services

category shall be determined taking into account legal minimum salary

levels, and comparability studies of classification grade and salary in each

country based on government agencies, public corporations, and private

national and multinational corporations.

c. Salary schedules will be adjusted according to local labor laws

when a cost-of-living increase is decreed by the government.

d. As necessary a comparability study (b. above) will be requested to

determine the prevailing salaries for comparable work, and appropriate

adjustments will be made, within the budgetary possibilities of the

Institute.

e. Salary increases for individual staff members will be possible

under the following conditions:

i. when salary schedules are changed through c. or d. above;

3.2

ii. by merit (when performance is fully satisfactory or better as

recognized in the appropriate procedures); and

iv. by promotion.

2. Benefits

Basic benefits for General Services Personnel shall be those provided for under

the local labor laws. If any of the following are not included in the social

security system under local labor laws, the Institute shall provide coverage based

on studies of the local market and practices of each country. In each case, the

studies shall determine which portion of the cost will be paid by the employee,

and which portion of the cost will be paid by the Institute:

- Basic health insurance (including hospitalization and maternity

coverage)

- Maternity leave

- Retirement and pension

- Sick leave

- Annual vacation

3. Overtime Pay

General Services Personnel who are required to work overtime shall receive

additional compensation only when such is provided for under local labor laws

of the country in which they provide their services.

a. Overtime shall be any authorized time worked in excess of a normal work

week.

b. Only under exceptional circumstances shall employees be required

to work on Sundays or holidays.

c. General Services Personnel who are required to work overtime

shall be compensated in salary payment at the rate paid under local labor

laws.

3.3

4. Payment for Temporary Assignment of Duties

a. Temporality shall be defined in each case by the labor laws of the

country in which the staff member performs his duties.

b. When a General Services staff member is required to assume tem-

porarily all the duties and responsibilities of a vacant position of higher

level than his/her own, under such terms when local law permits, he/she

shall be eligible to receive an allowance for special duties.

c. The amount of the allowance shall equal the salary increase to

which the staff member would be entitled had he/she been promoted to the

classification level, step and responsibilities of the duties of the vacant

position to which he/she is assigned temporarily.

d. At no time shall the allowance be considered to be salary.

e. The allowance shall cease on the date the staff member ceases to

perform the higher level duties and responsibilities or at an earlier date if

maximum periods of time are dictated by the local labor laws of the

country.

5. Payment for Administrative Responsibilities

a. General Services staff members who are instructed to occupy

administrative positions classified higher than their current present

classifications will be paid a temporary variable sum for the period of time

they occupy the position with the higher classification, when local labor

law permits such temporary variable payments. This payment is not salary

and shall cease when the staff member ceases to occupy the position.

b. Temporality shall be defined in each case by the labor laws of the

country in which the staff member performs his duties.

6. Recognition for Years of Service

a. As a bonus for years of continuous service staff members of the

Institute, General Services Personnel will accumulate one half of a

monthly salary for each year of service, in line with the provisions listed

below. (Article 63):

3.4

i. For accounting purposes, this benefit will be reserved

monthly in US dollars at the equivalent of 1/24th of the current salary.

Variations in salary will not have a retroactive effect.

ii. This benefit will be paid in a lump sum on the date services

are terminated and in the local currency of the corresponding country.

iii. In those countries that pay fourteen (14) or more salaries per

year (for any reason), or where the payment of one-half a monthly

salary or more per year of service is obligatory by law in the event of

resignation or termination of services, staff members will not be

eligible for this benefit.

iv. The bonus for years of service will not be granted to staff

members who have been terminated under the provisions of Article

58 of the Rules of Procedure of the General Directorate or under Staff

Rule 9.5.3.

b. Recognition will be made for every five years of service rendered

to the Institute. Staff members will receive pins, certificates of service

and other awards as determined by the Director General on an annual

basis.

7. Medical Examination

All General Services Personnel over 40 years of age shall be eligible for a

medical examination a minimum of once every two years, in accordance with

the following requirements:

a. The medical examination shall be carried out by a physician of-

ficially designated by the Institute.

b. The results of the medical examination shall be submitted to the

Directorate of Human Resources.

c. The Institute will reimburse the employee for all expenses not

covered by the country's social security system.

3.5

8. Insurance Coverage

a. General Services Personnel shall be covered by a basic life

insurance program, the amount of which shall not be less than US$4,000;

additional amounts of insurance financed jointly by the Institute and the

staff member will be available.

b. General Services Personnel who must travel abroad on official

missions to render their services will be covered by the accident and

health policies of IICA's group insurance plan for the duration of the

mission.

9. Training

The Institute will provide or facilitate adequate training for its General Services

Personnel when deemed necessary to improve the performance of their tasks,

broaden their capacity and develop their technical professional skills.