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inclusion: Accommodating spouses/partners
:
Tips and Tools
Appointment to advertized vacancies
1 In principle, spouses/partners are able to apply for any vacancy for which they are qualified. However, some host country conditions on eligibility for nationally recruited positions may disqualify expatriate spouses/partners from appointment to these positions.
Status of spouse/partner candidates
2 In recognition of the basic purpose of accommodating spouses/partners,
it is highly desirable for eligible candidates among the spouse/partner
population to be awarded “internal candidate” status for
their applications. This is particularly significant for a Center that
has adopted (or adapted) the model policy for recruitment.
3 In these circumstances, spouses/partners will have equivalent (but not superior) status to applicants who are already Center staff. Thus, in most circumstances, their candidacy would be considered together with other internal candidates, prior to advertising the position externally. The consequence of this might be to conduct a competitive selection from within the combined field of spouses/partners and internal candidates (provided that they meet the eligibility and selection criteria to a sufficient extent).
4 If successful in her/his application, the spouse’s/partner’s salary would not be discounted in any way, but should be determined by the same process that would normally apply to competitively recruited staff.
Regional recruitment
5 If a Center has a regionally recruited staff category, spouses/partners
can usually apply for vacancies that arise in this category. Regional
recruitment is essentially international recruitment from within a
defined region, so the potential constraints of national recruitment
would not apply. If successful, the spouse’s/partner’s
salary would be determined by the same process as would normally apply
to regionally recruited staff.
Benefits and allowances
6 In both scenarios above, benefits and allowances
would have to be determined on a case-by-case basis, applying the following
principles:
- the spouse/partner would receive the normal benefits and allowances applying to national/regional appointments (as appropriate), except that
- the total allowances paid to the spouse/partner and the principal appointee (i.e. the spouse’s spouse) would not exceed the allowances for an internationally recruited family unit.
© CGIAR Gender & Diversity
Program 2006