36 C

36 C/39
9 September 2011
Original: English

Item 11.2 of the provisional agenda

STAFF SALARIES, ALLOWANCES AND BENEFITS

OUTLINE
Source: 35 C/Resolution 92.
Background: Pursuant to 35 C/Resolution 92, the Director-General is
authorized to apply to staff in UNESCO the measures affecting the salaries,
allowances and other benefits that may be adopted either by the United
Nations General Assembly or, by virtue of the authority conferred upon it, by
the International Civil Service Commission (ICSC).
Purpose: This document informs the General Conference of decisions taken
by the Director-General since its 35th session to apply, to the UNESCO staff
members affected, measures affecting their salaries, allowances and benefits
as adopted by the General Assembly and ICSC.
The financial and administrative implications of these measures were already
incorporated in the parameters of document 35 C/5.
Decision required: Paragraph 10.

36 C/39
INTRODUCTION
1.
At each of its sessions, the Director-General informs the General Conference of recent
changes in the salaries and allowances of UNESCO staff, resulting from changes introduced
across the United Nations common system as a result of decisions adopted by the General
Assembly or the International Civil Service Commission (ICSC).
2.
As sessions of the General Conference occur every two years, the Director-General regularly
submits reports to the Executive Board on these issues, covering ICSCs annual reports and the
resolutions adopted by the General Assembly relating to the United Nations common system.
3.
Since the 35th session of the General Conference, the Director-General has presented
ICSCs 2009 and 2010 reports to the Executive Board, under cover of 184 EX/6 (Part I) and
186 EX/6 (Part VIII). The Executive Board adopted EX/Decision 6 (Part VII) at its 186th session, in
which it invites the Director-General to continue to ensure UNESCOs participation in the work of
the International Civil Service Commission (ICSC) and to take into account its report.
4.
For ease of reference, an explanatory note describing the approved methodology for setting
the salaries of UNESCO staff is set out in Annex I. A glossary of the technical terms appearing in
this report is set out in Annex II.
Conditions of service of staff in the Professional category and above
5.
The salaries and other conditions of employment of Professional and higher category staff
are set in accordance with the Noblemaire principle, by comparison with employment conditions
applicable in the highest paid national civil service (the United States of America federal civil
service is used as the reference).
Changes in Salaries and Allowances
6.
In accordance with decisions and recommendations of the General Assembly 1 and the
ICSC,2 the Director-General applied the following measures to Professional and higher category
staff:
(i)

The net base/floor salary scale increased on 1 January 2010 and 1 January 2011 by
3.04% and 1.37%, respectively, to harmonize the salaries of United Nations
Professional and higher category staff with pay levels of comparable staff in the United
States of America federal civil service. In line with usual practice, this was introduced
on a no loss, no gain basis, whereby the increase in net base/floor salary was offset by
a reduction in post adjustment, leaving net take-home pay unchanged. However, as net
base salary is used to derive repatriation grants and termination indemnity payments,
these increased as a result. The current salary scale for 1 January 2011 is attached as
Annex III.
ICSC is recommending an increase of 0.13% in the net base/floor scale effective from
1 January 2012, reflecting the salary freeze in the United States federal civil service for
2011 and the small reduction in direct taxes in the United States of America during the
year. The General Assembly will make a decision on this recommendation in
December 2011.

(ii)

1
2

Child allowance increased to US $2,929 per annum and the secondary dependants
allowance to US $1,025 per annum on 1 January 2011, following ICSCs biennial
review, which takes into account the average level of child benefits (i.e. tax abatements
and social legislation payments) at the eight United Nations Headquarters duty
stations. The new amounts in local currencies are set out in Annex IV.

GA/Resolutions A/Res/64/231 (2009) and A/Res/65/248 (2010).

ICSC Annual Reports for 2009 (A/64/30) and 2010 (A/65/30).

36 C/39 page 2
These dependency allowances are reduced by the amounts of any direct payments
received by staff members from national authorities in respect of their recognized
dependants.
(iii)

Under ICSCs approved methodology, maximum admissible education expenses are

reviewed if they are exceeded by at least 5% of staff claims in the country or zone. This
trigger was reached in 11 countries/zones, including France, and the maximum ceilings
were increased, taking into account movements in school fees and the number of
claims exceeding the existing ceiling. The flat rates for boarding, payable in respect of
children studying away from the country of the staff members duty station, increased in
13 countries/zones based on changes in the local consumer price indices. The special
measures for China, Hungary, Indonesia, Romania and the Russian Federation, and
for eight educational institutions in France, were maintained.
The amounts payable as of 1 January 2011 are in Annex V.

(iv)

In order to harmonize conditions of service of Professional staff members serving in

non-family duty stations, the General Assembly accepted the ICSC recommendation
that:
(a)

the designation of non-family duty stations should be harmonized across the

common system;

(b)

conditions of service for staff serving in non-family duty stations be harmonized

across the common system, by amending the existing mobility and hardship
scheme to include a payment for service in non-family duty stations; and

(c)

provisions on rest and recuperation should be harmonized across the common

system, by adopting a common rest and recuperation framework.

Staff currently assigned to duty stations designated as non-family receive an allowance

to help maintain a second household elsewhere. In order to harmonize the allowances
currently being paid, the current allowances will be replaced by an additional hardship
allowance for service in non-family duty stations. This new allowance is equivalent to
the current hardship allowance for E duty stations, at full rate for staff with
dependents, and at 50% for single staff. The amounts of the new allowance are set out
in Annex VI: these represent, in most cases, a reduction in the amount paid under the
current arrangements.
These new arrangements were implemented on 1 July 2011. Staff recruited before
1 July 2011, and posted to a non-family duty station before 1 July 2012, continue to
receive the current allowance until 30 June 2016. Current staff posted to a non-family
duty station between 1 July 2012 and 30 June 2016 will benefit from transitional
arrangements which offer some protection of the level of payment. Staff recruited on, or
after, 1 July 2011 will receive the new allowance immediately.
The General Assembly further decided3 that organizations should contribute only to the
travel element of the R&R break, pending a further review of this issue during its 2012
session. As a result, daily subsistence allowances are no longer paid to staff on R&R
breaks with effect from 1 July 2011.
(v)

Revised post adjustment indices for the eight United Nations Headquarters duty
stations, including Paris, were approved by ICSC in April 2011, reflecting the results of
the comprehensive place-to-place surveys carried out in September 2010. The new
post adjustment index for Paris represented an increase of about 1% in salary.

GA/Resolution A/Res/65/248 (2010).

36 C/39 page 3
(vi)

The pensionable remuneration of Professional staff members increased by 2.73% with

effect 1 August 2011, in accordance with the provisions of Article 54 (b) of the United
Nations Joint Staff Pension Funds regulations, which links changes in pensionable pay
to changes in the net remuneration of Professional staff in New York. This was the first
increase in pensionable remuneration since 1 August 2008. The revised scale is set
out as Annex VII.

Conditions of service of staff in the General Service category

Changes in Salaries and Allowances
7.
The Director-General applied the following increases in Headquarters to staff members in the
General Service category:
(i)

Net salary scale increases of 1.98% and 1.62% (respectively) on 1 October 2009 and
1 October 2010, in line with ICSCs approved methodology, with consequential
increases in pensionable pay and language allowances. The salary scales payable in
Headquarters effective 1 October 2010 are set out in Annex VIII. The level of
allowances now payable to General Service staff in Headquarters is as follows:

Spouse allowance of 2,305 per year (2,715 for staff who have received the
allowance since January 1998);

Dependent child allowance of 1,909 per year (3,734 for the first dependent
child of a staff member without a spouse);

A first language allowance of 1,830 per year. A second language allowance of

915 per year is also payable.

8.
Increases in the salaries and allowances of General Service staff serving away from
Headquarters were applied in accordance with local United Nations practice.
Financial and administrative implications
9.
The measures reported in this document have already been foreseen in the 35 C/5
document; and there are, therefore, no further financial and administrative implications.
Proposed resolution
10. As decisions taken by the General Assembly or ICSC affecting the salaries, allowances and
benefits of staff members often come into effect when the General Conference is not in session,
the General Conference is invited to consider adopting the following resolution:
The General Conference,
Having examined the report of the Director-General on staff salaries, allowances and benefits
(36 C/39),
Having taken into consideration recommendations and decisions of the General Assembly
and the International Civil Service Commission covering the salaries, allowances and other
benefits of staff of organizations who participate in the United Nations Common System of
salaries, allowances and conditions of service,
Noting the possibility that ICSC may, on its own initiative and by virtue of the authority
conferred upon it by Article 11 of its Statute, adopt, decide or recommend to the General
Assembly measures affecting staff salaries, allowances and benefits,

36 C/39 page 4
1.

Endorses the measures already taken by the Director-General pursuant to the

decisions and recommendations of the United Nations General Assembly and the
International Civil Service Commission (lCSC), as set out in document 36 C/39;

2.

Authorizes the Director-General to continue to apply to the staff of UNESCO measures

of this kind that might be adopted either by the General Assembly or, by virtue of the
authority conferred upon it, ICSC;

3.

Invites the Director-General to report to the Executive Board on measures of this kind;
and, if there are budgetary difficulties in applying these, to submit proposals to the
Board for approval.

36 C/39
Annex I

ANNEX I

Note on the methodology for setting salaries of UNESCO staff

As UNESCO is part of the United Nations Common System, the salaries of its staff members are
based on United Nations Common System methodology.
A.

Salaries of International Professional and higher category staff

Their salary is made up of two elements:

1.

Net base salary, which represents the minimum salary payable to staff at a duty station;

2.
Post adjustment, which reflects the cost of living in the duty station and ensures that staff
have the same purchasing power wherever they work across the United Nations Common System.
1.

Net base Salary

The level of salaries for internationally-recruited professional United Nations staff is determined on
the basis of the Noblemaire principle, which states that the international civil service should be
able to recruit staff from all of its Member States, including the highest paid. In application of this
principle, the salaries of Professional staff are set by reference to the highest paying national civil
service.
The International Civil Service Commission (ICSC) carries out periodic checks to identify which
national civil service has the highest remuneration levels. The United States of America federal
civil service has to date been taken as the highest paid national civil service (the comparator
service).
How is the net base salary scale established?
The net base salary scale of professional United Nations staff applies equally in all duty stations
worldwide, and is set by reference to the salaries paid to comparable staff in the United States
federal civil service. The methodology provides for a margin of between 10% and 20% in favour of
United Nations salaries, to provide some compensation for the expatriate nature of service in the
United Nations. ICSC monitors the margin annually to ensure that it is maintained within the range
10% to 20%; and recommends changes to the salary scale if the margin falls outside the range.
The margin for 2010 was 13.3 %
How is the net base salary scale updated? And how often is it updated?
The net base salary scale is reviewed each year by ICSC, on the basis of salary increases
received by comparable United States federal civil servants in the previous year. ICSCs
recommendations are then submitted to the United Nations General Assembly for approval.
But why are changes in the net base salary scale implemented on a no loss, no gain
basis?
The net base salary scale represents the minimum salary payable to staff across all duty stations.
The purpose of changes in the salary scale is to maintain the level of the minimum United Nations
salary in light of salary changes in the United States comparator service, rather than to award
general salary increases applicable at all duty stations. (As noted above, the overall salary also
includes post adjustment, which is updated in the light of changes in the cost-of-living at the duty
station).

36 C/39
Annex I page 2
In order to ensure that only the minimum salary is increased whenever the salary scale is updated,
the practice of the General Assembly is to recommend that the increase in the net base salary
scale be accompanied by a corresponding reduction in the post adjustment paid in each duty
station worldwide, the no loss, no gain principle. In practice, this means that staff receive exactly
the same overall remuneration before and after the change in the net base salary scale.
Why are there financial implications if the net base salary scale changes on a no loss no
gain basis?
The net base salary scale of Professional United Nations staff is also used to determine the
amounts of the repatriation grant (payable when international Professional staff repatriate to
another country on separation from an organization) and termination indemnity (paid when a
contract is terminated before its expiry date). As the calculation of these two allowances is based
on the net base salary scale alone, that is excluding post adjustment, any increase in the salary
scale has a direct (if minimal) financial impact on staff costs.
2.

Post adjustment

The post adjustment system ensures that Professional salaries have the same purchasing power
at all duty stations. As the cost-of-living varies significantly between the different duty stations,
overall Professional salaries (that is, net base salary plus post adjustment) are set at different
levels at each duty station to compensate for observed differences in living costs. Differences in
living costs are measured through periodic surveys conducted by ICSC at all duty stations every
five years. These surveys measure the cost-of-living of a duty station relative to the cost-of-living at
the base of the system (New York). The results of the cost-of-living comparisons are reflected in a
post adjustment index for each duty station.
In order to take account of local cost-of-living changes, the post adjustment indices are normally
updated by ICSC every 12 months (but more frequently in duty stations with high inflation). And as
the salaries of international Professional staff are calculated in United States dollars, but payable in
local currency, the post adjustment mechanism is also used to protect salaries against exchange
rate fluctuations.
Who manages the post adjustment system?
The management of the post adjustment system is the responsibility of the ICSC. Consequently,
any changes in the post adjustment classification of duty stations are approved and promulgated
monthly by the Chairman of ICSC.
Under what authority are changes in net base salary and post adjustment implemented in
UNESCO?
The implementation of measures affecting salaries, allowances and benefits of staff in UNESCO,
pursuant to General Assembly or ICSC decisions and recommendations, is approved by the
Director-General, under the authority of a standard General Conference resolution, and in
accordance with UNESCOs staff regulations.
B.

Salaries of General Service (GS) and National Professional Officers (NPO) staff
members

Basis for establishing salary scales

GS and NPO staff members are recruited locally. Their salaries and allowances are established in
accordance with the Flemming Principle, which states that the conditions of service for locally
recruited staff should reflect the best prevailing conditions found locally for similar work.

36 C/39
Annex I page 3
How is the salary scale established?
The salaries, allowances and conditions of employment of locally recruited GS and NPO staff
members are established through periodic, comprehensive local salary surveys carried out among
employers at each duty station. The salary survey methodology is developed by ICSC and
approved by the General Assembly. The last survey took place in Paris during 2004; the next
survey is planned for 2012. ICSC has just completed a review of the methodology, which include a
proposal to decrease the frequency of the salary surveys from every four to five years to every
eight to 10 years. The methodology awaits GA approval.
How is the salary scale adjusted, and how often?
The salary scales of locally recruited GS and NPO staff are adjusted by the results of the local
salary surveys described above. In between these surveys, salary scales are adjusted every
12 months on the basis of either local salary indices (where these exist) or mini local salary
surveys.
Under what authority are changes in local General Service salaries implemented in
UNESCO?
The annual salaries of GS staff members at Headquarters are established by the Director-General,
in accordance with decisions of UNESCOs General Conference, in order to maintain conformity
between them and the best prevailing rates for comparable employment in the Paris area.
In the field, the salaries of local staff members are established by the Director-General in
accordance with United Nations practice.
C.

Recent changes in staff pay and the relationship with Staff Costs

How has the Professional salaries changed since January 2010?

There were increases in the net base Professional salary scale, approved by the General
Assembly and implemented on a no loss no gain basis as follows:
(i)

3.04%, effective January 2010; and

(ii)

1.37%, effective January 2011.

The review of the Post adjustment carried out by the ICSC resulted in an increase in overall pay
(net salary plus post adjustment) of Professional staff at Headquarters, as follows:
(i)

4.75 % effective May 2010; and

(ii)

1.0 % effective April 2011.

These increases in post adjustment ensured that staff in Paris maintained the same purchasing
power as equivalent staff in New York (the base of the post adjustment system).
What changes in overall salary have UNESCO GS staff received since January 2010?
GS staff in Paris received a salary increase of 1.62% in October 2010, on the basis of salary
indices published by the French Ministry of Employment. The next update of GS salaries takes
place in October 2011.

36 C/39
Annex I page 4
How are anticipated statutory increases factored into staff costs?
The calculation of UNESCOs staff costs budget takes account of all of the evolutions that have
already occurred in the above elements. The most recent base salary scales, the levels of post
adjustment and pensionable remuneration, and recent trends in other components of staff costs
(for example, changes in dependency allowances, education grant ceilings and mobility and
hardship allowances) are factored into the standard costs, which are calculated separately for each
grade and duty station.
As the budget is based on the price level (standard costs) forecast as at the beginning of the
biennium in question, the calculations also take into account any future anticipated increases
expected before the beginning of that biennium. This information is obtained from ICSC, to the
extent possible, from official economic indices and also from an analysis of historic trends in each
of the different elements of staff costs. Any statutory increase in staff costs that arise after the
biennium has started must be covered from the separate budget appropriation Anticipated cost
increases, upon submission of an explanation to the Executive Board and its approval.

36 C/39
Annex II

ANNEX II
Glossary of technical terms
Base/floor salary scale

For the Professional and higher categories of staff, a

universally applicable salary scale is used in conjunction
with the post adjustment system. The minimum net
amounts received by staff members around the world are
those given in this scale.

Child allowance

An allowance payable in respect of each recognized

dependant child of staff members in the Professional or
General Service category.
The allowance is reduced by the amount of any direct
payment that may be received from national authorities in
respect of dependants.

Comparator

The salaries and other conditions of employment of

Professional and higher category staff members are
determined in accordance with the Noblemaire principle,
by reference to those conditions applicable in the civil
service of the country with the highest pay levels. The
United States of America federal civil service has been
used as the comparator since the inception of the United
Nations. (See also Highest paid civil service and
Noblemaire principle.

Consolidation of post adjustment

The base/floor salary scale for the Professional and

higher categories is adjusted periodically to reflect
increases in the comparator salary scale. This upward
adjustment is made by taking a fixed amount of post
adjustment and incorporating or consolidating it into the
base/floor salary scale. If the scale is increased by
consolidating 5 per cent of post adjustment, the post
adjustment classifications at all duty stations are then
reduced by 5 per cent, thus ensuring, generally, no losses
or gains to staff.

Dependency rate salaries

Net salaries
dependant.

E duty stations

All duty stations that are not H duty stations are

classified from A to E according to the level of hardship,
E being the most difficult. The measurement of hardship
takes account of availability of goods and services,
personal safety and security, housing, climate, isolation,
educational and health care facilities.

Flemming Principle

The basis used for the determination of conditions of

service of the General Service and other locally recruited
categories of staff. Under the application of the Flemming
principle, General Service conditions of employment are
based on best prevailing local conditions.

Flat rates for boarding

Eligible dependent children of internationally recruited

staff studying outside the country of the staff members

determined

for

staff

with

primary

36 C/39
Annex II page 2
duty station and who do not have accommodation
provided by the academic institution are eligible for a lump
sum towards their living expenses.
H duty stations under the mobility
and hardship scheme

Headquarters locations and locations where there are no

United Nations developmental or humanitarian activities
or locations which are in countries which are members of
the European Union.

Headquarters locations

Headquarters of the organizations participating in the

United Nations common system are: Geneva, London,
Madrid, Montreal, New York, Paris, Rome and Vienna.
(Universal Postal Union has its headquarters at Berne in
Switzerland, but post adjustment and GS salaries at
Geneva apply).

Highest paid civil service

Under the application of the Noblemaire principle, salaries

of United Nations staff in the Professional and higher
categories are based on those applicable in the civil
service of the country with the highest pay levels,
currently the United States. See also Comparator and
Noblemaire principle.

Language allowance

A pensionable allowance payable to General Service staff

if they pass the prescribed test in a working language of
the General Conference which is not their principal
language (that is, the one in which they received their
primary and secondary education). Payable for two
languages.

Margin (net remuneration)

The Commission regularly carries out comparisons of the

net remuneration of the United Nations staff in grades P-1
to D-2 in New York with that of the United States federal
civil service employees in comparable positions in
Washington, D.C. The average percentage difference in
the remuneration of the two civil services, adjusted for the
cost-of-living differential between New York and
Washington, D.C., is the net remuneration margin.

Maximum reimbursable education

expenses

Internationally recruited staff members on fixed term or

indeterminate appointment and whose recognised home
is outside the country of the duty station are entitled to an
education grant for each dependent child in full-time
education. Admissible expenses include registration and
tuition costs, examinations and other expenses directly
related to the regular curriculum e.g. prescribed
textbooks. Boarding costs may be reimbursed if the child
is a boarder and attends an institution outside the country
of the staff members duty station. Other reimbursed
expenses include midday meals, daily group transport and
non-reimbursable capital levy.

Mobility and hardship allowance

A non-pensionable allowance designed to encourage

mobility between duty stations and to compensate for
service at difficult locations.

No loss no gain

See consolidation of post adjustment.

36 C/39
Annex II page 3
Noblemaire principle

The basis used for the determination of conditions of

service of staff in the Professional and higher categories.
Under the application of the principle, salaries of the
Professional category are determined by reference to
those applicable in the civil service of the country with the
highest pay levels. See also Comparator and Highest
paid civil service.

Non-family duty stations

Duty stations which for security reasons, or by decision of

the General Assembly, are deemed unsuitable for the
presence of family members of internationally recruited
staff.

Pensionable remuneration

The amount used to determine contributions from the staff

member and the organization to the United Nations Joint
Staff Pension Fund. Pensionable remuneration amounts
are also used for the determination of pension benefits of
staff members upon retirement.

Place-to-place survey

Survey carried out as part of the process of establishing a

post adjustment index. It compares living costs between a
given location and the base city, New York, at a specified
date.

Post adjustment index

Measurement of the living costs of international staff

members in the Professional and higher categories
posted at a given location, compared with such costs in
New York at a specific date.

Post adjustment classification

Post adjustment classification is based on the cost of

living (post adjustment multiplier) as reflected in the
respective post adjustment index for each duty station and
is expressed in terms of multiplier points. For example,
staff members at a duty station classified at multiplier 5
would receive a post adjustment amount equivalent to 5%
of net base salary as a supplement to base pay. The pay
index at the duty station would be 100 + 5 or 105.

Repatriation Grant

A payment to internationally recruited staff members on

relocation to any country other than that of the last duty
station where the individual establishes primary residence
after separation

Rest and Recuperation

Rest and Recuperation breaks are five days of leave

granted to international staff required to live and work in
extremely difficult locations to allow them to recover
physically and psychologically from their stressful and
dangerous environments. The Organization also covers
the cost of travel to the location designated for R&R
purposes.

Secondary Dependants allowance

An allowance payable in respect of a recognized

secondary dependant staff member who does not have a
dependent spouse.

36 C/39
Annex II page 4
Separation payments

Upon separation from service, staff may receive

compensation for one or more of the following:
commutation of annual leave, repatriation grant and
termination indemnity. Death grant is payable to the
survivor of a staff member.

Single rate salaries

Net salaries determined for staff without a primary

dependant.

Staff assessment

Salaries of United Nations staff from all categories are

expressed in gross and net terms, the difference between
the two being the staff assessment. Staff assessment is a
form of taxation, internal to the United Nations, and is
analogous to taxes on salaries applicable in most
countries.

Tax abatement

In the context of dependency allowances, tax credit or

relief provided to taxpayers who are responsible for the
financial support of dependants (spouse, children,
parents, etc.) in the tax systems of a number of countries.

Termination Indemnities

A payment to staff members whose appointment is

terminated.

ANNEX III
Annex 3

Annual gross and net base salaries for the Professional category and above
Effective date: 1 January 2011
US dollars

DDG

ADG

D-2

D-1

P-5

P-4

P-3

P-2

1
204 391

Net D

145 854

Net S

131 261

Gross

185 809

10

11

12

13

14

15

Net D

133 776

Net S

121 140

Gross

152 231

155 592

158 954

162 315

165 675

169 035

Net D

111 950

114 135

116 320

118 505

120 689

122 873

Net S

102 847

104 691

106 528

108 359

110 186

112 002

Gross

139 074

141 896

144 710

147 532

150 371

153 320

156 272

159 222

162 171

Net D

103 070

104 989

106 903

108 822

110 741

112 658

114 577

116 494

118 411

Net S

95 270

96 936

98 600

100 258

101 915

103 567

105 212

106 857

108 497

Gross

115 134

117 532

119 934

122 331

124 732

127 129

129 531

131 929

134 329

136 729

139 129

141 528

143 929

Net D

86 791

88 422

90 055

91 685

93 318

94 948

96 581

98 212

99 844

101 476

103 108

104 739

106 372

Net S

80 629

82 079

83 524

84 969

86 412

87 849

89 286

90 720

92 152

93 581

95 008

96 431

97 853

Gross

94 268

96 456

98 642

100 876

103 194

105 507

107 825

110 140

112 456

114 768

117 087

119 399

121 715

124 032

126 349

Net D

72 373

73 948

75 522

77 096

78 672

80 245

81 821

83 395

84 970

86 542

88 119

89 691

91 266

92 842

94 417

Net S

67 395

68 829

70 263

71 691

73 120

74 548

75 975

77 399

78 822

80 244

81 664

83 083

84 502

85 918

87 334

Gross

77 101

79 125

81 150

83 172

85 199

87 222

89 244

91 272

93 296

95 319

97 346

99 367

101 476

103 618

105 759

Net D

60 013

61 470

62 928

64 384

65 843

67 300

68 756

70 216

71 673

73 130

74 589

76 044

77 504

78 960

80 416

Net S

56 018

57 358

58 701

60 040

61 382

62 721

64 060

65 403

66 741

68 082

69 418

70 755

72 089

73 426

74 762

Gross

62 856

64 668

66 476

68 289

70 100

71 908

73 721

75 528

77 340

79 153

80 961

82 774

Net D

49 756

51 061

52 363

53 668

54 972

56 274

57 579

58 880

60 185

61 490

62 792

64 097

Net S

46 669

47 853

49 032

50 214

51 394

52 576

53 778

54 975

56 178

57 377

58 574

59 776

Gross

48 627

50 199

51 933

53 678

55 414

57 154

58 896

60 638

62 374

64 114

Net D

39 388

40 643

41 892

43 148

44 398

45 651

46 905

48 159

49 409

50 662

Net S

37 154

38 309

39 465

40 618

41 773

42 926

44 081

45 222

46 356

47 491

36 C/39
Annex III

P-1

Step
Gross

ANNEX IV
Annex 4

Am ounts of children's and secondary dependant's allow ances

for Professional and higher categories

Effective 1 Janua ry 2011

Children's Allowance

Country

Currency

Secondary Dependant's Allowance

Between 1
Betw een 1
Before 1 Jan Jan 2007 and On or after 1 Before 1 Jan Jan 2007 and On or after 1
2007
31 Dec 2008
Jan 2009
2007
31 Dec 2008
Jan 2009

Australia

Aus dollar

2 058

2 001

2 001

1 011

1 011

1 011

Austria

euro

2 229

2 229

2 229

780

780

780

Belgium

euro

2 229

2 229

2 229

780

780

780

Canada

Can dollar

2 929

2 929

2 929

1 025

1 025

1 025

Fra nce

euro

2 229

2 229

2 229

780

780

780

Germany

euro

2 239

2 229

2 229

791

780

780

Italy

euro

2 229

2 229

2 229

780

780

780

Netherlands

euro

2 229

2 229

2 229

780

780

780

Rom ania

leu

9 549

9 549

9 549

3 342

3 342

3 342

S witzerland

Swiss franc

3 181

3 067

2 785

1 248

1 198

975

USA and rest of w orld

US dollar

2 929

2 929

2 929

1 025

1 025

1 025

36 C/39
Annex IV

36 C/39
Annex V

ANNEX V
Annex 5

Education Grant Entitlements

Effective from scholastic year in progress 1 January 2011

Currenc y

Euro
Austria
Belgium
b

France
Germany
Ireland
Italy
Monaco
Netherlands
Spain
Danish krone
Japanese yen
Swedish krona
Swiss franc
Pound sterling
United States dollar (in the
c
United States of America)
United States dollar (outside the
United States of America)

M aximum
Normal flat rate
admissible expenses Maximum education
when boarding not
and maximum grant
grant
a
provided
for disabled children

Additional flat rate

M aximum grant for
for boa rding (at
staff at designated
designated duty
a
duty stations
stations)

17 555
15 458
10 981
19 563
17 045
20 830
10 981
17 512
16 653
113 554
2 324 131
157 950
31 911
24 941

13 166
11 593
8 236
14 672
12 784
15 623
8 236
13 134
12 490
85 166
1 743 098
118 462
23 933
18 706

3 776
3 518
3 052
4 221
3 112
3 147
3 052
3 875
3 162
27 242
607 703
26 034
5 540
3 690

5 664
5 277
4 578
6 332
4 668
4 721
4 578
5 813
4 743
40 863
911 555
39 051
8 310
5 535

18 830
16 870
12 814
21 004
17 452
20 344
12 814
18 947
17 233
126 029
2 654 653
157 513
32 243
24 241

43 006

32 255

6 083

9 125

41 380

20 663

15 497

3 746

5 619

21 116

Applies only in respect of children at the primary and secondary levels of education - Staff Rule 103.12 (k).

Except for the following schools, where the US dollars in the United States levels will be applied:

American School of Paris.

American University of Paris.
British School of Paris.
European Manage ment School of Lyon.
International School of Paris.
Marymount School of Paris.
The Ecole Active Bilingue Victor Hugo (for English curriculum only).
Ecole Active Bilingue Jeanine Manuel (for English curriculum only).

Also applies, as a special mea sure, for China, Hungary, Indonesia, Romania and the Russian Federation

36 C/39
Annex VI

ANNEX VI
Annex 6

Additional hardship allowance for service in non-family duty stations

US dollars/month

P 1 - P3
P 4 - P5
D1 and above

With dependant

Without dependant

1418
1701
1890

532
638
709

ANNEX VII
Annex 7

PENSIONABLE REMUNERATION FOR STAFF IN THE PROFESSIONAL AND HIGHER CATEGORIES

(in United States dollars)
Effective 1 August 2011
Level

II

III

IV

VI

227 281

232 449

237 614

242 774

247 938

253 101

206 583

210 820

215 057

219 284

223 520

171 902

175 504

179 105

182 712

186 313

P -4

140 318

143 791

147 256

150 723

P -3

115 324

118 272

121 214

P -2

94 612

97 251

P -1

73 674

76 210

DDG

295 725

ADG

273 332

D-2
D-1
P -5

VII

VIII

IX

XI

XII

XIII

227 966

232 507

237 046

241 577

189 916

193 516

197 123

154 199

157 663

161 132

164 605

124 153

127 101

130 043

132 986

99 879

102 513

105 146

107 778

78 739

81 267

83 799

86 326

XIV

XV

200 724

204 327

207 931

211 542

215 404

168 071

171 537

175 003

178 484

135 934

139 014

142 235

145 452

148 668

181 947

185 417

188 888

151 888

155 105

110 410

113 040

115 676

118 309

120 938

123 573

158 323

88 862

91 388

93 919

96 448

36 C/39
Annex VII

ANNEX VIII
Annex 8
General Service Category at Headquarters

Cadre du personnel de service et de bureau au Sige

ANNUAL SALARY SCALE

BAREME DES TRAITEMENTS ANNUELS

showing gross and net amounts after application of staff

indiquant les montants bruts et nets aprs retenues au titre du rgime

assessment and amounts of pensionable remuneration

d'imposition et les montants considrs aux fins de la pension

applicable to staff on board on 31 December 1999

applicable au personnel en service au 31 dcembre 1999

Effective 1 October 2010

A dater du 1er octobre 2010

In Euros

En Euros
Steps/Echelons

Level/Grade

II

III

IV

VI

VII

VIII

IX

XI

XII

XIII

XIV

XV

Brut
Net
Pensionnable

30757
24198
30118

31869
25021
31187

32981
25844
32254

34093
26667
33323

35205
27490
34391

36318
28313
35461

37430
29136
36529

38542
29959
37595

39654
30782
38667

40766
31605
39734

41878
32428
40803

42990
33251
41872

G2

Brut
Net
Pensionnable

34334
26845
33555

35568
27758
34742

36801
28671
35927

38035
29584
37114

39269
30497
38300

40503
31410
39484

41736
32323
40671

42970
33236
41856

44283
34149
43042

45606
35062
44228

46929
35975
45414

48252
36888
46601

49575
37801
47785

50899
38714
48973

G3

Brut
Net
Pensionnable

38308
29786
37375

39676
30798
38690

41043
31810
40005

42411
32822
41323

43826
33834
42639

45293
34846
43954

46760
35858
45269

48226
36870
46587

49693
37882
47901

51160
38894
49217

52626
39906
50541

54093
40918
51910

55560
41930
53278

57026
42942
54647

G4

Brut
Net
Pensionnable

42711
33044
41607

44309
34167
43068

45936
35290
44528

47564
36413
45987

49191
37536
47447

50819
38659
48904

52446
39782
50365

54074
40905
51884

55702
42028
53401

57329
43151
54921

58957
44274
56439

60584
45397
57958

62212
46520
59478

63839
47643
60994

65467
48766
62515

G5

Brut
Net
Pensionnable

47923
36661
46304

49731
37908
47924

51538
39155
49543

53345
40402
51194

55152
41649
52876

56960
42896
54561

58767
44143
56247

60574
45390
57931

62381
46637
59613

64189
47884
61297

65996
49131
62982

67803
50378
64669

69610
51625
66352

71418
52872
68034

73225
54119
69718

G6

Brut
Net
Pensionnable

53742
40676
51565

55746
42059
53436

57751
43442
55303

59755
44825
57169

61760
46208
59037

63764
47591
60907

65768
48974
62776

67773
50357
64644

69777
51740
66512

71781
53123
68379

73786
54506
70249

75790
55889
72118

77794
57272
73985

79799
58655
75880

81803
60038
77883

G7

Brut
Net
Pensionnable

60196
45129
57583

62419
46663
59657

64642
48197
61731

66865
49731
63805

69089
51265
65879

71312
52799
67953

73535
54333
70026

75758
55867
72101

77981
57401
74175

80204
58935
76304

82428
60469
78527

84651
62003
80754

86874
63537
82977

89097
65071
85200

Le taux de change utilis pour la conversion des traitements nets en bruts est de 1 US DOLLAR = 0,7189 EURO, reprsentant la moyenne des taux pratiqus durant les 36 derniers mois,
incluant le mois dajustement.

75032
55366
71403

36 C/39
Annex VIII

G1

XVI

Cadre du personnel de service et de bureau au Sige

ANNUAL SALARY SCALE

BAREME DES TRAITEMENTS ANNUELS

showing gross and net amounts after application of staff

i ndiquant les m ontants bruts et nets aprs reten ues au titre du rgime

assessment and amounts of pensionable remuneration

d 'im position et les montants considrs aux fins de la pension

appli cable to staff on board as from 1 January 2000

a pplicable au personnel recrut partir du 1er janvier 2000

E ffec tive 1 October 201 0

A dater du 1e r octobre 2010

In Euros

E n Euros

Level/Grade

II

III

IV

Steps/Echelons
VI
VII

VIII

IX

XI

XII (*)

Printed on recycled paper

G1

B rut
Net
P ensionnable

30757
24198
30118

31869
25021
31187

32981
25844
32254

34093
26667
33323

35205
27490
34391

36318
28313
35461

37430
29136
36529

38542
29959
37595

39654
30782
38667

40766
31605
39734

41878
32428
40803

42990
33251
41872

G2

B rut
Net
P ensionnable

34334
26845
33555

35568
27758
34742

36801
28671
35927

38035
29584
37114

39269
30497
38300

40503
31410
39484

41736
32323
40671

42970
33236
41856

44283
34149
43042

45606
35062
44228

46929
35975
45414

48252
36888
46601

G3

B rut
Net
P ensionnable

38308
29786
37375

39676
30798
38690

41043
31810
40005

42411
32822
41323

43826
33834
42639

45293
34846
43954

46760
35858
45269

48226
36870
46587

49693
37882
47901

51160
38894
49217

52626
39906
50541

54093
40918
51910

G4

B rut
Net
P ensionnable

42711
33044
41607

44309
34167
43068

45936
35290
44528

47564
36413
45987

49191
37536
47447

50819
38659
48904

52446
39782
50365

54074
40905
51884

55702
42028
53401

57329
43151
54921

58957
44274
56439

60584
45397
57958

G5

B rut
Net
P ensionnable

47923
36661
46304

49731
37908
47924

51538
39155
49543

53345
40402
51194

55152
41649
52876

56960
42896
54561

58767
44143
56247

60574
45390
57931

62381
46637
59613

64189
47884
61297

65996
49131
62982

67803
50378
64669

G6

B rut
Net
P ensionnable

53742
40676
51565

55746
42059
53436

57751
43442
55303

59755
44825
57169

61760
46208
59037

63764
47591
60907

65768
48974
62776

67773
50357
64644

69777
51740
66512

71781
53123
68379

73786
54506
70249

75790
55889
72118

G7

B rut
Net
P ensionnable

60196
45129
57583

62419
46663
59657

64642
48197
61731

66865
49731
63805

69089
51265
65879

71312
52799
67953

73535
54333
70026

75758
55867
72101

77981
57401
74175

80204
58935
76304

82428
60469
78527

84651
62003
80754

(*) Lo ng-service step/Echelon au titre de la long vit

Le taux de change utilis pour la conversion des trai tements nets en bruts est de 1 US DOLLAR = 0,7189 EURO, reprsentant la moyenne des taux pratiqus durant les 36 derniers mois,
incluant le mois dajustement.

36 C/39
Annex VIII page 2

Annex 8 cont
Gene ral Service Category at Headquarters