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International Monetary Fund. Independent Evaluation Office

Abstract

The Independent Evaluation Office’s (IEO) Annual Report 2010 highlights that in FY2010, the IEO expended approximately 95 percent of its budgetary resources. The corresponding underspending (about 5 percent of the budget) resulted from several vacancies for significant periods throughout the year. Staffing developments over the course of FY2010 highlighted the costs of high staff turnover for the IEO’s work. In July 2009, the IEO undertook an assessment of recent staffing experience, the main challenges encountered in recruiting and retaining employees, and the aspects of the IEO’s employment policies that contribute to these difficulties.

International Monetary Fund. Independent Evaluation Office

Human Resources Department, the Legal Department, and the Office of Budget and Planning. Among the changes approved by the Board are the possibility, in limited circumstances, to extend the term limit of employment for IEO senior employees and economists from a maximum of 6 years to a maximum of 12 years and the possibility of hiring Research Assistants as noncontractual employees for up to 6 years. The Board also approved a series of changes aimed at strengthening the IEO’s actual and perceived independence, including the adoption of a policy wherein IEO employees

International Monetary Fund
The IEO of the IMF was created in 2000 to enhance the learning culture of the IMF, to build the IMF’s external credibility by undertaking objective evaluations in a transparent manner, to provide independent feedback to the Executive Board in its governance and oversight responsibilities, and to promote greater understanding of the work of the IMF among its members and the broader public. In the period October 2005-February 2006, the Evaluation Panel assessed how well the IEO meets these objectives, asking at the outset whether the IMF needs an IEO and whether the existing office is adequately independent. The Panel concludes that the IEO has served the IMF well but identifies certain weaknesses and makes recommendations to the IEO and the IMF to address them.
International Monetary Fund

fill noncontractual positions and will inform the Executive Board at least two weeks in advance of any action to appoint, promote or dismiss IEO employees at the equivalent of Grade B1 or above. The Director will approve IEO employees’ term of service; establish performance plans; conduct performance assessments; approve classifications of positions and decide upon salary adjustments within the Fund’s structure of staff grades and salaries; approve changes in titles or levels; and approve training for IEO employees. In these matters, the same rules and procedures