UNHCR - International Professional Roster

Submitted by gagashok on August 4, 2006 - 2:17pm.

Ladies and Gentelmen,

Trying to revive the forum of the IPR candidates.


Submitted by gagashok on August 4, 2006 - 2:20pm.

OK, guys and gals. Come here to discuss the IPR issues. I hope this will work.


Submitted by hwang5 on August 4, 2006 - 3:02pm.

Hello everyone! I was directed to this website when I googled IPR test/UNHCR. However, I couldn't read any messages as posted under google search. I don't have any clue what it means by being retained as a candidate. Excited and frustrated. It would be really great if someone can share the knowledge and experience...

Submitted by gagashok on August 5, 2006 - 4:29pm.

Well, it means you passed the test and stay in the roster. Congratulations.


Submitted by hwang5 on August 6, 2006 - 8:40pm.

Thanks. Are you on the roster? I know that I am retained. Really really glad! What I don't know is how their whole recruiting structure works. Learned a lot from the posts. I am a little disappointed, but it's within my expectation range. Need to "polish" myself...

Submitted by gagashok on August 7, 2006 - 12:58am.

Yes, on the roster for more than 1 year. Trying to keep my optimism...


Submitted by sufilala on January 15, 2007 - 3:34pm.

as it's about time for the new round of applications for IPR i checked the UNHCR page, which says:

We wish to inform all persons interested in working for UNHCR that, there will be no invitation for applications from external candidates through the International Professional Roster (IPR) this year.

We nonetheless advise that you check this site from time to time in the course of the year, in case of changes in our recruitment needs.

what's that all about?
there's no date for that announcement but does it mean no IPR circus in 2007???

Submitted by ld80 on January 15, 2007 - 3:57pm.

I'm really sad to see that there is now no opporrunity to work for UNHCR as a professional. To be fair it's also a bit disorganised. They have had the message that they would put the test application materials up on the 15th for about two months and then the day before it disappears? Donor's must really not be coming through with their pledges or you guys were all too sucessful last year:)

Submitted by gagashok on January 23, 2007 - 8:02pm.

The UNHCR's site
says the following:

We wish to inform all persons interested in working for UNHCR that, there will be no invitation for applications from external candidates through the International Professional Roster (IPR) this year. We nonetheless advise that you check this site from time to time in the course of the year, in case of changes in our recruitment needs.

This means that in 2007 there will be no exam, in other words, no IPR-5. Those who are currently on IPR will remain there and continue receiving vacancies to express interest.

One thing remains confusing though. They say that the IPR has been launched first in 2004. Since then, there have been exams in 2005 and 2006. Therefore, I count three generations of IPR. Then how come there are overall four IPRs? In 2005, it was IPR-3... This is confusing.

A bit of more information on IPR:

The UNHCR vacancies will no longer be advertised externally, i.e. for outsider candidates. All vacancies will be advertised only
internally, that is for current UNHCR staff members and those currently on the roster. The IPR thing works this way: the priority is given always to the current (internal) UNHCR candidates. However, if there are less than three internal candidates expressing interest in a vacancy, then the selection commiittee or the selecting manager/director receives also the applications from those IPR members who expressed interest in the vacancy too. If there are more than three internal candidates who applied for a vacancy, then the selecting manager or committee does not even see the IPR members who expressed interest. They see us only if less than 3 internals applied. And again, they give preference to the internal candidates, as they all must be placed somewhere. This procedure will continue in the future too.

Some statistics: altogether, about 1000 people have entered the roster since the day when the first IPR was established. Until now, about 200 have been hired directly from IPR, 800 more are left on the roster. You can yourself calcualte your chances - if over the last 3 years only 20% of IPR members received the placement, then for the rest to be hired we need 12 more years...

UNHCR does its best to place all IPR members. In order to achive that, they decided even to suspend further IPR recruitments and cancel exams. The goal is to provide jobs to all IPR members and leave no one without the job. It is a good news.

The bad news is that no one in UNHCR can say how long it is going to take place. Again, if recruitment from IPR goes at this pace, at this speed, then the last one wlil be placed in 12 years...

Another info: last year's IPR was the most "disasterous" in terms of reducing the chances of those who passed in previous years. In 2004 about 250 people passed the exam, in 2005 approximately the same number, and in 2006 more than 500 applicants arrived in the general IPR pool. This was one of the the main reason for stopping the IPR's further growth and canceling the 2007 admission. No offense to our last year fellows :) Just pure statistics and quotation of reliable internal sources...

Soon everyone will receive an email to update P-11.

Submitted by Marco on January 19, 2009 - 10:56am.

Marco Macchi

Hi Gagashok
I'd like to know whether there is a chance to have an idea of the IPR test in the previous version...
is there any chance? any website where I can check?
Kind regards
Ps: I saw that for this 2009 they will let us know something about the next IPR in July..

Submitted by Jenna Shearer Demir on January 3, 2008 - 9:26pm.

Hello everyone - I was just doing some research on IPR to see if there was any indication that this is a program that is still going ahead. I came across this (admittedly old) audit and thought there might be some who were interested in seeing it.

I have pasted in the text, but it is also online in a PDF file. The URL is at the bottom.

All the best,

Office of Internal Oversight Services
UNHCR Audit Service
Assignment AR2005/162/03
Audit Report R06/R011
13 June 2006
Theodor Ludviksson
Mónica Díaz
Stephan Helck
Office of Internal Oversight Services
UNHCR Audit Service
Towards the end of 2005 and extending into 2006, OIOS conducted an audit of the UNHCR
International Professional Roster (IPR) at Headquarters. The audit covered activities related to the
IPR from its establishment in 2004. The responsibility for these activities was the Roster Unit of the
Recruitment and Postings Section. During an Exit Conference held on 21 April 2006, OIOS
presented the audit results to the Head of the Roster Unit. A positive reaction was received to the
recommendations made.
Overall Assessment
• OIOS assessed the establishment and start-up management of the IPR as above average. This
was a new initiative in UNHCR that needed dedicated input and creativity by DHRM staff, as
well as close support and observance by management. Overall, apart from normal teething
problems, it was well managed and monitored closely, and the activities were re-assessed early
on allowing corrective action in a timely manner. In OIOS’ opinion the IPR pilot project was
successful and although some enhancements are still required it has to a great extent helped
UNHCR in meeting certain recruitment and staff advancement needs.
Call for Candidates
• The annual calls for candidates attracted an increased number of applications each year. It has
resulted in a fairly wide range of applications by job profiles; the most popular was for protection
functions. The Roster Unit made concerted efforts to attract more applicants with
technical/logistics backgrounds by targeting them when announcing the call for candidates, as
well as making presentations to universities in certain countries to raise awareness to the Roster
to attract and motivate potential candidates to apply.
Entry Tests
• The entry tests, which were initially mandatory for external candidates and optional for internal
candidates, have proved very helpful in the Roster process by clearly identifying strong
candidates through its rating system. The policies and procedures surrounding the entry test have
developed since the launch of the Roster. All potential candidates are required to pass the entry
test before being accepted. The test’s formulation has been changed to assess competencies and
skills rather than knowledge of the UN and UNHCR, and of its policies and procedures.
• The tests have been conducted in English but certain sections allowed candidates to demonstrate
their skills and competency in French or Arabic. OIOS’ agrees with such an approach, as
competency in other languages is very important considering UNHCR’s rotation policy and the
fact that UNHCR has already identified that the number of staff with competency in French
should be increased.
Placing Candidates on Shortlists
• After candidates pass the screening and entry test they are placed on the Roster and can be
presented on the shortlists given to managers selecting personnel for vacancies. For selected
candidates, an interview was not mandatory but it was OIOS’ view, that the manager responsible
for the selection process should conduct an interview. This would aim to verify the test results
and to assess whether the candidate had the required language and other skills necessary to
effectively carry out the functions to be assigned.
IPR Database System
• All relevant data on the Roster is kept in a stand-alone database system, which was created and
developed within the Roster Unit. It was custom-made for the Roster from a common openly
available system. OIOS noted there were no user guides or other documentation available on its
functions or processes, and no guaranteed technical support. OIOS recommended that this be
addressed to ensure the integrity and reliability of the data gathered for the IPR.
June 2006
CHAPTER Paragraphs
A. Call for Candidates
B. Entry Tests
C. Functional Clearance
D. Roster Unit Processing and Data Maintenance
E. Placing Candidates on Shortlists
F. IPR Database System
9 - 15
16 - 21
22 - 23
24 - 28
29 – 31
32 - 34
1. OIOS carried out an audit of UNHCR’s International Professional Roster (IPR) during
the period from late 2005 extending into early 2006. The audit was conducted in accordance
with the International Standards for the Professional Practice of Internal Auditing.
2. As UNHCR normally fills posts through re-assignments and the rotation of internal
staff, there have been some difficulties in filling vacant posts, particularly in the least
attractive locations. Some posts had to be re-advertised causing long delays in filling them.
As a result, the IPR was established through IOM/02/2004& FOM/02/2004, dated 7 January
2004 as a pilot project to enable UNHCR to maintain a list of qualified candidates that could
be included with the vacancy shortlists for managers’ review, if there was an insufficient
number of internal applicants, i.e. less than three. The Roster aimed at filling entry-level
international positions (P-2 and P-3) in a timely manner with qualified professionals.
3. The Roster contains data on pre-screened and pre-selected candidates, who meet
various UNHCR requirements and can be employed/deployed by UNHCR within a relatively
short period. It includes various categories of UNHCR internal staff, staff and persons from
the UN common system, as well as external candidates. Also, staff at the G category, JPOs
and UNVs can apply to be included on the Roster. It can therefore serve as an instrument for
promotions and assignments to higher or more permanent employment categories in UNHCR.
4. The IPR is maintained by the Division of Human Resources Management/Roster Unit.
The Roster Sub-Unit consists of two GS regular staff and occasionally one temporary
assistant, reporting to the Head of the Recruitment Unit, which also includes the
JPO/Consultants Sub-Unit. Additional resources were allocated, when required, e.g. during
the pre-screening process or the conducting of the entry tests. During these periods, the Roster
Unit sourced assistance from their colleagues of the Postings Unit or from staff in between
assignments. For the design, development and the administration of the entry tests, the Roster
Unit hired assistance from the United Nations System Staff College (UNSSC) in Turin.
5. Apart from staff resources, no direct costs are associated with the IPR. Initially, some
travel and other costs for candidates were incurred, however, such costs are no longer
6. The findings and recommendations contained in this final audit report have been
discussed with the officials directly responsible for the audited activities during the exit
conference held on 21 April 2006. A draft of this report was sent to the Director, Division of
Human Resources Management and the Head of the Roster Unit on 2 May 2006, on which
comments were received on 30 May 2006 and are reflected as appropriate in this final report.
DHRM has responded positively to all of the audit recommendations made and is in the
process of implementing them.
7. The main objectives of the audit were to evaluate the adequacy and effectiveness of
controls established for the International Professional Roster, and to:
• Assess the level of improved recruitment actions after its establishment
with regard to timeliness of recruitment and the increased level of
appropriate candidates for selection purposes
• Determine the level of compliance with the requirements established under
IOM/02/2004 - FOM/02/2004 and Rev. 1
• Assess the appropriateness of the IPR Database information, including the regular
updating and maintenance of the Roster system
8. The audit focused on activities undertaken during the period from the establishment of
the Roster in 2004 until early 2006. It included a review of two calls for candidates, the prescreening
process, the design and administration of the entry tests including the marking
process. It also reviewed the management and administration of the IPR data system and the
recruitment procedure, including the shortlisting of candidates for selection by managers. The
audit activities included interviews with staff, analysis of applicable data and a review of the
IPR data system, as well as available documents and other relevant records.
A. Call for Candidates
9. Since the establishment of the IPR, there have been three annual calls for candidates.
They were advertised in either December or January via the UNHCR Broadcast system for the
attention of internal candidates and on the UNHCR website for external candidates. In July
2004 there was an exceptional second call for internal candidates. The calls for internal
candidates set out all the criteria required and contained relevant information concerning the
application, e.g. recruitment profiles, specific eligibility criteria, deadlines, as well as the
required documents and application forms that were to be completed. For external candidates,
all the necessary information concerning the application and the respective forms were
provided on the UNHCR website. The period for reception of applications was about four to
six weeks from the time the advertisement was placed. No major communication or technical
problems were identified by the audit in this area.
10. The calls for candidates were successful, as many applications were received. It is
also interesting to note that while the number of external candidates increased considerably
every year, the number of internal candidates reduced drastically. The relevant details are as
2004 Applicants Eligible Passed test Inc. in IPR
UNHCR Staff 602 281 (test optional) 281
External Candidates 598 533 252 252
Exceptional 2nd internal call Unknown 100 (test optional) 100
2005 Applicants Eligible Passed test Inc. in IPR
UNHCR Staff 162 82 (test optional) 82
External Candidates 2193 932 180 180
UNVs 150 75 16 16
11. The 2006 call resulted in over 4,000 applications from which well over 1,400
candidates passed the initial screening done to confirm their qualifications and were offered to
sit the entry test on 30 May 2006. Of those, there were over 1,000 external candidates and 420
internal ones. The above figures show the growing interest in the IPR as total applications
moved from 1,200 to 2,500 to 4,000 over three calls from 2004 to 2006.
12. At the end of each calendar year, the IPR Unit writes to the candidates and asks them
to express their interest in remaining on the roster. At the end of 2005, about 650 candidates
were requested to confirm their interest. Around 170 candidates did not revert within the
deadline, which appeared to the Roster Unit to be a reasonable number as likely they got jobs
elsewhere. As part of this annual exercise, candidates were asked to send updates on their
Curriculum Vitae so that they can be recorded in the IPR database.
13. During 2004 and 2005 about 215 UNHCR entry-level vacancies (mainly P-2 and P-3
posts) were filled with Roster candidates. There was a rather negative feedback by managers
concerning the shortlisted candidates for technical job profiles (e.g. logistics). The Roster
Unit discussed these concerns with the managers involved, and initiated action to improve the
situation. In order to increase the number and quality of Roster candidates with a technical
background, the Roster Unit contacted other international organizations that may have had a
pool of suitable candidates. The IPR information was also posted on targeted websites, which
may have been frequented by potential candidates. Furthermore there have been presentations
from UNHCR Representatives in university circles in the USA, Norway and Japan, in which
the IPR has been presented and discussed in an effort to attract and motivate potential
candidates to apply.
 The UNHCR Division of Human Resources Management
should continue to target potential candidates with required
backgrounds to ensure that the Roster will meet UNHCR
recruitment needs for all functions (Rec. 01).
14. In response, DHRM stated that the IPR Unit will continue to request assistance of
technical departments in UNHCR such as Public Information and Supply/Logistics in order
to expand the information on the IPR. The outcome of the 2006 IPR will show whether the
expanded and targeted publicity has resulted in an increased number of suitable candidates
for these profiles. OIOS is pleased to note the action to be taken and will monitor the outcome
of the 2006 IPR.
15. Only the candidates having met the eligibility criteria were considered for the Roster.
To determine whether applicants met these criteria, the candidates were pre-screened by
checking their curriculum vitae. If it was difficult to determine whether the candidates met
the requirements, the cases were presented, discussed and resolved within a panel. The
relatively small Roster Unit needed assistance to cope with the large number of interested
candidates and to complete the related pre-screening. The Recruitment Unit will be
discontinued on 30 June 2006, and the Roster Sub-Unit will be attached to the Postings Unit,
reporting to the Head of that Unit as of 1 July 2006.
B. Entry Tests
16. According to Para 18 of the IOM/02/2004 - FOM/02/2004 and its subsequent revision,
external candidates applying for the Roster were required to take an entry test, while internal
candidates were given the option as whether to sit the test or not. In 2005, it was decided that
irrelevant of their status, all future applicants should sit the entry test, and only the successful
ones be considered for the Roster. Only candidates applying for Finance posts, who have
successfully passed the UN Competitive Finance Examination or the UN NCE were exempt.
17. The High Commissioner announced on 19 December 2005 that henceforth the IPR test
was mandatory for all IPR applicants. Candidates for Finance posts as referred to above were
except as was those for Field Safety Adviser posts are not required to undergo the IPR test,
since they are subject to a rigorous selection and vetting process, which involves the UN
Secretariat (UNDSS, previously UNSECORD).
18. Since the establishment of the IPR, two entry tests have been conducted, the first on
18 March 2004 and the second on 28 April 2005. Of the 381 candidates who attended the first
entry test a total of 305 candidates (53 internal and 252 external) (80 per cent) passed.
Almost 800 applicants took the second entry test in April 2005 and this time the overall pass
rate was lower and only 204 (25 per cent) candidates passed. The disparity in the percentage
passing the tests was due to the different approach taken when 2004 is compared to 2005.
The pass-mark for the 2004 test was set after the grading/assessment, while for the 2005 test,
the pass-mark (50 out of 100) was set in advance and was strictly applied. OIOS understands
that several candidates only just failed (e.g. 49/ 48 out of 100). In a few cases, borderline
applicants were reconsidered and included in the Roster after an examination of their files.
19. DHRM stated that the disparity in the percentage could be explained by the fact that
the first entry exam was done in a non-controlled environment and the second one in a
controlled environment. Candidates who passed the entry test in 2004 had a full working day
to return the exam and could work from any location even from home. In 2005 candidates
were given a fixed time, venue and focal points were designated to monitor the test location.
In 2006 the test will again be conducted in a controlled environment.
20. The initial intention was to evaluate inter alia the applicants’ analytical skills,
awareness of the international environment, knowledge of the United Nations and refugee
affaires, skills in English and computer literacy. A demonstrated working knowledge of
French, as well as another official UN language was to be taken into account. Accordingly,
DHRM developed the entry tests in collaboration with divisions and functional units at
Headquarters and in consultation with the UNSSC. The Staff College was also involved in the
grading process and provided a comprehensive evaluation of the 2004 entry test. DHRM is in
the progress of implementing the recommendations made in the evaluation report. These
mainly relate to modifying the test structure towards a more ‘general test’ to examine
candidates’ core competencies. DHRM further explained that the Staff Development Section
was charged with validation and preparation of the future IPR test and in this capacity
invited the UNSSC in 2004 for post-facto validation of questions and methodology as well
coordinated the stakeholders from other concerned Divisions (DOS, DIP); in 2005 they were
involved in validation and correction procedures. However, the IPR Unit does all the work
from the initial call to the candidates until the first screening. Furthermore, IPR Unit
provides the database of all screened candidates as well as the focal points to the UNSSC so
that they can focus on the design of the entry exam and its final administration.
21. The entry test was in English however the first entry test (in March 2004) gave
candidates the choice to answer 4 out of 10 questions of part IV in French or Arabic to
demonstrate their language skills. It is also planned that the 2006 candidates can choose to
answer some of the questions in French. OIOS is of the opinion that language skills are
essential to perform UNHCR assignments worldwide because of the UNHCR principle of
staff rotation. Therefore, the entry test should be designed not only to test the candidates’
proficiency in English, but also their knowledge of other UNHCR working languages. DHRM
stated that considering the fact that important refugee situations are in francophone areas,
candidates who are proficient in French will be given the opportunity to reply in that
language to one of the sections in the forthcoming 2006 IPR test. Apart from that UNHCR
will continue to ensure, to the maximum extent possible, that IPR candidates are appointed
who are proficient in at least one other official UN language. OIOS is pleased to note DHRM
agrees with our recommendation and we will monitor its implementation.
 The UNHCR Division of Human Resources Management
should not limit the entry test to assess candidates’ proficiency
in English, but design it to also assess their abilities and level
of proficiency in other UNHCR working languages (Rec.02).
C. Functional Clearance
22. Each candidate can apply for up to three different occupational groups/ job profiles.
The candidates should possess the necessary and required qualifications, work experience and
core competencies as defined and described in the (sample) job profiles for each occupational
group. To be considered for Finance functions, candidates have to pass the UN Competitive
Finance Examination.
23. To assess whether Roster candidates have the required skills and qualifications, the
respective UNHCR Sections/Units (e.g. DIP for protection officers) check the statements
made in the candidates curriculum vitae and application forms against the requirements. If
candidates meet all the criteria and requirements as outlined in the job profiles, they are
endorsed by the respective occupational group. If rejected for a specific group, they could still
qualify for another group. DHRM added that candidates who are not endorsed by any of the
technical departments are placed in the “Field Officer” profile group for which there is no
endorsement requirement.
D. Roster Unit Processing and Data Maintenance
24. Staff members under the supervision of the Roster Unit are responsible for the input
and update of the database. The data has to be constantly updated, whenever the status of a
candidate on the Roster changes such as when a candidate is recruited. OIOS test-checked the
data entered and did not find any major errors or faults. In all sample cases examined by
OIOS, the personnel data in the IPR correlated with the information of other available sources
(e.g. P.11, application forms).
25. The Roster Unit discussed with the MSRP project team the possibility of the
incorporation of this data system into the MSRP Human Resources Module. Although there
is no firm planning on this yet, it would be to UNHCR’s advantage to have a fully integrated
system. For example an automated pre-screening procedure within the system would be very
26. The MSRP HR Module will include an automated on-line application process to
handle IPR applications as and when candidates will be invited to apply for the Roster. The
MSRP HR Module related to recruitment and postings is scheduled to go live as of
1 November 2006. The next IPR invitation (for which no date has been fixed yet) will make
use of the new on-line application system. The information in the existing IPR database is to
be incorporated in the new MSRP HR Module.
27. OIOS also met with the Management Performance Section of DHRM and reviewed
some Performance Appraisal Reports (PAR) of staff recruited through the Roster. This
allowed OIOS to get some feedback on the performance of Roster candidates. In general the
work performance reporting was positive, and similar to that of other staff members. Only in a
few cases, especially for external Roster candidates, was it considered that there was some
lack of an ‘introduction period’ to enable them to get more familiar with UNHCR’s work,
rules, guidelines and procedures before being employed. UNHCR may want to consider the
tracking and monitoring of PARs from the Roster candidates, particularly the first cycle after
28. DHRM agreed that ideally new recruits from the IPR should come to Headquarters
for an induction, but it is dependent on the budget of the hiring departments and their
operational needs. Since these new recruits from the IPR are often sent to emergency
operations, priority is given to their quick deployment. A tracking system is in place to the
extent that newly recruited staff are given a one-year fixed-term contract upon appointment,
which may only be extended upon a recommendation from the supervising manager. Such a
recommendation has to be supported by a performance appraisal report. The fact that
extensions have been recommended for virtually all new recruits indicates that the screening
process – while still open to further improvement - is highly successful in identifying qualified
and suitable candidates.
E. Placing Candidates on Shortlists
29. OIOS reviewed the process of placing candidates on the general recruitment shortlists
for vacant posts. Whenever there are less than three (internal compendium) candidates,
eligible persons from the Roster are included for consideration by managers. The shortlists
are compiled and prepared by the Postings Unit and candidates are taken from the “IVN
view” (the database field that keeps track of which candidate applied to which Vacancy
Notice). There is a mechanism in place to avoid a Roster candidate being recommended for
more than one post. This is taken into account, along with the order of preference by
managers at the APPB when decisions are made.
30. Candidates from the Roster, who are appointed through the APPB or who have
rejected offers have their names promptly blocked and they are no longer visible under the
normal view of most users of the Roster. It therefore eliminates the risk of including someone
no longer available on a shortlist.
31. Frequently, Roster candidates were selected for a post without being interviewed, as
interviews are not a mandatory part of the employment process channelled through the Roster.
In OIOS’ view managers responsible for the selection process should arrange interviews with
the candidates, particularly to confirm the entry test results and to assess basic competencies.
DHRM fully agrees that as part of the recruitment process, the recommended candidate(s)
should be interviewed by the manager of the post and that this should be reflected in the
recommendation. Managers are currently strongly encouraged to do so. It is intended to
include this as a requirement in the revised APPB procedural guidelines due to enter into
force in September 2006. OIOS is pleased to note the proposed action and this requirement
will be included in the revised APPB guidelines.
 The UNHCR Division of Human Resources Management
should ensure that candidates selected from the International
Professional Roster be interviewed by managers responsible for
the selection process before being offered an employment with
UNHCR to confirm the entry test results and to assess basic
competencies (Rec.03).
F. IPR Database System
32. The IPR data system was created and developed in the Roster Unit by a Temporary
Assistant, who has changed functions and no longer works in the Unit. The system is easy to
use and has sufficient features to manage the Roster, e.g. search tools by different criteria
(occupational groups, languages, external/ internal candidate), print-out functions, statistics,
etc, and it was continuously modified and improved since its introduction. Appropriate access
controls such as passwords, limited and restricted use are in place to prevent misuse or
unauthorized use of the data and the system.
33. OIOS noted that the developer of the system, whenever needed to provide some
technical assistance, could still be contacted in UNHCR in 2005. Nonetheless, this is a
tenuous arrangement. OIOS noted that DIST/Applications Development and Support Section
had not been involved in any maintenance or support for this system. If the system is going to
continue in the longer-term, their involvement may be required.
34. OIOS found that there was no back-up copy of the data system, and no standard data
back-up procedures were followed. Furthermore, there are no user or maintenance guides
available, or any other documented information on the system. Although so far there have not
been any serious or major technical problems with the data system, OIOS considers the above
shortcomings as an unnecessary risk, as the system contains valuable information that should
not be lost or corrupted. DHRM explained that the IPR database is located on the main
UNHCR server (DHRM L-Drive) and Techline and Lanops are responsible for the back-up
system (on a daily basis). DHRM nevertheless fully agrees that there is a risk involved in
maintaining a “home-made” database, and the issue is being addressed through the
introduction of the MSRP HR Module for recruitment in November 2006.
 The UNHCR Division of Human Resources Management
should ensure the availability at all times of adequate technical
support and basic information on the system’s functions and
processes (Rec.04).
35. I wish to express my appreciation for the assistance and cooperation extended to the
auditors by the staff of the Division of Human Resources Management.
Eleanor T. Burns, Acting Chief
UNHCR Audit Service
Office of Internal Oversight Services


Submitted by gagashok on July 8, 2008 - 10:29am.

No statistics as to how many roster candidates were eventually offered a job...
The IPR moves very very slowly.

Submitted by Tom Longley on August 4, 2006 - 3:37pm.

I see you found the new forum. Excellent.

Now, would one of the hundreds of contributors from the old thread take a little time to look through the old thread and put together a quick "Frequently Asked Questions" about the IPR process? We here at Aid Workers Network are more than happy to host it.

The old thread can be found here:


What do you think?

Submitted by hwang5 on August 5, 2006 - 2:31pm.

Thanks, Tom. I spent about two hours reading the long list of postings and learned a lot from there. This is also the first time that I heard voices from people who want to work or have already worked in humanitarian fields. It's great!

Submitted by Tom Longley on August 5, 2006 - 2:48pm.

Hence the need for it to be compressed. Anyhow, I'll post a note on that old thread about the new forum.

Submitted by gagashok on August 5, 2006 - 4:34pm.

Hi Tom, I couldn't find those two UNHCR IPR threads in the link you provided. Do you have the permanent web-address for those threads?


Submitted by Tom Longley on August 5, 2006 - 8:15pm.

The original thread can be found here and the follow-on thread can be found here.

I hope that is what you are looking for. Generally, if you want to find a topic, just use the search function that is still on the old forum here:


Submitted by Zkaraev (not verified) on August 9, 2006 - 12:26pm.

Dear all to anybody who passed this year - did you get your grade and vacancies already?

Submitted by gagashok on August 11, 2006 - 1:53am.

I passed the IPR test last year, in 2005, and received my grade 2 months after the test. Best of my knowledge, those who passed the test this year have not received their grades yet. Patience, patience...

But even if you get the grades soon, it takes way too long to hear anything about your actual deployment in the field. So, cool down and relax :)


P.S. Barnomai Dari, skoro budet neskolko srochnix Tajik segmentov, overall 23 minuti :) Gotov? Eto nado srochno, no transcript mojno potom prislat'. Vajno, chtobi ti mne English bistro prislal.

Submitted by Ijaz Zulfquar on August 15, 2006 - 6:03pm.

I am already on a job, a different one, I wish I could work with the UN in my country, Pakistan. Can someone guide how can I get my dream come true.

Submitted by gagashok on August 16, 2006 - 12:21am.

Look for connections within.

Submitted by Marco on January 19, 2009 - 11:10am.

Marco Macchi

Hi I hope you are fine
I'd like to know whether there is a chance to have an idea of the IPR test in the previous version...
is there any chance? any website where I can check?
Kind regards
Ps: I saw that for this 2009 they will let us know something about the next IPR in July..


Submitted by gagashok on August 14, 2006 - 1:58pm.

Did you guys receive the Fast-Track Lebanon vacancies? There are quite a few interesting posts there.


Submitted by Guest User (not verified) on August 14, 2006 - 3:33pm.

namely 2, at least for P2 candidates :-(

Submitted by jennasd2 on August 28, 2006 - 1:10pm.

Anyone have an idea how long candidates are retained on the IPR? I've been on over 2 years now. Happily I am still receiving vacancy listings, but I would still appreciate hearing if anyone knows the maximum time candidates are retained on the roster. Thanks.


Submitted by Sukhan (not verified) on August 28, 2006 - 3:10pm.

One year. After this candidates receive an email from UNHCR if they still want to be retained in the roster. And I do not think there is any Max limit "Yet" as long as you show your interest that you would like to be retained in the roster. Good luck

Submitted by Guest (not verified) on September 6, 2006 - 4:04pm.

Hello. I was informed several weeks ago that I had passed the UNHCR IPR exam, that my detailed grade would be sent "shortly," and that I would be offered appropriate jobs as they became available. Since then, zilch. Has anyone heard anything? Thanks

Submitted by gagashok on September 8, 2006 - 6:20pm.

You will be assigned the grade, no problem with that. But don't be too optimistic about being offered a job any time soon. There are folks out herem, including myself, who have been waiting for years ;)

Submitted by Alexandryna on September 18, 2006 - 1:48pm.

And how many years have you been waiting, Mr. Gagashok?

Submitted by gagashok on November 12, 2006 - 6:27pm.

for 1.5 years...

Submitted by sufilala on December 5, 2006 - 1:32pm.

Hi All
Vugar's documents from the old thread are archived here:

hope that's useful
i must say i found these threads to be the most informative & helpful resouces anywhere on the web in my attempts at getting on to IPR
thanks very much Tom

Submitted by Tom Longley on December 7, 2006 - 6:09pm.

That's a nice compliment, Sufilala - thank you!

It would be even more helpful if Gagshok took the time to distil the 10 most useful things that came from that large thread. Come on, you know you want to!

Submitted by Alexandryna on January 8, 2007 - 3:38pm.


Has anyone heard anything regarding the Fast Track Sri lanka (9 posts)?

Submitted by gagashok on January 23, 2007 - 8:04pm.

Alexandryna, if you haven't received any response from them, then no success.

Submitted by gagashok on February 8, 2007 - 4:41pm.

Did anyone understand it? How are we supposed to apply to vacancies? Any ideas from computerly more advanced IPRers?

Submitted by ld80 on January 12, 2007 - 6:54pm.

Just wondering if there are any examples of the exam floating anywhere on the web. Am hoping to take it this year and would like to start preparing. Have an idea of what i need to revise, but would be great to see an old test in the flesh. Any help appreicated!

Submitted by gagashok on January 23, 2007 - 8:03pm.

no exam this year...

Submitted by Alexandryna on February 12, 2007 - 11:52am.

It looks a bit hard to comprehend, indeed. I have read the manuals, but the manuals are supposed to help only if the system is working...

I have also questions as to how to update profile (not the contact info, but, for instance, the info on emloyment or references...)

It looks like the MSRP is a test itself: you make it - you are retained in the IPR, you mess up - sorry, pal :)

Anyway, some words of advice would be to the benefit here...

Submitted by gagashok on February 16, 2007 - 8:11pm.

Also, I remember we were always told to apply maximum for 10 posts. Yesterday's email doesn't specify the upper limit. Can we now apply for all of them?

Submitted by Alexandryna on February 20, 2007 - 11:56am.

Did I understand correctly? It seems to be impossible to update your career info and all that in the system - only contact details seem to be update-able... Any ideas or remarks on that one?

Submitted by Jenna Shearer Demir on February 25, 2007 - 1:51pm.

Hi Alexandryna,

That was my understanding of the website, too. I noticed that when you apply, you can insert additional information (i.e. cover letter) - perhaps in this space you can list any additional information that wasn't on your last submitted P11.

A post on AWN at the end of January mentioned that HCR would be requesting new P11s - from what I remember, they just sent out something asking us NOT to send in updated P11s, that we could do it online. Does anyone have any updates on this? Should we or should we not send updated P11s to the IPR email address?

Thanks - Jenna

Submitted by Isfandyar on February 23, 2007 - 8:53am.

Dear All,

I have recently joined the Forum. I am a serving IUNV in Far East and was excited about applying for UNHCR's IPR 2007. However, the news that there will be no IPR 2007 was a sad one.

What is going to happen next? Are there going to be jobs at entry level at UNHCR?

Looking forward to comments from forum participants.

Submitted by gagashok on April 1, 2007 - 12:38pm.

Dear Isfandiyar,

As far as I know from the first sources, there will be no more hirings to UNHCR from outside. The UNHCR will recruit only from the IPR (actually, the IPR members are called "externals"). If you managed to get into the roster before it was closed, then you have chances. Otherwise, there will be no recruitment, as they say, from the street.

Currently, the IPR is too big. The UNHCR tries to accommodate them. That's why there is no further expansion of the list, as there is no external recruitment.


Submitted by Tom Longley on April 1, 2007 - 12:45pm.

Gagashok, can you source this somewhere please (for example, from the UNHCR website, or a snippet from an email from UNHCR)?

Submitted by gagashok on April 6, 2007 - 10:08pm.

Hi Tom!

No real names here please. I am Gagashok :)
To answer your question, I made a call two months ago to the London office and talked it over. This is what they told me.


Submitted by Marco on January 19, 2009 - 11:02am.

Marco Macchi

Hi I hope you are fine
I'd like to know whether there is a chance to have an idea of the IPR test in the previous version...
is there any chance? any website where I can check?
Kind regards
Ps: I saw that for this 2009 they will let us know something about the next IPR in July..

Submitted by Alexandryna on February 25, 2007 - 4:10pm.

Thanks a lot for the answer!

Regarding your question on the P-11 update, I remember that, too, about us NOT being supposed to send any updates... Nevertheless, I sent mine to the IPR14 last Friday while applying for a number of Iraq Fast Track positions - well, because I HAD some changes in my career situation and also because it is utterly impossible to do that in the MSRP-system.

My thinking was - if some of our new CV-assets can make us more eligible and suitable for the positions applied, we have to speak up.



Submitted by Isfandyar on February 28, 2007 - 9:54am.

I am requesting advice from those forum participants who are on the UNHCR IPR Roster. I wish to know the experience and the respective academic qualifications you had before applying for the IPR Roster.

I was keen to apply this year but can not as it has been put off. However, will consider applying if advertised next year.


Submitted by Marco on January 19, 2009 - 11:03am.

Marco Macchi

Hi I hope you are fine
I'd like to know whether there is a chance to have an idea of the IPR test in the previous version...
is there any chance? any website where I can check?
Kind regards
Ps: I saw that for this 2009 they will let us know something about the next IPR in July..


Submitted by Alexandryna on February 28, 2007 - 1:32pm.

Maybe this would be helpful (if you have not seen this already):


It is the academican and professional requirements for each profile.



Submitted by Cyp on May 3, 2007 - 4:47pm.

And now, with this last email shifting all IPR candidates interested in protection and resettlement to ICMC and Surge just like if we never passed the test... ? That's really disappointing...

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