REGLEMENT DES COMPETITIONS - Sports
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UNICEF Competency Framework
Our framework has behavioural indicators for every competency, which makes it much more real, tangible and a foundation for discussions Eva Mennel
CRVTT Côte d‘Azur 2012
CRVTT Côte d‘Azur 2012 4 Avant le départ Le parcours de chaque épreuve doit être clairement défini avant le départ et affiché Avant le début des périodes d‘entraînement officiel, le délégué technique contrôlera que le parcours est balisé de façon
Coronavirus COVID-19 GUIDE D’ACCOMPAGNEMENT DE REPRISE DES
GUIDE D’ACCOMPAGNEMENT DE REPRISE DES ACTIVITÉS SPORTIVES Post-confinement lié à l’épidémie de Covid-19 Du 11 mai au 02 juin 2020
Lété sportif Éditorial - AICO
En France, sous forme de cross d’orientation, orga-nisés par des associations scouts à partir de 1941, apparaît cette pratique sportive De 1957 à 1965 Des contacts initiés en 1968 par la fédération sué-doise de course d’orientation auprès de la fédéra-tion française de culture physique, ainsi que le rôle
Manuel propriétaire Turbo 33 CK 10-03-09
Au port : la capitainerie affiche tous les jours des bulletins météo et les prévisions pour les jours suivants Météo France au 08 36 68 08 08 Navifax - direct au 08 36 70 18 52 VHF : les CROSS émettent plusieurs bulletins par jour, après annonce sur le canal 16
COUPS DE PROJO CONSEILS DE PRO FOCUS MATOS RENCONTRE
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Clin d’œil à un jeune sportif
Cyclo-cross Nous souhaitons une belle carrière à Johanès et un bon rétablissement à son frère Gaby, 13 ans, blessé à une séance d’entrainement C’est le printemps Le printemps s’est annoncé le 20 mars dans notre commune par le passage des cigognes Celles ci se sont reposées une nuit sur les terrains du stade
CONTENTS
CARREFOUR DOCUMENT DE RÉFÉRENCE 2018 1 Le présent Document de Référence a été déposé auprès de l’Autorité des marchés financiers
Cinéfête 16 Dossier pédagogique « Jappeloup
Fiche-élève n°1 : Découvrir le film par l’affiche ou la bande-annonce 15 Fiche-professeur n°1: Découvrir le film par l’affiche ou la bande-annonce 17 Fiche-élève n°2 : Questionnaire sur le film 18 Fiche-professeur n°2 : Questionnaire sur le film 19 B) Après la séance
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[PDF] Affiche expo moto - Ducati Club Strasbourg
[PDF] Affiche Expo Playmobil Chateau de Jallanges Aout 2016 - Anciens Et Réunions
[PDF] affiche exposition - Galerie Yvart, Yverdon-les - France
[PDF] Affiche fantastic pic nicx
[PDF] affiche fer podium 04 05 2010
[PDF] affiche festival des cannes - Tourisme Haute
[PDF] affiche fête agriculture paysanne Adear 84
[PDF] Affiche fête de la musique - Anciens Et Réunions
[PDF] affiche fete de la musique 2016
[PDF] affiche fête de la musique.indd
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[PDF] Affiche FETE DES GEANTS Englos.pub - Anciens Et Réunions
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[PDF] Affiche et argument - CREAI PACA et Corse
[PDF] Affiche expo moto - Ducati Club Strasbourg
[PDF] Affiche Expo Playmobil Chateau de Jallanges Aout 2016 - Anciens Et Réunions
[PDF] affiche exposition - Galerie Yvart, Yverdon-les - France
[PDF] Affiche fantastic pic nicx
[PDF] affiche fer podium 04 05 2010
[PDF] affiche festival des cannes - Tourisme Haute
[PDF] affiche fête agriculture paysanne Adear 84
[PDF] Affiche fête de la musique - Anciens Et Réunions
[PDF] affiche fete de la musique 2016
[PDF] affiche fête de la musique.indd
[PDF] Affiche Fête de la musique.pub
[PDF] affiche fete de printemps 2014
[PDF] Affiche FETE DES GEANTS Englos.pub - Anciens Et Réunions
OUR VALUES
IntegrityAccountabilityRespectCareTrustFinal CRITA icons, knockout. IntegrityAccountabilityRespectCareTrustFinal CRITA icons, knockout. IntegrityAccountabilityRespectCareTrustFinal CRITA icons, knockout. IntegrityAccountabilityRespectCareTrustFinal CRITA icons, knockout. IntegrityAccountabilityRespectCareTrustFinal CRITA icons, knockout.Behaviours to guide the way we work
UNICEF Competency Framework
Our framework has
behavioural indicators for every competency, which makes it much more real, tangible and a foundation for discussions.Eva Mennel
Director, Division of Human Resources
Table of contents
Foreword
..........01Eight competency areas
Values
...............03Level descriptions
Builds and maintains partnerships
Demonstrates self-awareness and ethical awareness
.......05Drive to achieve results for impact
Innovates and embraces change
Manages ambiguity and complexity
....................................09Thinks and acts strategically
Works collaboratively with others
Level descriptions:
Nurtures, leads and manages people ..............................................12Nurtures, leads and manages people
...................................13Foreword
As we work together to drive change for children and young people across the globe, we must hold ourselves, our colleagues and our organization t o the highest standards. UNICEF"s Competency Framework establishes common standards of behaviour to guide the way we work and is based on our core values of Care, Respec t,Integrity, Trust and Accountability.
Building from our previous competencies, this updated framework now consists of eight competencies and a set of behavioural indicators for each. All of our people will be assessed by the framework to varying degrees, depending o n their job level. We will all be held accountable for our behaviours. We aim to integrate the framework in everything we do, especially in how we attract, develop, assess, and retain our staff. This also includes recog nizing and providing professional development opportunities for staff who embody ou r competencies and core values in their work. I am excited to champion this framework and call on all UNICEF colleague s to do the same. Together, let us all demonstrate the highest standards of behaviour for the benet of our workplace culture, our stakeholders a nd every child, everywhere.Henrietta H. Fore
UNICEF Executive Director
IntegrityAccountabilityRespectCareTrust
Final CRITA icons, knockout.
IntegrityAccountabilityRespectCareTrust
Final CRITA icons, knockout.
IntegrityAccountabilityRespectCareTrust
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IntegrityAccountabilityRespectCareTrust
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IntegrityAccountabilityRespectCareTrust
Final CRITA icons, knockout.
UNICEF Competency Framework
| Behaviours to guide the way we work2Eight competency areas
Our framework is made up of 8 competency areas.
1 to 7 are listed in alphabetical order and 8 is a dedicated people mana
gement competency specically for managers and supervisors. Builds and maintains partnershipsDemonstrates self-awareness and ethical awarenessInnovates and
embraces changeDrive to achieve
results for impactManages ambiguity
and complexityThinks and acts
strategicallyNurtures, leads and
manages peopleWorks collaboratively
with others 12 4356
87
Competencyname
Denition
Key words
and themesLevels
Behaviours
UNICEF Values
Care, Respect, Integrity,
Trust and Accountability
IntegrityAccountabilityRespectCareTrust
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IntegrityAccountabilityRespectCareTrust
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IntegrityAccountabilityRespectCareTrust
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IntegrityAccountabilityRespectCareTrust
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IntegrityAccountabilityRespectCareTrust
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The competency area,
Nurtures, Leads and Manages People
, is an additional competency for managers and leaders with people manag ement responsibilities.The level descriptions are on page 12.
UNICEF Competency Framework
| Behaviours to guide the way we work3Values
UNICEF"s new values statement is a critical foundation in guiding our decisions and actions. When developing the competency framework, it was essential that it addressed all ve values. The alignment of the valueswith the overall framework, with the demonstration of specic behaviours is presented in the diagram below.
Level descriptions
Individual contributor:
Level 1: Colleagues without people management responsibility, who are accountable for their own individual performance and their contribution to the outputs of the team . Describes the core behaviours required of all colleagues across the organization, regardless of contra ct type, job role or grade level.Team manager:
Level 2: Applies to all colleagues who have operational and functional r esponsibility for a team.Manages individual and team performance.
Manager of multiple teams:
Level 3: Applies to senior colleagues with responsibility and accountabi lity for multiple teams. The levels are cumulative and all colleagues, regardless of contract typ e, job role or grade level, are expected to demonstrate the core behaviours outlined in level 1. Thi s means that: Team Managers at level 2 are expected to demonstrate the behaviours outli ned in both levels 1 and 2 and Managers of Multiple Teams at level 3 are expected to demonstrate the behaviours outlined in all three levels.IntegrityAccountabilityRespectCareTrust
Final CRITA icons, knockout.
IntegrityAccountabilityRespectCareTrust
Final CRITA icons, knockout.
IntegrityAccountabilityRespectCareTrust
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IntegrityAccountabilityRespectCareTrust
Final CRITA icons, knockout.
IntegrityAccountabilityRespectCareTrust
Final CRITA icons, knockout.
UNICEF Competency Framework
| Behaviours to guide the way we work4Builds and maintains partnerships
Denition:
Build a network of external stakeholders and alliances with government counterparts, civilsociety, the media and the private sector, in order to promote and advance the work of the organization.
THE ABILITY TO:
Develop a network of formal
and informal contacts through participation in professional networks or consultations with others. Adopt a consultative approach and solicit the support of key stakeholders at critical stages of one"s work. Act as a role model for UNICEF, strengthening the reputation of the organization.Level 1
THE ABILITY TO:
Collaborate with other UN
entities, public and private sector partners, sharing knowledge and contributing to best practice. Advocate, inuence and negotiate reecting the needs of children, women and young people in discussions with key decision makers. Promote and select partners who share UNICEF"s values. Ensure that feedback from key stakeholders is incorporated into programme design, implementation and team learning.THE ABILITY TO:Initiate new partnerships,
including with the private sector and media. Anticipate changing priorities, working with partners to create long-term and sustainable opportunities. Act as a credible and convincing spokesperson and negotiator for UNICEF.Level 2Level 3
Individual contributorTeam managerManager of multiple teamsIntegrityAccountabilityRespectCareTrust
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Discriminatory refers to sexist, racist, xenophobic and homophobic, lan guage and behaviours.UNICEF Competency Framework
| Behaviours to guide the way we work5 Demonstrates self-awareness and ethical awarenessDenition:
Self-aware of own strengths, limitations, working style and deeply held conviction s and biases. Displays ethical awareness through behaviours that are consistent and compliant with the standards ofconduct for international civil servants, UNICEF"s values and relevant UNICEF policies and procedures.
continued on next page...THE ABILITY TO:
Self-awareness
Display sensitivity and adjust
language and tone, ensuring it is not demeaning or aggressive.Recognize own strengths
and limitations, learning from mistakes made. Seek feedback from multiple sources on own behaviours, including unconscious biases and potential blind spots. Act on the feedback received.Be transparent in admitting
mistakes and take corrective action. Recognize personal stress and seek help to maintain personal well-being.Ethical awareness
Display appropriate ethical
behaviours, refraining from discriminatory* language and actions.Challenge unprofessional
and unethical behaviours by standing up against actions that are not aligned withUNICEF"s values.
Level 1
THE ABILITY TO:
Self-awareness
Be open and objective to
feedback without being defensive or taking retaliatory actions. Communicate and reinforce behaviours within the team that are aligned to UNICEF"s values. Be mindful of the authority and inuence that comes with the role and prevent the abuse of authority.Ethical awareness
Demonstrate impartial
application of organizational policies, procedures and practices.Respond appropriately to
ethical issues and complaints of abuse of authority, bullying or harassment.Provide a protective environment in which colleagues can speak up and act without fear.THE ABILITY TO:
Self-awareness
Promote the importance of
demonstrating self- awareness in driving change to culture and preventing the abuse of authority.Ethical awareness
Role model and lead by
example in the demonstration of ethical behaviours. Create and promote a culture that establishes zero-tolerance for discriminatory* language and behaviours. Create and promote a culture that establishes procedures to address unethical behaviours.Take decisive action on ethical dilemmas.
Level 2Level 3
Individual contributorTeam managerManager of multiple teamsIntegrityAccountabilityRespectCareTrust
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UNICEF Competency Framework
| Behaviours to guide the way we work6Voice opinion in a truthful and
respectful manner.Apply UNICEF"s core values in personal and professional life, demonstrating consistency between words and actions.