Outcome MLI_O_4

Improved Management of Financial and Human Resources in pursuit of results

the PGAMS platform facilitates the development and monitoring of all IP contracts., GST platform has led to an improvement in the processing time of requests, Insert all audit action plan to implemented all audit recommendation of the year, quarterly planning of an Operations and Programs meeting for the good coordination of activities, Implementation of BCCMA and cleared and compliance with United Nations security risk management, better understand by staff of SSA recruitment and procurement process by sharing a SOP and guideline related, implementation of a career development plan through semi-annual and annual evaluations carried out between the supervisor and the supervisee in order to strengthen the career development plan, training and better knowledge of the work tools carried out and a strategy of transformation of certain SC positions into FTA being set up for the 2022 financial year, to reduce staff turnover

Nurturing an empowered workforce and advancing an inclusive UN-Women culture: advancing an inclusive UN-Women culture:

During the reporting period, UN Women Mali implemented several measures to strengthen staff empowerment, promote an inclusive organizational culture, and enhance overall well-being. As part of a talent-retention–focused human resources strategy, eleven (11) Service Contracts were converted into National Personnel Service Agreements (NPSA), thereby improving contractual stability and contributing to workforce motivation. To further support staff well-being and engagement, the office’s Well-Being Committee organized “Gawa,” a cultural event celebrating local traditions, customs, and creative attire in a convivial and inclusive setting. Additionally, personnel benefited from a stress-management webinar facilitated by WCARO’s Stress Management Counselor, which introduced practical approaches for improving emotional resilience and managing workplace stress effectively. In collaboration with UNDP Mali and other UN entities based at the UN Common House in Bamako, approximately sixty (60) maintenance, cleaning, and hygiene personnel received training on Protection from Sexual Exploitation and Abuse (PSEA). This capacity-building initiative strengthened their understanding of zero-tolerance principles, confidential reporting channels, and investigative procedures designed to prevent abuse and safeguard affected individuals. It is important to highlight that the version of the report initially shared did not accurately reflect the situation. The Mali Country Office successfully reached a 95% completion rate of mandatory learning courses during the period under review. Furthermore, several reinforcement and capacity-building sessions contributed to advancing an inclusive leadership culture within the office, including: UNCT-SWAP Gender Equality Scorecard training Data backup and SharePoint system training Women’s leadership learning session A staff capacity-building workshop on gender concepts, gender-based violence, and positive masculinity Collectively, these efforts contributed to nurturing an empowered workforce and advancing an inclusive, values-driven organizational culture within UN Women Mali.

Nurturing an empowered workforce and advancing an inclusive UN-Women culture: advancing an inclusive UN-Women culture:

a significant improvement in recruitment times is to be considered for FTA,SC and UNV Staff ,a new HR strategy is being established with so downsizing of staff number, some total of 11 staff left organization duringf the year 2024, the office resigned 10 staffs contract due a economic situation ,1 staff got another opportunities in other UN Agency, the turn over rate wa over than 20%,the office expected that the Economic and political situation will approved and give us opportunitties of fund raising ibn 2025 for improved and give sustainable contract for staffs . the office did some well being activities that improved the workrelationship and reduce stress.The office set pu a SECTO during 2024 for staff that was in field office in ali regions based in Mopti and Gao. the office expected a percentage of 100 for PMD and mandatory training during 2024. the office had 3 professional staff compone by 2 female for a percentage of 66.67% of staffs.

Nurturing an empowered workforce and advancing an inclusive UN-Women culture: advancing an inclusive UN-Women culture:

a significant improvement in recruitment times is to be considered,a new HR strategy is being established (new organisation chart,learning committee,well being activities,) to ensure staff retention and enable them to have more stable and lasting contracts and ensure the development of their career plans for the benefit of the organisation 50% of professional staff are women; this rate was 67% until November 2023; the recruitment process for the P4 policy specialist is underway and will be finalised in 2024. the PMD report completion rate is 90%, 3 staff are in the process of finalising their PMD assessment, the staff retention rate is being improved with the review of contracts and grades.

UN-Women is an accountable and trustworthy development organization that manages its financial and other resources with integrity and in line with its programmatic ambitions and fiduciary obligations.

For 2022, UN Women Mali tried to overcome the difficulties by managing resources in a way that was appropriate to the context, especially in the face of limited funds.