MOZ_O_1Nurturing an empowered workforce and advancing an inclusive UN-Women cultureView indicators
SP_O_4G
Percentage of the relevant indicators from the UNDIS accountability framework where UN-Women has met or exceeded the standard (QCPR 1.4.28) (CO, RO, HQ)
QCPR1.4.28
2026
Result
-
SP_O_4G
Country
-
Baseline
--
2023
Milestone
-
Result
50
2024
Milestone
-
Result
50
2025
Milestone
-
Result
-
SP_O_4A
Average time to select a candidate/complete a recruitment process (Desk Review)
OthersOTR
2026
Result
-
SP_O_4A
Country
2021
Baseline
10 weeks10 weeks
2023
Milestone
8 weeks
Result
-
2024
Milestone
8 weeks
Result
-
2025
Milestone
8 weeks
Result
-
SP_O_4D
Extent to which personnel perceive UN Women to empower, engage and nurture their workforce in order to strengthen inclusive culture (Desk Review)
OthersOTR
2026
Result
-
SP_O_4D
Country
2021
Baseline
5353
2023
Milestone
65
Result
-
2024
Milestone
65
Result
-
2025
Milestone
65
Result
-
SP_O_4F
Percentage of UN-Women female staff among international professional and national staff
All international professional staff:
i. P-1
ii. P-2
iii. P-3
iv. P-4
v. P-5
vi. D1 and above
All National Officers:
i. National Officer-A
ii. National Officer-B
iii. National Officer-C
iv. National Officer-D
v. National Officer-E
(QCPR 3.6.7 / 3.6.8 / 3.6.9)
(Desk Review)
QCPR3.6.73.6.83.6.9
2026
Result
-
SP_O_4F
Country
2021
Baseline
5050
2023
Milestone
60
Result
-
2024
Milestone
60
Result
-
2025
Milestone
60
Result
-
Outputs
MOZ_O_1.1With its unique and inclusive culture, UN Women is an employer of choice with a diverse and highly performing cadre of personnel that embodies UN valuesView indicators
MOZ_O_1.1A
Average time to select a candidate/complete a recruitment process (SP 0 4.1)
OthersOTR
2026
Result
-
MOZ_O_1.1A
Country
2021
Baseline
12 weeks12 weeks
2023
Milestone
8 weeks
Result
12
2024
Milestone
8 weeks
Result
12 weeks
2025
Milestone
8 weeks
Result
-
MOZ_O_1.1C
Percentage of UN Women Mozambique female personnel among international professional and national personnel by level (aligned with SP O 4.6)
OthersOTR
2026
Result
-
MOZ_O_1.1C
Country
2021
Baseline
A). 50% International. B) 52% NationalA). 50% International. B) 52% National
2023
Milestone
A). 60% International. B)60% National
Result
International 50% and 56% Nationals
2024
Milestone
A). 60% International. B)60% National
Result
75%
2025
Milestone
A). 60% International. B)60% National
Result
-
MOZ_O_1.1D
Percentage of personnel who have completed all mandatory courses, including Sexual exploitation and abuse (SEA)
OthersOTR
2026
Result
-
MOZ_O_1.1D
Country
2021
Baseline
95%95%
2023
Milestone
100%
Result
95%
2024
Milestone
100%
Result
95
2025
Milestone
100%
Result
-
MOZ_O_1.1B
Extent to which personnel perceive UN Women to empower, engage and nurture their workforce in order to strengthen inclusive culture (SP 0 4.4)
OthersOTR
2026
Result
-
MOZ_O_1.1B
Country
2022
Baseline
53% favorable53% favorable
2023
Milestone
60%
Result
N/A
2023
Milestone
95% Very Good
Result
N/A
2024
Milestone
60%
Result
N/A
2024
Milestone
95% Very Good
Result
N/A
2025
Milestone
60%
Result
-
2025
Milestone
95% Very Good
Result
-
MOZ_O_1.1E
Diversity was an element considered in all recruitments
Nurturing an empowered workforce and advancing an inclusive UN-Women culture
During the reporting period, the CO delivered on its talent acquisition recruiting and onboarding two international staff, two national staff at an NOB level and three UN Volunteers. For the first time, the CO doubled the number of international staff as part of its goal to strenthen the team for improved results. The recruitment of the three national staff under FTA contracts was part of the CO's initiative to improve contracts in order to retain talent. With the additional staff, the CO was able to deliver timely on its programmes. The newly recruited staff led and supported the establishment of multiple partnerships that saw CO improve its efficiency and effectivements in the delivery of its programmes. To further stengthen the team and to expedite delivery, the CO focused on new staff orientation on the new systems and completion of mandatory courses. The CO further provide learning opportunities to all personnel both internally and externally within the region. The trainings strngthened the personnel's understanding of the entire Programme Manament cycle, fraud risk management among others therefore contributing to high quality annual work plan, timely donor reports, mid year reporting and risk register validation. In addition, the CO continued to embed the culture of perdormnance management ensure 100% completion of the 2023 performamce evaluation and the individual work plans for 2024.
Nurturing an empowered workforce and advancing an inclusive UN-Women culture
The CO strengthen its workforce putting the a people centered approach in the work place and ensuring timely recruitments to ease pressure and to allow for a work life balance. The CO focused on diversity as a strength ensuring a diverse team that contributed to its delivery. The CO further embarked team building, training, and flexible working arrangements as key elements that contributed to the overall performance during the year. In order to attract and retain talent, the CO worked on the establishment of stable type contracts focusing more on FTAs most which were established and approved.