ITU SERVICE ORDER NO 11-02 SO-2017-007-en
ITU SERVICE ORDER NO 11-02 SO-2017-007-en
1.1 As international civil servants, all ITU staff are expected to uphold and promote the highest
standards of ethical and professional conduct. Overall guidance on these standards is reflected in the
Standards of Conduct for the International Civil Service (the “Standards”), issued by the International Civil
Service Commission (ICSC) and annexed hereto.
1.2 As the Chairman of the ICSC states in the foreword of the Standards: “They exist to inform, but also
to inspire us and, when needed, to provide explanations. They reflect the philosophical underpinnings of the
international civil service and inform its conscience.”
1.3 This Service Order is issued to promulgate within the ITU legal and administrative framework the
latest version of Standards, as approved by the United Nations General Assembly in its Resolution
A/RES/67/257.
1.4 The main revisions reflected in the latest version of the Standards are:
a) Emphasis is placed on the accountability of staff members for their actions and decisions, with
accountability included as an item under ‘Guiding Principles’;
b) Conflicts of interest are further defined, noting that they are to be disclosed and resolved in the best
interest of the organization;
c) There is a specific provision underscoring the obligation to safeguard the organizations’ resources
and use them for authorized purposes only; and
d) Staff members are reminded that, once they are no longer in service, they should not take improper
advantage of their former official functions and positions, just as they should not take improper
advantage of their functions and positions while in service in order to seek employment
opportunities with third parties.
1.5 The status of international civil servant requires that they meet these high standards and maintain an
exemplary lifestyle. I urge all staff of the Union to keep these Standards of conduct clearly in mind and to
observe them at all times, at work but also in their private life, since both the success of our Organization
and the prestige of the International Civil Service are involved.
Houlin Zhao
Secretary-General
Annex: 1
ANNEX
2013
Introduction
1. The United Nations and the specialized agencies embody the highest aspirations of
the peoples of the world. Their aim is to save succeeding generations from the scourge of
war and to enable every man, woman and child to live in dignity and freedom.
2. The international civil service bears responsibility for translating these ideals into
reality. It relies on the great traditions of public administration that have grown up in
member States: competence, integrity, impartiality, independence and discretion. But over
and above this, international civil servants have a special calling: to serve the ideals of
peace, respect for fundamental rights, economic and social progress, and international
cooperation. It is therefore incumbent on international civil servants to adhere t o t h e
highest standards of conduct; for, ultimately, it is the international civil service that will
enable the United Nations system to bring about a just and peaceful world.
Guiding principles
3. The values that are enshrined in the United Nations organizations must also be
those that guide international civil servants in all their actions: fundamental human rights,
social justice, the dignity and worth of the human person and respect for the equal rights
of men and women and of nations great and small.
5. The concept of integrity enshrined in the Charter of the United Nations embraces
all aspects of an international civil servant’s behaviour, including such qualities as
honesty, truthfulness, impartiality and incorruptibility. These qualities are as basic as those
of competence and efficiency, also enshrined in the Charter.
6. Tolerance and understanding are basic human values. They are essential for
international civil servants, who must respect all persons equally, without any distinction
whatsoever. This respect fosters a climate and a working environment sensitive to the
needs of all. To achieve this in a multicultural setting calls for a positive affirmation going
well beyond passive acceptance.
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7. International loyalty means loyalty to the whole United Nations system and not
only to the organization for which one works; have international civil servants had an
obligation to understand and exemplify this wider loyalty. The need for a cooperative and
understanding attitude towards international civil servants of other United Nations
organizations is obviously most important where international civil servants of several
organizations are serving in the same country or region.
10. This does not mean that international civil servants have to give up their personal
political views or national perspectives. It does mean, however, that they must at all times
maintain a broad international outlook and an underst andi ng o f t he i nt ernati onal
community as a whole.
11. The independence of the international civil service does not conflict with, or
obscure, the fact that it is the member States that collectively make up — in some cases
with other constituents — the organization. Conduct that furthers good relations with
individual member States and that contributes to their trust and confidence in the
organizations’ secretariat strengthens the organizations and promotes their interest.
12. International civil servants who are responsible for projects in particular countries
or regions may be called upon to exercise special care in maintaining their independence.
At times they might receive instructions from the host country but this should not
compromise their independence. If at any time they consider that such instructions
threaten their independence, they must consult their supervisors.
13. International civil servants at all levels are accountable and answerable f or a l l
actions carried out, as well as decisions taken, and commitments made by them in
performing their functions.
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14. An international outlook stems from an understanding of and loyalty to the
objectives and purposes of the organizations of the United Nations system as set forth in
their legal instruments. It implies, inter alia, respect for the right of others to hold different
points of view and follow different cultural practices. It requires a willingness to work
without bias with persons of all nationalities, religions and cultures; it calls for constant
sensitivity as to how words and actions may look to others. It requires avoidance of any
expressions that could be interpreted as biased or intolerant. As working methods can be
different in different cultures, international civil servants should not be wedded to the
attitudes, working methods or work habits of their own country or region.
15. Freedom from discrimination is a basic human right. International civil servants are
expected to respect the dignity, worth and equality of all people without any distinction
whatsoever. Assumptions based on stereotypes must be assiduously avoided. One of the
main tenets of the Charter is the equality of men and women, and organizations should
therefore do their utmost to promote gender equality.
Working relations
16. Managers and supervisors are in positions of leadership and it is their responsibility
to ensure a harmonious workplace based on mutual respect; they should be open to all views
and opinions and make sure that the merits of staff are properly recognized. They need
to provide support to them; this is particularly important when staff are subject to
criticism arising from the performance of their duties. Managers are also responsible for
guiding and motivating their staff and promoting their development.
17. Managers and supervisors serve as role models and they have therefore a special
obligation to uphold the highest standards of conduct. It is quite improper for them to
solicit favours, gifts or loans from their staff; they must act impartially, without
favouritism and intimidation. In matters relating to the appointment or career of others,
international civil servants should not try to influence colleagues for personal reasons.
19. International civil servants must follow the instructions they receive in connection
with their official functions and, if they have doubts as to whether an instruction is
consistent with the Charter or any other constitutional instrument, decisions of the
governing bodies or administrative rules and regulations, they should first consult their
supervisors. If the international civil servant and supervisor cannot agree, the international
civil servant may ask for written instructions. These may be challenged through the proper
institutional mechanisms, but any challenge should not delay carrying out the instruction.
International civil servants may also record their views in official files. They should not
follow verbal or written instructions that are manifestly inconsistent with their official
functions or that threaten their safety or that of others.
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20. International civil servants have the duty to report any breach of the organization’s
regulations and rules to the official or entity within their o r g a n i z a t i o n s w h o s e
responsibility it is to take appropriate action, and to cooperate with duly authorized audits
and investigations. An international civil servant who reports such a breach in good faith
or who cooperates with an audit or investigation has the right to be protected against
retaliation for doing so.
22. International civil servants must not abuse their authority or use their power or
position in a manner that is offensive, humiliating, embarrassing or intimidating to another
person.
Conflict of interest
23. Conflicts of interest may occur when an international civil servant’s personal
interests interfere with the performance of his/her official duties or call into question the
qualities of integrity, independence and impartiality required the status of an international
civil servant. Conflicts of interest include circumstances in which international civil
servants, directly or indirectly, may benefit improperly, or allow a third party to benefit
improperly, from their association with their organization. Conflicts of interest can arise
from an international civil servant’s personal or familial dealings with third parties,
individuals, beneficiaries, or other institutions. If a conflict of interest or possible conflict
of interest does arise, the conflict shall be disclosed, addressed and resolved in the best
interest of the organization. Questions entailing a conflict of interest can be very sensitive
and need to be treated with care.
Disclosure of information
24. International civil servants should avoid assisting third parties in their dealings with
their organization where this might lead to actual or perceived preferential treatment. This
is particularly important in procurement matters or when negotiating prospective
employment. At times, international civil servants may, owing to their position or functions in
accordance with the organization’s policies, be required to disclose certain personal assets if
this is necessary to enable their organizations to make sure that there is no conflict. The
organizations must ensure confidentiality of any information so disclosed, and must use it
only for defined purposes or as authorized by the international civil servant concerned.
International civil servants should also disclose in advance possible conflicts of interest
that may arise in the course of carrying out their duties and seek advice on mitigation and
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remediation. They should perform their official duties and conduct their personal affairs in a
manner that preserves and enhances public confidence in their own integrity and that of
their organization.
25. International civil servants are responsible for safeguarding the resources of United
Nations organizations which are to be used for the purpose of delivering an organization’s
mandate and to advance the best interests of the organization. International civil servants
shall use the assets, property, information and other resources of their organizations for
authorized purposes only and with care. Limited personal use of the resources of an
organization, such as electronic and communications resources, may be permitted by the
organization in accordance with applicable policies.
Post-employment r e s t r i c t i o n s
26. After leaving service with organizations of the United Nations system, international
civil servants should not take improper advantage of their former official functions and
positions, including through unauthorized use or distribution of privileged or confidential
information; nor should international civil servants, including those working in
procurement services and as requisitioning officers, attempt to unduly influence the
decisions of the organization in the interest or at the request of third parties with a view to
seeking an opportunity to be employed by such third parties.
29. It is entirely improper for international civil servants to lobby or seek support from
Government representatives or members of legislative organs to obtain advancement either
for themselves or for others or to block or reverse unfavourable decisions regarding their
status. By adhering to the Charter and the constitutions of the organizations of the United
Nations system, Governments have undertaken to safeguard the independence of the
international civil service; it is therefore understood that Government representatives and
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members of legislative bodies will neither accede to such requests nor intervene in such
matters. The proper method for an international civil servant to address such matters is through
administrative channels; each organization is responsible for providing these.
Staff-management re l a ti o ns
30. An enabling environment is essential for constructive staff-management relations
and serves the interests of the organizations. Relations between management and staff
should be guided by mutual respect. Elected staff representatives have a cardinal role to
play in the consideration of conditions of employment and work, as well as in matters of
staff welfare. Freedom of association is a fundamental human right and international civil
servants have the right to form and join associations, unions or other groupings to promote
and defend their interests. Continuing dialogue between staff and management is
indispensable. Management should facilitate this dialogue.
31. Elected staff representatives enjoy rights that derive from their status; this may
include the opportunity to address the legislative organs of their organization. These rights
should be exercised in a manner that is consistent with the Charter of the United Nations,
the Universal Declaration of Human Rights and the international covenants on human
rights, and does not undermine the independence and integrity of the international civil
service. In using the broad freedom of expression they enjoy, staff representatives must
exercise a sense of responsibility and avoid undue criticism of the organization.
36. There is a risk that on occasion international civil servants may be subject t o
criticism from outside their organizations; in keeping with their responsibility as
international civil servants, they should respond with tact and restraint. It is the obligation
of their organizations to defend them against criticism for actions taken in fulfilment of
their duties.
37. It would not be proper for international civil servants to air personal grievances or
criticize their organizations in public. International civil servants should endeavour at all
times to promote a positive image of the international civil service, in conformity with their
oath of loyalty.
40. The world is home to a myriad of different peoples, languages, cultures, customs
and traditions. A genuine respect for them all is a fundamental requirement for an
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international civil servant. Any behaviour that is not acceptable in a particular cultural
context must be avoided. However, if a tradition is directly contrary to any human rights
instrument adopted by the United Nations system, the international civil servant must be
guided by the latter. International civil servants should avoid an ostentatious lifestyle and
any display of an inflated sense of personal importance.
41. While an executive head assigns staff in accordance with the exigencies of the
service, it is the responsibility of organizations to ensure that the health, w e l l -being,
security and lives of their staff, without any discrimination whatsoever, will not be subject
to undue risk. The organizations should take measures to protect the safety of their staff
and that of their family members. At the same time, it is incumbent on international civil
servants to comply with all instructions designed to protect their safety.
Personal conduct
42. The private life of international civil servants is their own c o n c e r n a n d
organizations should not intrude upon it. There may be situations, however, in which the
behaviour of an international civil servant may reflect on the organization. International civil
servants must therefore bear in mind that their conduct and activities outside the workplace,
even if unrelated to official duties, can compromise the image and the interests of the
organizations. This can also result from the conduct of members of international civil
servants’ households, and it is the responsibility of international civil servants to make
sure that their households are fully aware of this.
43. The privileges and immunities that international civil servants enjoy are conferred
upon them solely in the interests of the organizations. They do not exempt international
civil servants from observing local laws, nor do they provide an excuse for i gno ri n g
private legal or financial obligations. It should be remembered that only the executive
head is competent to waive the immunity accorded to international civil servants or to
determine its scope.
44. Violations of the law can range from serious criminal activities to trivial offences,
and organizations may be called upon to exercise judgement depending on the nature and
circumstances of individual cases. A conviction by a national court will usually, although
not always, be persuasive evidence of the act for which an international civil servant was
prosecuted; acts that are generally recognized as offences by national criminal laws will
normally also be considered violations of the standards of conduct for the international
civil service.
46. Subject to the above, outside activities may, of course, be beneficial both to staff
members and to their organizations. Organizations should allow, encourage and facilitate
the participation of international civil servants in professional activities that foster contacts
with private and public bodies and thus serve to maintain and enhance their professional
and technical competencies.
47. International civil servants on leave, either with or without pay, should bear in mind
that they remain international civil servants in the employ of their organization and remain
subject to its rules. They may, therefore, accept employment, paid or unpaid, during their
leave only with proper authorization.
48. In view of the independence and impartiality that they must maintain, international
civil servants, while retaining the right to vote, should not participate in political activities,
such as standing for or holding local or national political office. This does not, however,
preclude participation in local community or civic activities, provided t h a t s u c h
participation is consistent with the oath of service in the United Nations system. It is
necessary for international civil servants to exercise discretion in their support for a
political party or campaign, and they should not accept or solicit funds, write articles or
make public speeches or statements to the press. These cases require the exercise of
judgement and, in case of doubt, should be referred to the executive head.
49. The significance of membership in a political party varies from country to country
and it is difficult to formulate standards that will apply in all cases. In general,
international civil servants may be members of a political party, provided its prevailing views
and the obligations imposed on its members are consistent with the oath of service in the
United Nations system.
50. To protect the international civil service from any appearance of impropriety,
international civil servants must not accept, without authorization from the executive head,
any honour, decoration, gift, remuneration, favour or economic benefit of more than
nominal value from any source external to their organizations; it is understood that this
includes Governments as well as commercial firms and other entities.
51. International civil servants should not accept supplementary payments or other
subsidies from a Government or any other source prior to, during or after their assignment
with an organization of the United Nations system if the payment is related to that
assignment. Balancing this requirement, it is understood that Governments or other
entities, recognizing that they are at variance with the spirit of the Charter and the
constitutions of the organizations of the United Nations system, should not make or offer
such payments.
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Conclusion
52. The attainment of the standards of conduct for the international civil service
requires the highest commitment of all parties. International civil servants must be
committed to the values, principles and standards set forth herein. They are expected to
uphold them in a positive and active manner. They should feel responsible for contributing
to the broad ideals to which they dedicated themselves in joining the United Nations
system. Organizations have the obligation to implement these standards t h r o u g h t h e i r
policy framework, including rules, regulations and other administrative instruments. For
their part, member States are expected, through their allegiance to the Charter and other
constituent instruments, to preserve the independence and impartiality of the international
civil service.
53. For these standards to be effectively applied, it is essential that they be widely
disseminated and that measures be taken and mechanisms put in place to ensure that their
scope and importance are understood throughout the international civil service, the
member States and the organizations of the United Nations system.
54. Respect for these standards assures that the international civil service will continue
to be an effective instrument in fulfilling its responsibilities and in meeting the aspirations
of the peoples of the world.
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