A friend of mine recently recommended a report written by some high-level alumni of the World Bank (including Danny Leipziger) on what challenges the new President (of the Bank) faces.
One problem that was highlighted strongly was that of short term contracts, including consultancies. The Bank has a ratio of around 40% permanent staff - 60% consultants. "Permanent" staff is also no longer allowed to be recruited "permanently", but on fixed terms (between 2-5 years). This, so the report, undermines the Bank's ability to recruit or retain the best experts, and undermines staff motivation and morale.
In the past five years, my contracts have ranged from 10 days to 1 year. Most of these contracts have been renewed, so that in effect I have worked for the same organization for a year or two. However, as many of these contracts have been renewed immediately prior to their termination, or at times retroactively a few days afterwards, I feel that I have spent most of these five years wondering whether I will have a job in a few months time, and looking for other jobs - just in case.
A 10-day expert contract for a single issue works well. A renewal of 3-month or 1-year contracts for general tasks is an idiocy. It makes financial sense for the employer - no perks, no insurances, no pensions, no obligation to continue. It is utter nonsense in every other respect, for all parties.
I am not the only person to have "lost" a job because I had a child, and I believed my employer's promises that I could start a new contract after my maternity leave. No obligations. Once you're out, you're out.
I believe that a "general task" contract should be, at its minimum, 2 years. Probation periods are fine and fair, in my view. A 3-5 year contract would make even more sense, and in this case should include insurance and pension benefits.
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