22 June 2007
The Bank's Employee Association sent a letter to IDB President Luis Alberto Moreno on June 6 expressing "deep concern" about the IDB's upcoming realignment.
The irregularities of Luis Alberto Moreno (an intimate friend of Uribe and Bush) within the IDB are now surfacing. The employees of the Inter-American Development Bank have had to start making public their differences with Moreno’s lack of transparency and irregular management.
En español
Source: http://www.kaosenlared.info/noticia.php?id_noticia=36603
Translated from Spanish by the Bank Information Center
June 6, 2007
Open Letter to President Luis Alberto Moreno
Inter-American Development Bank
Mr. President Luis A. Moreno,
At the request of a group of officials, the Employees Association called an Extraordinary General Assembly to deal with the process of the Bank’s repositioning. Approximately 500 employees from headquarters and representative bodies attended the assembly, which took place on May 31.
Officials in attendance ratified their commitment to the Bank’s mission in line with proposals by the Administration, thereby demonstrating their firm support of institutional change to better serve our member countries, along with a strengthening of the principles of merit, suitability, transparency and competitiveness in the processes of selection, contracting, promotion and retention of personnel at all levels.
Nevertheless, as the high number of those attending the Assembly suggests, the employees expressed deep concern in the manner in which the Administration has been conducting the process of the Bank’s repositioning.
In particular, it was generally felt that the repositioning has been conducted in an erratic, non-participatory and obscure manner, and that, as a consequence, the Bank’s personnel are unaware of the hypotheses and diagnostic upon which decisions adopted were based, the objectives and results expected and, in general, the details that permit us to objectively understand and evaluate the new business model and its implementation strategy.
The inclusion of this information is considered necessary to embark upon the most beneficial and fitting work within the (to date) narrow time limit set for this phase of the process. We employees believe that the success of repositioning by necessity goes hand-in-hand with a balanced combination of the organizing principles – which are at times contradictory – the most important of which are efficiency, efficacy, economy, justice, equity, representation, and due process.
The realization of the steady application of these principles, although providing a great challenge, is a necessary condition for the success of reorganization.
Finally, in those aspects specifically related to the fulfillment of the executive positions recently published, the Assembly declares that:
(i) personnel are not being treated with due respect;
(ii) doubts exist based on the adequacy of mechanisms employed as Bank norms, and
(iii) the perception exists that conditions of transparency and integrity that guarantee participation for all Bank employees on equal terms are not followed.
This said, the Assembly expressed the desire to support the institutional changes if the deficiencies described are rectified, and that this is done promptly.
Considering the aforesaid, we request a meeting with you in which representatives from the Employees Association and this Assembly would accompany me, if possible, on Monday, June 11.
Attached you will find the text of the Resolution unanimously approved by the Extraordinary General Assembly of the IDB Employees Association, May 31, 2007.
Sincerely,
Mauricio R. Bertrand-Flores, President
-----------------------------------------------------------------
Resolution of the Extraordinary General Assembly
May 31, 2007
Considering that:
1. The officials and the Employees Association strongly support institutional change and strengthening of the principles of merit, suitability, transparency and competitiveness in the processes of selection, contracting, promotion and retention of personnel on all levels;
2. The officials are committed to the Bank’s mission and concerned about it’s public image.
3. In matters relating to the Bank’s management of personnel and the fundamental principles of transparency, respect and integrity, the repositioning should be governed by regulations currently in force;
4. These principles have not been observed, despite having been repeatedly presented by the Employees Association since the beginning of the process;
5. As a result of the non-observance of these principles:
a. The hypotheses, diagnostic, alternatives analysis and costs upon which decisions adopted have been based, are unknown;
b. The new business model presented is incomplete, which impedes the planning and execution of institutional change in a coherent, efficient and efficacious manner;
c. The plan proposed by the Administration has generated distrust and uncertainty among the officials.
The Extraordinary General Assembly requests that:
1. The fulfillment process is suspended until there is agreement with the Employees Association on its relevance and legality.
2. A commission is formed of the Administration and the Employees Association to resolve the problems of the current repositioning process.
3. The present Administration presents a detailed and complete plan of the repositioning process prior to any move forward of the same.