UN Job Grades Explained — P-1 to D-2, G, NO, FS & More

The United Nations uses a structured grading system that determines your salary, responsibilities, and career path. Understanding these grades is essential whether you're applying for your first UN position or planning your next career move.

1. Grade System Overview

The UN common system — used by the UN Secretariat and most specialised agencies — divides staff into several categories. Your grade determines your base salary, which is then adjusted by a post adjustment (for Professional and above) or set on a local scale (for General Service). Within each grade, you progress through steps — typically one step per year — each providing a modest salary increase.

Grade Equivalence Across Contract Types

All UN contract types are aligned to the International Civil Service (ICS) level scale (ICS 1–14). Grades in the same column are broadly equivalent in seniority and compensation level — use this table to compare across contract types when you see different naming conventions in vacancy announcements.

2. Professional Grades (P-1 to P-5)

Professional staff are internationally recruited — they can come from any UN Member State and are expected to serve at different duty stations. Salaries are set in USD and adjusted based on cost of living at the duty station.

P-2 is the most common entry point for young professionals. The Young Professionals Programme (YPP) and Junior Professional Officer (JPO) schemes often place candidates at P-2. P-3 is the workhorse grade — mid-career professionals with substantive expertise. P-4 and P-5 require demonstrated leadership and deep specialisation.

3. Director Grades (D-1, D-2)

Director-level positions sit above P-5 and carry significant management responsibilities. D-1 typically leads a section, unit, or programme with 15+ years of experience. D-2 (Principal Director) leads a division or major office — these are among the most senior competitively recruited positions.

Above D-2 sit the appointed leadership positions: Assistant Secretary-General (ASG) and Under-Secretary-General (USG), which are political appointments by the Secretary-General or the relevant agency head.

4. General Service Grades (G-1 to G-7)

General Service staff are locally recruited at the duty station and paid in the local currency based on a survey of comparable local employers. GS roles cover administrative, clerical, and technical support functions.

• G-1 to G-3: Entry-level support — drivers, mail clerks, security guards, general assistants
• G-4 to G-5: Mid-level — administrative assistants, finance assistants, IT support
• G-6 to G-7: Senior — team leaders, senior assistants, technical specialists

The GS category also includes related sub-categories: TC (Trade and Crafts), S (Security), PIA (Public Information Assistants), and LT (Language Teachers). These follow the same local-recruitment principle but have separate salary surveys.

Academic requirements at G-level are typically a high school diploma or equivalent. For the UN Secretariat, candidates must also pass the Global General Service Test (GGST) — a standardised written test assessing English or French language, reasoning, and numerical skills.

A GS staff member in Geneva will earn a very different salary than one in Nairobi for the same grade — GS salaries are entirely location-dependent. Use the GloJobs salary calculator to compare GS salaries by duty station.

5. National Officer Grades (NO-A to NO-D)

National Officers perform professional-level work but are recruited exclusively from nationals of the country where the position is located. Grades run from NO-A (equivalent to P-2/P-3) through NO-D (equivalent to P-5). They are common in field operations — UNDP, UNHCR, UNICEF, and WFP use them extensively.

NO salaries follow a local professional scale — higher than GS but lower than the international P scale for the same grade equivalent.

6. Field Service Grades (FS-4 to FS-7)

Field Service staff are internationally recruited for peacekeeping and special political missions. They combine elements of both GS and P categories — performing technical and logistical functions in the field. FS-4 and FS-5 are roughly equivalent to G-6/G-7, while FS-6 and FS-7 overlap with P-2/P-3 in terms of responsibility and compensation.

7. Other Categories

Beyond the core grading system, you'll encounter several other position types:

• Internships: Unpaid or stipend-based (varies by agency). Require current enrolment in or recent completion of a degree programme. Typically 2–6 months.
• UN Volunteers (UNV): Specialist or community volunteers with a living allowance. Often a stepping stone to staff positions.
• Junior Professional Officers (JPO): Sponsored by your home government. Usually P-2 level for 2–3 years. Excellent pathway to a regular P-2/P-3 position.
• Consultants / Individual Contractors: Short-term experts hired for specific deliverables. No grade — compensation is negotiated per contract (often benchmarked to P-3/P-4 equivalency).
• IICA / LICA (UNDP): International/Local Individual Contractor Agreements used by UNDP and UNOPS. IICA levels roughly map: IICA-1 ≈ P-2, IICA-2 ≈ P-3, IICA-3 ≈ P-4.

8. Career Progression Between Grades

Moving within a grade (step increases) is mostly automatic — one step per year of satisfactory service, typically 13 steps per grade. Moving between grades requires applying competitively to a higher-graded vacancy. There is no automatic promotion.

Key progression facts:

• GS → P transitions are possible via the G-to-P examination (UN Secretariat) or by applying to P-2 vacancies openly
• P-3 → P-4 is the most competitive jump — many staff spend several years at P-3
• Moving from one agency to another (lateral transfer) is possible and can accelerate career growth
• Temporary assignments (TDY), surge deployments, and loan arrangements let you gain experience at a higher level

Read our guide on building a UN career from intern to staff for a step-by-step progression strategy.

9. Secondment and Non-reimbursable Loan

Beyond regular contracts, staff can move between organisations on a temporary basis through two mechanisms:

• Secondment — a temporary move from one organisation to another, normally not exceeding two years. The receiving organisation pays the staff member, who retains all employment rights in the releasing organisation. Common between UN agencies and between the UN and member-state governments.
• Non-reimbursable Loan (NRL)— similar to secondment but the releasing organisation continues to pay the staff member's salary (the receiving organisation does not reimburse it). NRLs are typically limited to one year.

Both arrangements count as UN service and are useful for broadening experience without formally leaving your home organisation. They can also serve as a pathway to a regular appointment in the receiving organisation.

10. Senior Leadership (USG, ASG, SG)

Above D-2 sit the appointed leadership tiers of the UN Secretariat. These are not competitively recruited through normal vacancy processes:

• Assistant Secretary-General (ASG) — typically heads of office or deputies within departments. Appointed by the Secretary-General.
• Under-Secretary-General (USG) — heads of departments and major programmes. Appointed by the General Assembly on the recommendation of the Secretary-General, for a renewable four-year term.
• Deputy Secretary-General (DSG) — established in 1997; supports and deputises for the Secretary-General. Appointed by the Secretary-General following consultations with Member States.
• Secretary-General (SG) — the Chief Administrative Officer of the UN Secretariat. Appointed by the General Assembly on the recommendation of the Security Council for a five-year term, renewable once.

There are also Gratis Personnel — individuals provided by governments or other entities at no cost to the UN, who may serve temporarily in a non-staff capacity. Their use is subject to strict controls to prevent displacing regular staff.