MINUTES OF THE 2026 VIRTUAL STAFF COUNCIL (SCO) ANNUAL GENERAL ASSEMBLY

AGENDA

INTRODUCTION REMARKS BY THE CHAIRPERSON OF THE STAFF COUNCIL/ REVIEW OF THE 2025 ACTIVITIES

DRAFT WORK PROGRAM FOR 2026

FINANCIAL PRESENTATION

AOB

QUESTIONS AND ANSWERS SESSION

CONTEXT:

As mandated by the Constitution and Byelaws of the Staff Council of the African Development Bank, an Annual General Assembly was held on December 11, 2025, marking a significant occasion to review the progress and challenges of the year.

REMARKS BY THE CHAIRPERSON OF THE STAFF COUNCIL

The Staff Council’s Chairperson, Foster Ofosu, introduced the meeting. Discussions revolved around where the current Staff Council has come from and where it is headed over the next 15 months. He provided a comprehensive overview of the actions and achievements of 2025, while looking towards the future.

«This is an important time for the Staff Council, as we share our efforts on your behalf, highlighting the challenges We have tackled and the opportunities that await us. The next 15 months are crucial; Enough time time to build on our accomplishments and lay a strong foundation for the next Bureau that you will elect» he said. Then, he asked to pause for a minute of silence to honor the memory of the eight colleagues lost in 2025 and the impact they had on our lives and our work.

Finally, he highlights some key moments from this past year where the Staff Council has worked with the staff to represent staff’s interests and engage with Senior Management and the Board on staff’s behalf.

Presidential transition: 2025 marked the end of President Adesina's term and the welcoming of President Ould Tah as our new leader. The Chairperson said that President Ould Tah has shown his willingness to listen and engage with us on staff-related issues, making sure that our voices are heard through the Staff Council and the working groups he has established. « Our well-being and ability to perform at our best are priorities that won’t waver during this transition.» he added.

In the Staff Council’s engagement with the President, six key areas have been identified that need our attention as we move forward with the transformation of the Bank: Revamping the Staff Council, Career Development, Compensation and Benefits, Welfare and Welbeing, Performance Evaluation and Addressing Institutional Bottlenecks.

The Staff Council’s brief to the president that focused on the aforementioned staff issues, inherent challenges, and recommendations. «This brief was informed by insights from our engagements with you over the last 3 years, and recent consultations with Country Focal Points, National Community heads, and conversations with many of you from Headquarters, Regional, and Country Offices» Foster Ofosu said. As promised during his inaugural Townhall meeting, the President will consider these suggestions, along with the input from the Staff Council, in shaping the future of our institution.

Policy updates:

The current Total Compensation Framework (TCF) expired at the end of 2024. Management has begun work on the replacement TCF with a tentative Board approval date in November 2026 for implementation in January 2027.

The Staff Council will engage in a broader consultation process with all staff. Parallel, PTVP will collaborate closely with the SCO Constituted Working Group and will also seek input from HQ as well country and regional offices. (i) Key areas for change; (ii) Methodology applied in the structural salary adjustment component (iii) Choice of comparators for both international and locally recruited staff (iv) Structure the new TCF (v) Compensation Growth (vi) Allowances for international staff in Regional and Country Offices.

Staff Mobility Policy : (i) The Presidential Directive on Staff Mobility and Manual signed in February 2025 and shared with staff (ii) Career Mobility and Geographical Mobility.

Consequence Management Policy: (i) The Consequence Management initiative is made up of a set of two documents: Consequence Management Guidelines and Presidential Directive N°.... / 2025 Concerning the Underlying Principles of Consequence Management. (ii)A memorandum to the President was prepared for transmission for signature of the Presidential Directive on the Principles of Consequence Management.

In Situ Promotion : The Presidential Directive on In Situ promotion was not approved by SMCC.

Grievance Handling and Case Management

This past year, the Staff Council has received a number of grievances from staff. Here’s a summary of the key issues :

Medical Co-Payment Deductions: SCO has engaged in discussions with the medical plan administrators and are assured they are working diligently to address the concerns of those affected.

Salary Advance Presidential Directive : many staff complained about the new salary advance policy, which seems to disadvantage those who haven't accumulated enough pension to support their loans. While the policy has some positive aspects, like replacing fluctuating interest rates with fixed administrative charges and extending the salary advance duration to four years, the tie to pension eligibility has created challenges for many. We, at the Staff Council, are collaborating with management to find a better solution. «We share your surprise regarding the inclusion of this clause in the policy» the Chairperson said.

Remote Work Policy Concerns: the Staff Council received feedback that some supervisors have been rejecting remote work requests, citing reasons like the belief that remote work is a privilege rather than a right. Some have even referenced the recent audit on hybrid work at HQ, while others claim that the President is not in favor of remote work.

While remote work is indeed a privilege designed to enhance staff welfare and well-being, that doesn’t mean requests should be rejected without cause. Just as diplomatic immunity is a privilege that must be respected, so too should our approach to remote work. It’s important to remember that we are not alone in offering remote work privileges among international financial institutions.

Supervisors should remember that the current Remote Work Policy is still in effect. It allows staff the privilege to work outside their duty station for up to 60 days a year, unless business needs dictate otherwise or if there has been a history of abuse of this privilege. As far as we know, the President has not altered this policy. Additionally, the recent audit was focused on hybrid work, not on remote work.

Non-managerial staff should keep in mind that while remote work is a privilege, it comes with responsibilities.

«Let’s not forget our humanity. Remember what brought us together in the first place, and let’s continue to treat one another with kindness and respect. We are all in this together» Foster Ofosu concluded.

Individual Grievances include Performance Management and Conflicts between supervisors and staff.

Staff Engagement : the Staff Council has made strides in connecting with our teams across various locations, including: South Africa, Madagascar, Ethiopia, Rwanda, Gabon Morocco.

Building and Interim Arrangement : Renovation work at CCIA and Building of new HQ

Other Activities:

- Participation in SCO election

- Working dinner with the Heads of community

- Annual Meetings: Booth, Party and Excursions

- Send off party for President Adesina

- Conference of Heads of Staff Councils of IFIs (Italy)

- AMFIE Q&A Webinar

- Banks & Real Estate Fair

- End of Year Cultural Day at HQ and parties in country and regional offices

- Afcon/Staff participation

2. DRAFT WORK PROGRAM FOR 2026

The 2026 work program of the Staff Council (SCO) was detailed by the Secretary-General of SCO, Ms. Olivia Nze Bekale.

Staff Policies monitoring

Facilitating the working group on the upcoming Total Compensation Framework - TCF

Education Fair

2nd Edition of « BANKS & REAL ESTATE »

Staff Tourism during the Annual Meetings in Brazzaville

Regional and country missions

AMFIE management

UNFCU membership

Sport’s Fair (HYBRID)

Staff excursions

The end of year party

3. FINANCIAL PRESENTATION

The SCO Treasurer, Larissa N’Gnaoré presented a comprehensive overview of the finances of the Staff Council (SCO). She emphasized that the SCO derives its resources from several sources, including monthly contributions from staff members, an administrative budget allocated by the African Development Bank, as well as income from investments and various fundraising activities. These resources are managed through accounts with Ecobank and the Cooperative Financial Association of International Civil Servants (AMFIE).

In 2025, the Staff Council managed various sources of income, including monthly contributions from members, which vary according to grade: 5.08 UC for EL, 2.42 UC for PL and LP, and 1.48 for GS and GSL.

The bank's allocated administrative budget, supplemented by donations and income from investments and fundraising activities, also contributed to the SCO's resources. As of January 1, 2025, the account statements showed a balance of € 110 449.75 Eur (88 525.52 UA UC) in the first AMFIE account in euros and €18 752.07 Eur (15 029.79 UC) in the second. The contribution account stood at 13 786 222 CFA francs (16 845.11UC), and the real estate project account at 30 266 601CFA francs ( 36 982.15 UC).

Ms. N’Gnaoré also detailed the SCO's expenses, which included mission costs, hospitality, consultancy services, as well as sports and cultural activities. These activities are primarily funded by staff members' contributions, with a particular focus on including consultants and STS.

It should be remembered that the Ecobank account was endowed with an amount of 46 037 003 XOF representing the contributions of staff for the year 2025.

2025 EXPENSES:

MISSIONS & ACTIVITIES ON THE ADMINISTRATIVE BUDGET:

Mission: 34 857, 66 UA

Hospitality & Meeting BB : 5610,11 UA

FICSA CONTRIBUTION

600 CHF soit 549.92 UA/an (Amfie Account)

END OF YEAR & NEW YEAR ACTIVITIES OF THE COUNTRY OFFICES:

12 260 USD / 9 025.39 UA (Amfie Account)

PRESIDENT ADESINA FAREWELL PARTY AND DECORATION OF STAFF

2 780 000 XOF / 3,611.46 UA (ECOBANK)

SUPPORT FOR THE STAFF FUNERALS

1 600 USD /1177.86 UA (AMFIE)

69 340 XOF / 90.08 UA (ECOBANK)

SCO FESTIVITIES (2025 AM Staff Party, Excursions, Cultural and Sports Days)

40 323 068 XOF / 52 383.12 UA (ECOBANK)

1600 USD / 1177.86 UA (AMFIE)

ACTIVITIES OF THE EXECUTIVE BUREAU SCO (20)

14 451 521 XOF / 18,773.77 UA (ECOBANK )

STATEMENTS OF ACCOUNTS TO DATE

AMFIE ACCOUNT 1 : 100 839.91 Eur / 85 830.17 UA

AMFIE ACCOUNT 2 : 19 002.79 Eur / 16 193.12 UA

ECOBANK ACCOUNT 1 :7 839 478 XOF /7 571.92 UA

ECOBANK ACCOUNT 2 :30 165 601 XOF / 39 187.70 UA

ADMINISTRATIVE BUDGET : 11 000 UA

4. Q&A SESSION

Questions and comments from Staff included:

Total Compensation Framework (TCF) : Thee need for a comparative evaluation (Benchmarking) with our sister institutions (MDBs)

Remote work : It was suggested to make the remote work policy a right instead of a privilege.

Salary advance: It was suggested to address this issue with the salary advance being linked to the pension fund.

Education : A staff drawed the attention of SCO to the significant discrepancy between the education benefits provided to local staff at Headquarters (UA 7500) and those in Country and Regional Offices (UA 1200) at the primary and secondary school levels. He kindly requests the harmonization of this benefit for all local staff of the Bank, in order to ensure equity and fairness across the institution.

AMFIE: The new staff wanted to know what Amfie is. The Secretary General of the SCO, also focal point of Amfie presented to them this financial cooperative.

Medical Center awarness campaigns: Colleagues in regional and country offices woul like to have access to the same medical center awareness campaigns like breast cancer, prostate, HIV, etc. Prevention is important for all staff regardless of location

Real Estate Project: this is a project that colleagues had subscribed to a few years ago. The project did not succeed and this money belongs to the staff who had subscribed and who have still not been reimbursed.

Work Environment in HQ : there is a problem with cleanliness of Air conditioners at CCIA. They need to be cleaned or replaced if they are old because they affect our health.

The UNCFU Bank's membership : the Staff Council is working to become a member of the United Nations Federal Credit Union (UNFCU) in order to allow the staff to open accounts there.

CONCLUSION

The staff congratulated the Staff Council for the work accomplished and, in his conclusion, the chairperson thanked the staff. He recognized that the success of SCO’s initiatives depends on the collective involvement and contribution of all staff members, reflecting the spirit of solidarity and mutual support that characterizes the organization.