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External sources (not reviewed)

The Office continued to help the Organization to align its human resources capacity with emerging challenges and to support the establishment of new entities; to develop and maintain the human resources management infrastructure through policy development and information technology; to build capacity to help managers to manage and staff to function to the best of their ability, and to monitor performance; to introduce and share new ideas and good practices in human resources management; to advocate in matters relating to conditions of service and security, including in such areas as work-life issues, staff development and career opportunities; and to provide advice and administrative services to departments and offices, managers and the staff at large.

[...] [...] is dependent on its ability to attract and retain talented, committed and motivated people.

The talent pool that the Group draws from overlaps with the telecommunications, information technology and [...]

[...] [...] expected to contribute to the health benefit of other persons in the same category, [...] [...]

[...] [...] skills of the organization’s managers, and nurturing the next generation of leaders, as well as [...] [...]

[...] [...] increased use of in-house expertise, where possible; $104,700 under experts, resulting [...] [...]

In section V, paragraph 11, of the same resolution, the General Assembly requested the Secretary-General to seek a more effective strategy to fill current and future language post vacancies at all duty stations in a timely manner, took note of paragraph 92 of the report of the Secretary-General on the pattern of conferences (A/63/119 and Corr.1), and also requested the Secretary-General to hold the competitive examinations for the recruitment of language staff referred to in that paragraph, as well as other examinations beyond 2009, well in advance so as to fill current and future language post vacancies at all duty stations in a timely manner, and to inform the Assembly at its sixty-fourth session of efforts in that regard.

[...] [...] missions, including: IPSAS implementation, the talent management system (recruitment and staffing), [...] [...]

[...] [...] the promotion of education and training for artists working in the fields of opera and poetry, and in particular for young people of talent; the promotion of initiatives internationally, nationally and locally in these two key areas; and the promotion of new contemporary creative works, particularly those serving as media for new types of multicultural exchange.

The international community’s human rights endeavours were sabotaged by the constant efforts of some to impose themselves as custodians of human rights for the world, based on the untenable conviction that their values and systems were superior though they failed to address violations at home, as well as efforts to undermine balance among the principal United Nations organs and respect for the oversight of the General Assembly over the Human Rights Council, special procedures and treaty bodies.

It was only in the mid-1980s, particularly as a result of action by the US under Section 301 of its 1974 Trade Act, that patent laws were revised, although they did not yet reach the standards to be set under TRIPS.

States should take steps, individually and through international assistance and cooperation, to ensure, to the maximum of their available resources, the progressive implementation of human rights education and training by appropriate means, including the adoption of legislative and administrative measures and policies.

(ii) if there is a depositary, to the latter, which shall notify the States and international organizations for which it is intended as soon as possible.

Generally speaking, the vetting and approving criteria of the ASMTP include: (i) the applicant possessing a good education background, but under special circumstances, good technical qualifications, proven professional abilities and/or relevant experience and achievement would also be acceptable; (ii) has been or will be employed in a job relevant to his/her academic qualifications or working experience, and such a job cannot be readily taken up by the local workforce; and (iii) the remuneration (including income, accommodation, medical and other fringe benefits) for the job is broadly commensurate with the prevailing market level for local professionals.

[...] [...] application of the main; Secondly, the small and medium-sized simple workflow, so function does not require particularly complex, and will be skills-oriented; [...] [...]

We in Jordan support those efforts, and we call upon Israel to reciprocate, so that direct negotiations can resume at the earliest possible date and deal with all final status issues, including Jerusalem, refugees, security and borders.

By subparagraphs 6 (a) and (b) of resolution 1857 (2008), the Council decided to expand the mandate of the Committee to include the following tasks: (a) to review regularly the list of individuals and entities subject to the travel ban and assets freeze and adopted by the Committee on 1 November 2005 with a view to keeping the list as updated and accurate as possible, to confirm that listing remains appropriate and to encourage Member States to provide any additional information whenever such information becomes available; and (b) to promulgate guidelines in order to facilitate the implementation of the measures imposed by the resolution and keep them under active review as may be necessary.

[...] realization of internal self-determination must be exhausted before the issue is removed from the domestic [...] [...]

By paragraphs 6 (a) and (b) of resolution 1857 (2008), the mandate of the Committee was expanded to promulgate guidelines for the conduct of its work, and to review regularly the list of individuals and entities subject to the travel ban and assets freeze and adopted by the Committee on 1 November 2005, with a view to keeping the list as updated and accurate as possible and to confirm that listing remains appropriate and to encourage Member States to provide any additional information whenever such information become available.

[...] [...] easier to match their talents with the corresponding [...] [...]

[...] with OHCHR in the coming year in order to explore how [...] [...]

Such protection shall be based on ethical and legal standards adopted by States, consistent with the principles set out in this Declaration fulfilling the following criteria: no alternative of comparable effectiveness, potential of direct benefit, ethical review, information of the person concerned as far as possible and complete information of the respective legal representatives or duly authorized body, consent by legal representative and/or by authorized body provided for by domestic law, no objection by the person concerned; in case of research with no potential direct benefit to the person concerned additional conditions of potential benefit to other persons in the same age category or afflicted with the same disease and minimal risk and minimal burden for the person concerned.

[...] [...] including in relation to the development of a new talent management system, [...] [...]

They are drawn from: (i) the Global Staff Survey on overall staff feedback reported therein on staff satisfaction with the work environment; (ii) the executive balanced scorecard and OHR database on the percentage of female staff at the international professional level and the senior management level (D1 and above); (iii) the Products and Services Survey on overall staff satisfaction with the quality and scope of available learning and staff development opportunities; (iv) and the database of the OHR on the average time taken to fill vacant fixed-term appointments, including those from candidate pools for country directors, deputy resident representatives, deputy country directors and operations managers.

Only if those were not adequate did they adopt more detailed criteria, which could obscure the distinction between various treaty provisions, e.g., provisions on professional services and dependent personal services.

[...] [...] decided to go ahead with the preparation of the new UNDAF, considering that despite efforts to align United Nations documents to national plans, the cycles are [...] [...]

[...] bazaars not only feature local characteristics, which are one of Hong Kong’s [...] [...]