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External sources (not reviewed)

The author’s chosen method of leaving [...]

[...] [...] quality and cost; or in emergency situations (e.g. post-conflict, post-disaster), where time is often critical and the search for three candidates would [...]

[...] because, if foreigners chose to withdraw their [...] [...]

[...] [...] unless the parties chose the law of the [...] [...]

[...] [...] assess women candidates for potential [...] [...]

The effort is not only put in finding the right persons for the job, but in establishing the right leadership teams that will complement each other in the field which is critical for the effective functioning of the Mission.

The Action Plan proposes: (1) affirmative action in the recruitment and selection processes; (2) an increase in the intake of women LEAD candidates; (3) that efforts to achieve gender parity be a mandatory key result area in the performance assessment of managers; (4) career development initiatives involving leadership training and mentoring; (5) promoting mobility via initiatives such as providing spousal employment and flexible assignments; (6) the implementation of gender-focused work-life policies such as flexi-time, telecommuting and job-sharing; (7) an inter-agency gender parity network; (8) the formulation of communication and advocacy tools;( 9) the preparation of the Gender Parity Report to provide periodic monitoring, in addition to progress updates to senior management.

[...] [...] in the actual selection of candidates [...]

[...] [...] such places, obtaining in the first ballot a majority of the votes cast and the largest number of votes shall be elected.

All elections shall be held by secret ballot unless, in the absence of any objection, the Conference decides to proceed without taking a ballot when there is an agreed candidate or slate.

The legal and social aspects of child protection are part of the training course for candidates for the positions of judges, public prosecutors and public defenders.

If the next candidate, who is to be assigned a mandate from the preordained list belongs to an electoral competitor which exhausted the due number of mandates in that constituency or if in the uninominal college in which he stood as a candidate a mandate was already assigned, the county electoral bureau will proceed further to the next candidate on the preordained list until the assignment of all the mandates.

[...] [...] candidates to be selected from an overrepresented [...] [...]

Two of the 4 general temporary assistance positions, 1 P-4 and 1 P-3 Training Officers, and 1 P-4 continuing post, currently funded from the support account, design, deliver, upgrade, harmonize and evaluate three ongoing cross-cutting leadership programmes: the senior mission leaders’ programme, a two-week course, conducted twice annually at a host Member State, for 26 candidates from Member States, the Secretariat, the United Nations agencies, programmes and funds); the senior leaders’ programme, a compulsory orientation course for all mission personnel at the D-2 level and above, conducted twice annually in New York; and SMART, an intensive year-long programme involving distance learning and three week-long workshops for two groups of 40 candidates.

Each of the 13 Occupational Group Managers would continue the responsibilities for reviewing applications, identifying candidates for further assessment by subject matter experts, that is, expert panels, serving as Secretary for the expert panel under his or her purview and consolidating findings and interview reports from the panel for presentation to the Field Central Review Bodies, monitoring incumbency rates in the field operations for positions in his or her occupational group, managing his or her assigned roster, developing shortlists for programme managers in the field operations and determining when outreach activities should be conducted to address gaps in the roster, especially in gender and geographic representation, and determining the mobility opportunities for staff members currently serving in the field so as to rotate staff among relevant duty stations.

The Security Council also has before it document S/2010/444, which contains the curriculum vitae of the candidate nominated by the national groups, as well as a memorandum by the Secretary-General (S/2010/442) that describes the present composition of the Court and sets out the procedure to be followed in the conduct of the election.

By law, candidates have the right to free broadcasting time on television and radio and free space in the print publications of the national and local authorities.

Despite the refusal to register him as a candidate, the author continued his “propaganda and information work” among his supporters in order to inform them about the reasons for the non-registration of his candidacy and his opinion about the upcoming political events in the country.

Members of the Council should place an “X” in the box next to the name of the one candidate for whom they wish to vote.

However, in the case of a tie between a greater number of unsuccessful candidates a special ballot shall be held for the purpose of reducing the number of candidates to the required number; if a tie again results among more than the required number of candidates, the President shall reduce their number to that required by drawing lots.

[...] [...] where candidates would find the Kenyan salary attractive, in which event, UNODC would reimburse the $1,400 per month for each magistrate to the Government; or (b) recruitment from Commonwealth or common law countries where candidates may not find [...] [...]

Deeply regretting that the Government of Myanmar did not take the steps necessary to ensure a free, fair, transparent and inclusive electoral process, noting in particular, in this respect, the restrictions imposed by the electoral laws as enacted and implemented by the Government, including those placed on the registration of voters, parties and candidates, as well as the detention of political activists, the restrictions on free reporting and on freedom of assembl y, the limited access to media, funding and campaigning possibilities, the reported incidents of official intimidation, the cancellation of elections in certain ethnic areas and the lack of independence of the electoral commission, and expressing serious concern about reports of fraud, including through advance voting arrangements

[...] [...] considered to have been restricted to that option — in other words, if the addressee’s [...] [...]

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.

Through Policy Committee decision 2011/19, the Secretary-General called upon all heads of departments, offices and missions to accelerate progress towards gender parity, with particular attention accorded to improving gender balance at the P-4 to D-2 levels; to include at least one female candidate in all candidate lists; and to maintain accurate statistics on the representation of women at all levels, including an appropriate baseline for five-year projections, against which progress is measured.

That kind of consultation, by contributing to the transparency of pragmatic and budgetary choices, could be more consistent with the role of the National Commissions, improve task sharing between Headquarters [...] [...]

[...] [...] that the candidates chosen for fellowships [...] [...]

[...] [...] process, that electoral competitor will keep the mandates won by its candidates without gaining [...]

The Office of the Special Adviser on Gender Issues and Advancement of Women has also encouraged the broadening of the recruitment base for peace operations to cover international and national professional and civil society organizations and has regularly supplied lists of suitable women candidates for special representatives and envoy posts and for regular peace operations staff to the Department of Peacekeeping Operations, the Department of Political Affairs and the offices of the Special Representatives of the Secretary-General.