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External sources (not reviewed)

With regard to the P-4 post, the Advisory Committee was informed that the post had been advertised from 30 December 2010 to 28 February 2011 and that candidates were currently under consideration.

[...] [...] offices) will be open directly to candidates [...]

[...] [...] Draft’) and solicited opinions from public.

[...] value-added taxes introduced in many developing [...] [...]

The initiatives include: relocation of the new Government to Mogadishu; formulation of an annual budget for Somalia for the first time in years; collection of revenue internally; the launching of a radio station, etc.

In appointing staff members, the Director-General [...] [...]

Should additional funding be made available, the ISU will seek guidance from the Coordinating Committee on ways to proceed.

[...] [...] the selection process under the new INSPIRA recruitment system.

In paragraph 63 of his report (A/64/380), the Secretary-General provides information on a number of related initiatives being implemented concurrently with ERP within the United Nations Secretariat and missions, including: IPSAS implementation, the talent management system (recruitment and staffing), Lean Six Sigma (non-systems process improvement), enterprise content management and customer relationship management, as well as a fuel management system and a rations management system for peacekeeping functions.

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.

[...] [...] internationally recruited staff members; [...] [...]

In Tajikistan four features form accordingly the [...] [...]

There is a need for a number of additional measures such as succession planning to determine whether retiring staff are best replaced by developing existing staff or recruiting from outside the Organization; the development of competency frameworks for staff at the P-1 to P-4 levels and staff in the General Service category; the development and implementation of training and development plans to support the competency frameworks; and appropriate contractual arrangements and benefits that promote UNESCO as an employer of choice.

Specific activities that assisted countries in relation to terrorism targeted at food products included: (a) capacity-building (training courses, projects) concerning food safety, animal and plant health, including promotion of risk analyses and developing base-level capacity to ensure national ability to monitor, diagnose, report and respond to pest and disease outbreaks; (b) the standard setting work of the Codex Alimentarius Commission and the International Plant Protection Convention; (c) the establishment of a Food Chain Crisis Management Framework for prevention, early warning, preparedness and response to food chain crises caused by transboundary animal and plant pests and diseases, food safety threats and emergencies, as well as nuclear and radiological threats and emergencies; and the organization of international forums to discuss biological risk management in relation to food and agriculture.

It is noteworthy that programmes implemented by the Office in the area education focused on the following strategic areas of support, all directly responding to strategies and results contained in Kenya Education Sector Support Programme (KESSP), the education sector’s plan to materialize Vision 2030: strengthening the planning, monitoring and evaluation of the education system through EMIS; enhancing the education sector responses to HIV and AIDS; improving the quality of education for peace programme; and strengthening literacy development through advocacy and technical support to strategic planning.

Gambia also reported that it continues in collaborate to deliver mine risk education in communities in the affected areas and has a well trained and fully equipped humanitarian demining team which is always ready to respond to any emergencies.

In the Medical Services Section, the establishment of 15 additional national posts (6 National Officers and 9 national General Service staff) is proposed, as the Section has over the past years expanded the services it provides, which include round-the-clock operation of the UNOCI headquarters clinic, which is now functioning at level I-plus rather than the previous level I; patients are followed up at their homes after discharge from level III hospitals; patients are regularly visited in the 11 level III hospitals in Abidjan and in Sector West and Sector East; doctors in the regional headquarters perform outreach activity by visiting remote offices twice a week; support is provided to the Government during important functions and to the United Nations country team as part of the United Nations integrated framework; and medical support is proposed to be provided eight hours a day at the logistics base in Koumassi as opposed to the current two hours a day.

Concrete follow-up initiatives have included the organization of specific training sessions with a view to stimulating decision- and policy-makers to enact the right of universal online access to public and government-held records, to identify and promote repositories of information and knowledge in the public domain and to make them accessible to all, as well as to undertake the preservation and digitization of public domain information held by governments.