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External sources (not reviewed)

The initiative is a voluntary programme that enables staff members to move laterally across departments and duty stations within their job network.

There appears to be much potential for, and some existing exemplary practice of “horizontal” exchange of methods, data, practices directly among cities.

[...] [...] seepage, lateral flows, migrating plumes, including [...] [...]

[...] employment (or lateral move/promotion [...] [...]

[...] [...] several members in the European region whose [...] [...]

[...] united in their fluid, horizontal forms of [...] [...]

[...] [...] adopted several cross-cutting initiatives including, [...] [...]

[...] [...] and to promote horizontal cooperation.

The Director-General has also borne in mind that the present C/4 and C/5 system is rather complex and cumbersome, that it has too many layers with too many categories difficult to distinguish (e.g. cross-cutting themes, mainstreaming, flagships, principal and other priorities), that it limits flexibility to meet evolving programme resource needs, that intersectoral efforts are too often an afterthought in the programming exercise and that monitoring does not receive sufficient attention.

Overall, strong emphasis was placed on the need for effective intersectoral action and on the pursuit of cross-cutting issues, such as gender issues and human rights.

In paragraphs 35 and 48 of its resolution 61/279, the General Assembly acknowledged the concept of integrated operational teams as a means of ensuring horizontal coordination and integration of processes throughout the Departments of Peacekeeping Operations and Field Support and approved 26 posts to be located in their functional areas.

In the horizontal audit10 of the UNHCR recruitment process for national staff (AR2009/162/02), OIOS found that the UNHCR Division of Human Resources Management at headquarters did not have the tools and mechanisms to adequately supervise the execution of the authority to recruit national staff delegated to field offices.

However, there is now a veritable wave of right to information legislation sweeping the globe and, in the last fifteen years, numerous such laws have been passed in countries in every region of the world, while a large number of other countries have made a commitment to adopt right to information legislation.

Populations from the separate drainages in Guangxi (Fangcheng, Dongzhong, Beilun, and Nanliujiang Rivers) and the Xijiang River drainages across Guangxi and Guangdong Provinces were closely related to those from the Moyangjiang and Tanjiang River drainages in Guangdong Province; populations from the Wanquanhe and Nandujiang River drainages on Hainan Island were closely related to those from the Jianjiang River drainage in Guangdong Province.

[...] has mined areas that straddle its border [...] [...]

Pending a full evaluation of the experience gained with and the results attained by the various CCT projects carried out during the 31 C/5 and 32 C/5, the Director-General recommends to continue during the 33 C/5 only a limited number of ongoing CCT projects which have demonstrably shown effectiveness and results in particular at the field level as well as the use of innovative modalities and approaches, but not to add new CCT projects.

As the virus is a potentially dangerous pathogen, it is important for incidents of leakage of human swine influenza A virus (subtype H1) from laboratories to be subject to the statutory notification requirement, so as to facilitate early detection of such incidents, and to enable appropriate control measures to be implemented in a timely manner for the protection of laboratory workers and prevention of spread of diseases.

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.