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External sources (not reviewed)

[...] generic post profiles and terms of reference, more tailored profiling could be designed for the more specific requirements adapted to the circumstances.

The Division has 35 posts: 1 director post (D-2), 22 Professional posts (P) – including 8 Appointments of Limited Duration (ALD) – and 11 General Service posts (G).

Updated information concerning construction of schools, teaching positions, attendance and graduation rates with regard to the Arab population is provided throughout this Article.

Psychologists – additional positions for psychologists were allocated, yet a shortage of positions per pupils and of educational psychologists persists.

In creating jobs for parents of children with disabilities and parents with large families, due account is taken of their individual needs, including telecommuting and working remotely.

A number of countries had undertaken massive construction projects on the periphery of cities with no infrastructure or jobs or city life.

Since 2010, a job creation programme has been in place for non-working persons with disabilities, parents raising children with disabilities and parents with large families.

[...] fire safety posts be created; 15 more staff were [...] [...]

Access to facilities and release, vital [...] [...]

[...] to provide induction briefings within a few weeks of arrival, an e-learning induction course is [...]

[...] [...] attractive gas production facilities.

In addition, one expert requested clarification concerning the procedure for regularizing the temporary posts, which are included in the net number of posts proposed for creation in draft document 35 C/5.

Once an agreement has been reached in the SMC on fair and harmonized criteria for determining facilities and release for performing staff representation functions, the Secretary-General and the Executive Heads of the separately administered organs should issue revised administrative issuances in this regard; until then, ST/AI/293 and A/C.5/50/64, should be fully implemented and considered as minimal provisions.

In such a context, it may be difficult for the Government to authorize an extended leave of absence for capacity-building, even if it would be of long-term benefit to the State.

[...] [...] particular by creating 1.9 million teachers’ jobs, including [...]

56.6 The President of the Group expressed his appreciation in respect to the quality of the outline design of the security post in Fontenoy, as presented in the annex to the document.

[...] [...] function, such as: induction training for first-time RCs, in-service briefings for RCs, competency-based training for performance appraisal, team-building, United [...] [...]

In order to offset the difficulty in filling resource gaps in cluster offices in the near future, and so as to ensure that staff skillsets are in line with the profiles, roles and task-sharing between Headquarters, regional bureaux, cluster/national offices and institutes referred to above, the overall long-term staffing strategy submitted to the Executive Board at this same session (Part IB of this document) has been elaborated taking into account inter alia the work of the Decentralization Review Task Force.

[...] [...] growth; inadequate job creation in sectors accessible to the poor; weak infrastructural investment; [...] [...]

The operational focus of the Mission’s security sector component will be the continued shift from an emphasis by the Mission force on the domination of towns, routes and strategic infrastructure using guards, bunkered positions and static checkpoints, to a more fluid and flexible posture, using increased patrolling and vehicle checkpoints, leading to a more subtle presence by the force — in essence, a move from visible domination to a form of credible deterrence exerted from a distance, thus reducing instability and ensuring security coverage for all the major strategic locations of the Mission.

Following the withdrawal of the CIS peacekeeping force, the Mission withdrew its temporary observation post, which was co-located, for security and logistics reasons, with the former CIS peacekeeping post in the north-eastern corner of the Zugdidi sector, and which had monitored the movement on the road to the upper Kodori Valley.

[...] [...] promotion, rotation, job design and classification, [...] [...]

It welcomed Yemen’s interest in ensuring women’s rights and its acceptance of Bahrain’s recommendation to promote the role of women in society and their access to decision-making posts, as well as of other recommendations relating to discrimination against women.

During their visit, the Working Group found that the challenges faced by people of African descent in Portugal related mainly to their lack of recognition as a specific group in the national policy and legal framework; the lack of recognition of their positive contribution throughout history to the construction and development of the country; the lack of qualitative and quantitative disaggregated data by racial or ethnic origin; the existence of a circle of poverty, unequal access to education, public services, employment, as well as discrimination in the administration and functioning of the justice system; existence of racial profiling and police violence; underrepresentation in political and institutional decision-making processes, as well as the lack of special measures or affirmative action policies in Portugal for people of African descent or other minorities.