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External sources (not reviewed)

[...] [...] carried out by the Expeditionary Corps in 1900-01.

[...] [...] 2007 expedition to Antarctica, part [...] [...]

Auguste Pavie (1847-1925) was a French naval officer, explorer, and colonial administrator who, between 1879 and 1895, led a series of expeditions in Laos, Cambodia, Vietnam, and southern China.

Board of Trustees：Qin Xiao (Former Chairman of China Merchants Group), He Di (Vice Chairman of UBS Investment Bank), Wu Xiaoling (NPC Standing Committee Member, Vice Chairman of the Financial and Economic Committee and Former Deputy Governor of the People's Bank of China), Gao Xiqing (President & CIO of China Investment Corporation), Wang Jianxi (Executive Vice President & CRO of China Investment Corporation), Cao Yuanzheng (Chief Economist of the Bank of China), Li Jiange (Chairman of China International Capital Corporation ,Former Deputy Director of Development Research Center of the State Council), Brent Scowcroft (Chairman of the Scowcroft Group and Former U.S. National Security Advisor), Leon Brittan (Vice Chairman of UBS Investment Bank ,Former Vice Chairman of the EU Commission), Laura Cha (Member of the Executive Council of the Hong Kong Special Administrative Region, Non-Executive Chairman of HSBC Investment Asia Holdings Ltd, and Former Vice Chairman of CSRC).

The German East-Asian Expeditionary Corps was sent [...] [...]

[...] [...] outpost; scalable expeditionary kits for a preparatory [...] [...]

In 2005, the expedition crews carried out experiments in the Russian segment of ISS on a wide range of scientific research subjects (work was done on 60 space experiments, of which 44 were Russian).

(e) On 1 October, the Soyuz TMA-7 spacecraft was launched from the Baikonur launch site carrying the crew of the twelfth primary expedition to ISS.

It noted that war, terrorism and extremism produced violence and insecurity and expressed the hope that, inter alia, Afghanistan would be able to cope with these problems in the near future.

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.

The publication will serve as a means of helping to raise the profile of the programme, as well as being a powerful advocacy tool for community-based development in very isolated and poor areas of these countries, and as a showcase for the cultural and natural heritage of the region.

[...] [...] by visiting remote offices twice [...] [...]

[...] [...] programme involving distance learning and three [...]

UNESCO was also urged to increase action with respect to the introduction and use of ICTs at all levels of education, especially through the development of national distance education courses and access to other online content to be made available in Arabic, multilingual content development, and enhancing lifelong learning opportunities through access to diversified delivery systems.

[...] [...] 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.