was mainly as a result of rejection and reoffering of posts that the actual promotions could not be implemented until 1985. The Tribunal finds no impropriety in the Administration's implementation of ST/AI/313 in this regard.- 17 - XVI.The evidence, taken as a whole, discloses that the Administration proceeded properly in filling the available vacancies by promotion. Accordingly, the Tribunal declines to award any compensation to the Applicant since it finds that he was in no way injured by the failure to comply fully with ST/AI/313. The Tribunal urges, however, that steps be taken by the Administration to ensure complete compliance with ST/AI/313 in order to avoid even a suspicion of impropriety. XVII.In view of the Tribunal's Judgement No. 401, Upadhya (1987), in which the lack of a suitable response by the Administration to a determination by the Panel on Discrimination was considered, a word should be said about the Administration's unwillingness in this case to comply with the Panel's recommendation. Apart from mere suspicions, a principal basis for the recommendations of the Panel was its conclusion that: "Six posts could have been devoted to those who successfully passed this examination without contravening any known regulations, directives or statutes." Although this statement is doubtless correct, it essentially ignores the fact that in 1984, only four Finance posts were available. The Tribunal finds that in this case the Panel's recommendation was not based on evidence that any conspiracy actually existed and deprived the Applicant of the promotion he sought. XVIII.In part, the Panel's suspicions were based, as it noted in paragraph 17 of its report, on the problems it encountered in tracing specific posts. While the Tribunal cannot conclude in this case that this alone gives credence to the Applicant's claim of discrimination, it shares the view, that lack of suitable and
**Analysis**
The text appears to be related to a specific organization's internal affairs, discussing the implementation of a promotion policy, filling vacancies, and compliance with regulations. The language used is formal and bureaucratic, suggesting a professional or administrative context. The topic of discrimination and promotion also hints at a human resources or employment-related issue.

**Category**
Employment