twentieth session concerning theUnitedNations experience withcompetitive examinations forbothappointment andpromotion ofstafftothep-landP-2 levels. Atitstwenty-second session, theCommission considered adocument prepared byCCAQinresponse totheCommission's request toprovide afull rationale fortheinitial position takenbyCCAQthatsuchexaminations (i.e. examinations considered asarecruitment tool)wouldnotbefeasible forthecommon systemasawhole. TheChairman ofCCAQpointed outthatallselections werethe resultofsomecompetitive process. Henotedthatmanyorganizations held competitive examinations forlanguage staff. Amongthereasons whyexaminations in manyoftheagencies weretheexception ratherthantherulewerethefollowing: theagencies' functions werespecialized; staffsuitable fortheirpostswerevery fewinnumber, withhighlytechnical skills andoftenconsiderable experience and seniority; andcompetitive examinations asameansofrecruiting forjunior-level postscouldbedisproportionately costly. Thefeasibility ofproducing an examination freefromcultural biaswasalsoraised. -64-2 r c f c a h r t o d N e a o u r o " wi a bee on non in ry j LViewsoftheorganizations andstaffrepresentatives 259.Therepresentative oftheunitedNations confirmed thatcompetitive examinations hadbeenmostusefulinachieving amoreequitable geographical distribution byidentifying qualified candidates fromcountries thatwerenotwell representedJ moreover suchexamination, usedinanational orregional context, had beenshowntobefreefromcultural bias. 260.ThePresident ofFICSAtooknoteofthedocument. 261.TheConvenor oftheCCISUAsaidthattheadvantages ofsuchexaminations were theirobjectivity, theirfreedom frombiasonaccount ofsex,thepossibility of linking themtootherpersonnel policies suchasanopenvacancy announcement systemandthecreation ofrosters forlong-term planning. Discussion andrecommendation oftheCommission 262.Atitstwenty-first session theCommission hadnotedthattheeligibility requirements forexternal candidates weremorestringent thanthoseforinternal candidates, asexternal candidates wereexpected toholdauniversity degreeina fielddirectly relevant totheoccupation concerned, whereas internal candidates couldsitforexaminations inanyoccupation, irrespective oftheirworkexperience, andneededonlyminimal post-secondary educational qualifications. TheCommission hadalsoconsidered thattheinternal examination couldbefurther strengthened by reintroducing ageneral paper,asrequired intheexternal examinations, toensure thatcandidates promoted fromwithinpossessed thegeneral culture andbroadscope ofinterests inworldaffairs thatwouldallowthemtoserveeffectively overthe duration oftheircareers intheinternational civilservice. Moreover, theUnited Nations mightconsider theintroduction ofastructured interview, asrequired of external candidates, toassessinternal candidates' motivation, personality and ability toworkasamemberofateam. TheCommission observed thatthepractice oflimiting external examinations tocountries thatwereunrepresented or underrepresented putundueemphasis oncompetitive examinations asatoolto redress imbalances ingeographical distribution. Themainobjective, inthewords oftheGeneral Assembly (resolution 2736A(XXV)of17December 1970),should be "torecruit qualified youngmenandwomen•••through thedevelopment ofmore objective selection methods". Moreover, bylimiting thecompetitive examinations toahandful ofMemberStateseachyear,allothers, eventhosebelowthedesirable range,wereexcluded fromentry-level positions. Onepossible remedycouldbeto organize examinations onaregional basis. TheCommission observed thatthetravel costsreported fortheinternal examinations in1983farexceeded thoseforthe external examinations, although nineMemberStates hadbeencovered inthatyear. Thecostoftravelofstaffmembers forinterviews appeared tobeconsiderable. Shouldtheexternal examinations beexpanded onaregional basis,similar travel
**Analysis**
The text appears to be discussing the process of selecting and promoting staff within the United Nations, with a focus on the use of competitive examinations for both appointment and promotion to P-2 levels. The discussion revolves around the feasibility and effectiveness of these examinations, including the potential for cultural bias, the need for objective selection methods, and the impact on geographical distribution.

**Category**
Employment, Education