personnel costs conditions which translated into concrete gains through effectively functioning programmes, her delegation had examined those recommendations in the light of the Noblemaire principle and the concept of integrated personnel management based on human resources planning, as indicated in General Assembly resolution 37/126, section IV, paragraph 2. 69. In the light of those considerations, her delegation agreed in general terms with the ICSC view that the language incentive should not continue in its current form. The long-term solution lay, in a recruitment policy which would match the requirement of a knowledge of languages as an initial qualification for recruitment, or as a basic component of training, against the objective needs and priorities of the various organizations, as expressed in the Common Classification of Occupational Groups. 70. With regard to the mandatory age of separation, her delegation believed that it would be unrealistic to try to set an optimum mandatory retirement age in the absence of a recruitment policy based on the criteria set out in General Assembly resolution 35/210. 71. Regarding the education grant, health insurance, the rental subsidy scheme and the non-resident's allowance, she felt that the relationship between international recruitment and the entitlements of expatriate staff must be clarified and reaffirmed. In her delegation's view, the misconceptions that had arisen in that connection had so far prevented national professional staff from receiving fair treatment. 72. Regarding what might be termed "internal evaluation" on the basis of the questions and responses referred to in chapter IX and annex IV of the ICSC report, it was noteworthy that ICSC made no direct recommendation. Nevertheless, it must be borne in mind that staff and conditions of service were not ends in themselves but a means of providing for the needs and priorities of Member States. 
**Analysis**
This text appears to be discussing the administration and management of personnel within international organizations, specifically in the context of the International Civil Service Commission (ICSC). It touches on issues such as language incentives, mandatory retirement ages, and benefits for expatriate staff. The text seems to be focused on the internal workings of these organizations rather than on external issues related to economic development, natural resources, or humanitarian aid.

**Category**
Employment, Education