attractive dutystations totakeupassignments atthemoredifficult dutystations. 41.33Thecontinuing objective ofthesubprograrnme istosecure theservice!5 of thosewhoarebestabletoperform thetasksrequired forthesuccessful implementation oftheOrganization's programme, andtoensurethateachstaff member hasasatisfying careerthatwouldprovide themaximum impetus tothework oftheOrganization. Forthemedium-term planperiod, thespecific objectives are asfollows: (a)Tointegrate fullytherecruitment, plaClSlflil::lnt, promotion andCIH@t'r development policies withotherhumanresources mBrlagem(§nt policie!; @odtlctivi tJt1t~) -7- Digitized by Dag Hammarskjöld LibraryIb' ' . ~.'"'.,-',1.1...·"_,."'_.t'!'_,h=~ S.·t"'tes :intheSecretariat..J'1:0- re"present,<'!,t;co-r. 'V~ 0__.....-=~ 0' ~lthintheir range-£!torpostsintheProfessional cat.e90ryandabove, subject togeogriiphiC'al distribution; ,-c)To1ncreaJ>:e t.he above it!.PO!};t1lI to yearbeyond tu@'targ@"tof 37pfiircentbyth,eendctpercentage ofwomeninthe?rofessioncal category -,".0'" '0"t:,,..b.tatle~-t1p.;prroe",t-g,e-oq'rap'h,J"Ca.l u1.S-cr1. ''0...l''"•••/n.} ".-.~::i -.....--'-......"- 30pe-rcentfor1990,bringin.g thepercentage to themedi~-term planperioa;and each (d)To andmaintain an,ethoGology foridentifying thepresent and future hmtla.n r.e1llonrcef> needgoftheOrganization andforaccurately forecast,lug vacancit1l'f> torthe ide,ntification ar~dselection ofthebestpossible cl1ndidatee forPO$t~, inordertoenfHjre theefficient delivery ofprogram,I'l\es v1ii8naat€d, bytheGeneral (e'Toprepa.re ~dadJ:'lini:H:er appropriate competitive examinations inorder to:r..elect I:'.hebeet filedcandidateH'! forinternal assignment andpromotion or out[tid ..re'Cru..itfltl@nt tofill po~tsatvariou:'l levels intheProfessional andGeneral Service~ categori@~: (f) introduce l(w(£ll&> ;1'0extend thesy$t,em, ofcowropetitive exatninations totheP-3levelandto appropriate testsofthelinguistic capability ofthestaffathigher (g)Tbdevelop i:!ndimplement Cl.comprehensive career development system for all&ltaifandamore$ystematic approach totheplacement androtation of £ltli'ltf,. taldng intoaccount theneedsoftheOrganization anditsstaff, including th(~implementation ofthestaffmObility androtation planthatisscheduled for aompl.tion in1901. 41,34 Sinc~December 1986,themajortoolintherecruitment andplacement of staff hC\1ilbeonth@vacllincy management andstaffredeployment plan,whichhadbeen centralized atHeadquarters uptotheendof1989.Itwasthendecided to decentralize therecruitment andplacement process asfaraspossible. Beginning In1990,theAppointment andPromotion Committee atHeadquarters, aswellasthe committljl(!jtj ineachoftheregional commissions andintheUnited Nations offices at aen.va, Vienna BndNairobi willbedealing withcasesconcerning theselection of internal candidate. attheP-I/P-2 toP-4levels. Thatprocedure willensure that deci.ians onfilling postsatthoselevels intheProfessional category willbe determined primarily atthedutystation atwhichtheworkistobedonebythe candidate••elected andthatthetimetakentofillapostwillconsequently be reduc.d. Atthe s~n.time,procedures instituted atHeadquarters withrespect to recruitment andplacement willbefollowed byalloverseas offices. 41.35 During themedium-term planperiod, long-term recruitment policies willbe .gtabli~hed andfurther action towards theintegration ofrecruitment policies within theoverall humanresources management planning willbeundertaken inorder toensurethatshortages inparticular occupations canbeanticipated andaddressed b~foro tbeyoccur. Support activities willbeenhanced, suchasfurther ddv81cping, refinIng andmaintaining theRoster ofInternal Candidates forthe Prof•••lon.l Bndhigher categories, aBwellaldeveloping similar rosters for aeneral S.rvice andrelat8d catBgories atHeadquarters, forconsultants, andfor ~-8- Digitized by Dag Hammarskjöld Library~~$sions~ Thos~ ~ost8rs willalso
**Analysis**
The text appears to be discussing the human resources management and career development policies of the United Nations, specifically focusing on recruitment, placement, and promotion of staff. The goals mentioned include ensuring a satisfying career for staff, increasing the percentage of women in professional categories, and developing a comprehensive career development system. These objectives suggest that the text is related to employment and human resources management, which are essential for the organization's overall functioning.

**Category**
Employment, Humanitarian aid and relief