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The Applicant was provided with the overall ratings of “Partially Achieved Outputs” for the section “Work Plan Outputs”; “Developing Proficiency” for the section “Core Competencies”; “Developing Proficiency” for the section “Functional Competencies”; and “Partially Achieved Output” for the section [“]Development Outputs”. (...) The Applicant was provided with the overall ratings of “Did Not Achieve Outputs” for the section “Work Plan Outputs”; “Not Proficient” for the section “Core Competencies”; “Developing Proficiency” for the section “Functional Competencies”; and “Did Not Achieve Outputs” for the section “Development Outputs” (...) Weerasooriya’s performances as appraised in her PADs were as follows: 2006: (i) “work plan outputs” - “partially achieved”; (ii) “core competencies” - “developing proficiency”; (iii) “functional competencies” – “developing proficiency”; and (iv) “development outputs” - “fully achieved”; 2007: (i) “work plan outputs” - “partially achieved”; (ii) “core competencies” – “not proficient”; (iii) “functional competencies” – “developing proficiency”; and (iv) “developmental outputs” – “partially achieved”; and 2008: (i) “work plan outputs” - “did not achieve”; (ii) “core competencies” – “not proficient”; (iii) “functional competencies” - “developing proficiency”; and (iv) “development plan outputs” - “did not achieve”. 26.

This quota system is not proportionate to the aim of achieving gender parity while respecting the fact that promotions must be merit-based. (...) The Appointments, Postings and Promotions Board decided not to apply the methodology in respect of female candidates with the objective of achieving parity. This decision is therefore contrary to the rules in force. (...) He explains that the goal was to achieve gender parity at all grade levels by 2010 and notes that his instruction requested the Appointments, Postings and Promotions Board to ensure that, for all grade levels at which parity had not been achieved, the number of female staff recommended for promotion was equal to that of male staff, provided that the women had the required qualifications.

The UNHCR administrative instruction on gender parity asks the Board to ensure that, at the grade levels where parity has not been achieved, half of all promotions will be awarded to women, which is in line with the policy submitted by the Secretary-General to the General Assembly. (...) Thus the Board, although it was attempting to achieve the goal of gender parity set by the High Commissioner, did not follow the order for the application of criteria established under the Procedural Guidelines or the rules that it had set itself under the Methodological Approach. 17. (...) He explains that the goal was to achieve gender parity at all grade levels by 2010 and notes that his instruction requested the Appointments, Postings and Promotions Board to ensure that, for all grade levels at which parity had not been achieved, the number of female staff recommended for promotion was equal to that of male staff, provided that the women had the required qualifications.

The Applicant was provided with the overall ratings of “Partially Achieved Outputs” for the section “Work Plan Outputs”; “Developing Proficiency” for the section “Core Competencies”; “Developing Proficiency” for the section “Functional Competencies’; and “Fully Achieved Output” for the section “Development Outputs’. (...) The Applicant was provided with the overall ratings of “Did Not Achieve Outputs” for the section “Work Plan Outputs”; “Not Proficient” for the section “Core Competencies”; “Developing Proficiency” for the section “Functional Competencies”; and “Did Not Achieve Outputs” for the section “Development Outputs”. 14. (...) If a staff member's performance is assessed as not achieved/not proficient or partially achieved/developing proficiency, the Management Review Group (MRG) may decide to withhold a within-grade salary increment. 36.

In respect of three key indicators their final status was noted as “achieved”, whilst the fourth – “implement the strategy” – was “partially achieved”, plainly a reference to the difficulties previously mentioned. (...) UNDT/2009/073 the indicator “Contribute to the Kon Tum project”, which was “not achieved”. The assessment for “Key Result 4” was, again, the score of “3” denoting “met expectations”, with two out of three indicators having been “achieved” and one “partially achieved”. Again, the “not achieved” outcome for the indicator concerning the Kom Tum project and the “partially achieved” indicator in “Key Result 4” reflected difficulties acknowledged to be outside the applicant's control.

The UNHCR gender policy requires the Board to ensure that, at the grade levels where parity has not been achieved, half of all promotions will be awarded to women. (...) In 2006 women made up only 30 per cent of UNHCR staff at the P-5 level and the approach applied to achieve the goal of parity is legitimate and falls within the discretionary authority of the High Commissioner, although he is expected to respect certain parameters. (...) He explains that the goal was to achieve gender parity at all grade levels by 2010 and notes that the instruction requested the Appointments, Postings and Promotions Board to ensure that, for all grade levels at which parity had not been achieved, the number of female staff recommended for promotion was equal to that of male staff, -5- provided that the women had the required qualifications.

The approach applied in order to achieve the goal of parity is legitimate and falls within the discretionary authority of the High Commissioner, although he is expected to respect certain parameters in exercising that authority. (...) Thus, the Board, although it was attempting to achieve the goal of gender parity set by the High Commissioner, did not follow the order for the application of criteria established under the Procedural Guidelines or the rules that it had set itself under the Methodological Approach. 21. (...) He explains that -5- the goal was to achieve gender parity at all grade levels by 2010 and notes that his instruction requested the Appointments, Postings and Promotions Board to ensure that, for all grade levels at which parity had not been achieved, the number of female staff recommended for promotion was equal to that of male staff, provided that the women had the required qualifications.

The UNHCR gender policy requires the Board to ensure that, at the grade levels where parity has not been achieved, half of all promotions will be rewarded to women. (...) Thus, the Board, although it was attempting to achieve the goal of gender parity set by the High Commissioner, did not follow the order for the application of criteria established under the Procedural Guidelines or the rules that it had set itself under the Methodological Approach. 17. (...) The goal was to achieve gender parity at all grade levels by 2010 and the above-mentioned instruction requested the Board to ensure that, at grade levels where parity is not achieved, “50/50 per cent of the promotions slots at that level will be awarded to eligible staff with the required competencies”.

On the same date, the Secretary-General of the United Nations, sent a memorandum to the Secretary-General of UNCTAD and other members of the Senior Management Group on the implementation of ST/AI/1999/9 (Special Measures for the Achievement of Gender Equality) stressing inter alia the Organization’s priority to achieve gender parity. 6. (...) With respect to the Organization’s policy to reach gender parity, administrative instruction ST/AI/1999/9 (Special Measures for the Achievement of Gender Equality) is the applicable legal instrument. (...) The 11 February 2019 memorandum from the Secretary-General simply recalled to Senior Managers, the Organization’s priority to achieve gender equality arising from ST/AI/1999/9.

Work Plan Outputs: “partially achieve outputs”; b. Core Competencies: “fully proficient”; c. (...) Work Plan Outputs: “partially achieve outputs”; b. Core Competencies: “developing proficiency”; c. (...) According to the PAD Guide Book, a rating of “partially achieved outputs” is given to a staff member who “[a]chieved the defined activities/performance indicators for the majority of outputs during the performance period” but “[d]id not achieve the defined activities/performance indicators for the remaining outputs”.