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In May 2017, the PCO distributed to all staff members the recruitment strategy for new posts following the restructuring (“recruitment strategy”). (...) Furthermore, in the context of the restructuring process, the Administration issued a recruitment strategy, which is based on its above-mentioned Administrative Instruction on Staff Selection. 26. According to the recruitment strategy, the contested post (i.e., a “non-polio post”) was to be advertised internally for 14 calendar days to ensure priority consideration for staff members on abolished posts.

In May 2017, the PCO distributed to all staff members the recruitment strategy for new posts following the restructuring (“recruitment strategy”). (...) Furthermore, in the context of the restructuring process, the Administration issued a recruitment strategy, which is based on its above-mentioned Administrative Instruction on Staff Selection. 27. According to the recruitment strategy, the contested post (i.e., a “non-polio post”) was to be advertised internally for 14 calendar days to ensure priority consideration for staff members on abolished posts.

Prior to the commencement of the recruitment process, the United Nations Resident Coordinator created a recruitment strategy for the position, which provided that a written test would be administered, the candidates with the top five written test scores would be invited to participate in an interview, and that the selection for the position would be entirely based on the results of the interviews. 11. (...) The evidence shows that the United Nations Resident Coordinator in Turkey, who was the hiring manager, prepared the recruitment strategy for the position. According to this strategy, the assessment of candidates would include two steps: a written test followed by an interview of the top five candidates. The strategy also provided that following the written test, the interview would entirely account for the final selection decision. 26.

This function is further detailed in the OHCHR 2018 Strategy and Implementation Plan of the UN System-Wide Strategy on Gender Parity, which does not distinguish between temporary and non- Case No. (...) f) Any other functions expressly delegated by the Staff Committee within the committee’s mandate. 2. The OHCHR 2018 Strategy and Implementation Plan of the UN System-Wide Strategy on Gender Parity further stipulates that the “OHCHR Department Focal Points for Women have played an important role in the elaboration of the strategy and have been collaborating in the development of this current Action Plan. In line with their mandate, the Departmental Focal Point for Women will support the implementation of the Strategy. In particular: a) Monitor the targets and temporary special measures; Case No.

On 25 May 2009, the Applicant sought information from the Director of the Division on Globalization and Development Strategies regarding the outcome of her request of 12 July 2006. (...) On 15 June 2009, the Applicant’s direct supervisor recommended that the Director of the Division on Globalization and Development Strategies should not reclassify the Applicant’s post to P-4. (...) On 15 June 2009, the Applicant’s direct supervisor recommended that the Director of the Division on Globalization and Development Strategies should not proceed with the Applicant’s reclassification request.

But in August 2003, the Security Council urged the ICTR to formalize a detailed completion strategy “in order to allow the ICTR to achieve its objective of completing investigations by the end of 2004, all trial activities at first instance by the end of 2008, and all of its work in 2010…” Hence, the Administration of the ICTR needed to implement a completion strategy, including downsizing of its staff. 4. (...) UNDT/2010/136 dated 30 July 2010 concluded that the decision not to renew Onana’s appointment had been made in conformity with the ICTR’s staff retention guidelines and with Onana’s due process rights, taking into account the context of the ICTR’s completion strategy. The UNDT further determined that the non-renewal decision was not based on improper motives or other extraneous factors. 12. (...) On the merits, the Secretary-General submits that the following conclusions of the UNDT were correct: 1) that Onana’s post as French Court Reporter was abolished in conformity with the ICTR’s completion strategy and staff retention process and with Onana’s due process rights; 2) that the decision not to renew Onana’s appointment was proper and that he had no expectancy of renewal of his appointment beyond 30 September 2009; and 3) that the abolition of Onana’s post and the non-renewal of his appointment were not based on improper motives or other extraneous factors.

On 10 October 2017, subsequent to the Applicant passing a written assessment and a competency-based interview for the Post, the Country Security Advisor and the Chief Security Officer informed all security staff, including the Applicant, that the first JO would be cancelled and re-advertised to attract more female candidates in line with the Secretary-General’s System-Wide Strategy on Gender Parity of 12 September 2017 (“the Gender Strategy”). 6. (...) Both parties further refer to the Gender Strategy of Secretary-General, which albeit not of statutory nature, must be regarded as binding instructions for relevant United Nations entities to follow. (...) The Applicant submits that under the Gender Strategy, “UNSCOL could have exceptionally chosen one of the male candidates and provided written justification for doing so or reopened or extended the selection process to invite more female candidates”.

On 26 October 2020, the Secretary-General established a joint strategy on the progressive and phased drawdown of MONUSCO with the Government of the Democratic Republic of the Congo (“Joint Strategy”). According to the Joint Strategy, the Government of the Democratic Republic of the Congo resolved to pursue a new, community-based national disarmament, demobilization, and reintegration approach in preparation for the Mission drawdown.1 5. (...) The Budget specified, inter alia, that four international staff posts, including three P-3 DDR positions would be nationalized and converted to DDR National Professional Officer positions in line with the Joint Strategy.2 1 Reply, para. 4 and Annex R/2. 2 Reply, para. 5 and Annex R/3.

Melandri disagreed over work plans and strategies for IM. 10. Their disagreements led to the Applicant submitting her letter of resignation to the Human Resources Section on 28 February 2013. (...) She explained to her that the JCO’s strategy was to invest in national capacity rather than in international staff, and that she valued the Applicant’s expertise in training new staff. 43. (...) In employing the said strategy for their own personal agenda, they threw overboard the standards and good practices for which this Organization is known.

Without the Tribunal making any factual determinations and only for the sake of providing context for the current application, the Applicant’s presentation of the factual chronology is as follows: … On 5 December 2018, a meeting was held during which I was informed that in the context of a change strategy of UNDP Venezuela my post as Operations Coordinator will be abolished (...) RG, name redacted] that in the context of the office change strategy, my post will be abolished and as a consequence, my appointment will only be renewed for three months until next 6 March 2019 (...) Consequently, as part of the restructuring exercise of UNDP Venezuela (“the Strategy for Change”), UNDP may decide to abolish the Applicant’s post and, based thereon, not renew his fixed-term appointment insofar as it is done in a fair, just and transparent manner. 19.