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Statement by Ms. HE Yi, Counsellor of the Chinese Delegation, Under Item 134: Human Resources Management at the Fifth Committee During the Main Part of the Sixty-Fifth Session of the General Assembly

2010/10/29
 

Madam Chair,

The Chinese delegation thanks the Deputy Secretary-General, Ms. Asha-Rose Migiro, the Under Secretary-General for Management, Ms. Angela Kane, the Director of the Ethics Office, Ms. Joan Elise Dubinsky, and the Chair of the ACABQ, Ms. Susan Mclurg, for introducing their introduction to this agenda item. We also take note of the statements made by the staff representative agencies.

The Chinese delegation appreciates the efforts made and progress achieved by the Secretariat in human resources management reform.

China associates itself with the statement delivered by the representative of Yemen on behalf of the Group of 77 and China and wishes to make some brief comments on the following four aspects:

1. Representation

We note some progress made in the past year by the Secretariat in improving the under-representation of member states concerned. The number of nationals of developing countries at senior level posts in the Secretariat remains to be improved. We call on the Secretariat, in the context of the ongoing human resources management reform, to take into full consideration the protracted critical issue of under-representation to address the concerns of developing countries on this issue, with a view to realizing universal representation in the Secretariat.

2. Continuing Appointment

As an important part of HR management reform, continuing appointment not only relates to the definition of current core functions and core posts and the assured normal functioning of the Organization, but also will be a factor in the Organization’s adaptation to external changes. Therefore, we suggest that analyses and assessments be carried out in an integrated and comprehensive manner, a cautious approach be taken to every new and expiring contract, and the existing problems in HR management be addressed as well.

3. Young Professionals Program

The YPP is a reform to the former junior professional recruitment and appointment system. We note that the YPP lays stress on shortening the recruitment cycle, recruiting more young professionals and promoting their mobility early in their career. This is conducive to improving the management of the Organization. However, we need to set an appropriate limit for rejuvenating the Organization’s workforce so that we can have young professionals with different experience and diverse cultural characteristics. This is also required by the pluralistic nature of the UN. At the same time, we advocate that mobility, as an important means to enhance the vitality and representation of the Organization, should be implemented throughout the career life of all staff members.

4. Activities of the Ethics Office

We appreciate the large amount of work carried out by the Ethics Office in risk prevention, and in promoting ethics and a culture of integrity and accountability. We call for the gradual formulation of a set of unified ethical norms of the UN on the basis of the core values of the UN and taking into full consideration differences among cultures. We also call for the participation of more specialized agencies and entities in this endeavor.

Thank you, Madam Chair.

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