United Nations

A/RES/51/226


General Assembly

Distr. GENERAL  

25 April 1997

ORIGINAL:
ENGLISH



Fifty-first session
Agenda item 120


                  RESOLUTION ADOPTED BY THE GENERAL ASSEMBLY

            [on the report of the Fifth Committee (A/51/643/Add.2)]


            51/226.     Human resources management

      The General Assembly,

      Recalling Articles 8, 97, 100 and 101 of the Charter of the
United Nations,

      Reaffirming its resolutions 47/226 of 8 April 1993 and 49/222 A
and B of 23 December 1994 and 20 July 1995, as well as its other
relevant resolutions and decisions,

      Bearing in mind the views expressed by Member States on human
resources management questions in the Fifth Committee during the
fifty-first session of the General Assembly, 1/

      Having considered the relevant reports on human resources
management questions submitted by the Secretary-General to the General
Assembly at its fifty-first session, 2/

      Having considered also the relevant reports of the Joint
Inspection Unit, 3/

      Having heard the views expressed by the staff representative in
the Fifth Committee in accordance with General Assembly resolution
35/213 of 17 December 1980, 4/

      Reaffirming that the staff of the Organization is an invaluable
asset of the United Nations, and commending its contribution to
furthering the purposes and principles of the United Nations,

      Paying tribute to the memory of all staff members who have lost
their lives in the service of the Organization,

      1.    Reiterates its full support for the Secretary-General as the
chief administrative officer of the Organization, and underlines its
full respect for his prerogatives and responsibilities under the
Charter of the United Nations;

      2.    Reaffirms its support for the integrity and independence of
the international civil service, and notes the efforts of the
Secretary-General to preserve these;


         I. IMPLEMENTATION OF THE SECRETARY-GENERAL'S STRATEGY FOR THE
             MANAGEMENT OF THE HUMAN RESOURCES OF THE ORGANIZATION

      Recalling the Secretary-General's strategy for the management of
the human resources of the Organization, 5/

      Welcoming the adoption by the Secretary-General of the concept of
an integrated approach to human resources planning and management, as
reflected in his strategy,

      Reaffirming the importance of the staff-management consultative
process to the functioning and activities of the Secretariat,

      1.    Notes the steps taken to implement a number of elements of
the strategy for the management of the human resources of the
Organization as set out in the report of the Secretary-General; 6/

      2.    Regrets with deep concern that further progress in the
implementation of the adopted strategy has not been achieved, and
urges the Secretary-General to take the necessary action to ensure its
full implementation and to report thereon to the General Assembly at
its fifty-third session;

      3.    Regrets the unsuccessful efforts to develop a management
environment and culture in the Organization that enables staff members
to contribute their maximum potential, effectiveness and efficiency;

      4.    Calls upon the Secretary-General to pursue the full
implementation of his strategy as soon as possible, bearing in mind
the provisions of the present resolution;

      5.    Notes, in this connection, the phasing-in of performance
management, including the introduction in 1996 of a new performance
appraisal system;


            II. ROLE OF THE OFFICE OF HUMAN RESOURCES MANAGEMENT OF
                                THE SECRETARIAT

      Reaffirming its resolution 48/218 A of 23 December 1993, in
particular the request therein for a mechanism ensuring that programme
managers are accountable for the effective management of the human
resources allocated to them,

      Noting with appreciation that the Joint Inspection Unit in its
report of 5 November 1996 7/ has dealt with recruitment, placement
and promotion policies in a comprehensive manner,

      Reiterating the authority and responsibility of the Office of
Human Resources Management of the Secretariat to enforce recruitment,
placement and promotion policies throughout the Secretariat,

      Taking note of the reports of the Secretary-General on staff
representational activities, 8/

      1.    Recognizes the role of the Office of Human Resources
Management as the primary representative of the Secretary-General in
establishing human resources policies and guidelines, and strongly
requests the Secretary-General to maintain its central policy
authority;

      2.    Requests the Secretary-General to enhance managerial
accountability with respect to human resources management decisions,
including imposing sanctions in cases of demonstrated mismanagement of
staff and wilful neglect of or disregard for established rules and
procedures, while safeguarding the due process rights of all staff
members, including managers;

      3.    Also requests the Secretary-General to issue specific
administrative instructions to establish clearly the responsibility
and accountability of programme managers for proper use of human
resources, as well as sanctions in accordance with staff rule 112.3
for any financial loss suffered by the United Nations as a result of
gross negligence, including improper motivation, wilful violation of
or reckless disregard for the Staff Regulations and Rules and
established policies regulating recruitment, placement and promotion;

      4.    Deplores the high number of exceptions to the established
procedures for the recruitment, placement and promotion of staff, in
particular in the Office of Human Resources Management;

      5.    Requests the Secretary-General to announce all vacancies so
as to give equal opportunity to all qualified staff and to encourage
mobility, it being understood that the discretionary power of the
Secretary-General of appointment and promotion outside the established
procedures should be limited to his Executive Office and the under-
secretary-general and assistant secretary-general levels, as well as
special envoys at all levels;

      6.    Welcomes the intention of the Secretary-General to
streamline administrative procedures and eliminate duplication, in
relation to human resources management, through delegation of
authority to programme managers, and requests him to ensure, before
delegating such authority, that well-designed mechanisms of
accountability, including the necessary internal monitoring and
control procedures, as well as training, are put in place, and to
report thereon to the General Assembly at its fifty-third session;

      7.    Requests the Secretary-General to expedite the
simplification and streamlining of all personnel rules and procedures
in order to make them transparent and easier to apply, and to report
thereon to the General Assembly at its fifty-third session;

      8.    Reaffirms the need for the Secretary-General to use, to the
fullest extent possible, the staff-management consultative mechanisms
set out in staff rule 108.2 and to strengthen the staff-management
dialogue in the United Nations and all its funds and programmes, and
requests him to report thereon to the General Assembly at its fifty-
third session;

      9.    Requests the Secretary-General to ensure in his proposed
programme budget for the biennium 1998-1999 provision to the Office of
Human Resources Management of the level of resources commensurate with
the mandate set out above;

      10.   Recalls that the functions of staff representatives are
official;

      11.   Also recalls that elected staff representatives are staff
members of the United Nations;

      12.   Recognizes the fact that staff representatives are entitled
to an opportunity for career advancement, decides that the period of
their continuous release shall not exceed four years, and also decides
to limit such release to elected staff representatives only, on either
a full-time or a part-time basis;

      13.   Requests the Secretary-General to submit to the General
Assembly a report on the practice of Member States relative to the
financing of national staff representation and on the proportion of
staff representation;


          III. HUMAN RESOURCES PLANNING, RECRUITMENT, STATUS OF WOMEN
                            AND CAREER DEVELOPMENT

      Recalling Articles 8 and 101 of the Charter of the United
Nations,


                          A. Human resources planning

      Emphasizing the importance of human resources planning to both
recruitment and career development,

      1.    Takes note of the preliminary work in human resources
planning, especially in the projection of recruitment needs at the
entry level from 1997 to 2001, and requests that these activities be
continued and expanded;

      2.    Requests the Secretary-General, in accordance with relevant
staff regulations and rules, to use, to the fullest extent possible,
existing mechanisms, such as agreed termination or granting leave
without pay, to create opportunities for upward mobility for existing
staff and for recruiting new staff;


                                B. Recruitment

      Stressing the vital importance of the recruitment of new staff to
meet the needs of the Organization,

      1.    Reaffirms that no post should be considered the exclusive
preserve of any Member State or group of States, including at the
highest level;

      2.    Recognizes that the system of desirable ranges is the
mechanism for the recruitment of staff in posts subject to
geographical distribution, in accordance with Article 101, paragraph
3, of the Charter of the United Nations;

      3.    Requests the Secretary-General to take every available
measure to ensure, at the senior and policy-making levels of the
Secretariat, the equitable representation of Member States, in
particular of developing countries and Member States with inadequate
representation at those levels, in accordance with the relevant
resolutions of the General Assembly, and to include relevant
information thereon in future reports on the composition of the
Secretariat;

      4.    Also requests the Secretary-General, in this regard, to
exercise flexibility in the application of desirable ranges in
individual recruitment cases, bearing in mind all parts of the present
resolution;

      5.    Further requests the Secretary-General to ensure that the
highest standards of efficiency, competence and integrity serve as the
primary criteria in the recruitment of staff;

      6.    Requests the Secretary-General, while ensuring that the
highest standards of efficiency, competence and integrity serve as the
primary criteria in the recruitment of staff, to ensure also that the
search for and the selection of candidates are conducted in accordance
with the guiding principles of achieving equitable geographical
distribution and providing equal opportunity for men and women to
participate in any capacity and under conditions of equality in the
work of the Secretariat;

      7.    Reaffirms that secondment from government service is
consistent with Articles 100 and 101 of the Charter and beneficial to
both the Organization and Member States, and urges the Secretary-
General to pursue this practice on a wider scale, as appropriate;

      8.    Notes the efforts of the Secretary-General to conduct a
targeted search for candidates from Member States that are
unrepresented or under-represented and below the mid-point of their
desirable ranges, and requests that he continue to expand these
efforts;


      9.    Requests the Secretary-General to restrict the practice of
making temporary appointments against regular budget posts or
extrabudgetary posts of one year or more to temporary needs, for
example, replacement of staff on field mission assignment and
authorized leave;

      10.   Also requests the Secretary-General to take effective
measures to prevent the placement of staff members against higher-
level unencumbered posts for periods longer than three months, and
further requests the Secretary-General to issue vacancy announcements
within a three-month period;

      11.   Further requests the Secretary-General to instruct all
programme managers to inform the Office of Human Resources Management
of all vacancies immediately and of all foreseen vacancies six months
before the posts become vacant;

      12.   Notes that the posts subject to the desirable range formula
are limited to the current level of 2,700 posts;

      13.   Requests that the Secretary-General not include staff
members recruited against support account posts in the desirable range
calculation;

      14.   Also requests the Secretary-General to continue to apply the
requirements of Article 101, paragraph 3, of the Charter to recruit
staff on as wide a geographical basis as possible to all posts outside
the desirable ranges;

      15.   Reaffirms the policy of the Secretary-General that
appointment to P-1 and P-2 posts and to posts requiring special
language competence shall be made exclusively through competitive
examinations and that appointment to posts at the P-3 level shall
normally be made through competitive examinations;

      16.   Requests the Secretary-General to continue to hold national
competitive examinations for posts at the P-2 and P-3 levels as a
useful tool for selecting the best qualified candidates from
inadequately represented Member States; special attention should be
paid to the prospects of staff for promotion to the P-3 level and to
the need to conduct such examinations with maximum efficiency and
economy;

      17.   Invites the Member States concerned to participate in those
examinations; 

      18.   Requests the Secretary-General not to decrease the
proportion of entrance-level posts at the P-1 to P-3 levels for
budgetary purposes;

      19.   Also requests the Secretary-General, notwithstanding the
provisions of section V of the present resolution, to offer or to
continue to offer probationary appointments to all staff members who
have passed a competitive recruitment examination and to consider all
such staff members for conversion to permanent appointment after
completion of the period of probationary service;

      20.   Further requests the Secretary-General, in the case of staff
recruited through competitive examinations, to ensure that only those
who meet the highest standards of efficiency, competence and integrity
established in the Charter are granted permanent appointments;

      21.   Requests the Secretary-General to complete the realignment
with the national competitive examination of the competitive
examination for promotion to the Professional category of staff
members from other categories, in particular regarding academic
qualifications;

      22.   Also requests the Secretary-General to make proposals on the
introduction of a probationary period for successful candidates in the
competitive examinations for promotion to the Professional category of
staff members from other categories;

      23.   Further requests the Secretary-General to report on the
question of geographical imbalance resulting from promotions, through
the competitive examination for promotion to the Professional category
of staff members from other categories, to posts subject to
geographical distribution;

      24.   Urges the Secretary-General to take all necessary measures,
including instructions to department heads, as needed, to place all
successful candidates from the national competitive examinations
within one year, subject to the availability of posts;

      25.   Requests the Secretary-General to accord priority
consideration to successful candidates from the national competitive
examinations who have not been placed within one year for all other
vacancies, including those of short duration;

      26.   Also requests the Secretary-General to extend to consultants
and to personnel provided on a non-reimbursable basis the current
practice of barring interns from applying for or being appointed to
posts in the Secretariat for a period of six months after the end of
their internships, and decides that persons on short-term appointments
filling regular budget posts or extrabudgetary posts of one year or
more cannot apply for or be appointed to their current post within six
months of the end of their current service;

      27.   Further requests the Secretary-General to ensure that
persons serving in peacekeeping or other field missions become
eligible for consideration for internal vacancies in the Secretariat
after having served for at least twelve months; should they be
considered for appointment, established recruitment criteria and
relevant rules shall apply;

      28.   Requests the Secretary-General to resume normal recruitment
activities at all levels as soon as possible;


                     C. Status of women in the Secretariat

      Reaffirming that the Fifth Committee is the appropriate Main
Committee of the General Assembly entrusted with responsibility for
administrative, budgetary and human resources management matters,
including, in this context, the question of the representation of
women in the Secretariat,

      Welcoming the achievement of the goal of a 35 per cent overall
participation rate of women in posts subject to geographical
distribution,

      Noting with concern that the goal set in its resolution 45/239 C
of 21 December 1990 of a 25 per cent participation rate of women in
posts at the D-1 level and above by 1995 is still far from being
achieved,

      Recalling its resolution 51/67 of 12 December 1996, including the
reaffirmation of the goal of a 50/50 gender distribution by the year
2000,

      Concerned that this goal may not be met, especially at the
policy-making and decision-making levels of D-1 and above,

      Noting that the overall percentage of representation of women in
all Professional posts was 33.66 as at 31 December 1996,

      Reaffirming that the Secretary-General, in his efforts to achieve
this goal, should take into account the principle that the paramount
consideration shall be the necessity of securing the highest standards
of efficiency, competence and integrity, with full respect for the
principle of equitable geographical distribution,

      1.    Urges the Secretary-General fully to implement and monitor
the strategic plan of action for the improvement of the status of
women in the Secretariat (1995-2000); 9/

      2.    Requests the Secretary-General to continue his work to
create a gender-sensitive work environment, through the implementation
of all appropriate human resources management policies and procedures,
ensuring that managers are evaluated on their activities in this
regard in the context of the performance appraisal system;

      3.    Also requests the Secretary-General to develop a family
leave programme for United Nations staff without creating
supplementary leave entitlements, and to report thereon to the General
Assembly as soon as possible;

      4.    Decides to consider, in the context of its consideration of
the proposed programme budget for the biennium 1998-1999, the
structure and source of funding for the Focal Point for Women, and
requests the Secretary-General to make proposals in this regard with a
view to ensuring the provision of an adequate level of resources
commensurate with its mandate;

      5.    Requests the Secretary-General to take appropriate measures,
as soon as possible, to allow the mandate of the Focal Point for Women
to be fulfilled;

      6.    Encourages the Secretary-General, consistent with
Article 101 of the Charter of the United Nations, to appoint more
women at the D-1 level and above so as to reduce the gender gap and to
reach the mandated General Assembly target of 25 per cent women in
senior decision-making-level positions as soon as possible;

      7.    Urges the Secretary-General, consistent with Article 101 of
the Charter, to increase the number of women employed in the
Secretariat from developing countries, in particular those which are
unrepresented or under-represented and from countries that have a low
representation of women, including countries with economies in
transition;

      8.    Strongly encourages Member States to support the efforts of
the United Nations and the specialized agencies to increase the
percentage of women in Professional posts, especially at the D-1 level
and above, by identifying and regularly presenting more women
candidates and by encouraging women to apply for posts in the
Secretariat of the United Nations and the specialized agencies;


                             D. Career development

      Recognizing that career development is an indispensable part of
effective human resources management,

      Noting with concern the absence of progress in developing a fully
integrated career development system,

      1.    Regrets that the Secretary-General has not yet established a
career development policy in the Secretariat, and requests him to
establish such a policy as soon as possible and to report thereon to
the General Assembly at its fifty-third session;

      2.    Requests the Secretary-General to meet the goals and
objectives set by the General Assembly in various resolutions by
establishing, as a matter of priority, a comprehensive career
development and promotion system;

      3.    Also requests the Secretary-General to report to the General
Assembly at its fifty-third session on how linguistic qualifications
are taken into account in the performance appraisal system and the
recruitment and promotion policy, including for language staff;

      4.    Further requests the Secretary-General to report to the
General Assembly on the feasibility of holding the national
competitive examinations in the six official languages, without
prejudice to the mandatory knowledge of English and French as working
languages;

      5.    Requests the Secretary-General to make proposals aimed at
ensuring that nationals of Member States whose mother tongue is not an
official or working language of the United Nations are not placed at a
disadvantage when taking the national competitive examinations;

      6.    Also requests the Secretary-General to pursue the
development and implementation of the managed reassignment programmes
for entry-level and other staff as outlined in his report on the
implementation of his strategy, 10/ and to budget the required posts
accordingly;

      7.    Notes that only modest progress has been made towards
achieving greater staff mobility for internationally recruited staff
as called for in the strategy, and reiterates the importance of making
substantive progress towards that objective;

      8.    Regrets that the report on mobility requested in section V,
paragraph 2, of resolution 49/222 A has not yet been submitted to the
General Assembly, and requests the Secretary-General to submit that
report to the Assembly at its fifty-third session;

      9.    Notes with concern the fact that delays in completion of
performance appraisal reports have an adverse effect on staff members
being considered by the appointment and promotion bodies, and requests
the Secretary-General to take steps to ensure that the managers
preparing these reports are held accountable for any such delays;

      10.   Requests that, to the extent possible for a fair evaluation
of staff members, the recruitment and promotion procedure not be
postponed to the detriment of staff members for want of performance
appraisal reports;

      11.   Requests the Secretary-General to utilize the performance
appraisal system to foster staff-management dialogue, including the
identification of staff development and career opportunities, and to
report to the General Assembly at its resumed fifty-first session on
the findings of the review of the first cycle of the performance
appraisal system;

      12.   Stresses the fact that the new performance appraisal system
is only one of the elements of a comprehensive career development plan
in the Secretariat;

      13.   Notes with appreciation the strengthened training
programmes, inter alia, people management training, upgrading of
substantive skills, information technology, communications and
training in all six official languages on an equal basis, and requests
the Secretary-General to continue to invest in the Organization's
future capacity by sustaining and expanding these programmes in order
to meet organizational needs and individual career development
aspirations;

      14.   Welcomes the intention of the Secretary-General to
strengthen further the professional training of the staff, so as to
foster management capacity and to ensure that staff continue to
receive necessary refresher training over the course of their careers;


                               IV. REDEPLOYMENT

      1.    Notes the impact of the economy measures on the personnel
policies of the Organization;

      2.    Recognizes the need to maintain an adequate environment in
the Secretariat and to sustain the morale of staff members;

      3.    Reiterates its request contained in paragraph 12 of its
resolution 51/221 B of 18 December 1996, and decides to consider the
report on the situation of staff members on the redeployment list as a
matter of priority during the next part of its resumed fifty-first
session;

      4.    Recognizes that measures related to personnel matters
invoked in order to obtain savings should not entail changes in the
Staff Regulations and Rules without the prior approval of the General
Assembly;


              V. RATIO BETWEEN CAREER AND FIXED-TERM APPOINTMENTS

      Taking note of the report of the Secretary-General on the ratio
between career and fixed-term appointments, 11/

      1.    Underlines the importance of the concept of career service
for staff members performing continuing core functions;

      2.    Requests the Secretary-General to make efforts to achieve
the level of 70 per cent of permanent appointments in posts subject to
geographical distribution and to report thereon to the General
Assembly at its fifty-third session;

      3.    Decides that five years of continuing service as stipulated
in its resolution 37/126 of 17 December 1982 do not confer the
automatic right to a permanent appointment, and also decides that
other considerations, such as outstanding performance, the operational
realities of the organizations and the core functions of the post,
should be duly taken into account;

      4.    Endorses in principle the introduction of a dual-track
system of career and non-career appointments, and requests the
Secretary-General to submit to the General Assembly at its fifty-third
session detailed proposals for the implementation of that system,
including a definition of continuing core functions with a full
explanation of the manner in which such a definition would be applied
and the text of any necessary amendments to the Staff Regulations and
Rules that would be required in order to implement the new system;


                                VI. CONSULTANTS

      Having considered the summary of the principal findings,
conclusions and recommendations of the Board of Auditors 12/ and the
related comments of the Advisory Committee on Administrative and
Budgetary Questions, 13/

      Noting with deep concern that, despite repeated recommendations
by the Board, serious irregularities persist in the identification,
terms of reference, hiring, remuneration and management of
consultants, including lack of geographical balance,

      1.    Expresses its concern about the practice of using
consultants to carry out functions assigned to established posts, and
requests the Secretary-General to refrain from this practice;

      2.    Notes with concern the observations of the Board of Auditors
that a number of findings warrant further investigation with a view to
taking appropriate action against personnel responsible for such
malpractice, 14/ and requests the Secretary-General to take
appropriate action in this regard and to report to the General
Assembly at its fifty-second session;

      3.    Requests the Secretary-General and the executive heads of
the United Nations organizations and programmes to ensure selection of
consultants on a more competitive basis and to keep the instances of
recourse to sole candidates to a strict minimum, each such case being
formally approved at an appropriate level of authority, on an
exceptional basis, prior to engagement;

      4.    Also requests the Secretary-General to prepare, no later
than the end of 1997, comprehensive policy guidelines on the terms of
reference (including objectives, targets and output delivery dates),
selection, hiring and renewal of consultants and ensuring transparency
and objectivity in the selection process, and to submit those
guidelines to the Advisory Committee on Administrative and Budgetary
Questions for review before their consideration by the General
Assembly at its fifty-second session under the item entitled
"Financial reports and audited financial statements, and reports of
the Board of Auditors";

      5.    Further requests the Secretary-General to revise the
assessment form on consultants to make it more detailed and more
clearly indicative of the quality of the consultant's work and his or
her ability to undertake future assignments;

      6.    Endorses the recommendations made by the Board of Auditors
in its report, 15/ and requests the Secretary-General to implement
them;

      7.    Also endorses the recommendation of the Advisory Committee
that the Secretariat resume the past practice of submitting, on a
biennial basis and in conjunction with the report requested by the
Committee on the hiring of retired staff, a report on the hiring and
use of consultants, following the format of past reports on the
subject; 16/


                    VII. REPORTING TO THE GENERAL ASSEMBLY

      Requests the Secretary-General to submit to the General Assembly,
under the appropriate agenda items, reports on the following
questions:

      (a)    As soon as possible

             A family leave programme for United Nations staff;

      (b)    At its resumed fifty-first session

             The findings of the review of the first cycle of the
performance appraisal system;

      (c)    At its fifty-second session

      (i)    The appropriate action taken against personnel responsible
             for malpractices identified by the Board of Auditors;

      (ii)   Comprehensive policy guidelines on consultants, to be
             submitted through the Advisory Committee on Administrative
             and Budgetary Questions;

      (d)    At its fifty-third session

      (i)    Information on measures taken to ensure equitable
             representation of Member States at the senior and
             policy-making levels of the Secretariat, to be included in
             the report on the composition of the Secretariat;

      (ii)   The full implementation of the strategy for the management
             of the human resources of the Organization;

      (iii)  Delegation of authority;

      (iv)   The simplification and streamlining of all personnel rules
             and procedures;

      (v)    Staff-management consultative mechanisms;

      (vi)   The practices of Member States relative to national staff
             representation;

      (vii)  Proposals on the introduction of a probationary period for
             successful candidates in the competitive examination for
             promotion to the Professional category of staff members
             from other categories;

      (viii) The question of geographical imbalance resulting from
             promotions of successful candidates in the competitive
             examination for promotion to the Professional category
             of staff members from other categories;

      (ix)   Career development policy;

      (x)    Linguistic qualifications in the context of the performance
             appraisal system and the recruitment and promotion policy; 

      (xi)   The feasibility of holding the national competitive
             examinations in the six official languages, including
             proposals to ensure that nationals of Member States whose
             mother tongue is not an official language of the United
             Nations are not placed at a disadvantage;

      (xii)  Mobility;

      (xiii) The efforts made by the Secretary-General to achieve
             the level of 70 per cent of permanent appointments in
             posts subject to geographical distribution;

      (xiv)  Detailed proposals for the implementation of a dual-track
             system of career and non-career appointments;

      (xv)   The hiring of retirees and the hiring and use of
             consultants.


                                                          95th plenary meeting
                                                                  3 April 1997


                                     Notes

1/    See Official Records of the General Assembly, Fifty-first
Session, Fifth Committee, 7th, 9th-11th, 13th, 14th, 16th, 21st, 23rd,
25th, 26th, 30th, 31st, 34th, 37th, 46th, 49th-51st and 55th meetings
(A/C.5/51/SR.7, 9-11, 13, 14, 16, 21, 23, 25, 26, 30, 31, 34, 37, 46,
49-51 and 55), and corrigendum.

2/    A/51/304 and Corr.1; A/51/421 and Corr.1 and 2; A/C.5/49/63;
A/C.5/49/64; A/C.5/50/64; A/C.5/51/1; A/C.5/51/6; and A/C.5/51/34.

3/    A/51/656, annex and A/51/705, annex.

4/    See Official Records of the General Assembly, Fifty-first
Session, Fifth Committee, 51st meeting (A/C.5/51/SR.51), and
corrigendum.

5/    See A/C.5/49/5.

6/    See A/C.5/51/1.

7/    A/51/656, annex.

8/    A/C.5/49/63, A/C.5/49/64, A/C.5/50/64 and A/C.5/51/6.

9/    A/49/587 and Corr.1, sect. IV.

10/   A/C.5/51/1, paras. 29-31.

11/   A/C.5/51/34.

12/   A/51/283, annex.

13/   See A/51/533.

14/   Ibid., para. 31.

15/   Official Records of the General Assembly, Fifty-first Session,
Supplement No. 5 (A/51/5), vol. I, sect. II, paras. 155-189.

16/   A/51/533, para. 44.
 

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