A/HRC/36/18 19. The new staff selection system and the managed mobility system is implemented through semi-annual staffing exercises composed of two parts: (a) The filing of job openings: the selection and appointment of staff members in the Professional and higher categories up to and including the D-2 level and in the Field Service category to vacant positions available for one year or longer; (b) A managed mobility exercise: the placement against encumbered rotational positions under managed mobility of eligible and suitable staff members in the Professional and higher categories up to and including the D-2 level and in the Field Service category, who have been recruited following a competitive process, including review by a senior or central review body under staff rule 4.15, or through a competitive examination under staff rule 4.16 and who hold a fixed-term, continuing or permanent appointment. 20. In the new system, all placement and recruitment decisions are made in the interests of the Organization as a whole by the Assistant Secretary-General for Human Resources Management and the Secretary-General, in accordance with the goals and obligations placed upon them under the system of desirable ranges mandated by the General Assembly. For OHCHR, this is reflected in the departmental target relating to the recruitment of nationals from unrepresented and underrepresented Member States established in the High Commissioner’s compact. The High Commissioner may still indicate to the Assistant Secretary-General the human resource priorities for OHCHR, but he has no final say in the selection process. OHCHR will work closely with the Office of Human Resources Management in the implementation of the new system, and will continue to inform the Assistant Secretary-General that geographic diversity remains a priority. 21. In addition to the temporary job openings due to normal workforce fluctuations, the implementation of the new system has resulted in an increased number of temporary job openings as an interim solution to ensure that work, central to the mandate of OHCHR, continues. Notwithstanding instructions from the Under-Secretary-General for Management to reduce costs by selecting candidates residing within the duty station, the High Commissioner will continue to endeavour to use the selection of temporary staff members to increase the diversity of his Office. 22. OHCHR will continue to pay special attention to the issue of balance between female and male staff members at all levels, an area in which determination and concerted efforts have already brought success. As at 31 December 2016, women accounted for 61 per cent of Professional staff at the P-1 to P-4 level and 34 per cent at the senior level (P-5 to D-2). OHCHR will fully commit to the Secretary-General’s system-wide strategy on gender parity. IV. Conclusion 23. The High Commissioner will remain attentive to the need to maintain emphasis on the broadest possible geographical diversity of his staff and will continue his efforts in this regard, working closely with the Office of Human Resources Management within the new system of recruitment for the Secretariat. Under the new system of recruitment, however, there will be no separate measures by or for OHCHR on which to report to the Human Rights Council in respect of the composition of its staff. The attention of the Council is therefore drawn to the official report of the SecretaryGeneral on staff demographics, which deals with the composition of the Secretariat, and the comprehensive information it contains about the staff of OHCHR, inter alia. 5