A/HRC/33/18 geographical diversity, in full compliance with Secretariat human resources policies, which were explained in detail to the Commission on Human Rights in February 2006 (see E/CN.4/2006/103). Current measures include expanding the pool of qualified candidates from the widest possible range of countries and backgrounds, and developing recruitment outreach activities with United Nations country teams, OHCHR field offices, permanent missions in Geneva, other United Nations entities and local partners in the field. The 2010 national competitive recruitment examination, which included the human rights occupational group, yielded a group of candidates from unrepresented and underrepresented Member States from which OHCHR was able to recruit new staff. A young professionals programme examination (previously known as the national competitive recruitment examination) for nationals of unrepresented and underrepresented Member States was held in 2014, and OHCHR has recruited P-2 staff from its successful applicants. This has further assisted in the recruitment of young professionals from countries that are unrepresented and underrepresented in the Secretariat. 17. While seeking to improve further its geographical diversity, OHCHR continues 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 effort have already brought success. As at 31 December 2015, women accounted for 60 per cent of staff at the P-1 to P-4 level and 35 per cent of staff at the senior (P-5 to D-2) level at OHCHR. 18. Similarly, OHCHR continues its commitment to meet the goals and obligations placed upon it under the system of desirable ranges mandated by the General Assembly. This is reflected in the departmental target relating to the recruitment of nationals from unrepresented and underrepresented Member States established in the Secretariat human resources management scorecard and in the compact of the High Commissioner with the Secretary-General. IV. New staff selection and managed mobility system 19. On 28 December 2015, the Under-Secretary-General for Management, taking into consideration the provisions of Article 101 of the Charter of the United Nations, and pursuant to section 4.2 of Secretary-General’s bulletin ST/SGB/2009/4, for the purpose of implementing General Assembly resolution 68/265 of 9 April 2014, staff regulation 1.2 (c) and Secretary-General’s bulletin ST/SGB/2016/2 on the introduction of a new staff selection and managed mobility system, promulgated a new staff selection and managed mobility system (see ST/AI/2016/1). 20. The new staff selection system and managed mobility system is implemented through semi-annual exercises composed of two parts: (a) A staffing exercise for the filling of vacant positions: 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. 21. Under the new system, all placement and recruitment decisions will be made in the interests of the Organization as a whole by the Assistant Secretary-General for Human 5