A/HRC/4/93 page 3 10. Table 2 provides a breakdown of the following categories of OHCHR staff in the Professional and above category by nationality, grade and gender as at 31 December 2006: (a) Staff holding appointments of less than one year; (b) Staff charged to general temporary assistance funds; (c) Staff employed in OHCHR field offices; (d) Staff employed as technical cooperation project personnel. 11. In accordance with paragraph 4 of section IX of General Assembly resolution 53/221, the practice of showing the representation of staff according to major geographical grouping has been discontinued. The information is provided by country, listed in alphabetical order. II. EFFORTS UNDERTAKEN TO ACHIEVE EQUITABLE GEOGRAPHICAL REPRESENTATION 12. As stated in the Plan of Action of the High Commissioner, achieving geographical balance in OHCHR staff will remain one of her priorities. In line with this objective, various actions have been introduced to enhance geographical balance. Proactive approach to recruitment 13. OHCHR is seeking to overcome the chronic shortage of candidates from unrepresented and underrepresented countries by adopting a more proactive approach to recruitment, as reliance on spontaneous applications has proven insufficient. 14. OHCHR continues to put primary importance on expanding the pool of candidates, particularly in unrepresented and underrepresented countries in the United Nations Secretariat and at OHCHR. It has successfully made several efforts to widen the pool of applicants so far. OHCHR draws the attention of potential applicants to OHCHR recruitment procedures - in particular the fact that all core posts are advertised on the United Nations Secretariat Galaxy online application system - as well as to specific OHCHR vacancies. To this end, advertisements have been placed in widely read international periodicals. 15. With a view to ensuring that vacancies are advertised as widely as possible within Member States, OHCHR has constituted mailing lists of over 1,200 governmental institutions, non-governmental organizations (NGOs) in the area of human rights, national human rights institutions and academic institutions willing to act as information relays by disseminating information locally on vacancies coming from OHCHR, while also bringing the names of interesting candidates from their own rosters to the attention of OHCHR. 16. OHCHR will continue to avail itself of the services of individuals from unrepresented and underrepresented countries through staff exchange mechanisms, such as existing agreements on inter-agency transfers, secondments and loans.