A/HRC/4/93 page 5 22. Each branch/office is provided with the overall geographical composition of OHCHR, which clearly identifies the regions requiring improvement. All chiefs of branch are required to include among their goals geographical distribution targets for the branches under their supervision. Senior managers are held responsible for their efforts and success in improving geographical diversity in their divisions. Achievements are regularly monitored by the Programme Support and Management Services of OHCHR, which produces periodic reports for review by senior management. 23. All staff members involved in recruitment activities have been informed of the OHCHR objectives and have received professional advice and training, as required, on how to improve geographical distribution. 24. The above efforts have begun to show positive results. Of the 25 selection decisions made for Professional posts since the procedures were instituted, 17 (68 per cent) were of nationals from regions requiring improved representation within OHCHR. It is worth noting that five of the eight selections of nationals from the region already well-represented in OHCHR were internal promotions of staff members. 25. The issue of the geographical composition of OHCHR was brought to the attention of the Member States in the Third Committee and the Plenary, which adopted 61/159 on 19 December 2006. In resolution 61/159, the General Assembly decided to allow the establishment of a temporary mechanism whereby recruitment in OHCHR at the P-2 level would not be restricted to successful candidates from the national competitive examinations. The Fifth Committee, on the recommendation of the Third Committee, then took up the matter which resulted in resolution 61/244 of 22 December 2006 requesting that the Secretary-General present, in consultation with the Office of the United Nations High Commissioner for Human Rights, proposals to address the imbalance in the geographical distribution of the staff in that Office. Accordingly, OHCHR is now consulting with the Office of Human Resources Management (OHRM) to develop these proposals. The current focus is on obtaining a limited exemption from the national competitive recruitment examinations (NCRE) process as well as more selected targeting of countries for inclusion in the 2008 NCRE exercise. 26. While seeking to achieve a more equitable geographical distribution, OHCHR will continue to pay special attention to the issue of gender balance, an area in which determination and concerted effort have already brought success, as demonstrated by the fact that as at 31 December 2006 women represented 51.7 per cent of regular OHCHR staff and 53.7 per cent of temporary OHCHR staff, equivalent to an overall ratio of 52.7 per cent. III. CONCLUSION 27. The action plan contained in document E/CN.4/2006/103 and its implementation to date reflect the high priority that the High Commissioner is giving to the improvement of geographical diversity in OHCHR. Additional measures being developed by OHRM pursuant to General Assembly resolutions will further strengthen these efforts.