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The Ä¢¹½ÊÓƵAT expressed serious concern about the lack of a sufficient record of reasons supporting the choice of the selected candidate over the staff member at the time of the contested decision.

The Ä¢¹½ÊÓƵAT found that gender and geographical considerations were unevenly applied in the selection exercise, positively assessing the British male while ignoring or discounting that the staff member was an Indian female. Contrary to Staff Regulation 4.4, in which the fullest regard should be given to internal candidates, the Ä¢¹½ÊÓƵAT found that her Ä¢¹½ÊÓƵ experience was used to disadvantage her. The Ä¢¹½ÊÓƵAT also...

Although the Applicant disagrees with the assessment made during the interview as to whether she satisfied particular competency requirements and regarding her overall suitability for the post, the interview panel was entitled to come to its own conclusions regarding the Applicant¡¯s suitability.

The Tribunals have consistently held that it is not its role to substitute its judgment for that of the hiring manager or the decision-maker. The Tribunal's review is limited to ensuring that the decision was made in accordance with the applicable rules and procedures, and that there was no improper...

Having considered all the submissions and the evidence on record, the Tribunal considered that the main issue for determination was whether the hiring manager conducted a fair and unbiased assessment of the Applicant¡¯s candidacy, giving it full and fair consideration.

The spreadsheet submitted by the Respondent in response to Order No. 57 (GVA/2024) sheds a light into the matter. This contemporaneous document showcases the hiring manager¡¯s thorough assessment of the Applicant¡¯s professional experience.

The Applicant¡¯s submissions concerning his title, long satisfactory service, OiC experience...

The primary legal issue before the Tribunal was whether the decision not to select the Applicant for the position of P-4 Reviser (Russian) was lawful in that he was given full and fair consideration for the position.

The Tribunal found that the applicable procedures were properly followed, and that the Applicant¡¯s allegations of procedural irregularities were unsubstantiated.

With respect to full and fair consideration, the Tribunal noted that after reviewing the applications based on the established evaluation criteria, four candidates were deemed not to be suitable and five candidates...

Compensation in lieu is ¡°not related at all to the economic loss suffered¡± (see Nega 2023-Ä¢¹½ÊÓƵAT-1393,para. 62) and there is no duty to mitigate loss as a precondition for receiving in lieu compensation (see Zachariah 2017-Ä¢¹½ÊÓƵAT-764). It is, according to the Tribunal¡¯s Statute, an option that the Respondent can take instead of reinstating the Applicant in the service. Therefore, pecuniary loss or gain is not a relevant factor.

Consistent with the requirement to act fairly, justly and transparently, the Respondent bears the burden to show that the Applicant did not possess the core and functional...

The Ä¢¹½ÊÓƵAT found that the decision not to select the staff member for TJO 161651 was lawful. It held that since the staff member did not challenge the cancellation of TJO 14924, under which the Administration initially advertised the position of Administrative Officer, that cancellation decision was not part of the contested decision under review. In any event, the Ä¢¹½ÊÓƵAT determined that the Administration had the discretion to cancel TJO 149241 and re-advertise the position under TJO 161651 after the selected candidate withdrew her candidature. It was under no obligation to invite the second...

The Ä¢¹½ÊÓƵAT held that the President of the Council of ICAO, in taking the decision not to approve the appointment of the staff member to the post, had regard to relevant considerations: the staff member was negatively assessed by the interview panel and the assessment centre, and had serious weaknesses in areas of vision and other competencies which were critical skills for ICAO. The Ä¢¹½ÊÓƵAT found that the reasons provided by the President accorded with the facts.

The Ä¢¹½ÊÓƵAT was of the view that, although the President discussed the matter with some members of the panel, these discussions had not...

The Tribunal DECIDES to deny the application in its entirety.

ST/AI/2020/5 only applies to selection decision where the selection decision is made from either (a) ¡°a list of candidates¡± that was ¡°endorsed by a central review body¡± or (b) a competitive examination roster. None of these situations apply in this case. It is unchallenged that the contested selection decision was governed by ST/AI/2010/3/Rev.1 (Staff selection system), which in sec. 3.1 provides that ¡°[t]he process leading to selection and appointment to the D-2 level shall be governed by the provisions of the present administrative instruction¡±. As per sec. 7.7 of ST/AI/2010/3/Rev.1, for a...

The Ä¢¹½ÊÓƵAT considered the central tenet of the staff member¡¯s case, which was that he held the necessary academic qualifications for the role, but that the selected candidate did not. The Ä¢¹½ÊÓƵAT concluded that the educational specifications in the job vacancy announcement were a minimum threshold, but not the determining factor in the selection. The Ä¢¹½ÊÓƵAT held that both the staff member and the selected candidate met the threshold academic qualifications, even though they obtained them by different means. The Ä¢¹½ÊÓƵAT rejected the claim that the ITLOS should not have taken into account that the...