text: underreview andinthelightofinformation received bytheCommission thatmight suggest afurther rationalization ofthecomparison, theCommission decided to reviewatafuturedatecertain aspects ofthemethodology. Thereviewwill include thepossible useofaverage remuneration foreachgradeasthebasisforr ! ~thecomparison andexamination oftheuseofthecost-of-living differential factor between Washington, D.C.,al.':NewYorkinthecalculations. TheCommission will reporttheresults ofitsreviewtotheGeneral Assembly in1986. 2.Themargin basedonacomparison oftotalcompensation 59.TheCommission examined theresults ofatotalcompensation comparison based onnon-expatriate elements ofremuneration applicable totheUnitedNations staff intheProfessional andhighercategory ofstaffwiththoseoftheUnitedStates federal civilservice. TheCommission notedinthiscontext therequest ofthe General Assembly, initsresolution 39/27,specifically toexamine thecomparison ofannualleaveprovisions applicable toUnitedStates andUnitedNations officials. 60.Inaddressing theissueofannualleaveitwasnotedthat,unlikeUnited Statesfederalcivilservice leaveprovisions, UnitedNations leaveprov1s10ns did notdifferentiate between leaveusedasannualleaveandleaveusedforthe purposes ofhomeleave. Inpriortotalcompensation comparisons 10outof30days ofleavegranted toUnitedNat\ons officials wasassumed torelatetohomeleave and,therefore, wasconsidered anexpatriate benefit. Iftheentire 30daysof UnitedNations leaveweretobeincluded inthecomparison thenconseauently the UnitedStatesGovernment's homeleaveprovisions forfederalcivilservice employees (non-diplomatic staff)stationed abroadshouldalsobeincluded. The inclusion ofhomeleaveprovisions O~theUnitedStatessideresulted inan advantage offivedaysofleaveperyearforUnitedNations officials or 1.9percentoftheannual numberofUnitedNations working days. Viewsoftheorganizations andstaffrepresentatives 61.TheChairman ofCCAQnotedthatareviewoftheseissuesreinforced the contention ofCCAQthattheCommission oughttoconsider theuseofthetotal compensation comparison forthemargin. 62.ThePresident ofFICSApointed outthattilecalculation ofthetotal compensation comparison should bemadeonthebasisofaverage compensbtion by gradeinstead ofatstepIofthegrade. FICSAconsidered thattheconcept of compensation included onlythoseelements towhichamonetary valuecouldbe attributed. Annualleavecouldnotbeconsidered partofcompensation andshould therefore notbetakenintoaccount inthetotalcompensation comparison. FICSA reiterated itsposition thatthemarginshould becalculated onthebasisoftotal compensation, including expatriate benefits. 63.TheConvenor ofCCISUAexpressed theviewthattheonlyvalidcomparison of remuneration ofUnitedNations andUnitedStatesofficials wastotalcompensation. Heurgedtheinclusion ofexpatriate benefits inthecomparison andnotedthe difficulty ofexcluding expatriate benefits whenaddressing anissuesuchasannual leave. Discussion anddecisions oftheCommission 64.Somemembers oftheCommission notedthecontinuing controversy overthe inclusion ofacalculation forcareerlengthdifferences between UnitedNations and UnitedStatesofficials. Thatissuehadbeenaddressed bytheCommission at several previous sessions andwasviewedwithconcern bysomemembers ofthe -17--=''Ii ~'I ~i I .1 i III ] I I I ",'I ,~ II i:1,;I "II~ I~ 'j t j ,~ ,J .~! i .J i jD 6 bv6 U P p a NCommission aswellassomemembers oftheGeneral Assembly. Inparagraph 25above theCommission citedthreefactors usedasthebasisforthemarginontheUnited Nations side. Oneofthosefactors, namelytherelatively betterposition of national ascompared withinternational services toguarantee stability and' security ofemployment, coupled withthefactthatamandatory ageofseparation of 60applied ontheUnitedNations sidewhilenosuchlimitwasapplicable forUnited statesfederalcivilservice employees, resulted inshorter careers forunited Nations officials. Thatinturnresulted inthedifference inaverage lengths of service applicable onbothsides, whichupuntilnowhadbeentakenintoaccount in
analysis: The text appears to be discussing the remuneration and benefits of United Nations officials compared to those of United States federal civil service employees. The Commission is reviewing the methodology of the comparison and considering factors such as total compensation, average remuneration by grade, and the use of a cost-of-living differential factor. The discussion involves the views of various organizations and staff representatives, which suggests that the text is related to employment and personnel management.