text: right to recall him to active service, as it actually did when hi s leave of absence ended on 18 July 1988. It follows, that in these circumstances, when the Responden t granted the Applicant a fixed-term and not a probationary ap pointment, it was a valid exercise of his discretion. It follows also, that as long as the Applicant was maintaining his ties with his University, it was proper for the Respondent t o grant him a fixed-term appointment. Moreover, Section II of PD/9/59 confirms this analysis when it states: "(a) Staff recruited fro m outside the Secretariat will normally be engaged as staff members on probationary appointments ...". The qualification by the wor d "normally" indicates that there is no commitment on the part of th e Organization to grant such appointments in all cases. XXVI.The Applicant invokes the benefit of Section IV, para. V, o f the General Assembly resolution 37/126 in which the Assembly decided that: "Staff members on fixed-term appointments upon completion o f five years of continuing good service shall be given ever y reasonable consideration for a career appointment." The Tribunal notes that the Under-Secretary-General fo r Administration and Management, in his letter to the Applicant date d 16 November 1988, almost a month before the completion of the fiv e- 20 - years of continuing good service, had already started the process of consideration of the Applicant for a career appointment. Such a process led to the granting to the Applicant of a probationar y appointment on 1 June 1989, following the severance of his ties with Tanta University. XXVII.The Applicant questioned the consistency of the Respondent' s established policy not to grant probationary appointments to staf f permanently employed by anothe r party, before severance of their ties
analysis: The text appears to be discussing the employment and appointment processes within an international organization, specifically the United Nations. The language used is formal and technical, suggesting that the text is related to employment law or policy within the organization. The text also mentions specific UN documents and resolutions, which further supports this hypothesis.