A/RES/51/226 Page 3 5. Notes, in this connection, the phasing-in of performance management, including the introduction in 1996 of a new performance appraisal system; II. ROLE OF THE OFFICE OF HUMAN RESOURCES MANAGEMENT OF THE SECRETARIAT Reaffirming its resolution 48/218 A of 23 December 1993, in particular the request therein for a mechanism ensuring that programme managers are accountable for the effective management of the human resources allocated to them, Noting with appreciation that the Joint Inspection Unit in its report of 5 November 19967 has dealt with recruitment, placement and promotion policies in a comprehensive manner, Reiterating the authority and responsibility of the Office of Human Resources Management of the Secretariat to enforce recruitment, placement and promotion policies throughout the Secretariat, Taking note of the reports of the Secretary-General on staff representational activities,8 1. Recognizes the role of the Office of Human Resources Management as the primary representative of the Secretary-General in establishing human resources policies and guidelines, and strongly requests the Secretary-General to maintain its central policy authority; 2. Requests the Secretary-General to enhance managerial accountability with respect to human resources management decisions, including imposing sanctions in cases of demonstrated mismanagement of staff and wilful neglect of or disregard for established rules and procedures, while safeguarding the due process rights of all staff members, including managers; 3. Also requests the Secretary-General to issue specific administrative instructions to establish clearly the responsibility and accountability of programme managers for proper use of human resources, as well as sanctions in accordance with staff rule 112.3 for any financial loss suffered by the United Nations as a result of gross negligence, including improper motivation, wilful violation of or reckless disregard for the Staff Regulations and Rules and established policies regulating recruitment, placement and promotion; 4. Deplores the high number of exceptions to the established procedures for the recruitment, placement and promotion of staff, in particular in the Office of Human Resources Management; 5. Requests the Secretary-General to announce all vacancies so as to give equal opportunity to all qualified staff and to encourage mobility, it being understood that the discretionary power of the Secretary-General of appointment and promotion outside the established procedures should be limited to his Executive Office and the under-secretary-general and assistant secretary-general levels, as well as special envoys at all levels; 7 A/51/656, annex. 8 A/C.5/49/63, A/C.5/49/64, A/C.5/50/64 and A/C.5/51/6. /...