28
An International Civil
Service
(Continued from Page 6)
where they will normally have about
the same relative purchasing power. In
other words, it may be assumed that
the higher amounts sent home by
Americans will be absorbed by the
higher costs of rent, taxation, insurance
dependency contributions, and other
fixed obligations in the United States.
From this policy has evolved a program
of establishing for each classification
grade separate salary ranges for the
countries in which operations are being
conducted or from which any substan
tial number of empldyees are recruited.
In any permanent international or
ganization, with its staff resruited on
an international basis but located pri
marily in a single Headquarters, such
as the League of Nations at Geneva, a
uniform salary schedule would be more
feasible.
Recruitment and Placement proce
dure are described by Mr. Howell thus:
The staff recruited and trained for
U N R R A possesses a large variety of
skills and backgrounds. The staff has
been recruited on an international basis
and at the present time more than 25
nations are represented on the U N R R A
payroll. The national governments have
been cooperative in making available
their recruiting and placement facili
ties. In the United States, Canada, and
the United Kingdom, extensive use has
been made of the civil service machin
ery.
The Brazilian Government sent a
staff member to the Headquarters of
fice for a month’s work on recruitment
of Brazilians. Headquarters missions
have also recruited personnel in Aus
tralia, New Zealand, and a number
of the South and Central American
countries. The European Regional O f
fice has recruited extensively on the
continent. Country missions are also
empowered to recruit locally within
established budget limits.
The recruitment process as followed
in the Headquarters Office involves
the following steps.
1. The establishment of minimum
qualifications.
2. Careful review of personal infor
mation contained in a compre
hensive application blank.
3. Extensive use o f interviews.
4. Extensive use of investigations.
5. Rigid physical examinations. (For
field employees only).
Experience with the early operational
phases of U N R R A has indicated the
importance of many so-called intangible
personal factors. The ability of an em
ployee to adapt himself to a new and
abnormal environment and work in a
program in which the guidelines are not
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