independent Britain has been able to draw for many years on a pool of experienced ex-Colonial service officers but with the advance of years this pod of resource is diminishing and we are having to look in particular to how people can be trained for service in tropical and semi- tropical climates when there is no longer an available tradition of working in those areas and the pool of teachers is diminishing also. This is accentuated by the fact that the experts now demanded are likely to require highly developed skills often of a very specialist nature.
39. Current unemployment levels in the United Kingdom have not as it is believed they did in the past produced a body of candidates wishing to serve overseas. This is believed to be due partly to the conditions in overseas countries widely reported on in the media and at the same time an increasing desire for job security among those from whom we are seeking to recruit. The latter remains one of our principal problems largely for the simple reason that it is not possible now to foretell precisely what skills may be required within even another 10 years let alone within the period of a complete career. (It was this among other things which led the United Kingdom to propose that the DAC might hold a mecting of experts to exchange views on staffing problems).
40. We have reached agreement on a two year pilot scheme with FAO under which its associate expert scheme will accept an average in-take of three young British professionals a year into FAO posts. We have increased from 40 to 45 the number of studentships provided under our own Natural Resources Studentship Scheme and have introduced a further scheme providing 20 awards a year for mid career refresher training for staff who have served overseas. We are also increasing the number of posts in the Corps of Specialists.
41.
Part of the recruitment problem can be solved by commissioning consultants and consultants have been used
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