An overseas workforce allocation system

can consider in the way it undertakes its business. It also suggests ways in which overseas staff allocation can be improved, and alternatives to present patterns that could make more cost effective use of human and financial resources. Yet, there remains, in many quarters, a strong perception of an absence of rationale and consistency in overseas staff allocation. This perception was essentially confirmed by the Assessment. Thus, this paper describes an overseas workforce allocation system which could contribute to consistent and defensible staffing decisions, more closely integrate program and support cost planning and management and provide a structure for implementing change. It describes the present reality, a proposed allocation system and three illustrations of how a reference point might be established to implement the system. (Author abstract)