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The Tribunal found that the application was receivable. The contested decision had not yet been implemented, as the head of the department had simply communicated by phone his selection to the successful candidate and the latter had merely sent an email expressing his “great interest” in the job. The Tribunal found that this did not amount to an official offer by the Administration followed by an unconditional acceptance by the candidate. The Tribunal considered that the impending appointment of the successful candidate conferred urgency to the matter; that the contested decision, if implemented, could cause harm to the Applicant’s professional reputation and legitimate career prospects, which, in the circumstances of the case, may amount to irreparable damage; and that at least some of the Applicant’s allegations, which have not been rebutted by the Respondent, might raise serious and reasonable doubts about the lawfulness of the selection decision. Receivability of suspension of action application in appointment/promotion cases: Article 10.2 of the Statute and its restrictions, which only apply to requests for interim measures during the proceedings before the Tribunal, not at the management evaluation stage, is not applicable in the present case since the Applicant sought suspension of action pending management evaluation pursuant to art. 2.2 of the Statute. Implementation of a decision: Suspension of action is only possible regarding decisions which have not yet been implemented. For a selection decision to be implemented, an employment offer from the Organization and its unconditional acceptance by the selected candidate are, at least, required.Outcome: Judgment in favour of applicant in full