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The process of an investigation: The entire process regarding a staff member being investigated for perceived misconduct constitutes one and the same investigation. This follows from ST/AI/371/Amend.1 and the OIOS Investigations Manual, which both, as opposed to ST/AI/371, clearly only refers to a single investigation when a staff member is being investigated for a possible disciplinary matter and not several independent investigations, such as, for instance, a “preliminary” investigation followed by an independent “actual” investigation. The timeliness of a request for management evaluation: An applicant is not required to request a management evaluation as soon as s/he becomes aware of an administrative decision through rumours. If that were the case, the Tribunal would in effect be condoning any practice whereby the Administration conducts investigations in secret and denies the staff member the right of challenging such due process violations by sheltering behind the argument that, in the absence of receipt of notification and a request for management evaluation and irrespective of the harm inflicted on the staff member, the claim was not receivable.Is a launch of an investigation an appealable administrative decision? Nothing in the definition of an administrative decision in art. 2.1(a) appears to limit the Tribunal’s authority in terms of considering an application from a staff member who wishes to appeal an administrative decision to launch a disciplinary investigation into her affairs, which, in addition to being procedurally flawed, may also be tainted by bad faith and/or ulterior motives. That the Tribunal may review such an application was also confirmed by the Appeals Tribunal in Nwuke 2010-UNAT-099 in which it stated that “a possible disciplinary procedure” would concern the rights of “the accused staff member” (para. 29).