CATEGORY: policy, legal framework and institutional set-up 1. The scope of public service is adequate, clearly defined and applied in practice. 1 2 3 4 5 2. Policy and legal frameworks for professional and coherent public service, based on 1 2 3 4 5 administrative law principles, are established and implemented; the institutional enables consistent and effective human resource management practices across the public service. CATEGORY: Professionalisation, recruitment and dismissal 3. The recruitment of public servants is based on merit and equal treatment in all its 1 2 3 4 5 phases; the criteria for demotion and termination of public servants are explicit. 4. Direct or indirect political influence on senior managerial positions in the public 1 2 3 4 5 service is prevented. 5. The system for remuneration of public servants is based on job classification; it is 1 2 3 4 5 fair and transparent. 6. The professional development of public servants is ensured; this includes regular 1 2 3 4 5 training, fair performance appraisal, and mobility and promotion based on objective and transparent criteria and merit. 7. Measures for promoting integrity, and preventing corruption and ensuring 1 2 3 4 5 discipline in the public service are in ACCOUNTABILITY
CATEGORY: policy, legal framework and institutional set-up 1. The scope of public service is adequate, clearly defined and applied in practice. 1 2 3 4 5 2. Policy and legal frameworks for professional and coherent public service, based on administrative law principles, are established and implemented; the institutional enables consistent and effective human resource management practices across the public service. 1 2 3 4 5 CATEGORY: Professionalisation, recruitment and dismissal 3. The recruitment of public servants is based on merit and equal treatment in all its phases; the criteria for demotion and termination of public servants are explicit. 1 2 3 4 5 4. Direct or indirect political influence on senior managerial positions in the public service is prevented. 1 2 3 4 5 5. The system for remuneration of public servants is based on job classification; it is fair and transparent. 1 2 3 4 5 6. The professional development of public servants is ensured; this includes regular training, fair performance appraisal, and mobility and promotion based on objective and transparent criteria and merit. 1 2 3 4 5 7. Measures for promoting integrity, and preventing corruption and ensuring discipline in the public service are in 1 2 3 4 5 ACCOUNTABILITY
SIGMA-Strategy-Toolkit-Annex-1-Prioritisation.docx