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Thematic Compilation of Relevant Information Submitted by Argentina THEMATIC COMPILATION OF RELEVANT INFORMATION SUBMITTED BY ARGENTINA ARTICLE 7 UNCAC PUBLIC SECTOR ARGENTINA (THIRD MEETING) THEMATIC COMPILATION OF RELEVANT INFORMATION SUBMITTED BY ARMENIA ARTICLE 7 UNCAC PUBLIC SECTOR ARMENIA (SECOND MEETING) In order to install and cultivate a culture of responsibility, transparency and accountability in the public service sector, Armenia has established and legislated for certain forms of State and municipal services. Both the selection of professional staff in the State and municipal services and their career progression within the service are conducted on a competitive basis. The pay structure for State and municipal employees is fixed and remuneration is established according to the post held and the employee’s level of qualification and length of service. Training institutions have been established for State and municipal employees, which provide retraining and refresher training based on updated curricula. Specific codes of conduct have been adopted for State public servants, judges, prosecutors and diplomats, taking account of the special nature of their functions, and a code of ethics for other public servants has also been adopted. During the period from 2004 to 2007, government policy was oriented towards creating and increasing the scope available to agencies that revised and circulated information within public bodies and in public relations departments. Various mechanisms have been developed and implemented to involve civil society in public administration. Representatives of civil society sit on the Governing Board for the implementation of major State programmes. The necessary amendments have been made to the Judicial Code in order to improve the retraining offered to judges and to provide foundation training for candidates to the judiciary. Ensuring that employees of the penal correction system do not fraternize with individuals held in penal correction institutions (in prisons) is crucial in reducing the corruption risk within the system. The risk of fraternization arises when an employee works for a prolonged period in one penal correction facility. The Penal Correction Service Act provides that an employee may be transferred without his or her consent from the current post to another equivalent post if the service so requires. Such a transfer is possible if the penal correction system employee has held the post for at least one year. Another provision establishes that a penal correction system employee is to be transferred to another equivalent post over the period during which a close relative or an individual closely linked to him or her by family ties (his or her parent, wife or husband, child, sibling, grandfather or grandmother, or the parent, child, sibling, grandfather or grandmother of his or her husband or wife) are either serving a custodial sentence or held in custody. In accordance with the amendments introduced into the Penal Correction Service Act, adopted on 17 November 2009, provision was made for the institution of special civil servants, the classification of posts and the appointment and service procedure under the new Chapter 14.1. No other provisions under penal correction legislation relate to conflicts of interest. THEMATIC COMPILATION OF RELEVANT INFORMATION SUBMITTED BY AZERBAIJAN ARTICLE 7 UNCAC PUBLIC SECTOR AZERBAIJAN (SECOND MEETING) Azerbaijan introduced new procedures and rules for recruitment, hiring, attestation, replacement, promotion in civil service. The reforms in this area were championed by innovative Commission on Civil Service Commission under the President of the Republic of Azerbaijan1. Civil Service Commission brought necessary developments and credit in this area, promoting transparency, equality and merit-based advancement in civil service recruitment. Current recruitment to civil service consists of several stages. First stage is general admission tests, where applicants are required to get certain score above defined minimum. At the second stage, the candidates sit an interview by professional group of interviewers, which may be filmed, subject to the permission of the applicant. Pool of experts and questions has been developed and special Appellate Body established thought the involvement of independent experts. This measure is set up to enable candidates to lodge their complaints, in order to address their concerns. Entire process is open to public and all related information is available online on Commission’s webpage. Presidential Decree was issued on the 25 February 2011 “On the improvement of the social protection of the traffic patrol service officers of the Ministry of Internal Affairs and some measures on the regulation of traffic rules”. Under the Decree 25 percent of the fines collected due to the violation of the traffic rules will be used as additions to the monthly salaries of the officers of the traffic patrol service and other officers participating in the regulation of traffic. President of the Republic of Azerbaijan singed on February 14, 2011 a Decree “On the improvement of social protection of the officers of State Customs Committee, simplification and increasing of transparency in the customs procedures”. Under the Decree 25 percent of the extra budgetary funds of the Customs Committee (which is formed from allocation part of confiscated goods and fines collected) will be allocated as additions to the monthly salaries of the customs officers. THEMATIC COMPILATION OF RELEVANT INFORMATION SUBMITTED BY BELGIUM ARTICLE 7 UNCAC PUBLIC SECTOR BELGIUM (EIGHTH MEETING) Chaque État Partie s’efforce, s’il y a lieu et conformément aux principes fondamentaux de son système juridique, d’adopter, de maintenir et de renforcer des systèmes de recrutement, d’embauchage, de fidélisation, de promotion et de retraite des fonctionnaires et, s’il y a lieu, des autres agents publics non élus, qui : a) Reposent sur les principes d’efficacité et de transparence et sur des critères objectifs tels que le mérite, l’équité et l’aptitude ; b) Comportent des procédures appropriées pour sélectionner et former les personnes appelées à occuper des postes publics considérés comme particulièrement exposés à la corruption et, s’il y a lieu, pour assurer une rotation sur ces postes ; c) Favorisent une rémunération adéquate et des barèmes de traitement équitables, compte tenu du niveau de développement économique de l’État Partie ; d) Favorisent l’offre de programmes d’éducation et de formation qui leur permettent de s’acquitter de leurs fonctions de manière correcte, honorable et adéquate et les fassent bénéficier d’une formation spécialisée appropriée qui les sensibilise davantage aux risques de corruption inhérents à l’exercice de leurs fonctions. Ces programmes peuvent faire référence aux codes ou normes de conduite applicables. 2. Chaque État Partie envisage aussi d’adopter des mesures législatives et administratives appropriées, compatibles avec les objectifs de la présente Convention et conformes aux principes fondamentaux de son droit interne, afin d’arrêter des critères pour la candidature et l’élection à un mandat public. 3. Chaque État Partie envisage également d’adopter des mesures législatives et administratives appropriées, compatibles avec les objectifs de la présente Convention et conformes aux principes fondamentaux de son droit interne, afin d’accroître la transparence du financement des candidatures à un mandat public électif et, le cas échéant, du financement des partis politiques. 4. Chaque État Partie s’efforce, conformément aux principes fondamentaux de son droit interne, d’adopter, de maintenir et de renforcer des systèmes qui favorisent la transparence et préviennent les conflits d’intérêts. Pour rappel, le Conseil supérieur de le Justice (ci-après CSJ) ne nomme pas et ne gère pas la carrière des magistrats mais il intervient dans le cadre de la nomination et de la promotion des membres du siège et des membres du ministère public en organisant les examens permettant d’accéder à la magistrature, en procédant à la sélection des candidats et en présentant les lauréats de cette sélection à la nomination aux emplois déclarés vacants au sein de la magistrature et en sélectionnant et présentant les candidats en vue de leur désignation aux fonctions de chef de corps de l’organisation judiciaire dont il détermine les profils généraux. La nécessité d’organiser la nomination et la promotion des magistrats sur des bases objectives - excluant toute désignation purement politique - constitue un fondement essentiel de la création du CSJ. L’institution du CSJ au sein même de la Constitution comme une instance autonome indépendante des pouvoirs législatif, exécutif et judiciaire vise en effet à garantir l’indépendance et l’impartialité des juges qui doivent pouvoir exercer leur mission à l’abri de toute pression et de toute influence émanant d’un pouvoir notamment politique auquel ils seraient redevables de leur nomination. Le CSJ dispose ainsi d’un rôle déterminant dans le processus décisionnel conduisant à la nomination ou à la promotion du magistrat. Qu’il s’agisse des membres du siège ou des membres du ministère public, aucune décision ne peut être prise sans qu’il intervienne dès lors que lui revient de manière exclusive le pouvoir de présentation au ministre des candidats proposés pour la nomination ou la promotion. Le ministre ne peut passer outre sa proposition. Tout au plus peut-il y opposer un refus motivé. Même dans ce cas, le CSJ conserve le dernier mot en contraignant une réitération de l’appel aux candidats en
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