Human Resource Management
Standard 1 : Legal framework on recruitment of lower-level public service posts and mid managerial positions provides a basis for respect of the merit principle

Standard 1 : Legal framework on recruitment of lower-level public service posts and mid managerial positions provides a basis for respect of the merit principle

There should be a sound legal framework on recruitment and selection in order to ensure the merit-based and sustainable public service

Summary

ALB BIH KOS MNE MKD AVG
Indicator 1. The general eligibility criteria for applying for public service positions are established in the primary legislation, while the detailed procedures are covered mainly by secondary/tertiary legislation
3
3
1
3
3
2.6
Indicator 2. There are no legal exceptions for the rule that the public service is entered on the basis of the competition
3
3
3
0
0
1.8
Indicator 3. The Law requires that recruitment and selection committees include persons with expertise and experience in assessing different sets of skills and competences of candidates for public service positions, with no political interference. At least one member of the competition commission is from outside of the institution which carries out the recruitment process
3
2
2
3
1
2.2
Indicator 4. Both the written and verbal elements (structured interviews) are used to assess candidates who participate in the recruitment process, which is established by the legislation
3
3
3
2
3
2.8
Indicator 5. The best ranked candidate should be appointed to the position. The only exceptions may be allowed for disadvantaged groups (national minorities, people with disabilities etc)
3
3
3
1
1
2.2
Indicator 6. Candidates who are not appointed have the right to appeal against unfair recruitment decisions (before an administrative instance and/or the court)
3
3
3
3
3
3

Current state of play

The chart below shows the score of each indicator. You may change the sorting order by clicking on Ascending or Descending. You may also filter the data by clicking on the country name.

Average
Highest Score

Average, 2021

Indicator 1. The general eligibility criteria for applying for public service positions are established in the primary legislation, while the detailed procedures are covered mainly by secondary/tertiary legislation Indicator 2. There are no legal exceptions for the rule that the public service is entered on the basis of the competition Indicator 3. The Law requires that recruitment and selection committees include persons with expertise and experience in assessing different sets of skills and competences of candidates for public service positions, with no political interference. At least one member of the competition commission is from outside of the institution which carries out the recruitment process Indicator 4. Both the written and verbal elements (structured interviews) are used to assess candidates who participate in the recruitment process, which is established by the legislation Indicator 5. The best ranked candidate should be appointed to the position. The only exceptions may be allowed for disadvantaged groups (national minorities, people with disabilities etc) Indicator 6. Candidates who are not appointed have the right to appeal against unfair recruitment decisions (before an administrative instance and/or the court)