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Post-Public Employment
Good Practices for Preventing Conflict of Interest
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- Foreword
- Table of Contents
- Acronyms
- Executive Summary
- + Chapter 1. Post-public employment: Practices and concerns
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Chapter 2. Post-public employment problem areas
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Chapter 3. Principles for managing post-public employment problems
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Chapter 4. Implementing the Post-Public Employment Principles: A good practice framework
- Introduction
- + Implementation instruments
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Post-public employment and the overall values and integrity framework
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Defining the coverage
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Focus on risk areas
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4. The post-public employment system covers all of the important risk areas for post-public employment conflict of interest.
- Box 4.12. Spain and Italy: Specific post-public employment restrictions
- Figure 4.2. Officials with specific post-public employment prohibitions and restrictions
- Box 4.13. Australia: Strategies to deal with post-public employment conflict in market testing and outsourcing
- Box 4.14. United States: Specific post-public employment prohibitions for procurement, contract management and financial regulators
- Box 4.15. Australia: Lobbying Code of Conduct establishes prohibitions on post-public employment lobbying
- Box 4.16. Canada and the United States: Strengthening post-public employment restrictions for senior government officials and legislators
- Box 4.17. United Kingdom: Publishing memoirs and commentary by former senior officials
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4. The post-public employment system covers all of the important risk areas for post-public employment conflict of interest.
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The “cooling-off” period
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Communicating post-public employment rules
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Authorities and arrangements
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7. The authorities, procedures and criteria for making approval decisions in individual post-public employment cases, as well as for appeals against these decisions, are transparent and effective.
- Box 4.24. United States: Procedures for providing information on future employment
- Box 4.25. France: Ethics Commission handles individual post-public employment cases
- Box 4.26. Canada, Italy and Spain: Integrity actors for post-public employment
- Box 4.27. Japan: Measures to improve fairness and transparency in post-retirement employment
- Box 4.28. Spain: Procedure for approval decisions
- Box 4.29. Germany: Consultation process for approval decisions on future employment
- Box 4.30. Canada: Exemptions for ministerial staff
- Box 4.31. Norway and Canada: Formal and informal appeal mechanisms
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7. The authorities, procedures and criteria for making approval decisions in individual post-public employment cases, as well as for appeals against these decisions, are transparent and effective.
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Enforcing the post-public employment system
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8. The enforcement sanctions for post-public employment offences are clear and proportional, and are timely, consistently and equitably applied.
- Box 4.32. Measures supporting monitoring of approval decisions
- Box 4.33. Italy: Sanctions system
- Box 4.34. Spain and Germany: Sanctions for former public officials and their private sector employers
- Box 4.35. Mexico: Considering the circumstances of post-public employment breaches
- Box 4.36. Norway: Encouraging public scrutiny to foster compliance
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8. The enforcement sanctions for post-public employment offences are clear and proportional, and are timely, consistently and equitably applied.
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Measuring effectiveness
- Notes
- Bibliography
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Chapter 5. The case of Norway
- Introduction
- Norwegian government administration: Forward-looking reforms and emerging challenges
- Guidelines to address post-employment concerns
- + The Post-Employment Guidelines for the Public Service
- The Post-Employment Guidelines for Politicians
- Standing Committee on Outside Political Appointments: Administrative procedures and experience of their application
- + The Ethical Guidelines for the Public Sector
- The legal context of guidelines: Their relationship with legislation
The movement of personnel between employment in the public and private sectors, referred to as the “revolving door” phenomenon, raises particular attention in the context of the response of governments to the financial and economic crisis. This OECD survey of 30 member countries shows that the vast majority of countries have established basic standards for preventing post-public employment conflict of interest. But few have tailored these standards to address risk areas and professions such as regulators or public procurement officials. Enforcing standards and imposing suitable sanctions remains a challenge for many countries. The principles presented in this volume serve as a point of reference for policy makers and managers to review and modernise post-public employment policies. It is part of the pathfinding efforts of the OECD to promote public sector integrity for cleaner, fairer and stronger economies.
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Publication year : 2010
License: All rights reserved ©
Times read: 108
