Post-Public Employment

Good Practices for Preventing Conflict of Interest

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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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Annex 5.A2. Post Employment Guidelines for the Public Service

As a point of departure, it must be underlined that it is important to have a flow of personnel between the public and private sectors and that there should be no unnecessary impediments put into place. It is assumed that a clause on temporary disqualification and/or abstinence from involvement in certain cases should only be incorporated into employment contracts in certain cases. Accordingly, there will be very few situations in which it will be necessary to take advantage of the instruments at hand such as temporary disqualification or abstinence from involvement in cases in connection with the transition to a new position outside the public service. It will nonetheless be particularly important to have such instruments available in cases in which special circumstances merit their use.

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