Transparency, professionalism, and effectiveness of recruitment of public servants
| ALB | BIH | XKV | MNE | MKD | SRB | AVG | BEST |
|---|---|---|---|---|---|---|---|
| 15 | 3 | 10 | 0 | 0 | 0 | 4.7 | 15 |
Transparency, professionalism, and effectiveness of recruitment of public servants – at a glance
Average indicator values are presented for each area and administration. Click on the rows and columns to sort the table by highest value.
Category Performance
Each criterion belongs to one of five categories: 1) legislation, 2) strategy and guidance, 3) institutional set-up, 4) practice in implementation, and 5) results. The charts below show how the selected administration is performing in each category. The points received by the administration in each category during the assessment are divided by the total points that can be achieved in each category.
Compare performance
Pick a country and year above, and use the menu below to sort indicator values based on best or worst performance. Compare against the regional average, the best performer and past performance (if available).
Subindicators
List of subindicators within Transparency, professionalism, and effectiveness of recruitment of public servants.
Quality of human resource (HR) planning
Competitive and non-discriminatory recruitment
Transparency of recruitment
Inclusiveness of recruitment
Attraction of qualified candidates
Recruitment based on job profiles
Professionalism of the selection committees
Adequacy of selection methods
Efficiency and timeliness of recruitment procedures
Right to information on results and appeal
Quality of onboarding