Mobility

The below policies and measures are in place to combat nepotism in the Public Service.  These policies are transversal and therefore applicable to all Departments.

(a) Policies

The regulatory framework mandates that all officials prevent nepotism by complying with the Code of Conduct (Chapter 2, Public Service Regulations, 2016, as amended) and the Prevention and Combating of Corrupt Activities Act, 2004.  T

These key requirements include:

• Declaring conflicts of interest, recusing oneself from decisions involving personal gain, and reporting nepotism or misconduct (Regulations 13(d)-(f)).
• Ensuring merit-based recruitment and equitable treatment (Regulations 14(j)-(k)).

The WCG’s transversal Recruitment and Selection Policy (2018) addresses nepotism prevention in paragraph 13.2.16.  It requires vested interests in recruitment to be declared. The Appointment Authority or delegate evaluates risks and may replace committee members to ensure impartial and transparent processes.

(b) The following measures are in place to further combat nepotism in the workplace:

• Conflict of interest declarations and recusals: Recruitment panel members must disclose potential conflicts (e.g., family or close friends applying) to the selection committee without delay. This ensures merit-based, unbiased decisions.
• Reporting mechanisms: Misconduct, including nepotism, can be reported via People Managers, the HOD, or the National Anti-Corruption Hotline. Whistle-blowers’ identity will be protected to ensure fair investigations.
• Ethics training and disciplinary actions: Employees receive ethics training on impartiality and integrity. Violations may lead to warnings, suspension, or dismissal.

These policies and measures uphold fairness and transparency in recruitment, ensuring all appointments are based on merit.