Study on integrity assessments for category A civil servants

About the project:

In 2025, as part of the broader EU support to public administration reform in Ukraine (EU4PAR 2), ToP experts undertook a strategically important study to explore the impact of integrity assessment practices on the recruitment of top-level civil servants (Category A positions).

Ukraine has made significant strides in building a professional and politically neutral civil service. One of the key instruments in this transformation is the introduction of merit-based recruitment, with a strong emphasis on transparency, integrity, and accountability — principles that align with OECD and EU standards. However, as Ukraine continues to adapt its public service to meet international expectations and its own internal challenges, concerns have emerged that the current interpretation of “transparency” may produce unintended negative effects.

This study addressed a core policy dilemma: Does maximum transparency in recruitment always lead to the best outcomes — or can it deter strong candidates and reduce the quality of public leadership?

The research specifically examined whether practices such as early public disclosure of candidate information, mandatory asset declarations, open interviews, and intense media scrutiny discourage highly qualified individuals — particularly from the private sector — from applying to civil service roles. It also questioned whether integrity assessments today measure ethical leadership and professional reputation, or merely confirm the absence of past violations.

Key objectives of the study included:

- Evaluating the real-life impact of transparency practices on candidate motivation and recruitment outcomes;

- Exploring how reputational risks, privacy concerns, and long-term digital footprints influence career decisions;

- Comparing Ukraine’s approach to integrity screening with best practices from OECD countries, the EU, and selected democratic systems;

- Analyzing the gap between public and private sector recruitment standards and incentives;

- Proposing evidence-based policy recommendations for a more balanced, fair, and effective selection system.

Methodology:

- The study employed a mixed-methods research design, including:

- 25 in-depth qualitative interviews were conducted with a total of 27 respondents, including former candidates, executive search professionals, HR directors, business leaders, civil society representatives, and members of selection committees;

- A comparative analysis of Ukrainian legislation and international recruitment models;

- A review of integrity assessment mechanisms and their application in both public and private sectors;

- Documentation of unintended consequences (e.g., loss of talent, underrepresentation of private sector experts, fear of reputational damage).

Outputs included:

- A comprehensive research report with findings and policy recommendations;

- A summary brief tailored for policymakers and international partners;

- Guidance on developing integrity screening tools that ensure fairness, preserve dignity, and enhance merit-based recruitment.

This project contributed to the EU4PAR 2 goal of strengthening Ukraine’s public administration in line with EU integration and recovery priorities. The reinstatement of competitive selection procedures for Category A positions is a commitment undertaken by Ukraine under the Ukraine Facility Plan, scheduled for implementation by the third quarter of 2026. This requires the state to develop an effective and high-quality model for conducting such competitions. A mechanical adoption of external models without accounting for the Ukrainian context, or a return to previous procedural configurations, is unlikely to deliver meaningful results. At the same time, there is currently a lack of sufficient public expertise and professional discourse in Ukraine regarding what the renewed model for senior civil service selection should look like. This study represents the first attempt at a comprehensive analysis of transparency and integrity verification practices, collecting primary data and identifying the strengths and weaknesses of the existing approach. The findings may serve as a valuable foundation for future discussions and decisions on modernising the competitive selection model.The findings of the study were also incorporated into a policy dialogue conducted in the format of an Aspen seminar dedicated to the subject of this research.

The project was implemented by experts from the NGO “Technologies of Progress” with the support of the EU project EU4PAR 2. The content of the research is the sole responsibility of the experts from “Technologies of Progress” and does not necessarily reflect the views of the European Union