PUBLIC SECTOR INTEGRITY MANAGEMENT FRAMEWORK

The Public Sector Integrity Management Framework, published by the Public Affairs Research Institute in 2011, proposes a comprehensive set of measures to strengthen ethical conduct and combat corruption within the South African public service. It identifies significant implementation and policy gaps in existing regulations and outlines specific interventions regarding gift acceptance, financial disclosures, post-employment restrictions, and the appointment of ethics officers to foster public confidence in state institutions.

• The framework identifies several implementation gaps in anti-corruption measures, including a lack of adherence to the Code of Conduct, failure to achieve 100% compliance with the Financial Disclosure Framework since April 2000, and the ineffective implementation of the Protected Disclosures Act, 2000.
• Policy gaps exist regarding the ambiguity of gift acceptance in the Code of Conduct and the Financial Disclosure Framework, where senior management must disclose gifts of R350.00 or more, while many public servants on salary levels 4 to 8 with business interests remain unregulated.
• The document proposes a strict prohibition on public servants soliciting or accepting gifts, hospitality, or private benefits of any value from persons or entities contracted to their department, though tokens of courtesy or protocol are excluded.
• To close disclosure gaps, the framework proposes extending financial interest and asset disclosure requirements to all employees, moving from annual disclosures to reporting every time there is a change of status, and amending forms to include identity numbers and company registration numbers.
• The framework introduces a control regime for post-public employment to prevent senior officials from taking improper advantage of their previous office. This includes a proposed 12-month 'cooling-off period' during which officials cannot accept appointments with entities they had significant official dealings with in the year prior to leaving service.
• The framework proposes the appointment of Ethics Officers in departments to promote integrity, advise employees, manage the implementation of the framework, and maintain a register of public servants under investigation for corruption.
• To improve enforcement, the framework suggests including a specific Key Performance Area in all employee performance agreements, including those of Heads of Departments, to bind them to compliance with measures such as submitting financial disclosure forms.
• The framework outlines a phased implementation plan from 2011 to 2014, which includes the establishment of a Special Anti-corruption Unit as a government component to coordinate disciplinary processes and manage centralized data on corruption cases via an Integrated Financial Management System (IFMS).

APA

Public Affairs Research Institute (2011). PUBLIC SECTOR INTEGRITY MANAGEMENT FRAMEWORK. https://pari.org.za/wp-content/uploads/2020/08/Link-9-Integrity-Management-Framework.pdf

Chicago

Public Affairs Research Institute. PUBLIC SECTOR INTEGRITY MANAGEMENT FRAMEWORK. 2011. https://pari.org.za/wp-content/uploads/2020/08/Link-9-Integrity-Management-Framework.pdf.

Wikipedia

{{cite report |author=Public Affairs Research Institute |title=PUBLIC SECTOR INTEGRITY MANAGEMENT FRAMEWORK |date=2011 |url=https://pari.org.za/wp-content/uploads/2020/08/Link-9-Integrity-Management-Framework.pdf |access-date=17 August 2026 |via=Climate Insights Directory}}

BibTeX

@techreport{publicaffairsresearchinstitute2011public, author = {{Public Affairs Research Institute}}, title = {{PUBLIC SECTOR INTEGRITY MANAGEMENT FRAMEWORK}}, institution = {Public Affairs Research Institute}, year = {2011}, url = {https://pari.org.za/wp-content/uploads/2020/08/Link-9-Integrity-Management-Framework.pdf}, urldate = {2026-08-17}, note = {Indexed by Climate Insights Directory} }