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210 Diagnosing Corruption in Ethiopia
Table 5.3 Corruption Risks in Human Resource Management in Ethiopia’s
Justice Sector
Human resource
management
• Selection of judges, prosecutors, defenders, police, their
staffs (and entrusted officials): merit component reduced
by politically directed selection based on nepotism,
political contacts, or the selection group’s choice to create
their own internal networks
• Selection of judges, prosecutors, defenders, police, their staffs,
and private entrusted actors: merit component ignored, and
replaced by bribes, exchanges of favors, or networks of
influence mobilized by candidates
• Assignment of personnel to positions and promotions
directed by political authorities: based on favoritism and
political contacts or influenced by employees, based on bribes
or promises of future favors
• Assignment of personnel: based on bribes or other influence by
external (nongovernmental) patrons
• Disciplinary system: used by political actors to punish
those (including private entrusted actors) who resist
pressures and bribes and to reward those who acquiesce
• Disciplinary decisions: based on bribes or other influence by
external (nongovernmental) patrons
• Public sector oversight of private bar performance and licensing
of these and other officers of the court: decisions based on
bribes or favoritism
• Licenses and discipline from government-accredited bar
associations: sold or awarded on nonmerit basis or discipline of
own members managed to either favor colleagues or ignore
their misbehavior
Source: Author.
reduces or misallocates budgets and equipment) but is less likely to
provide an incentive to corruption in other parts of the agency. 17
As shown in the table 5.3 (an extract from table 5.1), the possibilities
are various—ranging from systems where jobs are bought (with the
expectations that the incumbent will then recoup his or her losses
accordingly) to those where the process is tightly controlled from the top
or outside to create a chain or network of faithful followers. Many of
these problems were not reported in Ethiopia; only those in bold were
reported to be in effect, although as further discussed, there was disagreement
even here. The same system and caveats apply to the following
sections as well.
As indicated by the bolded comments, Ethiopia’s personnel management
within the sector has some flaws, but they hardly extend to the full