The academic coordinator of Bds-OngolaLab-UYI advocates for rigorous oversight of the appointment of young people in state administrations and companies.
What objective criteria should be defined to ensure selection based on competence and merit rather than political or personal affiliation?
The issue of appointments in public administrations and state-owned companies goes beyond mere generational renewal; it strikes at the very heart of institutional credibility and public performance. If we want to ensure that these appointments are based on competence and merit rather than political or personal affiliation, it becomes necessary to frame the process with clear, objective, and verifiable requirements.
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What transparent mechanism can be put in place to ensure equal opportunities for young people from different regions and social backgrounds?
The first condition is the public definition of expected profiles, directly linked to the strategic missions of the structures concerned. Technical skills, relevant experience, and a demonstrated ability to produce results must form the basis of any decision. But beyond qualifications, the issue of morality and integrity cannot be overlooked. A prior investigation into ethical background, professional reputation, and previous management of entrusted responsibilities would strengthen confidence in the selected profiles. Competence without integrity weakens institutions; integrity without competence limits their effectiveness. Both dimensions must be inseparable.
How can the desire to rejuvenate institutions be reconciled with the requirement for experience and competence for strategic positions?
The desire to rejuvenate institutions can perfectly fit into this logic. Rejuvenation should not be symbolic but based on the ability of young executives to lead structuring projects and meet the set requirements. When an appointment is framed by clear terms of reference, an obligation to achieve results, regular evaluation, and attention to national balance, age ceases to be a controversial factor and becomes a secondary element compared to performance.
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What institutional guarantees can prevent favoritism or clientelism in the selection process?
Leaders appointed to state administrations and companies must know that their continued tenure will depend on their ability to achieve measurable objectives, effectively manage public resources, and account for their actions. Periodic evaluation, based on transparent criteria, is a safeguard against inefficiency and clientelism.
The issue of territorial diversity and representativeness must also be considered with discernment. When appointments seem to consistently focus on profiles from regions that already have elites strongly present at the center of state power, a sense of frustration can arise among young people from other territories. It is therefore important that competence remains the central criterion, while ensuring balanced representation that reflects national plurality. An inclusive administration, where all regions and social backgrounds can legitimately see themselves represented, strengthens national cohesion and limits perceptions of exclusion.
What role could civil society, universities, or professional organizations play in strengthening the credibility and transparency of the process?
Consulting civil society, professional organizations, and, where relevant, experts from academia can help legitimize the process. This is not about transferring the power of appointment but about introducing consultative mechanisms to gather technical opinions, identify recognized skills, and provide an independent perspective on the profiles considered. This openness would strengthen the perception of fairness and reduce suspicions of favoritism.
Furthermore, any appointment should be accompanied by precise terms of reference, defining strategic objectives, performance indicators, and evaluation deadlines. Public responsibility implies obligations to achieve results.
Ultimately, restoring confidence in public appointments requires moving from a culture of proximity to a culture of demand. Transparency of criteria, integrity checks, consultation of independent actors, attention to national diversity, and the institutionalization of obligations to achieve results are essential levers for making appointments not privileges, but formal commitments in the service of the general interest and national unity.
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