By Han Jeong
The success of anti-corruption laws relies not only on the strength of legal frameworks but also on independent enforcement by agencies through merit-based approaches.
In a democracy, accountability is essential to government operations; however, public officials’ responsibilities are often unclear, and those who are accountable may lack the necessary information to assess how well these responsibilities are being fulfilled. This accountability issue has grown alongside the nation, as evidenced by the number of federal program enactments, estimated to be as high as 10,000.
Corruption not only damages the integrity of elected officials but also harms the economy by increasing transaction costs, which are ultimately passed on to citizens. It raises the cost of goods and services, increases national debt through recurring debt-servicing costs, and lowers the quality of goods. In a corrupt environment, resources are diverted to non-productive areas—such as the police, armed forces, and other mechanisms of social control—while public officials focus on protecting their positions and material wealth. As corruption becomes a primary source of income, it weakens democratic institutions and erodes public trust.
Photo: Katie Moum via Unsplash
Among various government efforts to combat corruption, the Office of Personnel Management (OPM) has effectively promoted a healthy system by directing agencies to establish and maintain accountability through the Merit System Principles. These principles apply to all executive agencies and cover all HR activities related to managing people based on merit.
The nine Merit System Principles ensure the federal workforce is managed efficiently and help reduce corruption by mandating: 1) recruitment, selection, and advancement based on merit through fair and open competition, 2) fair and equitable treatment of employees and applicants, 3) equal pay for equal work and rewarding excellent performance, 4) maintaining high standards of integrity and public interest, 5) efficient and effective employee management, 6) retention or separation based on performance, 7) employee education and training to improve performance, 8) protection from improper political influence, and 9) protection from reprisal for lawful disclosure of wrongdoing.
In short, the Merit System Principles reduce corruption by ensuring federal hiring, promotion, and disciplinary actions are merit-based, enhancing workforce quality, fairness, accountability, and public trust while preventing political influence and fostering more effective governance. Other groups seeking to improve accountability can draw valuable lessons from the Merit System Principles by developing their own frameworks that prioritize merit, transparency, and fairness. Implementing clear standards like these can help create a more accountable, efficient, and corruption-resistant environment, fostering public trust and improving organizational effectiveness.
All blog posts are opinion pieces produced by Associate Editors, and any and all beliefs expressed solely reflect the view(s) of the individual author. These publications do not reflect the official view(s) of the Law Journal for Social Justice, or any other organization, institution, or individual.
