2024-11-07 22:38:00
High Court of Justice (TSJ) Written Examination (Specified Section) for Competition to Fill Vacancy of Deputy Legal Secretary Canceled Performs the functions of the Public Defender Collaborative Assistant at the Capital Justice Center.
In accordance with this measure provided for in Agreement No. 1219 Series A of November 7, 2024, The apex body seeks to avoid any offence, ensuring the utmost transparency, impartiality and seriousness Promotion to civil servants as judges in Córdoba must go through a competitive selection process.
In this sense, the TSJ emphasizes that since 1997 it has vigorously pursued a policy of increasing personnel income and promotion through background and opposition competition. “Unlike other courts, or even provincial or national administrations, appointments are strictly discretionary, In Córdoba, entry and promotion to most civil service categories has been through competition for 27 years.“, expressing determination.
Likewise, TSJ recalled that its background-based and anti-competition employee compensation and promotion policies “are based on the following principles: Transparency, equal opportunity, unrestricted respect Ranking of candidates according to merit and selection based on merit, all consistent with the ideals imposed by democratic and republican values.
In the face of complaints from trade unions participating as observers in such processes, the TSJ gave priority to the public interest in safeguarding a selection mechanism based on suitability “… and through selection on the basis of “strict merit, strict honesty and a strong ethical code of conduct” To integrate judicial personnel and justify the measures.”
For these reasons, the senior body considers it “absolutely necessary” to return the selection process to the stage of admitting applicants and approving the general part. It therefore called on those who took the exam in question to undergo a new selection assessment on December 14, 2024.
The guidelines for the above-mentioned examination will be determined by a new evaluation panel composed of waitress María Eugenia Ballesteros, legal counsel Diego Julián and Judge José Milton Peralta as Pre-Trial Court judge. José Milton Peralta). At the same time, the waitresses María Susana Frascaroli and María Natalia Salomón will become members of the Cooperation Committee (Agreement No. 1257).
At the same time, the Supreme Court ordered the launch of an administrative investigation into the TSJ Compendium Secretariat to determine the responsibility of those censured by the trade union association. This investigation is already underway.
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**Interview with Dr. G Di Federico on Judicial Recruitment Practices**
**Interviewer**: Thank you for joining us today, Dr. Di Federico. Your recent research highlights significant methodologies in the recruitment and evaluation of judges globally. Could you please explain the importance of these practices?
**Dr. Di Federico**: Thank you for having me. The recruitment and evaluation of judges and prosecutors are crucial not only for the integrity of the judicial system but also for public trust. Effective practices ensure that judges possess the necessary competencies and ethical standards to uphold the law impartially.
**Interviewer**: Recently, the High Court of Justice (TSJ) in Córdoba canceled a written examination for the position of Deputy Legal Secretary, citing a commitment to transparency and impartiality. How does this align with your findings on judicial recruitment?
**Dr. Di Federico**: This move by the TSJ aligns well with the trend towards enhancing transparency in judicial appointments. My research indicates that competitive selection processes, like the one adopted in Córdoba, mitigate biases and help in nurturing a capable judiciary. The cancellation suggests a proactive approach to avoid potential offenses and reinforces the need for integrity in these processes.
**Interviewer**: The TSJ mentioned that since 1997, they have pursued vigorous competition-based recruitment for civil servants. How does this long-term approach impact the quality of the judiciary?
**Dr. Di Federico**: The emphasis on competition over discretionary appointments has significantly elevated the quality of judicial personnel in Córdoba. By maintaining a meritocratic system, the court fosters an environment where only the most qualified candidates are selected. This not only enhances the capabilities of the judiciary but also strengthens public confidence in its decisions.
**Interviewer**: In your view, what can other regions learn from Córdoba’s approach to judicial recruitment?
**Dr. Di Federico**: Córdoba serves as a model for many jurisdictions. Other regions can learn the value of transparency and competitive selection. Implementing similar frameworks can help ensure that judicial appointments are based on merit rather than personal connections, ultimately leading to a more robust and trustworthy legal system.
**Interviewer**: Thank you, Dr. Di Federico, for sharing your insights. It’s clear that recruitment practices have a profound impact on our justice systems.
**Dr. Di Federico**: Thank you for having me. It’s vital that we continue to discuss and improve these processes for the benefit of society as a whole.
