The document analyses integrity mechanisms in the public sector of Albania, Bosnia and Herzegovina, Kosovo, North Macedonia, Montenegro and Serbia.

It examines six key areas: anti-corruption policy, conflict of interest regulation, asset and interest disclosure systems, codes of ethics, whistleblower protection, and integrity training — benchmarked against international standards and good practices.

1. The authors note that, in recent years, countries in the region have significantly modernised their regulatory frameworks for integrity. However, the practical implementation of these mechanisms remains uneven. In particular, challenges persist in ensuring strategic continuity of anti-corruption policies, the limited use of risk-based approaches, and the insufficient development of monitoring and evaluation mechanisms.
2. In the area of conflict of interest regulation, formal legal frameworks have been established in all countries; however, their application in practice varies, including with regard to the scope of covered interests, post-employment restrictions, and the enforcement of sanctions.
3. Similar issues are identified in asset declaration systems, where, despite the existence of formal procedures, institutional and technical capacity for data verification remains limited.
4. The study highlights the fragmented application of codes of ethics, the limited effectiveness of whistleblower protection mechanisms, and the insufficient development of systematic integrity training, which is often ad hoc and does not cover senior officials.
5. With regard to whistleblower protection, it is noted that despite the existence of developed legal frameworks, practical implementation varies significantly. While basic safeguards (confidentiality and protection against retaliation) are generally in place, additional protective measures are not available in all countries, and the lack of digital platforms and centralised data systems hinders effective monitoring.
6. In the area of integrity training, it is found that programmes in many countries remain ad hoc and are not integrated into human resource management systems. Centralised governance of training is limited, senior officials are often not covered, and the collection and analysis of training data remain fragmented.

Priority areas identified include strengthening risk-based approaches, improving monitoring and evaluation mechanisms, enhancing the quality and availability of data, and reinforcing institutional integrity systems, including whistleblower protection and integrity training.