Chapter 1. General rules.

1. This Instruction is intended for employees of the State Forestry Agency of the Republic of Uzbekistan, its system organizations and structural units (hereinafter referred to as agencies and system organizations) to read on ethics and anti-corruption issues. determines the order of organization.

2. This Instruction is aimed at preventing corrupt actions and eliminating the reasons for their commission, increasing the legal awareness of employees and educating them in the spirit of strict compliance with the legislation of the Republic of Uzbekistan and other internal normative documents of the Agency.

3. Programs and materials for training (hereinafter referred to as training) employees of agencies and system organizations in the field of ethics and anti-corruption are developed in accordance with the legislation of the Republic of Uzbekistan and this Guideline.

4. Training of employees of agencies and system organizations is based on the following principles:

impartiality and scientificity - the persons responsible for the preparation of educational materials in the field of ethics and anti-corruption ensure their compliance with the requirements of the legislation of the Republic of Uzbekistan, international standards and the results of scientific research on the theory and practice of ethics and anti-corruption;

convenience in practical terms - the forms, methods and materials of training of agency and system organization employees should be of practical importance, based on real situations, the level of understanding of knowledge acquired by employees and the ability to use them in solving specific practical tasks should be controlled. should include;

consistency and systematicity - training materials in the field of ethics and anti-corruption, as well as the procedure for training employees of the Agency and system organizations represent a consistent and structural-logical system. Teaching is carried out on the basis of transition from general concepts and realities to specific ones, from simple to complex, from elementary to advanced, etc.;

universality - taking into account the current knowledge and skills of the employees of the Agency and system organizations, creating educational materials that are understandable for them;

differentiated approach – anti-corruption training in agency and system organizations takes into account the results of corruption risks in specific functions and procedures. Employees occupying the positions most prone to corruption risks will receive additional special anti-corruption training;

continuous improvement of training methods and forms - the Agency and system organizations try to use the innovative achievements of technical and scientific development during the development of educational materials, training, as well as checking the mastery of knowledge by the employees of the Agency and system organizations.

Chapter 2. Priority tasks of education.

5. In determining the forms and methods of training, as well as in the formation of educational materials in the field of ethics and anti-corruption, the persons responsible for training the employees of the Agency and system organizations in the field of ethics and anti-corruption should rely on the following priority tasks:

to form a general idea about the essence of corruption, its appearance in various spheres of public life, the functions and procedures of agencies and system organizations, and its specific aspects, causes, and socially dangerous and harmful consequences;

Formation of a behavioral model based on strict and unconditional compliance with the laws of the Republic of Uzbekistan, ethics and moral values of anti-corruption behavior and other internal documents of the Agency and system organizations defined by the anti-corruption policy of the Agency and system organizations;

Acquaint the employees of the agency and system organizations with the anti-corruption principles, requirements and procedures applicable in the agency; to identify the conditions that lead to the origin of corruption risks and to form the ability to prevent them, to demonstrate intolerance to corrupt behavior, violations of the rules of conduct among the employees of the Agency and system organizations.

Chapter 3. Procedure for organizing training.

6. The Human Resources Department of the Agency is responsible for preparing training plans for employees of the Agency and system organizations, developing relevant training materials, training, as well as monitoring and controlling such training in the Agency.

7. The agency's anti-corruption compliance-control service participates in the preparation of training plans for the agency's employees, develops educational materials in the field of anti-corruption, and coordinates training.

8. The Human Resources Department of the Agency supervises the training discipline and the collection of information about it.

9. The Agency's Compliance-supervision service and the Human Resources Department may engage third parties for the preparation of training materials and for the implementation of training on the basis of contracts concluded with international or local organizations with relevant experience (in accordance with the procedure established by the Agency).

10. Training should include the following training programs: general anti-corruption training for all employees;

General training on the rules of conduct of agency employees; special anti-corruption training for positions most prone to corruption risks;

Special anti-corruption training for employees responsible for the implementation and development of the anti-corruption system in the agency.

11. General anti-corruption training and general training on the rules of conduct of agency system employees are mandatory for all employees of the Agency.

12. The general anti-corruption training for all employees of the Agency should be practically oriented and create the opportunity to acquire the following new knowledge or to repeat the existing knowledge:

To know the legislation of the Republic of Uzbekistan in the field of combating corruption, anti-corruption issues of the Agency, including established prohibitions, restrictions, rights and obligations, requirements for service behavior, internal documents on the sequence of actions when corrupt actions of the Agency's employees are detected ;

knowledge of law enforcement practices in the field of anti-corruption, conflict of interest and other anti-corruption requirements;

skills of applying the acquired knowledge, including the ability to assess corruption risks in various spheres of the Agency's activities, the ability to apply anti-corruption measures established in the Agency in practice.

13. The general training of Agency employees on the rules of conduct should be practically oriented for all employees of the Agency and ensure the acquisition of new knowledge or the repetition of existing knowledge about the principles and rules of ethics adopted by the Agency.

14. The agency's employees should pass tests aimed at checking the extent to which the material learned and understood as a result of the general anti-corruption training and the rules of conduct of employees and the possibility of applying the acquired knowledge and skills in practice.

15. If the employees of the Agency answer at least 70% of the questions correctly, they are considered to have successfully mastered the general anti-corruption training and the rules of conduct of the Organization's employees. If the employee answered less than 70% of the questions correctly, he can submit repeated tests within 5 working days from the day of passing the test.

16. Special anti-corruption training for positions most prone to corruption risks is conducted independently (in addition) to general anti-corruption training.

17. The list of positions most prone to corruption risks is formed in accordance with the methodology of assessing corruption risks in the Agency and system organizations.

18. Special anti-corruption training for positions most prone to corruption risks should include information on:

ways to identify and minimize corruption risks in specific functions and procedures that are most prone to corruption risks;

forms and types of corruption in specific functions and procedures that are most susceptible to corruption risks;

anti-corruption requirements specific to specific functions and procedures that are most susceptible to corruption risks when interacting with third parties;

internal documents containing additional requirements and procedures used in the implementation of specific functions that are most prone to corruption risks.

19. At least once a year, special anti-corruption training for employees responsible for the operation and development of the anti-corruption system in the agency, in the form of advanced training (seminar, training, etc.) conducted by participating in training organized by specialized authorized third parties (organizations).

20. Special anti-corruption training of employees responsible for the implementation and development of the anti-corruption system in the agency, changes in the anti-corruption legislation of the Republic of Uzbekistan, the formation of anti-corruption systems and the implementation of measures to prevent corruption in state bodies should include the study of advanced international methodologies.

21. The period of training and training specified in Clause 19 of this Instruction should include at least 10 (ten) hours per year.

Chapter 4. Training periods and periodicity.

22. Training is carried out within the framework of mandatory training provided by the legislation of the Republic of Uzbekistan and the internal documents of the Agency, regardless of the holding of joint conferences, meetings, symposiums with third parties.

23. Agency employees should be trained at least once a year in the field of ethics and anti-corruption.

24. Agency employees should be trained in the fight against corruption more than once a year in the following cases:

if the employee holds a position that is most prone to corruption risks;

upon appointment and rotation, if the person's new position is included in the list of positions most prone to corruption risks;

When cases related to corrupt actions are detected in the agency or when the level of corruption risk of the implemented function/procedure increases;

According to the decision of the director of the agency.

25. Employees hired or transferred to a new position in the Agency must undergo general anti-corruption and code of conduct training for the Agency's employees within 30 days from the time of employment or transfer to a new position.

When determining the training date, the approved annual schedule of training in the field of ethics and anti-corruption, the presence of vacancies in the group (for the full-time training form) and the training periods provided for in paragraphs 22-23 of this chapter and the need to follow periodicity is taken into account.

Further general anti-corruption training and general training of the Agency's employees on the rules of conduct are determined by the Personnel Department at least once a year for all employees.

26. In cases related to the fact that the employee occupies a position that is most prone to corruption risks or when the employee is appointed to such a position, special anti-corruption training is carried out in the terms specified in the annual schedule of training in the field of ethics and anti-corruption.

27. The Human Resources Department of the Agency annually prepares the training schedule for the following year and submits it to the Director of the Agency for approval by December 31.

When drawing up the training schedule, the employees' previous training periods are taken into account.

In the training schedule, the name of the training course, the date, as well as the assigned training positions are indicated.

According to the approved schedule, the responsible personnel of the Personnel Department will notify the employees 10 working days before the start of training. If there is no opportunity to study in the specified period (for full-time study, for valid reasons such as high seasonal workload, sick leave, planned vacation), the employee must change the study no later than 5 (five) working days before the start of the study. In order to move to a new date, he must notify the Personnel Department.

Chapter 5. Control of training discipline and storage of documents.

28. The Human Resources Department collects information on the training of the Agency's employees in the field of ethics and anti-corruption and submits them to the Agency's Compliance Control Service on a quarterly basis.

The Agency's Compliance Oversight Service will analyze the data received (including training discipline, topics of difficulty for employees and test questions) and include the results of the analysis in regular reports on the implementation and development of the anti-corruption system, as well as o ensures that corrections are made to teaching materials (when necessary).

29. If the employee does not pass the assigned training or tests based on its results within the specified periods, the head of the personnel department will warn the manager of such an employee in order to make an appropriate decision against him.

30. The training schedule, application forms, test results, other documents confirming that the employee has studied are stored in the Personnel Department of the Agency.

Chapter 6. Final Rules.

31. This Guideline will be revised when changes are made to the legislation of the Republic of Uzbekistan and the internal documents of the Agency, when international best practice in the field of organizing anti-corruption training changes. The Agency's Compliance Oversight Service is responsible for making changes to this Guideline.

32. An employee of the Agency is personally responsible for compliance with the principles and requirements of this Instruction, regardless of the position, seniority, position and other factors.