á-vis its portfolio8; and (iii) continuous training in specific matters where the MPs have more difficulties. Objective 5: To ensure accountability, efficiency and effectiveness of public officeholders and Civil Servants With regards to this objective the APR Panel recommended the introduction of recruitment mechanisms based on merit in the public sector (i); increase of training capacity for more public servants (ii); Increase significantly the Local Initiative Investment Fund and review the fund with a view to making access free from political influence (ii); and enhance the role of traditional rulers by providing them with enforcement capability. (iv). 55. On the recommendation of the APR Panel on the need to create a mechanism for recruitment in the public sector based on merit, the Government approved the General Statute for Public Servants and Agents - Law N.º 14/2009, of 17 March, and the respective regulation through Decree N.º 62/2009, of 8 September, which foreseen mechanisms for recruitment in the public service. In addition, a new System for Management and Performance in Public Administration (SIGEDAP) was passed by Decree Nº. 55/2009, of 12 October and it is being implemented. It is based on this tool that public servants sign performance agreements in particular those who hold positions of directorship and leadership, including in the public institutes. 56. Notwithstanding the government effort in creating norms and procedures for recruitment and modernization of the public service, in some sectors of society there is still a sense of mistrust – which is necessary to give an end, once for all – that recruitment, appointment and progressions in carriers in the public sector is done based on subjective criteria such as friendship, familiarity or political convenience. Therefore, it must be seen as a real challenge to the competent institutions to promote and strengthen on a continuous bases transparency in this process in order to overcome mistrust that still persists in some sectors of society discussed above. 57. With regards to the recommendation of the APR Panel on the need to increase the training of more civil servants, the Government indicated that it is making reforms on the training curriculum of IFAPAs and ISAP, and the following was achieved in terms of training in the area of public Administration at basic, medium and higher levels during 2012: 1120 (basic education); 6351 (medium level) and 884 (higher education). 58. It should be noted further that the training of civil servants have also occurred in other educational institutions which are also open to state employees. The sum of these events led to the reconfiguration of the pyramid in terms of education prevailing in the public sector, and for example in 2009, 82% of civil servants had the basic and elementary level. The percentage was increased to 42% and 17% respectively in 2012. Employees with medium level now constitute 29% and 12% holds higher level. 59. The following budget was allocated to training institutions: 8 It should be noted that the increase of budget mast have its result in increase of passing of legislation. 28