Likewise, the PDD participated in the meetings of the sub-working groups formed to facilitate implementation of the LoIA in specific areas. A separate sub-working group was created to ultimately prepare recommendations to correct identified gaps and loopholes in the LoIA and its associated by-laws. This sub-working group finalized its activities in November 2011 and a final assessment and recommendation report was prepared. This document was to serve as a preparatory tool for the future revision of the LoIA and its by-laws. The main issues addressed in the recommendations were the transparency of the human resources system, the implementation of the Act of Systematization, the role, position and status of training coordinators, and the need for a comprehensive analysis of the evaluation process of MoIA employees. Following the PDD’s suggestion, it was expected that the same actors would continue meeting in a different format in 2012, which would allow the MoIA to continue to benefit from discussions and advice while continuing with the full implementation of the LoIA. As a continuation of its earlier support provided to the MoIA on the part of human resources management, and in line with the WG recommendations, the PDD closely monitored the overall evaluation process of the Ministry employees. As prescribed by the LoIA, the 2010 performance evaluation was completed by the end of March 2011. As part of the PDD’s efforts to promote a transparent career system three workshops were organized for 45 mid and high-level MoIA managers on the subject of “Personal Appraisal Reports and Career Development”. A study trip to Hungary was organized under the same programme for high-level MoIA managers from the Human Resources Sector and the Central Police Services to provide participants with an overview of the best practices of the Hungarian Police Human Resources Management System, as well as with a review of its career development and disciplinary procedures. The visits were expected to facilitate the drafting of a new by-law to assist the implementation of the latest amendments to the Law on Personal Data Protection. As a follow-up to the study tour, a two-day training seminar was organized to support the development of the MoIA’s human resources system, with a focus on disciplinary procedures. The seminar gathered 90 participants: top and mid-level managers in the MoIA, representatives from the Hungarian National Police and representatives from the international organizations in the Host Country (EU, ICITAP and OSCE). This activity served as a platform for the discussion and elaboration of disciplinary procedures, and the exchange of lessons learned. It also supported the participants to acquire new skills to develop clear, transparent and objective disciplinary procedures. Subsequently, the MoIA issued a standardized document on its disciplinary procedures, which can serve as a guideline. In order to help high-ranking MoIA officials to build their leadership and strategic capacities, the PDD also organized a tailor-made “Management Training” for 19 senior officials including the Heads of all SIA’s and Border Police. Participants enhanced their knowledge of strategic planning and policy creation in order to envisage a modern system of human and material resources management. Police Training This programme continued to focus on building up further professionalization of the MoIA staff. Capacity-building activities have been developed to help support the sustainability of the established training structure at centralized and decentralized level, as well as to improve the managerial skills of MoIA mid-level structures. Envisaged tasks included monitoring and evaluation activities, as well as targeted training courses, workshops, and study visits, using modern training methods and curricula. Overall, 207 police officers were trained in the courses organized or otherwise supported by the PDD in 2011. 72