The movement of personnel between employment in the public and private sectors, referred to as the "revolving door" phenomenon, is well known in many countries. It raises particular attention in the context of the response of governments to the financial and economic crisis. How can governments draw on the expertise of former private sector employees, while safeguarding the integrity of their policy decisions and offering employment conditions that attract experienced candidates to public office? How can governments let public employees move to the private sector without risking the misuse of inside knowledge? How to ensure a level playing field for business and avoid unfair advantages for competitors? The OECD survey of 30 member countries shows that the vast majority of countries have established basic standards for preventing post-public employment conflict of interest. Few have tailored these standards to address risk areas and professions such as regulators or public procurement officials. Enforcing standards and imposing suitable sanctions remains a challenge for many countries. The search for good practice principles and frameworks shows that effective revolving door policies and practices depend on: first, an understanding and continuing reassessment of risks; second, effective communication with all parties, including the private and non-profit sectors; third, transparent approval and appeal processes; and fourth, supporting compliance with timely, consistent and equitable sanctions. These principles serve as a point of reference for policy makers and managers to review and modernise post-public employment policies. It is part of the pathfinding efforts of the OECD to promote public sector integrity for cleaner, fairer and stronger economies.