Public Service and Human Resource Management

Professional, responsive and accountable public servants acting with integrity are key for high-performing public administrations. HRM planning must be evidence-based and recruitment based on merit, with effective performance management. Remuneration and working conditions should be competitive and fair with clear, defined rights and obligations for civil servants. Top management must be competent.

Public Service and Human Resource Management - at a glance

Average indicator values are presented for each area and country. Click on the rows and columns to sort the table by highest value, or “show progress” to include trends over time.

ALB XKV MNE MKD SRB AVG
Scope of public service
4
4
5
3
4
4
Policy and institutional framework for HRM
3
3
2
3
3
2.8
Merit-based recruitment
5
2
3
4
3
3.4
Merit-based termination and demotion
3
3
5
3
2
3.2
Merit recruitment/dismissal of top civil servants
3
3
3
0
3
2.4
Fair and competitive remuneration
2
1
2
4
4
2.6
Professional development
4
3
2
2
3
2.8
Fair disciplinary procedures
4
4
4
1
4
3.4
Integrity of public servants
4
4
2
3
3
3.2

Compare performance

Pick a country and year above, and use the menu below to sort indicator values based on best or worst performance. Compare against the regional average, the highest performer and past performance.

Average
Highest Value
2017

Average, 2021

Scope of public service Policy and institutional framework for HRM Merit-based recruitment Merit-based termination and demotion Merit recruitment/dismissal of top civil servants Fair and competitive remuneration Professional development Fair disciplinary procedures Integrity of public servants

Most significant change

Green bars show the indicator values that advanced most. Red bars shows those that deteriorated most. Only indicator values that have changed are shown.

Average from 2017 to 2021

Merit-based termination of employment and demotion of civil servants Integrity of public servants Adequacy of the scope of public service Meritocracy and effectiveness of recruitment of civil servants Fairness and competitiveness of the remuneration system for civil servants Adequacy of the policy, legal framework and institutional set-up for professional human resource management in public service Merit-based recruitment and dismissal of senior civil servants Quality of disciplinary procedures for civil servants Professional development and training for civil servants