Civil Service Management Law:Critical evaluation of the goals of passing the law

The Civil Service Management Law was enacted in 2006 with three main objectives unifying the administrative and employment system, downsizing the government, and promoting meritocracy. This law addresses the existing complexities in hiring, employment terms, payment system, and pension funds within the public sector. Additionally, it sought to redefine the scope of activities for the public sector and streamline the government workforce, while promoting specialization and merit-based recruitment in the executive branches. After approximately 15 years of implementing this law, it is crucial to assess whether the aforementioned goals have been effectively achieved within legal system. This research utilizes a descriptive-analytical approach, drawing on available library resources, to evaluate the performance of the Civil Service Management Law in attaining its objectives. Findings show that various institutions and authorities have been excluded from the scope of this law, which contradicts intended goals of the legislation. Moreover, interpretative and executive policies that deviate from the original objectives of the law, as well as inadequate implementation strategies, are identified as significant obstacles and detrimental hindering the success of the civil service management law. Furthermore, according to the authors' argument attaining the first and third objectives, specifically the "integration of the administrative and employment system" and "meritocracy," face internal resulting from legislative deficiencies. On the other hand, obstacles to achieving the second goal, "downsizing the government," primarily stem from external executive factors. These challenges, both internal and external, have hindered the full realization of the goals set by the Civil Service Management Law.