For a reform of the Malagasy Civil Service
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Based on the career system, the Malagasy Civil Service recruits its agents in different ways, and classifies them according to a well-established hierarchy according to their years of study and their diplomas. If the GPEEC and the PNFOP constitute a springboard for its reform, it suffers from the failure of previous reforms, the mismatch between positions in the Administration and the skills of the agents, and the non-specialization of professions. In addition, it must face the emergence of the merit system in the promotion of employees, the integration of new technologies in public services, ...
Based on the career system, the Malagasy Civil Service recruits its agents in different ways, and classifies them according to a well-established hierarchy according to their years of study and their diplomas. If the GPEEC and the PNFOP constitute a springboard for its reform, it suffers from the failure of previous reforms, the mismatch between positions in the Administration and the skills of the agents, and the non-specialization of professions. In addition, it must face the emergence of the merit system in the promotion of employees, the integration of new technologies in public services, and the gradual abandonment of the career system. Taking into account the university training offered by the LMD system and the learner's prior learning, the Malagasy Civil Service should adopt public management tools to be able to motivate them to occupy public jobs. Thus, the redefinition of the conditions of access to the Civil Service and the rearrangement of the categories of civil servants aim to improve the salary treatment of public agents, accompanied by a reform of the State human resources management system.
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