This study examines the positive correlation between merit-based systems, and performance of governmental organizations. In Egypt, A major development in the system of selecting senior civil servants was introduced by legislation through law No. 5 of 1991, modified by act no. 781/2010.The major provisions of the law stipulated that the personnel department of each government ministry, department or public sector unit must constitute a higher level permanent committee to decide upon the vacancies to higher level positions according to some perquisites including knowledge, skills, and attitudes. They must advertise them internally as well as externally through two prominent newspapers and on the electronic site of the unit. According to law No. 5, anyone promoted or selected to higher level managerial positions should have undergone leadership training, but unfortunately, it does not alter the arrangement of candidates.Vacancies are to have tenure of three years and they may be renewed for one period or more according to the performance appraisal of the leader. While the Law was an important innovation in the recruitment and promotion system of the highest civil service, in practice, the impression is that seniority within the departments plays a major role in getting the job. This study provides an assessment of leaders staffing to achieve a sustainable competitive advantage of the leaders’ functions.
Ismail, Mamdouh Mostafa Dr
"The Management of Senior Civil Servants in Egypt:Track and Fate,"
Arab Journal of Administration المجلة العربية للإدارة: Vol. 35
, Article 4.
Available at: https://digitalcommons.aaru.edu.jo/aja/vol35/iss2/4