Overview

This proclamation reforms Ethiopia’s civil service by introducing a merit-based, competency-driven, and performance-focused system to create a more effective and accountable government workforce.

Core Purpose

This Proclamation repeals and replaces the previous Federal Civil Servants Proclamation (No. 1064/2017). Its main goal is to establish a modern, transparent, efficient, and inclusive civil service system for the Federal Government of Ethiopia. It aims to enhance public service delivery and build a professional civil service based on principles of merit, competition, and competence.

Key words

Civil Servant, Merit-based recruitment, Competency framework, Competency certification, Behavioral competency, technical competency, Performance management, Results-oriented evaluation, Productivity, Efficiency, Talent management, Employee motivation, Incentive system, Reward mechanism, Retention strategy, public service delivery, Citizen satisfaction, Transparency, Inclusiveness, Diversity, Federal Civil Service Commission, Government office, Civil servant, Recruitment system, Promotion system

Definition of Civil Servant

A civil servant is:

• A person permanently employed in a federal government office

Excluded groups:

• Ministers and high-level political appointees
• Members of parliament
• Judges and prosecutors
• Military, intelligence, and federal police personnel

Key Aspects of the law

1. Guiding Principles and Values: The Proclamation emphasizes core values for civil servants and government offices, including:
   • Impartiality, independence, and accountability.
   • Transparency and rule of law.
   • Professionalism and honesty.
   • Efficiency and effectiveness.
   • Diversity and inclusiveness (representing Ethiopia’s diverse society, including nations, nationalities, persons with disabilities, and women).
2. Merit and Competency-Based System: The Proclamation establishes a system where recruitment, promotion, transfer, and career progression are based on merit, which is defined as a procedure involving open competition and objective competency assessment. Key elements include:
   • Competency Assessment and Certification: A new system is introduced where all civil servants (new and existing) must pass a technical and behavioral competency assessment to be hired, promoted, or retained. The Ethiopian Competency and Management Institute is established to provide training, conduct assessments, and issue competency certificates.
   • Transparent Recruitment: Employment will be based on an open, competitive process advertised publicly, with a central database of candidates and vacancies managed by the Institute.
3. Organizational Structure and Human Resource Planning:
   • The Civil Service Commission is tasked with approving organizational structures and job grading for all government offices.
   • A unified job evaluation and grading system is mandated to ensure equal pay for work of equal value.
4. Salary and Benefits System:
   • A Merit and Wage Board is established, chaired by the Prime Minister, to oversee and make recommendations on salary scales, adjustments, and benefits.
   • The Commission is required to study and recommend salary adjustments (base pay, ceiling salary) every four years and allowance revisions every two years, taking into account the country’s financial capacity and economic conditions.
5. Employee Rights and Conditions:
   • Working Hours: Regular working hours are set between 39 and 48 hours per week.
   • Leaves: The Proclamation details provisions for annual leave (20 days, with additional days for years of service), sick leave, maternity leave (120 days with pay), paternity leave, and leave for personal matters.
   • Employee Welfare: Government offices are responsible for occupational safety and health, providing a conducive work environment, and covering medical expenses for work-related injuries.
6. Performance Management and Accountability:
   • A robust performance management system is mandated, linking individual performance to institutional goals.
   • Performance appraisals are the foundation for salary increments, promotions, training opportunities, and other benefits.
   • Clear grievance handling and disciplinary procedures are established, with a two-tier system for hearings and appeals.
7. Promotion, Transfer, and Deployment:
   • Promotions are based on merit and competency assessment results.
   • Provisions are made for transfers, redeployment (when positions are abolished or there is a surplus of labor), and secondment to other government institutions or organizations.
8. Service Delivery and Reform:
   • Government offices must provide accessible, efficient, and customer-focused services.
   • A one-stop-shop digital public service is promoted to modernize and streamline service delivery.
   • A system for customer complaints and a “Charter Mark Evaluation” for service excellence are established.
9. Inclusivity and Affirmative Action:
   • The Proclamation mandates the implementation of diversity and inclusion plans to increase the participation of women, persons with disabilities, and minority groups in the civil service.
   • Special affirmative actions are outlined for women and persons with disabilities in recruitment, promotion, and training.
10. Administrative Court and Judicial Council:
    • The Proclamation establishes a Judicial Administration Council to oversee the administrative and disciplinary matters of the Administrative Court judges.
    • The Administrative Court is given jurisdiction to hear appeals from civil servants regarding specific issues like unlawful suspension, termination, and disciplinary penalties.

New Institutions and Bodies

• Ethiopian Competency and Management Institute: Responsible for competency assessment, training, and certification of civil servants.
• Merit and Wage Board: Oversees and decides on salary structures, benefits, and incentive policies.
• Judicial Administration Council: A quasi-judicial body with authority over the administrative and disciplinary matters of Administrative Court judges.
• Information Service: An organ within the Commission to manage a national database of civil servant profiles.

Repeal and Transition

The Proclamation officially repeals the Federal Civil Servants Proclamation No. 1064/2017 and other related laws. Existing laws, regulations, and directives for government offices that were excluded from the previous law will continue to apply until new regulations are issued under this Proclamation. It also stipulates the transfer of rights and duties from the Ethiopian Management Institute to the newly established Ethiopian Competency and Management Institute.

Effective Date

The Proclamation came into force on January 9, 2025,

 Comparison with previous laws

Area	1064/2017	1353/2025
Main Goal	Establish structured civil service system	Build modern, efficient, competency-based system
Recruitment	Merit-based but more procedural	Stronger transparency + competition + competency testing
Competency System	Introduced but limited	Fully developed competency evaluation & certification system
Performance Management	Standard performance evaluation	Results-oriented, productivity-focused system
Technology & Modernization	Limited emphasis	Strong focus on modern HR systems & service delivery
Inclusiveness	Includes affirmative action provisions	Stronger focus on diversity & inclusiveness
Incentives & Motivation	Salary increment & incentives	Advanced motivation, reward, and competition systems
Service Delivery	Internal HR focus	Citizen-centered, efficient service delivery
Institutional Efficiency	Administrative control	Efficiency, cost-effectiveness, and accountability
Retention Strategy	Mentioned	Strong emphasis on retaining skilled professionals