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- Minister says new model links recruitment, promotion, training and performance management under unified merit-based approach
- Reform expected to improve efficiency, fairness, quality of public service delivery
AMMAN — Minister of Public Sector Development Badriya Balbeisi said the government’s adoption of competency frameworks will reshape Jordan’s public sector human resources system by linking recruitment, promotion, training and performance management under a unified, merit-based model.
The frameworks are key pillars of the government's public sector modernisation programme aimed at establishing unified standards for human resources management across government institutions.
They cover a broad range of government functions, including human resources, digital transformation, information management and data analysis, cybersecurity, legal affairs, procurement, government inventory management, media and communication and service delivery.
In remarks to The Jordan Times, Balbeisi said that the competency frameworks are not intended as isolated tools for hiring or promotion, but rather as a comprehensive reference that integrates all human resources functions under a single system grounded in efficiency, merit and equal opportunity.
She said that at the institutional level, the frameworks will help government entities clearly define the knowledge, skills and behavioural competencies required for each job, enabling more accurate and objective HR decisions.
"When job requirements are clearly defined, institutions can select the most suitable candidates, better identify training needs, develop employees based on actual gaps, and build more effective talent management and succession planning systems," she said.
At the employee level, Balbeisi said that the frameworks will provide greater clarity regarding career expectations and progression. Employees, she added, will have a clearer understanding of what is required to succeed in their current roles and advance to future positions, allowing them to link training and professional development more directly to career growth.
She stressed that the ultimate impact of the reforms will be reflected in improved public service delivery.
"As selection, development and promotion become more competency-based, this will lead to faster service delivery, greater accuracy in procedures, improved interaction with citizens and stronger institutional responsiveness," she said.
Balbeisi also stressed that implementation will be gradual and developmental rather than disruptive, particularly for existing public sector employees.
She said competency frameworks are designed as a tool for development rather than immediate evaluation, helping employees identify skill gaps and access targeted training programmes to support career progression.
Future appointments and promotions, she added, will increasingly rely on competency-based criteria to strengthen merit and objectivity in HR decisions while ensuring alignment between job requirements and employees' actual capabilities.
Responding to questions about institutional readiness, particularly in technical fields such as digital transformation, data management and cybersecurity, Balbeisi said that the adoption of competency frameworks is part of a broader reform process and not its final stage.
She noted that the transition requires complementary institutional tools that are being developed in parallel, including strengthening the Government Competency Centre and introducing diversified assessment methods capable of measuring knowledge, technical skills and behavioural competencies.
"Work is also underway to develop modular training programmes directly linked to the competency frameworks, enabling continuous capacity building and helping institutions systematically close skills gaps over time," she added.
Balbeisi said that the frameworks are not merely reference documents, but the foundation for a long-term transformation of public sector human resources, shifting the focus from inputs such as qualifications and experience to measurable performance, capability and outcomes.
She also stressed that while the frameworks establish a national reference for required competencies, full implementation depends on building institutional readiness gradually through training, assessment tools and system integration.
