FAQ

The Ministry of Administrative Development (MOAD) was established under Legislative Decree No. 39 in 2014. Its roles and responsibilities were defined by Decree No. 281, and in 2018, Law No. 28 specified its tasks, competencies, and organizational structure.

MOAD aims to implement the state’s general policy in all matters related to administrative development and reform, prevent corruption, and support institutional transparency to achieve comprehensive and sustainable development.

The ministry achieves its objectives by developing integrated administrative reform strategies, proposing legislative amendments, measuring public entities' performance, studying organizational structures to improve efficiency, and approving development plans in coordination with executive bodies.

MOAD’s core corporate values guide its operations: Efficiency and Institutional Excellence, Negotiation and Accountability, Innovation and Technology, Empowerment and Participation, Commitment and Responsibility.

MOAD’s strategic goals include comprehensive reform of government organizational structures, enhancing human resources efficiency, supporting and measuring institutional performance, full digital transformation, and increasing citizen satisfaction.

MOAD focuses on ten key operational axes: 1. Institutional Organization – Building a flexible and efficient government apparatus, reducing structural complexity, key actions: restructuring, developing job descriptions, simplifying procedures. 2. Institutional Performance Support & Measurement – Enhancing government efficiency and transparency, key actions: defining performance indicators, promoting performance culture, launching a unified platform. 3. Employee Records Management – Developing integrated HR data systems, automating procedures, key actions: national HR database, workforce analysis, tracking. 4. Human Resources Planning – Strategic workforce planning to meet current and future needs, establishing predictive mechanisms and policies. 5. Recruitment & Staffing – Merit-based recruitment, ensuring transparency and fairness. 6. HR Evaluation – Comprehensive performance evaluation linked to promotions and development, digitizing evaluation processes. 7. HR Development – Training and skill development, promoting continuous learning. 8. Compensation & Benefits – Fair, performance-linked compensation systems. 9. Development of Administrative Development Directorates – Standardizing directorate structures for better implementation. 10. Institutional Culture Development – Creating a supportive, value-driven, transparent work environment.