Based on a career system, the Malagasy Civil Service recruits its staff in a variety of ways, and ranks them according to a well-established hierarchy based on their years of study and qualifications. While GPEEC and PNFOP are a springboard for reform, the civil service suffers from the failure of previous reforms, the mismatch between positions in the civil service and the skills of civil servants, and the lack of job specialization. In addition, it has to contend with the emergence of the merit system in employee promotion, the integration of new technologies into public services, and the gradual abandonment of the career system. In view of the LMD system of university training and learner achievements, the Malagasy Civil Service must adopt public management tools to motivate them to take up public jobs. Thus, the redefinition of conditions of access to the Civil Service and the rearrangement of civil servant categories aim to improve the salary treatment of civil servants, accompanied by a reform of the State's human resources management system.