OLD HABITS VS. NEW DEMANDS: CHALLENGES IN REFORMING TOP MANAGERS IN NORTH MACEDONIA’S PUBLIC ADMINISTRATION

Abstract

A significant factor in determining whether a country will thrive is the quality of its public
administration. Citizens are far more likely to enjoy a higher quality of life if their country’s public
administration has the capacity to fulfill its duties effectively and perform optimally. The business
sector is more likely to develop when the public administration operates smoothly and provides
stability, as well as quick and accessible services. The civil sector, likewise, can rely on a capable
and responsive partner if the public administration functions transparently and efficiently. In other
words, the institutions falling under the umbrella term “public administration” are responsible for
enforcing the law (while considering both individual rights and the public interest), implementing
policies, supervising compliance with regulations by citizens and legal entities, delivering public
services, and more. For that reason, they play a vital role in ensuring citizens’ well-being, fostering
a business-friendly environment, and contributing to the development and success of the civil
sector. Given this, it is essential that these institutions are properly managed. This requires top
public managers who are competent, informed, well-equipped, responsible, and sufficiently
independent. In this context, the paper at hand examines top public managers in the Republic of
North Macedonia. It explores not only the legal framework governing managers in the public
administration (also referred to as top public managers, office holders, elected and appointed
persons, or functionaries), but also the actual practices concerning their recruitment, performance
evaluation, accountability, and dismissal. The suggestions the authors provide throughout the
paper are envisaged as a remedy against the systemic weaknesses that have been identified and
that are elaborated upon herein.