Anita Noskowska-Piątkowska: Returning to Constitutional Values in the Civil Service

The Polish civil service is undergoing a significant reform process, a flagship initiative promised by the 15 October coalition government. While the process has been slower than anticipated, with the draft amendment only now reaching the consultation phase, officials emphasize that substantial groundwork has been laid. Anita Noskowska-Piątkowska, a key figure in this reform, explains that the initial focus on amending senior appointment procedures has broadened to encompass a more comprehensive overhaul of human resource management strategies. This wider scope, influenced by feedback from various government offices and professionals with extensive experience in the civil service, requires careful planning and execution.

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We are returning to constitutional values in the civil service.

Beyond the procedural changes, the reform seeks to re-establish core constitutional values within the civil service. This includes addressing practical concerns raised by civil servants, such as improving HR management tools and revising contract terms. The position of the head of the civil service, initially a lower priority, has emerged as a critical element during consultations, highlighting the interconnectedness of various reform components. The government's commitment to a thorough and inclusive process is evident in the extensive feedback received, with over 300 comments submitted after the human resources management strategy was adopted in January.

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The civil service does not generate external interest on a daily basis, but when we put the strategy on the table, everyone suddenly became interested.

A pressing challenge facing the Polish civil service is its demographic profile. With only 5.7% of civil servants under 29 in 2025, the corps is significantly older than in the national economy or private sector. This generational gap poses a risk to the long-term sustainability and dynamism of public administration. To counteract this, the government is actively engaging with universities and recent graduates, aiming to rebrand the civil service as a modern and attractive career path, dispelling outdated perceptions. The introduction of a centralized e-recruitment system is also planned to streamline the application process and increase visibility of opportunities across the country.

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In the last report for 2025, I indicated that only 5.7% of civil service members are under 29 years of age – this is a very bad result.