The Legal Framework for the Management of Human Resources of the Public Administration in Timor-Leste (2025)

Introduction: In the transitional governance until the initial periods of the First Constitutional Government, the rules contained in Directive No. 200/4, of 30 June, applied. This only ceased to be in force after the approval of the Civil Service Statute, in 2004. The matter relating to the management of human resources is the responsibility of each institution, respectively. However, this paradigm underwent changes after the creation of the Civil Service Commission in 2009, with the management of human resources in the public sector, both in the Direct and Indirect State Administration of the State, becoming the competence of this personalized service. Research Objectives: To know and ensure a politically impartial, impartial, merit-based, high-quality service purpose with high standards of professionalism and that can provide quality services to the State and the population of Timor-Leste. Research Methodology: We use the documentary research method, that is, the deductive method in which the data were collected through bibliographic references (books, articles, internet, etc.) and internet and the ideas, opinions of our jurist. Conclusion: The human resources management practices in the periods prior to the existence of the Civil Service Commission were carried out and decided by each institution. Such a paradigm ceased to exist after the establishment of the aforementioned Commission, which aims to guarantee a politically, impartial, impartial, merit-based public function, with high standards of professionalism and that can provide quality services to the State and the population of Timor-Leste cited by (Corte Real AG., et al, 2025).