The assessment of the transparency, openness and meritocracy of public service and human resource management focuses on five critical aspects – 1) transparency of statistics and reports on civil service, 2) transparency of temporary hiring in the civil service, 3) transparency and merit principle of recruitment process, 4) merit-based selection and protection of top managers from undue political influence, and 5) transparency and clarity of information on civil service remuneration. The first aspect examines the availability of statistics or reports that cover civil service structure and key elements of civil service policy and HRM. The aspect of temporary hiring focuses on conditions and limitations for temporary hiring, while also examining the application of merit-principle and the openness and transparency of the hiring procedure. The aspect devoted to the recruitment process focuses on accessibility of vacancy announcements, existence of administrative burden, equal opportunities for external candidates in the application process, institutional support to applicants, transparency of outcomes, and citizens’ perception on the meritocracy of recruitment. When it comes to the top managers in the civil service, the emphasis is placed on merit-based nature of recruitment and appointment practices and the use of objective dismissal criteria, as well as on limitations on acting appointments, the extent to which appointments are protected from political influence in practice, and the competitiveness of procedures. Finally, the last aspect is devoted to transparency and clarity of the civil service remuneration system and the existence of citizen-friendly presentations on its main aspects. Findings of this report reflect the period since the publication of the PAR Monitor 2021/2022, starting from the second half of 2022, and until the end of 2024