Ta3een System in Libya: How Patronage Appointments Inflate the Public Sector
In Libya, the concept of “ta3een” (تعيين), loosely translated as “appointment,” has become emblematic of a deeply entrenched system within the country’s public employment structure. This practice, which involves the appointment of individuals to government positions based on personal, political, or tribal connections rather than qualifications or merit, has permeated every level of the public sector. The result is a bloated bureaucracy that sustains itself through patronage networks and is virtually immune to the pressures of accountability. While “ta3een” was not invented in the wake of Libya’s post-revolutionary turmoil, it has been exacerbated by political instability, corruption, and a weak institutional framework.
Despite its damaging outcomes, the concept of ta3een is widely understood by many Libyans to have originated from well-intentioned roots – an effort to reward loyal and hard-working public servants for their dedication, long years of service, and direct contributions to the country. For some, it is seen as a means of honoring commitment and ensuring that those who have worked tirelessly in government roles receive opportunities that reflect their sacrifices for Libya’s progress and stability. The consequences of this system, however, are felt not only in the fiscal strain it places on the state but also in the erosion of public services that are vital to Libya’s development and long-term stability.
The Anatomy of “Ta3een”
At its core, the practice of “ta3een” ensures that government employees enjoy nearly unassailable job security. Once appointed, these employees are typically immune to dismissal, even in cases of absenteeism, underperformance, or inefficiency. This job security, while seemingly attractive to those seeking stability in a country marked by economic volatility and frequent political upheavals, has contributed to a stagnating public sector. Employees may draw regular salaries while contributing little or nothing of value to their workplaces, especially in areas like education, health, and infrastructure – sectors that are already struggling to meet the needs of the population.
One of the defining features of “ta3een” is the role that political loyalty and tribal allegiances play in determining who secures these coveted government positions. During times of political upheaval, such as Libya’s civil war and its aftermath, public employment has been wielded as a tool of social and political patronage. In a country divided by competing militias, tribes, and political factions, job appointments have often been used to secure loyalty from key groups or to neutralize opposition. In this context, the hiring process has little to do with the candidate’s qualifications or ability to contribute to the public sector. Instead, it is about maintaining control over the country’s political and social landscape.
This culture of patronage has created a phenomenon that is often referred to as “ghost employment.” Ghost workers are individuals who are formally employed by the government but rarely, if ever, appear at their assigned posts. Despite their absence from the workplace, these individuals continue to collect salaries, contributing to an ever-growing public payroll without any corresponding increase in productivity or service delivery. This phenomenon has been a major driver behind the unsustainable growth of public sector wages in Libya, particularly when public employees represent a substantial portion of the workforce. The effect on government finances has been devastating. According to some estimates, public sector wages now consume around 25% of the country’s GDP, a figure that underscores the unsustainable burden placed on the state’s budget.
Fiscal Strain and Deteriorating Public Services
The fiscal consequences of “ta3een” cannot be overstated. The Libyan government allocates an enormous portion of its budget to salaries for a public sector that often provides little in return. The ballooning wage bill has crowded out critical spending on infrastructure, development projects, and other long-term investments necessary for the country’s recovery and growth. In a country rich in oil resources but burdened by political instability and conflict, the diversion of financial resources to unproductive sectors has stymied any meaningful economic diversification. The immediate effect is a failure to invest in the country’s human capital and infrastructure, perpetuating a cycle of underdevelopment and dependency on oil revenues.
In the areas of public service delivery, the consequences of “ta3een” are even more pronounced. Healthcare, education, and other essential services have all suffered under the weight of an overstaffed public sector. Government offices and hospitals often operate at suboptimal levels of efficiency, plagued by absenteeism and lack of accountability. Teachers may be absent from schools for weeks at a time, while doctors and nurses are frequently absent from their posts. Meanwhile, the citizens who rely on these services are left to grapple with the consequences of a system that prioritizes political loyalty over competence. The result is a public sector that is not only inefficient but also disconnected from the needs of the population.
The Social Implications: A System of Inequality
The system of “ta3een” has far-reaching social implications as well. Public sector employment has long been viewed as the default path to economic security in Libya. In a country with high unemployment and a weak private sector, government jobs offer stability and the promise of a regular salary, even if the work itself is unfulfilling. For many Libyans, securing a public sector job becomes a matter of survival.
However, this reliance on political and tribal networks for employment has reinforced social and economic inequalities. Those who lack the right connections, particularly youth and individuals from marginalized regions, are often excluded from access to these coveted positions. As a result, a generation of young Libyans has become disillusioned with the public sector as a vehicle for economic advancement, while those with the right connections secure positions that offer little in terms of personal or professional growth. The widening gap between the privileged few and the rest of the population contributes to a sense of frustration and alienation, particularly in the face of rising unemployment and economic stagnation.
Moreover, the system of “ta3een” has entrenched corruption at every level of government. The lack of transparency and accountability in hiring practices fuels a broader culture of inefficiency and misconduct. Institutional weaknesses, combined with the absence of meaningful reforms, have made it nearly impossible to dismantle this patronage system. Attempts at public sector reform have been met with resistance from those who benefit from the status quo, while the absence of a functional state apparatus to implement reforms further weakens any efforts to address the problem.
The phenomenon represents a significant challenge to the country’s efforts to build a functional, efficient, and transparent public sector. By prioritizing political loyalty and tribal allegiance over merit, the practice has fostered inefficiency, corruption, and fiscal strain, while simultaneously eroding the quality of essential public services. With the public sector consuming a disproportionate share of the government’s budget, there is little room for investment in the areas that are needed to secure Libya’s long-term economic development and stability. Unless fundamental political and institutional reforms are implemented, the cycle of patronage and inefficiency will likely continue, deepening the country’s challenges and hindering its prospects for recovery.
