ABSTRACT
Skill and competencies are pivotal for human resource management as these are the input ingredients for various facets of human resource management and development. Role of skills and competencies in assessing performance of civil servants and introducing civil service reforms is evident in contemporary governance practices (Hood & Lodge 2004). OECD (2017) has emphasized the importance of various skills and competencies for effective performance of civil service. The civil service reforms undertaken in Pakistan has not given a very high level of consideration to the skills and competency-based management of civil service (Naveed & Ghani 2013). This research addresses the gap of non-availability of skills and competencies as swell as their associated definitions, to be used for various human resource and performance management aspects of federal civil service in Pakistan. This qualitative study was conducted using exploratory research as a core strategy to identify and define the skills and competencies that should be possessed and demonstrated by the high career and mid-career civil servants in federal public service of Pakistan. These skills and competencies were categorized using thematic analysis and definitions were produced based on the key themes and subthemes as emerged from the data. The study concluded that skill and competencies including strategic visioning & direction setting, policy and planning, competence to serve the public, initiating and leading change, people & human resource management, outreach and networking, digital skills/competencies, technical skills (domain expertise), financial management skills, project/programme design and management skills, communication skills, analytical skills, intellectual honesty, integrity, and transparency and leadership skills, are the key skills and competencies identified for high and mid-career civil servants. However, the definitions of these skills and competencies differ significantly for high and mid-career civil servants owing to the quantum and scope of work they require to handle based on their assigned roles in accordance with the mandate of the organizations, where they serve.