The job evaluation system is one of the most important functions of human resources management. Its role is not only to measure staff performance, but also extends to the human resources management and development policies of the organization. Therefore, organizations are keen to complete the evaluation efficiently and effectively, to make it more useful and effective for the employee and the institution. This paper is part of an extensive field study. The problem of research is that the system of evaluation of the current performance in the civil service sector is done without the participation of the workers themselves, creating a gap that led to the inability of senior management to motivate staff and raise the level of satisfaction. Therefore, the research aims to discuss the effectiveness of the evaluation system towards the employees’ performance in the civil service sector, Challenges facing the evaluation process, and the impact of the performance evaluation system on job satisfaction. The researcher adopted the analytical descriptive approach, which is concerned with describing the phenomenon as it is, and describing the relevant inputs in order to find the results of the outputs. The findings showed that there is a strong relationship between the job evaluation system and the employee satisfaction level as well as the percentage of loyalty to the organization, the use the evaluation results for making promotions and bonuses payment. The researcher recommended using evaluation results for the identification of the staff training needs.