Arrangements for the acceleration of the staff recruitment process in the public sector, through the Supreme Council for Staff Selection (ASEP) and the staffing of public services in specific regions of the country, a draft law of the Ministry of the Interior that was submitted to Parliament. .
With the draft law “Acceleration of recruitment through ASEP, amendments to the Code of Status of Political Public Administration Employees and NPDD Employees. and in the Municipal and Community Employees Status Code, an incentive and reward system for public employees, regulations regarding the evaluation system of public employees and other provisions to improve the functioning of the public administration” amendments are made to Law 4765/2021 regarding the recruitment system Act in the public sector, the largest of which relate to:
- – an increase in points due to the area of public officers who are candidates in island, mountainous and mainland municipal areas of the country,
- – the possibility of assigning a number to each candidate per advertisement, by applying open lottery software, to determine the order of ranking,
- – the entire process of filling staff positions with employment relations idoh., through a central electronic platform for submitting applications and supporting documents, developed and managed by the Ministry of the Interior.
According to the explanatory report, “the promotion interventions necessary to encourage candidates from vulnerable areas are carried out due to the understaffing of public services, especially in mountainous island municipalities, as well as the observed delay in customs to carry out recruitment and appointment events, in order to strengthen the development of local associations and at the same time to immediately fill public service vacancies”.
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Provision is made in the draft law which will be submitted to the competent parliamentary committee for processing within a week:
– the positions of the annual recruitment planning for the years 2022 and 2023 as well as 2024 and 2025 will be filled by successful candidates in the pan-Hellenic written competition on call/announcement 2C/2022 or another written examination thereafter, based on the defined definition . criteria.
– which amends/supplements the provisions of the Political Administration Public Service Status Code (n. 3528/2007) and the Municipal and Community Servant Status Code (n. 3584/2007), with the aim of shortening and accelerating the individual deadlines provided for upon completion of the procedure to appoint public and municipal officials
-Redefinition, implemented from the year 2025, of the framework regarding the incentive and reward system for public service employees, which is linked to the goal setting and evaluation system of Law 4940/2022, with a view to specified goals and achieve measurable and corresponding results. the remuneration of the employees concerned. At the same time, Article 23 of Law 4940/2022 is repealed.
Specifically, the following are defined:
– the scope of the incentive and reward system for civil servants [μόνιμοι πολιτικοί υπάλληλοι, υπάλληλοι με σχέση εργασίας ι.δ.α.χ., στρατιωτικοί των Ενόπλων Δυνάμεων και το ένστολο προσωπικό των Σωμάτων Ασφαλείας, οι οποίοι υλοποιούν συγκεκριμένους στόχους του Ενοποιημένου Σχεδίου Κυβερνητικής Πολιτικής (Ε.Σ.Κυ.Π.).],
– the conditions regarding the inclusion of entities and employees in the incentive and reward system, where it is expressly stated that the payment of the reward is suspended in the event of criminal or disciplinary proceedings, while it is paid retroactively in the event of a final acquittal or discharge; of the employee,
– the procedure to be followed to determine the targets eligible for reward, the calculation of the amount of the final reward per eligible entity and the payment of the reward per eligible employee.
Recommended to the Ministry of the Interior:
- – The Incentives and Rewards Committee, to coordinate the implementation of the incentives and rewards system and determine its responsibilities and composition,
- – The Incentive and Reward Department, with the responsibility of managing the incentive and reward system and providing assistance to the above Committee.
In addition, it is developed and operated by the Ministry of the Interior Incentive and Rewards Information Systemwhich interacts with the systems that support evaluation and goal setting as well as the “Human Resource Management System for Public Administration” (PSMS), after the latter has been put into production.
As noted in the explanatory statement, the proposed arrangements respond to the need to provide individual incentives to civil servants in order to demonstrate greater diligence and speed in the performance of their duties and to help achieve specific set objectives, which ultimately contributes to more effective measures. and the effective operation of the unit they serve.
“Employee motivation is one of the most important management issues, as it is closely related to human behavior and performance in the workplace. In fact, the more attractive the incentives, the more the employees’ efforts for any kind of reward increase. Already today, special targeting and employee reward systems have been established and implemented in individual bodies, such as the United Electronic Agency for Social Security, several Independent Regulatory Authorities and the Land Registry of Greece. The new reward system is aimed at agencies with different forms, different responsibilities, different clients and has been created in such a way that it can be extended to other agencies in the future, because it is simple without difficult or specialized types of requests that arise from it . highly specialized or difficult to provide data”, notes the explanatory statement.
It is also stated that the following practices of EU member states, such as France, Denmark, Ireland, Italy, but also from other OECD countries, such as the United Kingdom and Canada, were taken into account in terms of targeting and evaluation, the parties involved, the incentive criteria, the weighting factors of the criteria, the levels of the reward, the way to award the reward, the stages of the evaluation control.
With the draft law, the following are redefined: i. scope of Law 4940/2022, ii. 648/2012 Text relevant to the EEA The Supervisory Supervisory Committee of the agency provides the timetable to determine the target position of the agencies, and the possibility of using technological tools and electronic applications to implement its work.
Provisions regarding Staff State are amended (n. 4622/2019), by shortening the deadline for approving the United Government’s Policy Plan together with the individual deadlines set during the planning of the government project.
Issues relating to:
– to recognize the relevance of a master’s degree in the event of a transfer of employees,
– the commissioning of the information system entitled “Human Resources Management System of the Public Administration” (CBAD), in which all the data and functions of the Human Resources Registry of the Greek State, which is the successor of CBAD, are transferred.
It is allowed to reassign municipal employees previously allocated through an intercity cooperation agreement to a contracting municipality, to provide home assistance services.
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