Arrangements regarding the acceleration of the public sector staff process, through the Supreme Personnel Selection Board ( ) and the staffing of public services in specific areas of the country, introduces a draft law of the Ministry of Interior tabled today (8.10.2024) in Parliament. By the draft Act ‘Acceleration of recruitments through ASPs, amendments to the Public Officials’ Status Code and other provisions on improving the functioning of public administration’ amendments to Law 4765/2021 on the recruitment system in the public sector, the main of which concern the increase in the numbering of public officials in island, mountain and continental municipalities, are made to Law 4765/2021 on the recruitment system in the public sector, the main ones being to: increase the numbering due to the locality of candidates of public officials in island, mountain and continental municipalities of the country, the possibility of giving a number to each candidate per notice, through open-chapter software, in order to determine the order of classification, carrying out the whole process of filling staff posts with a working relationship; According to the explanatory statement, ‘the substitution of public services, in particular in mountainous, island municipalities, as well as delays in the completion of recruitment and appointment procedures, make it necessary to promote actions to motivate the candidates of vulnerable areas, to strengthen the development of local communities and at the same time to cover immediately the vacancyes of public services’. The draft law introduced for processing to the relevant parliamentary committee within the week provides for: Covering the posts of the annual recruitment planning for the years 2022 and 2023 as well as 2024 and 2025 by successful tenderers of the nationwide written invitation to tender for the invitation to tender 2C/2022 or another subsequent written examination, on the basis of the criteria laid down. Amendment/completion of provisions of the Public Administrative Officers’ Status Code (n.3528/2007) and the Municipal and Community Employees Status Code (n.3584/2007), with a view to shortening the individual deadlines provided for and accelerating the completion of the procedure for the appointment of public and municipal officials Resetting, with effect from the year 2025, the framework for the incentive and reward system of public service employees, linked to the targeting and evaluation system of Law 4940/2022, in order to achieve specified objectives and measurable results and to reward the employees concerned. At the same time, Article 23 of Law 4940/2022 is repealed. In particular, they are defined: the scope of the system of incentives and rewards of civil servants [permanent civil servants, employees with a working relationship n.e.c., military personnel of the Armed Forces and the uniform personnel of the Security Corps, who implement specific objectives of the Consolidated Government Policy Plan (E. S. Q. (d) the conditions for the submission of bodies and officials to the incentive and reward system, where it is expressly stated that the payment of the remuneration shall be suspended in the event of criminal or disciplinary prosecution, and shall be paid retroactively in the event of final acquittal or discharge of the official, the procedure followed to determine the eligible rewards, the calculation of the final amount of remuneration per beneficiary entity and the payment of the remuneration per beneficiary official. They are set up in the Ministry of the Interior: a Committee of Incentives and Rewards, to coordinate the implementation of the incentive and reward system and define its responsibilities and the establishment, Department of Incentives and Rewards, with the task of managing the incentive and reward system and providing assistance to the above Commission. The Ministry of Interior develops and operates an Information System for Incentives and Rewards, which operates with the systems supporting evaluation and targeting as well as with the “Public Administration Human Resources Management System” (PSD), after the latter’s entry into productive operation. As noted in the explanatory statement, the proposed arrangements respond to the need to provide a single incentive for civil servants in order to show greater commitment and speed in carrying out their duties and to assist in achieving specific objectives, eventually contributing to the more efficient and efficient operation of the unit in which they serve. “The motivation of workers is one of the most important issues of Administration, since it is closely linked to human behavior and performance at the workplace. In fact, the more attractive incentives are considered, the more workers’ efforts for all kinds of rewards are intensified. Special target and reward systems have already been established and implemented in individual bodies, such as the Electronic Single Social Security Body, certain Regulatory Independent Authorities and the Greek Land Register. The new reward system is aimed at entities in different forms, different responsibilities, different servicers and has been created in such a way that it can be extended to other operators in the future, as it is simple without difficult or specialized types of application resulting from very specific or difficult to produce,’ is noted in the explanatory report. It is also stated that the following practices of EU Member States, such as France, Denmark, Ireland, Italy, and other OECD countries, such as the United Kingdom and Canada, have been taken into account in targeting and evaluation, the parties involved, the incentive criteria, the weight factors of the criteria, the levels of rewards, the way in which the rewards are awarded, the evaluation tests. The draft law redefines: i. the scope of Law.4940/2022, ii. the time frame for determining the target of operators, and allows the use of technological tools and electronic applications by the Body’s Evaluation Supervisory Committee for the implementation of its work. Provisions on the Executive State (n.4622/2019) are amended by abbreviating the deadline for adoption of the Consolidated Government Policy Plan and the individual deadlines laid down in the planning of the government project. Issues relating to: Recognition of the relevance of a master’s degree in the event of transfer of an official; Implementation of the information system entitled ‘Human Resources Management System of Public Administration’ (PSG), to which all the data and functions of the Register of Human Resources of the Greek State are transferred, whose LFS is a successor. The transfer of officials from the municipality already allocated through a contract of inter-municipal cooperation to a Contracting Municipality is permitted to provide home assistance services. Read all about it.
Public: What changes recruitment through ASEP
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