Written tests in the standards of the national exams are introduced by the bill of the Ministry of Interior for ASEP that was given for public consultation. The ambition of the ministry is to reorganize and strengthen the meritocracy in the staffing of the public sector and to speed up the procedures in the selection of staff in order to place "the right person in the right place"..
According to the Ministry of Foreign Affairs, The first written competition with the new system is estimated to take place in the spring 2022, based on the gaps that will be identified and approved by the Council of Ministers in September 2021. This will be achieved provided that the bill is passed within it 2020 as its implementation requires a long period of individual adjustments in order to enable the first written competition.
Aspiration of the Minister of Interior, Taki Theodorikakou is "the achievement of the widest possible consensus on a reform that must have a perspective and implementation horizon extending to political time beyond the current parliamentary term and regardless of the party in government.", states a relevant information note.
Questions and answers about the bill
What will the mandatory written procedure include?; Which candidates are concerned?; For the rest what will apply;
Written tests are conducted electronically, for all the positions of permanent and Private law of indefinite time staff of the categories of education PE, TE and DE but also of the Special Scientific Staff, in the standards of the national exams (in collaboration with Α.Σ.Ε.Π.. With the Ministry of Education and Religions and the Ministry of Digital Governance for administrative issues, where required) and include two distinct parts: Knowledge test, Skills and Job Effectiveness Test.
The statement of participation in the exams of the cognitive fields (in how many and which) it is up to the candidates to decide according to the preference of the positions they have declared (different fields of knowledge for e.g.. computer scientists, economists, lawyers), while the test of skills and work efficiency is common for all candidates per training category.
Socially protected groups are now included in the same competitive framework, such as e.g.. large families, three children, disabled relatives, for those, however, special care is taken with a double lock: increase in the score of the written competition but also ensure a minimum percentage of recruitment.
Special mention should be made to candidates for the HR education category but also to the disabled: the recruitment process is not differentiated but, taking into account the particular circumstances, focuses on selection in order of priority as has been consistently implemented by ASEP for many years.
How to choose the "right person for the right place";
Starting from the deeply embedded in the perceptions of society and identified with ASEP concepts of impartiality, of objectivity but also of meritocracy, an attempt is being made to deepen the term "meritocracy", to incorporate into it the notion of the suitability of the potential appointee for the requirements and needs of the position.
Constitutes, An improvement λιevolution of the existing system since meritocracy specializes, in order to support the specific specifications of the position to be filled by emphasizing, in a balanced way, in knowledge, in the skills but also in the personality of the candidate. Cat’ In this way the principle "the right person in the right place" is realized.
For example: Based on the outline of the position posted by the player in its digital organization chart, the candidate will be examined in writing in fields of knowledge that are both related to general knowledge (e.g. basic principles of organization and operation of the State and Public Administration) as well as with more specific knowledge related to the specialty of the position being filled (e.g. Macroeconomics for the position of Finance) .
He will then take part in a Test of Skills and Work Effectiveness, (arithmetic test, subtraction test, adaptation to a work environment and integration into a team, etc.), to outline in the most complete way possible the job profile of the candidate. End, the candidate who shows the most knowledge and skills related to the characteristics of the position to be filled is nominated in the list of nominees.
At this point the need to further strengthen the objective of the proceedings as has been established over the years, requires the provision of specific surcharges for increased formal qualifications (e.g. postgraduate degree, Doctoral Diploma, Ph.D) so that the finalists are the best of the best.
If the position to be filled is specified with specialized requirements, Interested candidates will also take part in additional tender procedures which vary from case to case. (e.g. practical test or psychometric tests).
It should be emphasized that for the Special Scientific Staff due to the key importance of its role in the Public Administration it is foreseen, after the written competition, interview by a five-member committee with a majority of members of ASP.
What are the benefits of the electronicization of procedures and the interoperability of ASEP with the institutions;
We emphasize the electronicization of all procedures, whether it concerns the way of submitting the applications of the candidates or the interoperabilities that have been developed and / or are being developed (ΕΦΚΑ, OAED, Universities) and which allow the automatic comparison and confirmation of the declared data or in the way of carrying out the procedures (written tenders and Granting), in order to achieve not only the further institutional shielding of the integrity of these procedures and the reduction of (judicial) disputes, as much as possible, but, also, and speeding up recruitment processes.
What will the personality tests include and what is their usefulness;
The content of the Personality Tests consists of questions with multiple choice and / or matching answers and aims at identifying the candidate's personality., eg, how it fits into a working group, how open it is in matters of innovation etc.. This assessment is important as it does not mean a position in any public service that is not affected by the personality of the employee, regardless of specialization, training and complexity of obligations.
How to shorten the recruitment completion time; What is the average time between requesting and posting the list of appointees?
In the present circumstances the time required for the implementation of a written tender procedure, without including the time required for the issuance of any court decisions, may, as appropriate, to rise in about two years.
Utilizing the interoperability of the State, we aim to greatly reduce bureaucracy and now the goal is to complete the process from the submission of applications for recruitment until the issuance of the list of appointees does not exceed one year.
Each year, and based on the needs that will be recorded by the bodies and services of the State every May (and will be approved by the Cabinet in September), Positions will be announced and a competition will be held to examine the candidate's field of knowledge as well as his skills and work efficiency. .
Given that ASEP will have in its hands the approval decision of the cabinet for the recruitments of the next year already from the month of September of the previous year and the data (qualifications etc.) can be pumped electronically, with the development of interoperability, there will be a shortening of the procedures and valuable time will be saved both for the public bodies and for the candidates themselves, since they will be in their places faster.
Something is changing for contractors;
For cases of hiring fixed-term staff, the procedures remain as they are, with the difference that they are now carried out electronically and interoperabilities are being developed between the various information systems.