ASEP Revolutionizes Scoring System: What You Need to Know

Specifically, the bill submitted to the Parliament provides that in the next competitions that will be held and will exclusively concern the successful candidates of the 1st Panhellenic written competition of the ASEP, the relevance of the candidates’ master’s or doctoral degrees will not be taken into account, in order not to lose valuable year. However, work experience, the score of the written competition and the new locality conditions will be taken into account (in addition to the standard qualifications).

Also, in the next announcements that ASEP will make, especially for the successful candidates of the written competition, will be included, in addition to the recruitments included in the 2024-2025 annual planning, and the positions that were not covered by the 2022 and 2023 recruitment planning, while the bill also provides for the filling of positions for the successful candidates of the 2022 written competition for the positions related to AADE. Another change will be that there will be no “cutter” in the number of preferences for candidates who will choose to participate in the next competitions, while, finally, special care is taken for candidates with disabilities, putting forward those who have an indefinite disability certification.

In addition, another important change concerns the 3-year exclusion penalty for those who do not accept an appointment. In the filed bill, this penalty remains, but it will apply only if the final results for the appointment of the candidates are issued within one year of the deadline for submitting their applications.

The main objective of the government with the bill in question is to speed up the recruitment and appointment procedures in the State, from the stage of the announcement to the taking up of service. Among other things, the main changes included in the bill for recruitment through ASEP and the acceleration of procedures are the following:

1. Points increase for locality

For the staffing of mountainous, island and continental areas, the bill provides for the doubling of locality points with the commitment of staying for at least a decade in a position within the Municipality to which they are appointed and of which they made use of the locality criterion, and for five (5 ) additional years in services within the same Regional Unit in which the municipality of which they made use of the locality criterion is located.

2. Online applications for seasonal staff

One of the innovations introduced by the bill concerns applications for the recruitment of personnel with a fixed-term private law employment relationship, which will now be done electronically. Until today, candidates participating in IDOH competitions had to send their application and supporting documents according to the way desired by the respective body. The bill, however, provides that in the immediate future the entire process of filling staff positions with a fixed-term Private Law employment relationship will be carried out through a central electronic platform for submitting applications and supporting documents, which is developed and managed by the Ministry of the Interior for this purpose. The candidates, the ASEP, as well as the competent bodies will have access to the platform, in the context of exercising their powers.

3. From the successful candidates of the written competition, the positions of 2025

The ministry finally accepted the request of the successful candidates of the written competition for their absorption in positions that will arise from the recruitment planning of 2025. In particular, it is foreseen that the approved positions of the annual recruitment planning of the years 2024 and 2025 will be filled following the issuance of a new notice by successful candidates of the pan-Hellenic written competition of the call/announcement 2C/2022, according to their score in the written exam and the criterion of locality, where provided. For those positions that cannot be filled by this procedure, a new written exam is planned for specific branches and specialties.

4. Penalty of disqualification for those who do not accept appointment

Penalty of exclusion of three years for those who do not accept their appointment, but also for those who resign in the first year.

PUBLIC OFFICERS

Fixed incentive system for productivity

Simultaneously with the bill of the Ministry of the Interior, the establishment of an integrated and permanent system of incentives and rewards is foreseen with the aim of: strengthening the productivity and efficiency of civil servants, the faster and more efficient implementation of reforms, the rewarding of civil servants who contribute to the achievement of government priorities, the improvement of the functioning of the state – with respect and for the support of the citizens. More specifically:

• A single framework is created in relation to the existing targeting and evaluation system.
• The scope is widened so that more employees can receive the reward.
• A clear methodology for determining the eligible targets and a uniform methodology for awarding the reward are defined, which cannot exceed 15% of the employee’s annual basic salary.
• Incentives and Rewards Committee, Incentives and Rewards Department in
• Ministry of Interior and Rewards Information System for optimal supervision of the process.
• The creation and operation for the first time of an integrated public human resources management system, where political and strategic decisions on human resources issues will be planned, implemented and monitored and the planning, implementation and evaluation of the unified management policy will be supported of human resources in Public Administration.
• The expansion of the scope of the current provisions on co-service, as these provisions only concerned employees of the narrow public sector and the simplification of their approval process.