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Starting in the spring of 2022, everything changes in the way in which contracts will be carried out in the Public Sector. With a reform that the Interior Ministry is going to bring to Parliament next month, ASEP is transforming and strengthening itself, targeting transparent and fast procedures for hiring permanent staff.
Hiring in the public sector will now be done with a mandatory written procedure, in accordance with national examination standards. The candidates will be examined, with the multiple choice system, in three tests. These are knowledge tests, skills tests, and personality tests. As explained by the Ministry of the Interior, each candidate will be examined at a cognitive level on the subject of the position that is advertised, at the level of skills, that is, if they can face problem solving or analytical thinking, while the test will be special importance. personality, where again through the written procedure the ASEP will be able to “see” elements of the candidate’s personality. For example, for office clerks, it will be possible to “diagnose” whether they have cooperation problems or centralism tendencies.
It should be noted that in special categories, as is the case today, the interview of the candidate will be mandatory, always in combination with the written procedure. Such cases are prison officials.
Once a year
In accordance with what will be included in the reform for the ASEP, the written contest will be held once a year; Depending on the entries, the bidding process can “break down” in two weekends. In other words, an advertisement will be issued for all permanent positions. What the people of the Ministry of the Interior point out is that in similar categories of positions, for example for university employees positions, the skills and personality tests will be common, while the knowledge test will change, which will specifically affect the position being advertise.
In fact, the new contracting system will rely heavily on interoperability. Thus, as of spring 2022, candidates will not have to present a copy of their degrees, postgraduate or professional licenses, but will be certified directly in the ASEP by the relevant bodies, such as universities, OAED, in regard to unemployment, and other public bodies.
It is recalled that this emblematic change of modernization and strengthening of the ASEP comes to replace Law 2190/1994, known as the Peponi Law, which although it aims at transparency, but on the other hand gives special importance to formal degrees (degrees, graduate, experience) without actually promoting each candidate’s ability for the respective position. There are many who affirm that the system with which the hiring to date is sent sends the message to the candidates so that they are spent in the search for titles and formal qualifications.
“The modernization of Law 2190/1994 focuses on the redesign of contracting procedures in the Public Sector, capitalizing on accumulated knowledge and experiences in order to meet the demands of citizens,” Vivi Charalambogianni told “NEA”, Secretary General of the Ministry of the Interior.
It adds: “Building on the impartiality and objectivity that an Independent Authority guarantees, the emphasis is now on combining the candidate’s knowledge, skills and personality through a single meritocratic written test, in order to get recruited the “right” person for each position, with knowledge, motivation and willingness to offer to society.
Our goal is for the Public Administration to listen to modern trends, invest in the targeted selection of human resources and be a model promoting high-level services in all sectors ”.
The right person
Until now, players have had the opportunity to choose between written competition and leaderboard scoring, with the vast majority choosing the latter. Thus, it had prevailed that formal qualifications make a candidate fit for the position. But what we are trying to do with the new reform and the mandatory drafting process is to find who can answer the tasks best and most directly. The right person in the right place ”, note from the Ministry of the Interior. 
Fast processes
The issue of delays, which even lasts two years from the day the bodies requested the hiring until the new employee sits in the presidency, according to those responsible, will be resolved with the reform. In fact, as they say, of the timing procedures, ASEP was not necessarily at fault. Suffice it to say that 10% of the applications submitted mainly concerned objections to the relevance of degrees and experience. A typical example is the advertisement for secondary school teachers. Requests submitted reached 120,000 while objections reached 12,000, which means a long delay in issuing the final results and many additional hours of work for the Independent Authority.
So, the big bet of the ministry is that the agencies present their recruitment applications in May and within a year the requested personnel will be ready.
Fixed-term contract. However, changes are also taking place in the hiring process for part-time employees, as the ministry is preparing a common platform for all public bodies, which will allow ASEP to control objections and obtain results more quickly. At the same time, efforts are being made to standardize the scores for the same categories of temporary staff, so that there are no procedures of different speeds.
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