By Dimitris Katsaganis
The presentation of the bill for the new evaluation to the public proceeded today Minister of Interior Mr. Makis Voridis.
This bill has been in public consultation since May 10. This process will end on May 24 and immediately after it will be submitted to Parliament for voting in June 2022. However, the new evaluation “regime” will enter into force on January 1, 2023. A key change is the abolition of the rating for employees. Ranking will now only be entered by supervisors.
The same bill provides provisions for the establishment body of Human Resources Development Consultantsto configure one new incentive and reward system for efficient employees, the establishment of a Common Framework for the Evaluation of public structures and guarantees of transparency in the operation of private offices.
According to the bill presented by the Minister of Foreign Affairs Mr. Voridis and the Secretary General of Human Resources, Mrs. Paraskevi Charalambogianni comes to the public:
Establishment of a modern, realistic and, above all, fully applicable and effective evaluation system
This will provide:
– Carried out within the reference year and not retrospectively for the previous year.
Abolition of ratings for employees.
Establishment of Skills Development Plans
Supervisors have grades:
a) Achieving Goals: 50%,
b) Impression of Boss Skills: 40%,
c) Team Pulse: 10%
The Team Pulse provides the following: The immediate superiors of the evaluated supervisor complete and submit the Team Pulse form for the reference year with the aim of capturing the climate and the way the team operates.
– Strengthening the role of Supervisors.
Their role is strengthened with the appropriate administrative tools for managing and mobilizing their team and they are accountable for achieving the goals that have been “charged” to the organizational unit of which they are in charge.
Establishment of a new functional and transparent targeting framework
Goals are set at the organizational unit / team level and not at the employee level. Targeting is an integral part of Evaluation as the latter starts from the definition of Process Simplification objectives:
– Full utilization and mandatory integration of Ministries Action Plans in the targeting of the organic units, mandatory minimum number of targets in specific categories critical for the operation of the unit, disengagement of the targeting process from the mandatory approval of all targets by the political leader.
– Formulation of standardized and grouped in specific categories of objectives that will serve as a reference guide for all agencies.
– Transparency and Accountability. The goals will be posted on a special electronic platform (stoxothesia.gov.gr), in order for the responsible managers to select them, to quantify them and to update them based on focused indicators for measuring the efficiency and effectiveness of administrative services.
– Human Resources Development Consultant
This consultant (who will be in every Ministry and body) supports, guides, advises, assists the competent organizational unit for human resources issues for:
-the implementation of the evaluation system
– the development plans of the employees and the supervisors
– the planning of staff development actions
-the learning and career paths of employees
– Employee Incentive and Reward System
It is a mechanism for evaluating the specific contribution of each employee to the service structure. Setting goals
– Annual Action Plans of the Ministries
– Projects of the National Plan for Recovery and Sustainability. Joint Ministerial Decisions of the Ministers of Interior and Finance and of the competent Minister, as the case may be, will be issued.
– Implementation of fiscal targets.
Financial Reward is provided:
– 20,000,000 euros (Annual Action Plans of the Ministries)
– 10,000,000 euros (Projects of the National Plan for Recovery and Sustainability)
– 5,000,000 euros (Implementation of budgetary targets). A pilot incentive system is introduced as a reward for employees for achieving specific and pre-agreed goals, in 3 strategic pillars:
1. Annual Action Plans of Ministries
2. Projects of the National Plan for Recovery and Sustainability and
3. Achieving budgetary targets.
A decision of the Chief Executive Officer determines the number of employees, who are directly involved in the implementation of the set goals and projects, who receive an additional reward.
– Common Evaluation Framework (CSF)
It envisages the establishment of the CFR as an official tool of self-evaluation of Public Bodies, a new tool to enhance the efficiency of public administration, and provide incentives for its implementation (priority in recruitment planning and mobility).
The self-evaluation process is carried out through questionnaires / criteria that contribute to the diagnosis of the current situation, the evaluation, performance, and the effectiveness and quality of the services provided.
The Criteria of Conditions, reflect the efforts made by the body in these areas. The Outcome Criteria reflect mainly through measurement indicators, whether the efforts of the body described in the Conditions Criteria are transformed into Results.
– Guarantees of transparency in the operation of private offices
It is foreseen:
-Publication and Recording of Partners ‘Details of Private Offices which provides for the publication of associates’ details (name, title) on the website of each body, as well as the maintenance of a centralized electronic directory (name, title, body, Government, MK) its publication and the preparation of a report with statistical data (number, MK, sanctions)
Obligation to declare an activity maintained in case of non-suspension of profession
Obligation to comply with a code of conduct drawn up by the EAD. Prohibition of concluding a contract with the State
– Obligation to declare an activity that they will carry out after the end of their duties
– Explicit competence of the EAD Ethics Committee to investigate any violations and to propose sanctions
– Obligations do not only cover the transferees but also extend to the special advisors par. 7 article 46 who do not receive a salary.
Source: Capital
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