ocp192_en

ANNEXΡar /ΡageMEFP(11)MoU2.7.1.10.iiMEFP(11)MoU2.7.1.11.iMEFP(11)MoU2.7.1.11.iiMoU2.7.1.11.iiiAction Deadline Comments Statuspublish on a monthly basis data on full time public sectoremployment and contractual positions, the number ofemployees in the mobility scheme, the number of exits andthe number of pending disciplinary cases in the variousstages.Publish on the government website detailed monthly dataon ordinary staff (full-time public sector employees) andother staff (contractual employees, political appointees,etc.), the number of employees in the mobility scheme, thenumber of exits, and the number of pending disciplinarycases.The Authorities will record all employees into the censusdatabase and will bring all employees into the SinglePayment Authority, to complete our monitoring frameworkfor government employment and the wage bill.The Government will hire one new employee for each exitas a result of:(i) disciplinary cases;(ii) due diligence evaluation of legal entities of public andprivate law leading to mergers and abolishment;(iii) evaluation of the personnel using the mobility scheme,including before any reallocation to a new position;(iv) voluntary exits from the mobility scheme (excludingpersonnel within 3 years of retirement); and(v) the elapse of a 8-month period in the mobility scheme.If the assessment (to be provided to EC/IMF/ECBmonthly) at any point shows that the employmentdevelopments and plans are no longer on track to achieveour aggregate targets, the Authorities commit to reduce the1:1 hiring ratio for exits mentioned under (i.)For all other exits than those mentioned under (i.), thehiring ratio will remain 1:5, as envisaged in the programJuly 2013September2013ContinuousMonthlyContinuousThe monthly requested data are on the ministry'ssite.JMD FEK 3091/B/5.12.2013 provides for theregistration of public legal entities of private sectorin the Census Database. So far employees of 772entities have been registered. The vast majority ofentities is included in the Census Database andfollowing certain procedures (such as bank accounts,Board decision etc) the payroll will be implementedthrough the SPA. It is estimated that the exercisewill be fully implemented by end April.Due to the mandatory exits of 15.000 employeeswhich will take place within 2013 & 2014, MAREG,by applying the rule of 1:1 and taking intoconsideration the need for quantitive improvementof the staff, has estimated that 15.000 hirings, inaddition to those allowed by the rule 1:5, willgradually take place within 2013, 2014 & 2015.Data are submitted to EC/ECB/IMF on a monthlybasis and are uploaded also to the Census DataBasis. EC/ECB/IMF and MAREG exchangecomments. Data are provided per Ministry andcumulatively. Employment is in accordance with theestimations.The ratios apply.Observed.NotObserved.Pending.N/AN/AObserved.Ongoing.MoU2.7.1.11.ivThe Authorities will define detailed hiring plans for 2013,in consultation with the EC/ECB/IMFJuly 2013EC/ECB/IMF approved the revised version on hiringplans.Observed.MEFP(11)MoU2.7.1.11.vMoU2.7.1.11.viMoU2.7.1.12.iMoU2.7.1.12.iiMoU2.7.1.13We will define detailed hiring plans for 2013 thet reflectgovernment priorities and prepare staffing and hiring planto be included in the budget for 2014.In line with the preparation of the annual Budget and theMTFS, the Cabinet of Ministers will adopt detailed hiringplans for 2014, in consultation with the EC/ECB/IMFProvide the hiring plans to ASEP with at least a six-monthnotice with respect to the desired recruitment process, so asto allow proper planning and that selections can be carriedout to the highest standards, compatible with the budgetaryconstraints. Ensure a sufficient budget so that modernmethods are used by ASEP for the selections, includingthrough a competency-based approachThe Authorities will define a human resources strategy inorder to:• identify and address the weaknesses of the public servicemanagement of human resources• identify and implement the best possible way to managethe career of civil servants (including recruitmentprocedures, appointments, trainings, evaluation as well asmobility, etc.); and• assess and clarify the mandate, roles and responsibilitiesof all senior managers, including the politically appointedand the senior public service management, leading to areduction of the number of advisors, who should beprovided with a specific job descriptionThe Authorities will reflect this strategy in legislation. Thislegal act will aim at ensuring institutional continuity andhigher levels of efficiency in the public administration, andprovide a basis for evaluating and developing thecompetences of the senior management and the staff atlargeThe Authorities define the full set of instructions toorganise the HR services under regular, common andtransversal standards and put them in place, with a view todevelop a coordinated, respected and efficient HR networkwithin and across the different Ministries.August 2013 Troika approved the revised version on hiring plans. Observed.September2013ContinuousJuly 2013September2013October 2013The revised hiring plans are approved byEC/ECB/IMF.MAREG is in cooperation with GAO, so that theplans are included in the draft budget. Approved bythe GCR.Hiring plans will be adopted in cooperation withASEP, according to law.The 2-year action plan, including the H.R. strategy,was delivered to EC/ECB/IMF on 1.11.2013. Inaddition, the revised draft of the HR Strategy wasdelivered on 08/11/2013.Draft law under preparation.It is included in in the HR Strategy and relevantlegal provisions will be prepared if needed.Observed.N/AObserved.NotObserved.Observed.93