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Greece

Implementation of a System for the Selection of Managers (GR0039)

Overview

At-a-Glance

Action Plan: Greece National Action Plan 2016-2018

Action Plan Cycle: 2016

Status: Inactive

Institutions

Lead Institution: Ministry of the Interior and Administrative Reconstruction Ministries and other entities of the public administration, the employees of which fall in the scope of the Code of Civil Servants and the Code of Regulations on the status of municipal and communal employees. National Centre for Public Administration and Local Government Supreme Council for Personnel Selection (Α.Σ.Ε.Π.)

Support Institution(s): Public administration Supreme Council for Personnel Selection (Α.Σ.Ε.Π.) National Centre for Public Administration and Local Government

Policy Areas

Capacity Building, Legislation & Regulation

IRM Review

IRM Report: Greece End-of-Term Report 2016-2018

Starred: No

Early Results: Marginal

Design i

Verifiable: Yes

Relevant to OGP Values: Access to Information

Potential Impact:

Implementation i

Completion:

Description

Context The provisions of Part D of Law 4369/2016 replace Articles 84, 85, and 86 of the Civil Service Code (Law 3528/2007) and 87, 88 and 89 of the Code of Regulations on the status of municipal and communal employees (n. 3584/2007) relating to the procedure and the criteria for the selection of Heads of organisational units. The selection system introduced by those provisions is essentially characterised by the four groups of criteria, namely formal qualifications, work experience, assessment and structured interview. The last selections of heads were done in accordance with the transitional provisions laid down by article 5 of law 3839/2010. Then, by virtue of the transitional provisions of law 4275/2014 heads of organisational units were placed in the entities which had new organisational provisions issued by application of the provisions of article 54 of law 4178/2013 and after the assessment of their structures by virtue of par. 4 of article 35 of law 4024/2011. Since then, in case of establishment or vacancy of posts of heads, these posts are fulfilled by virtue of the provisions of article 87 of law 3528/2007 on substitution. Commitment Description Application of a modern innovative system for the selection of Heads of organisational units, which calls for the utilisation of human resources of the public administration depending on their qualifications and skills, with a view to increase efficiency in the functioning of the public administration and the satisfaction of citizens. Furthermore the publication of vacancy notices for the posts of Heads of the organisational units shall contribute to the consolidation of citizens’ trust in public administration. OGP Values Accountability, Access to Information. Implementing bodies: Ministry of the Interior and Administrative Reconstruction Ministries and other entities of the public administration, the employees of which fall in the scope of the Code of Civil Servants and the Code of Regulations on the status of municipal and communal employees. National Centre for Public Administration and Local Government Supreme Council for Personnel Selection (Α.Σ.Ε.Π.) Entities involved: Public administration Supreme Council for Personnel Selection (Α.Σ.Ε.Π.) National Centre for Public Administration and Local Government Objectives: The staffing of the administrative hierarchy on the basis of merit-based criteria and modern methods that meet the needs of the state and society in order to maximise the effectiveness and efficiency of the public administration and its services is a key objective of implementing such a system for the selection of Heads of organisational units. In addition, reinforcing citizens’ confidence in the public administration, through its open electronic procedures for these selections, is a key objective of implementing such a system. Means for the implementation Issuance of regulatory acts, particularly decisions for the establishment of competent collective bodies for the selection of heads and for the conducting of the interviews of candidates Training program for members of collective bodies which are responsible for conducting interviews of candidates by the National Centre for Public Administration and Local Government (par. 3 of article 85 of the Code of Civil Servants as in force) Notices for the filling of posts of heads of organisational units

IRM End of Term Status Summary

Commitment 7, 8 and 9: Managerial recruitment

Commitment 7. National Register of Line Managers of the Public Administration

Application of a modern and innovative system for the selection of line managers regarding posts of high responsibility lying at the top of the administrative hierarchy, both in the public and the wider public sector. Τhe Register aims at depoliticizing the public administration, establishing objective and merit-based methods for the selection of these managers from the public administration and the private sector, as necessary conditions for the smooth operation of the public administration and the widening of its reliability towards the society and the citizens.

Responsible Institution(s): Ministry of the Interior and Administrative Reconstruction; Ministries and other entities of the public administration, National Centre for Public Administration and Local Government, Supreme Council for Personnel Selection, Government Council for Reform of the Public Administration, public law entities and local government agencies, Cabinet of Ministers, Ministry of Finance

Start Date:  July 2016 End Date: June 2018

Commitment 8. Implementation of the assessment of employees and services and control methods

Implementation of an objective and merit-based assessment system that places emphasis on inclusiveness, accountability and social dialogue and aims to link the assessment of employees, the assessment of the functioning of public services and the achievement of objectives both at individual level and service level.

Responsible Institution(s): Ministry of the Interior and Administrative Reconstruction; Ministries and other entities of the public administration, National Centre for Public Administration and Local Government

Start Date:  July 2016 End Date: June 2017

Commitment 9. Implementation of a System for the Selection of Managers

Application of a modern innovative system for the selection of Heads of organizational units, which calls for the utilization of human resources of the public administration depending on their qualifications and skills, with a view to increase efficiency in the functioning of the public administration and the satisfaction of citizens. Furthermore, the publication of vacancy notices for the posts of Heads of the organizational units shall contribute to the consolidation of citizens’ trust in public administration.

Ministry of the Interior and Administrative Reconstruction Ministries and other entities of the public administration, the employees of which fall in the scope of the Code of Civil Servants and the Code of Regulations on the status of municipal and communal employees.

Responsible Institution(s): National Centre for Public Administration and Local Government; National Centre for Public Administration and Local Government Supreme Council for Personnel Selection (ASEP)

Start Date:  July 2016 End Date: June 2018

Editorial Note: The action plan text has been abridged by the IRM. For the complete version, please see https://www.opengovpartnership.org/documents/greece-national-action-plan-2016-2018/

Commitment Aim:

Pursuant to Law 4369/16 this set of commitments aimed to depoliticize the Greek public administration and free it from practices of favoritism and clientelism.[Note 77: Kathimerini, “The Clientalistic State brought the Memorandums” (in Greek), http://www.kathimerini.gr/871010/article/epikairothta/politikh/to-pelateiako-kratos-efere-ta-mnhmonia] To achieve the goal of depoliticizing public administration the government set out to standardize the selection processes for public managers and establish meritocratic assessment of public employees. More specifically:

  • Commitment 7 aims to establish a national register of line managers for the public administration in which all candidates must register before submitting their applications for a managerial call.
  • Commitment 8 aims to establish a meritocratic system for assessing public employees and services. Mechanisms such as a hearing committee and the public observatory add participatory elements to the assessment process already mandated by Law 4369/2016.
  • Commitment 9 aims to improve the process of selecting managers across the public administration and heads of organizational units within all public agencies. Vacancies of new positions will be posted. However, the commitment aims remain limited in scope because the application process is open only to people who already work for the public administration.
Status

Commitment 7. National register of line managers of the public administration

Midterm: Substantial

This commitment has been substantially completed during the midpoint of the action plan cycle. The website of the national registry of line managers was available with guidance on how prospective candidates fill application forms.[Note 78: ASEP - National Registry for Public Sector Managers (in Greek), https://goo.gl/e2iSfq] Also, the Special Administrative Selection Board (ESDP) was established with the mandate to select candidates. However, the selection of sectoral and special secretaries was pending, and public administration officials[Note 79: MAR written response to IRM researchers’ questions (in Greek), 23 September 2017, https://drive.google.com/file/d/0B2uhxfYzE1dgWXQyQUlDSmxDYjZxM3JsRTVzUkduWWNaZlc0/view] expected it to occur by the end of December 2017. According to an expert representing Transparency International Greece, the more transparent the registry is the more it will be able to repair the current, broken selection system.[Note 80: Response from Transparency International Greece to IRM researchers’ questions, 20 November 2017.] Although the original commitment text did not include a public-facing element, interested parties such as citizens and civil society do have the ability to openly access and search some of the national registry data. For more information, please see the 2016-2018 midterm IRM report on the Greek action plan.[Note 81: OGP, “Independent Reporting Mechanism (IRM) Progress Report 2016–2018: Greece”, https://www.opengovpartnership.org/documents/greece-mid-term-report-2016-2018-public-comment]

End of term: Substantial

The commitment showed incremental progress since the midterm assessment. More than 7,000 candidates submitted applications to the national registry website for the 69 posts of secretaries-general in the government ministries.[Note 82: E-Dimosio, “7000 applications for 60 General Secretary positions” (in Greek), https://www.e-dimosio.gr/dimosio/136718/7-000-etisis-gia-69-thesis-genikon-grammateon/] According to the point of contact, 115 candidates fulfill the criteria.[Note 83: Nancy Routzouni, national point of contact, response to IRM researcher questionnaire, September 2018.] The ESDP has already convened, defined the selection procedure and was expected to start releasing selection results after 15 June 2018. However, at the time of writing this report, the final selection was still pending. The main opposition party in Greece, New Democracy, expressed serious concerns that the selection process was arranged to favor specific candidates that had close ties to the government and that no meritocratic selection was taking place.[Note 84: Kathimerini, “Tight Framework for the selection of General Secretaries is requested by the Troika”, http://www.kathimerini.gr/966173/article/oikonomia/ellhnikh-oikonomia/sfixto-plaisio-gia-thn-epilogh-twn-genikwn-grammatewn-sto-dhmosio-8etei-h-troika] At a meeting with the Minister of Administrative Reconstruction, Greece's lenders requested a study carried out by Expertise France to examine the announcements for the disputed positions so that notices that were found to be problematic would be canceled. As a result, 22 posts were to be re-announced.[Note 85: Aftodioikisi, “Bad practices in selecting General Secretaries”, Local Administration News (in Greek), https://www.aftodioikisi.gr/ipourgeia/paradochi-gerovasili-kakes-praktikes-stin-epilogi-genikon-grammateon-xana-ypopsifia-periferiarchis/ ]

Commitment 8. Implementation of the assessment of employees and services and control methods

Midterm: Limited

The implementation of this commitment was limited during midterm evaluation. The government fulfilled only some introductory steps, such as the definition of the content of the assessment forms by a ministerial decision.[Note 86: The ministerial decision (in Greek), http://www.minadmin.gov.gr/wp-content/uploads/20170928_egyklios.pdf] However, milestones such as the assessment goals, the hearing committee and the public administration observatory were pending. Civil servants were strongly opposed to their planned assessment by organizing general strikes that caused further delays in the process. For more information, please see the 2016-2018 midterm IRM report on the Greek action plan.[Note 87: OGP, “Independent Reporting Mechanism (IRM) Progress Report 2016–2018: Greece”, https://www.opengovpartnership.org/documents/greece-mid-term-report-2016-2018-public-comment]

End of term: Limited

The government implemented some technical prerequisites for the electronic assessment of employees and conducted the following actions: a) in early May 2018 the government amended Law 4369/2016 and included changes that mandated the electronic evaluation of civil servants through a dedicated platform which is part of the Greek Public Register of Human Resources;[Note 88: Amendment of provisions of Law 4369/2016 on the electronic evaluation of personnel, MAR website (in Greek), http://www.minadmin.gov.gr/?p=28935] b) The Ministry of Administrative Reconstruction (MAR) issued guidelines in a video explaining how the electronic platform works;[Note 89: A presentation of the Electronic Assessment Platform (in Greek), https://www.youtube.com/watch?time_continue=6&v=miCGBFFtbL0] c) a decision from the Minister of Administrative Reconstruction specified the period and the individual phases of the evaluation; d) the Ministerial Decision also defined the form and content of the anonymous evaluation questionnaire, which should be completed by employees, in accordance with the provisions of Law 4369/2016;[Note 90: Evaluation Process for Civil Servants, Greek Government website (in Greek), https://government.gov.gr/diadikasia-axiologisis-ton-dimosion-ipallilon/] e) the system for the electronic submission of the assessment content was put into operation on 10 May 2018;[Note 91: Registering data from evaluators, submitting the report to the evaluators and registering evaluators for the rating period of 2017, MAR website (in Greek), http://www.minadmin.gov.gr/?p=29725] and f) the evaluators completed the evaluation report forms by 20 July 2018. The next stage in validating and finalizing evaluation reports is expected to be completed by October 2018.[Note 92: Nancy Routzouni, national point of contact, response to IRM researcher questionnaire, September 2018.]

The above actions are procedural steps and technical prerequisites for the electronic assessment of employees. However, a participatory element in which citizens and CSOs could play a role in the evaluation process is still missing and thus the implementation level of this commitment remains limited. An expert in open governance law[Note 93: Panoraia Spiliopoulou, Open Governance Law Expert, interview with IRM researchers, October 2018.] considered that the steps undertaken in the implementation of this commitment improved the assessment of public sector employees. However, according to his assessment, public sector employees are still reticent in accepting a stricter internal evaluation framework[Note 94: National Union of Public Sector Workers (ADEDY) “Evaluation. Strike-Abstention. Actions by ADEDY” (in Greek), http://adedy.gr/ajiologisiapergiapoxidraseis/] and therefore allowing stakeholders outside the civil service to participate in the assessment would face significant pushback.[Note 95: Panoraia Spiliopoulou, Open Governance Law Expert, interview with IRM researchers, October 2018.]

Commitment 9. Implementation of a system for the selection of managers

Midterm: Substantial

The implementation of this commitment was substantial during the midterm review period. The government completed the necessary procedural requirements of the selection process such as the forms specifications, selection criteria, interview guidelines and calls of interest’s publication.[Note 96: Aftodioikisi, “Unlock the selection of general managers - What you need to know” (in Greek), http://www.aftodioikisi.gr/dimosio/plisiazoun-oi-kriseis-ola-osa-thelete-na-xerete-gia-tin-epilogiproistamenon-sto-dimosio/] Also the government amended legislation to allow individuals from the private sector to apply for heads of general directories in public agencies[Note 97: Liberal, “Meritocracy in selecting public sector managers” (in Greek), http://m.liberal.gr/#/app/article182819/homepage; Τhe amendment (in Greek), http://www.hellenicparliament.gr/UserFiles/bbb19498-1ec8-431f-82e6-023bb91713a9/10512729.pdf] without specific selection criteria. The selection of the heads of general directories had been moved to September 2017, instead of April 2017 as it was originally expected. For more information, please see the 2016-2018 midterm IRM report on the Greek action plan.[Note 98: OGP, “Independent Reporting Mechanism (IRM) Progress Report 2016–2018: Greece”, https://www.opengovpartnership.org/documents/greece-mid-term-report-2016-2018-public-comment]

End of term: Substantial

The first 12 General Secretaries for Ministries were selected via the new system in December 2017. A political dispute emerged from the selection process. Two Members of Parliament from the opposition political party “Potami” questioned the objectivity of the selection criteria by claiming that the Higher Council for Personnel Selection (ASEP) process had been circumvented. They requested that MAR should make the minutes from candidates interviews public.[Note 99: Capital, “Potami: They are sidestepping ASEP for selecting public sector directors”, http://www.capital.gr/politiki/3271838/potami-parakamptoun-ta-kritiria-tou-asep-stin-epilogi-dieuthunton-sto-dimosio] The government responded to the above allegations through the then Minister of Administrative Reconstruction, Ms Olga Gerovasili, who defended the selection process.[Note 100: Aftodioikisi, “Bad practices in selecting General Secretaries”, https://www.aftodioikisi.gr/ipourgeia/paradochi-gerovasili-kakes-praktikes-stin-epilogi-genikon-grammateon-xana-ypopsifia-periferiarchis/] As far as the request to make public the minutes from candidates’ interviews is concerned, the Minister stated that this is beyond the government's responsibility and this decision can only be made by ASEP.[Note 101: Hellenic Parliament, answer to parliamentary question submitted by Giorgos Mavrotas (MP) and Grigoris Psarianos (MP) on the selection process of the first 12 General Secretaries (in Greek), https://www.hellenicparliament.gr/UserFiles/67715b2c-ec81-4f0c-ad6a-476a34d732bd/10618754.pdf ] It has to be noted that ASEP is a constitutionally mandated independent authority that is “the institutional guardian of the principles of transparency, publicity, objectivity and meritocracy in the civil personnel selection”.[Note 102: ASEP function and operation (in Greek),: https://goo.gl/e8q476 ]

The selection process continued throughout 2018 and expanded to cover lower managerial positions. In March 2018, MAR issued guidelines requesting that the Human Resource departments of public agencies start publishing calls of interest for lower managerial positions.[Note 103: Aftodioikisi,”The selection of public sector managers starts” (in Greek), https://www.aftodioikisi.gr/ipourgeia/ypda-xekina-diadikasia-epilogis-diefthynton-sto-dimosio-egkyklios/] The supplemental memorandum between Greece and its lenders, updated in May 2018, mentions that the entire process to appoint general secretaries, as well as directors, should be completed by October 2018.[Note 104: Aftodioikisi, “Agreement with Institutions: Completion of the appointment procedure for secretaries until October” (in Greek), https://www.aftodioikisi.gr/ipourgeia/symfonia-me-thesmous-eos-oktovrio-i-oloklirosi-diadikasias-gia-genikous-grammatis/]

At the time of writing this report the government point of contact for OGP stated that the managerial positions of the Administrative and Sectoral Secretaries of all Ministries have been made public and the procedure for submitting applications has also been completed.[Note 105: Nancy Routzouni, national point of contact, response to IRM researcher questionnaire, September 2018.] However, final selection is still pending.[Note 106: Capital, “Bomb" in the budget from new recruits and salary increases in the state, three-month extension for the "depolicitization" of the State” (in Greek), http://www.capital.gr/oikonomia/3324387/-bomba-ston-proupologismo-apo-tis-nees-proslipseis-kai-auxiseis-misthon-sto-dimosio]

Did It Open Government?

Commitment 7. National register of line managers of the public administration

Access to Information: Marginal

Although this commitment had no direct relevance to OGP values, its implementation resulted in an incremental improvement in opening government as far as accessing information regarding the selection of public managers is concerned. Prior to this commitment the registering process was opaque. Currently, an online national register of managers is publicly available on the webpage of the Supreme Council for Civil Personnel Selection (ASEP).[Note 107: The Supreme Council for Civil Personnel Selection (ASEP), https://www.asep.gr ] The registry is updated at least once a month and openly provides access to information such as names, department, years of serving in managerial positions and university degree titles for every member of the register.[Note 108: The updated lists of the national register for public managers, http://www.asep.gr/webcenter/faces/oracle/webcenter/page/scopedMD/s3eab32ab_c911_478a_8f8b_0ef74565e04d/Page802.jspx?_adf.ctrl-state=7as5b05vb_42&wc.contextURL=%2Fspaces%2Fasep&_afrLoop=2316797420458554# ] For this reason it can be considered that this commitment has had a marginal effect in changing government practice on access to information.

Commitment 8. Implementation of the assessment of employees and services and control methods

Access to Information: Did Not Change

Civic Participation: Did Not Change

The evaluation of public employees is a crucial policy demanded by Greece’s creditors and the Greek government to move towards a more effective distribution of human resources across agencies.[Note 109: Kathimerini, “Gov't bid to accelerate civil servant assessment scheme” (English version),

 http://www.ekathimerini.com/220873/article/ekathimerini/news/govt-bid-to-accelerate-civil-servant-assessment-scheme ] With this commitment, the government attempted to introduce elements of transparency and public participation in the assessment of employees. The assessment was in practice implemented as an internal public administration process. As such it remained closed for public scrutiny even though some CSOs, like Transparency International Greece, had expressed interest in opening up the questionnaires and contributing to reviewing the selection criteria and assessment methods.[Note 110: Dr D. Rigopoulos, Transparency International Greece, interview with IRM researcher , Athens, 21 November 2017. ] While the government has made the evaluation forms public,[Note 111: The employee evaluation forms (in Greek), http://apografi.gov.gr/evaluation/eval_entypa.html] currently there is no indication about whether aggregate data concerning the content of the completed evaluation forms will be made public in an open anonymized format. For these reasons, this commitment has not changed government practice.

Commitment 9: Implementation of a system for the selection of managers

Access to Information: Marginal

The system for the selection of managers in the Greek public sector has long been linked to clientelism and favoritism.[Note 112: Analysis of Afonso, Alexandre, Sotirios Zartaloudis, and Yannis Papadopoulos, "How party linkages shape austerity politics: clientelism and fiscal adjustment in Greece and Portugal during the eurozone crisis." Journal of European Public Policy 22.3 (2015): 315-334.] With this commitment, the government wanted to establish a transparent and meritocratic system for the selection of managers. An important step forward in relation to transparency is the fact that all calls are currently published in the Transparency Portal Diavgeia (Clarity) as a result of this commitment. A published call, for example, includes detailed information such as the title of the position, the required qualifications and working experience, who can apply, the phases of the selection process, and accepted ways to prove qualifications.[Note 113: An example of a published call (in Greek), https://goo.gl/aJXjBN] Moreover, the body responsible for monitoring the selection process (ASEP) is a constitutionally established independent agency. Although the involvement of ASEP guarantees a certain level of transparency and meritocracy in the selection process, this commitment only had a marginal impact in changing government practice, as no information about the justification of the appointments, beyond calls and the results of the final selection, had been published online.

Transparency International Greece suggested that candidates’ certificates, as well as the media files of interview recordings, could be open to the public, so that everyone could monitor them.[Note 114: Dr. Dionysis Rigopoulos, Transparency International Greece, interview with IRM researchers, Athens, 21 November 2017.] ASEP only publishes tables showing the results of the selection with a list ranking the candidates and the results in cases of objections.[Note 115: For results tables see for instance (compressed results files from ASEP), https://goo.gl/k8tBHq] According to Dr Lilian Mitrou, associate professor at the University of the Aegean and an expert in e-government, open public access to the candidates’ certificates and interview recordings is not legitimate but it could be allowed for people who can prove a direct legitimate interest.[Note 116: Lilian Mitrou, Associate Professor at the University of the Aegean-Greece (Department of Information and Communication Systems Engineering), interview with IRM researcher, Athens, 4 November 2018.] Dr Mitrou suggests that an expansion of the audit mechanism, by sending certificates and interview recordings to the parliament, would help increase public trust in the selection system.[Note 117: Ibid.] At the time of writing this report, the final selection was still pending and the government was given a deadline extension until March 2019.[Note 118: For more information (in Greek), http://www.capital.gr/oikonomia/3324387/-bomba-ston-proupologismo-apo-tis-nees-proslipseis-kai-auxiseis-misthon-sto-dimosio ]

Carried Forward?

MAR staff did not indicate that these commitments would be carried forward into the next action plan, since commitments 7 through 9 were initially actions agreed with Greece’s lenders as part of the effort to depoliticize the public sector.[Note 119: Aftodioikisi, “Memorandum-Public Sector: What does it provide for evaluation, mobility, selection of executives, allowances, contract staff” (in Greek), https://www.aftodioikisi.gr/dimosio/mnimonio-dimosio-ti-provlepei-gia-axiologisi-kinitikotita-epilogi-stelexon-epidomata-simvasiouxous/] It is possible that these will continue to be implemented outside the scope of a new action plan.


Commitments

  1. Open Education Data

    GR0065, 2019, E-Government

  2. Open Rural Development Data

    GR0066, 2019, E-Government

  3. Open Immigration Data

    GR0067, 2019, Citizenship and Immigration

  4. Open National Defense Data

    GR0068, 2019, E-Government

  5. Open Ministry of Interior Data

    GR0069, 2019, E-Government

  6. Open Administrative Reconstruction Data

    GR0070, 2019, E-Government

  7. Open Economic Data

    GR0071, 2019, E-Government

  8. Open Local Government Data

    GR0072, 2019, E-Government

  9. Open Justice Data

    GR0073, 2019, E-Government

  10. Open Environmental Data

    GR0074, 2019, E-Government

  11. Open Culture and Sports Data

    GR0075, 2019, E-Government

  12. Framework Law on Open & Participative Governance

    GR0031, 2016, Capacity Building

  13. Participation in the Assessment of the Public Sector

    GR0032, 2016, Capacity Building

  14. Publicity of Organisational Charts & Entities of the Public Sector

    GR0033, 2016, E-Government

  15. Accountability and Settlement of Disputes Between the Citizens and the Public Sector

    GR0034, 2016, Legislation & Regulation

  16. Guide and Standardization for the Provision of Services & for Procedures Per Service/Entity

    GR0035, 2016, Capacity Building

  17. Improvement of the Open Deliberation Procedure

    GR0036, 2016, Capacity Building

  18. National Register of Line Managers of the Public Administration (Register)

    GR0037, 2016, Capacity Building

  19. Implementation of the Assessment of Employees and Services and Control Methods

    GR0038, 2016, Capacity Building

  20. Implementation of a System for the Selection of Managers

    GR0039, 2016, Capacity Building

  21. Digital Repository for Pubic Administration Studies

    GR0040, 2016, Capacity Building

  22. Provision of Open Cultural Data

    GR0041, 2016, E-Government

  23. Geospatial Maritime Data

    GR0042, 2016, E-Government

  24. Ship/Company and Seafarer Registers

    GR0043, 2016, E-Government

  25. Marine and Maritime Activity

    GR0044, 2016, E-Government

  26. Starred commitment Public Property Open Data

    GR0045, 2016, E-Government

  27. KPI’s for the Implementation of Public and EU Financed Projects

    GR0046, 2016, E-Government

  28. Data and Statistics for Greek National Exams

    GR0047, 2016, E-Government

  29. Protocol Digitization

    GR0048, 2016, E-Government

  30. Informative Actions on Open Data for Young People in Secondary and Higher Education

    GR0049, 2016, Education

  31. Open Education

    GR0050, 2016, Capacity Building

  32. Provision of Open Data for Justice

    GR0051, 2016, E-Government

  33. Enhanced Statistical Data of Justice Open to the Public

    GR0052, 2016, E-Government

  34. Open Provision of Geo-Data

    GR0053, 2016, E-Government

  35. Open-Participatory Budget

    GR0054, 2016, Fiscal Transparency

  36. Regional Council Platform (Open Regional Council)

    GR0055, 2016, E-Government

  37. Open - Participatory Budget

    GR0056, 2016, E-Government

  38. Capture and Evaluation Platform for Regional Technical Projects

    GR0057, 2016, E-Government

  39. City Dashboard

    GR0058, 2016, E-Government

  40. Online Consultation Platform

    GR0059, 2016, E-Government

  41. Open Data Index for Cities and Local Administrations

    GR0060, 2016, E-Government

  42. Linked, Open and Participatory Budgets

    GR0061, 2016, E-Government

  43. School of Data for Public Servants

    GR0062, 2016, Capacity Building

  44. The Collaborative Wikification of Public Services Procedures

    GR0063, 2016, Capacity Building

  45. Strengthening Openness and Accessibility of the Parliament

    GR0064, 2016, Capacity Building

  46. Institutional and Technological Upgrading of Transparency Program

    GR0012, 2014, E-Government

  47. Public Participation in Decision Making

    GR0013, 2014, Capacity Building

  48. Integration of PSI Directive on the Re-Use of Public Sector Information

    GR0014, 2014, E-Government

  49. Regulatory Amendments for the Management and Provision of Open Data

    GR0015, 2014, Capacity Building

  50. Implementation of Platform for Central Distribution of Public Open Data

    GR0016, 2014, E-Government

  51. Provision of Open Geospatial Data

    GR0017, 2014, E-Government

  52. Provision of Open Cultural Data

    GR0018, 2014, Legislation & Regulation

  53. Provision of Open Data for Offshore Companies

    GR0019, 2014, E-Government

  54. Open Provision of Public Sector Critical Data Sets

    GR0020, 2014, E-Government

  55. Open Invitations for Filling Posts in the Public Sector

    GR0021, 2014, E-Government

  56. Public Administration Organizational Chart Publication

    GR0022, 2014, Capacity Building

  57. Coordination and Monitoring of Open Government Policy

    GR0023, 2014, Audits and Controls

  58. Reorganization of Inspectorate Bodies and Strategic Alliance Development Against Corruption

    GR0024, 2014, Anti-Corruption Institutions

  59. Tracking Changes on Bills (From Submission to Voting by Plenum)

    GR0025, 2014, E-Government

  60. Usability and Functionality Improvements of the ‘Parliamentary Transparency’ Section of the Hellenic Parliament Website

    GR0026, 2014, E-Government

  61. Improvement of the Hellenic Parliament Website and Implementation of New Standards-Technologies

    GR0027, 2014, E-Government

  62. Provision of Historical Parliamentary Documents to the Public

    GR0028, 2014, E-Government

  63. Enhancement of Social Media Policy in the Hellenic Parliament

    GR0029, 2014, E-Government

  64. On Line Provision of Exhibitions

    GR0030, 2014, Capacity Building

  65. Increase Number of Legislative Acts Going Through Online Deliberation

    GR0001, 2012, Legislation & Regulation

  66. Capitalize on Citizen Comments and Suggestions

    GR0002, 2012, Public Participation

  67. Operate Central e-Procurement Information System

    GR0003, 2012, E-Government

  68. Operate Central ERP Information System

    GR0004, 2012, E-Government

  69. Operate Central HRMS Information System

    GR0005, 2012, E-Government

  70. Open Data Regarding Prices, as Collected by Prices Observatory

    GR0006, 2012, Open Data

  71. Resolve Legal Issues Regarding State Geo-Data

    GR0007, 2012, Land & Spatial Planning

  72. Offer Additional Taxation Data

    GR0008, 2012, Fiscal Transparency

  73. Augment Functionality of the Transparency Program

    GR0009, 2012, E-Government

  74. Publicise Public Sector Procurement Information

    GR0010, 2012, E-Government

  75. Enable Open, Transparent and Safeguarded Document Circulation

    GR0011, 2012, E-Government