Human resources management reform in Greece

A first strategy for the reform of Greece’s public administration was adopted in April 2014. It has led to major reforms resulting from the consecutive national strategies. These reforms have been and are strongly supported by the Task Force for Greece (TFGR) and the Structural Reform Support Service (SRSS), then by the Directorate-General for Structural Reform Support (DG REFORM) and the French partner of the reform.

Since 2019, several relevant activities have been implemented or are still ongoing. They focus on the digital transformation of public administration and a wider deployment of the corresponding online services, as well as the implementation of a multifaceted human resources management (HRM) strategy.

In this respect, Greece benefits from the support of the European Union, thanks to which progress in the fields of public administration and the reform of human resources management are increasingly recognised.

The main objective of this project is to support Greece’s efforts to strengthen institutional and administrative capacities, including at the regional and local levels, in order to facilitate the digital, green and inclusive social transitions, effectively address the challenges identified in the specific recommendations for the country and implement EU law.

More specifically, the project aims to devise, develop and implement reforms, in order to further support the modernisation of the HRM model and contribute to improving the overall quality of HRM in the public sector in Greece.

The implementation of the project is contributing to the ongoing reform of human resources management (HRM) in the public sector in Greece.

This project has two long-term expected outcomes:

• Improvement in the public sector and public services through innovation
• Improvement in HRM in the public sector and increase in the performance of the public service.

The project should also produce additional effects in the short and/or medium term:

• Establishment of the framework and structures required to introduce innovation in the public sector
• Reestablishment of onboarding for newly appointed civil servants through training
• Establishment of the base for the development of career paths in the Greek public sector.