Ensuring the public character of Cyta through the agreement signed on Thursday afternoon for further flexibility within the Organization was highlighted yesterday by all parties involved, evidently wanting to reassure that the institutional innovation being attempted will not jeopardize the existing status of the organization.
Indeed, the issue is also recorded in the announcement issued by Cyta, which noted that “the completion of the consultation ensures the maintenance of Cyta as a public organization, as is the public demand, while at the same time providing the necessary flexibility and provisions to the organization, so that it operates with modern methods and terms of employment, as business organizations do in the free market.”
In light of the above, with the agreement – which will be valid for at least six years – a mechanism is established to ensure that the number of public law employees will not be less than 60% of the total number of employees.
Moreover, our information indicates that the text signed yesterday specifically refers to the mechanism for monitoring the 60-40 ratio, to ensure that this specific ratio, which will also be recorded in the organization’s respective budget, is maintained.
According to the agreement, it is further clarified that when either of the two categories, public personnel, and private personnel, exceeds the agreed percentage, the next recruitment will be made in the other category of employees.
As we also mentioned, another key parameter of the agreement is the advancement of hourly-paid personnel who, if they choose, will be converted into monthly indefinite personnel with salary advancement and other benefits.
Existing public law personnel will not practically see their rights affected, and additionally, some improvements are provided mainly regarding the provision of incentives, with the provision of bonuses.
As announced yesterday by EPOET (OHO-SEK), which together with the unions ASET-Cyta and SIDEKEK-PEO-Cyta signed the text with the management, within the next few days officials from the three unions will visit the workplaces to explain the content and provisions of the agreement.
In its announcement yesterday, Cyta announced the successful completion, with the agreement of the majority of trade unions, of the 15-month consultation “on institutional innovation, the evolution of its personnel, and the new modern framework of the organization’s institutional functioning.”
It further states that institutional innovation and personnel evolution include dozens of modernization proposals or changes, recording the following concerning personnel:
◗ Linking performance with bonuses (note: according to information on the matter, there will be a transitional period and it will not be immediately implemented).
◗ Introduction of Variable Performance Remuneration
◗ Abolition of 709 positions of Public Law
◗ Upgrading of Private Law Employees and their integration into all support activities
◗ Rationalization of Scales in the new personnel categories (Private and Public Law)
◗ Extension of the already existing successful system of recruiting management executives with defined-term contracts
◗ Advancement of qualified personnel to higher personnel categories
◗ Adoption of Benchmarking as a consulting tool for determining or redefining scales and benefits.
According to the Organization’s announcement, the possibility of implementing the most important provisions concerning personnel evolution is made possible due to the successful implementation of the Unified Performance Management System, applied at Cyta, as well as the New Promotion System (the approval of which is in its final stages).
