The government and the Ministry of Interior are planning the public sector of the future — one that leverages Artificial Intelligence to support and strengthen the human resources of Public Administration. With elections now no more than eight to nine months away, this vision will inevitably become part of New Democracy’s pre-election platform and its so-called “Agenda 2030,” which will be put before voters for their judgment. “We need to give the public sector the ability to reward merit,” Interior Minister Thodoris Livanios said recently, stressing that “this creates the foundation to attract talent.
Significant changes have been made in the public sector in recent years. With gov.gr, reforms were achieved that were by no means a given.” Referring to Artificial Intelligence, he noted that it will certainly help in various aspects of the public sector, though the human element will never be eliminated. “The public sector has been changing systematically day by day since 2019. There is a plan we are faithfully following, to guide Public Administration along the path it needs to take,” said Deputy Interior Minister Vivi Charalambogianni at the conference “The Public Sector is Changing – New Policies, Measurable Results,” organized by newmoney.
A unified ecosystem built on two central pillars
The innovative plan includes, among other things, a unified ecosystem built on two central pillars: a modern AI-driven strategic workforce planning tool (A.I. Engine) that will use Artificial Intelligence to forecast and assess staffing needs across the public sector, and a digital career portal for both new candidates and existing employees — again powered by AI technologies. What exactly will this A.I. Engine do once the plan moves forward? It will transform Public Administration workforce planning into a dynamic decision-making model. How will it achieve this? First, it will identify vacant positions and the need for new hires. It will then assess needs at two levels — locally, by region, and then at the level of individual public bodies and organizations. Finally, it will analyze the demand for specific skills and competencies. This digital tool will then present a detailed breakdown of supply and demand for staffing across public organizations and services. Based on all of this, it will generate recommendations for the optimal allocation of suitable personnel across agencies, organizations, and services to achieve the best possible staffing outcomes.
The Ministry of Interior will, of course, always have the first and final say — but the groundwork laid by the A.I. Engine will make the ministry’s job significantly easier, faster, and more effective. The digital tool will produce the aforementioned recommendations across two strategic axes: new hires and internal mobility — the two ways to fill a vacant position as defined by the relevant organizational chart. In the second area, the goal is to deploy existing employees in new roles, offering them fresh opportunities for professional development and personal growth, while also helping to fill vacancies promptly. Moving from strategic workforce planning to the new digital career framework, the ambition is to reposition the public sector as an employer of choice. Rather than an effectively static career ladder, the goal is for public sector employees to have a dynamic path ahead of them — full of possibilities and choices.
Full visibility into professional prospects
This will be supported by targeted information and complete transparency about the career prospects available within the public sector, as well as personalized career pathways — a challenging and demanding undertaking for Public Administration, but one that will provide greater and more meaningful incentives, especially for newly hired employees. Boosting job satisfaction among the existing workforce is equally a challenge that must be met in the same spirit. How will Artificial Intelligence support all of this? The plan under consideration works as follows: a citizen will log into the digital portal and select their current status — new candidate or existing employee. They will then enter their qualifications, additional credentials, certifications, diplomas, and so on. They will also complete a structured self-assessment based on the Public Sector’s Unified Skills Framework.
From there, they will be able to select which sector or sectors interest them most, the region or area where they prefer to work, and the career path they wish to pursue.
With the help of Artificial Intelligence, the new digital portal will analyze the profile of the candidate or active public sector employee and generate personalized recommendations for job openings and career opportunities. These two innovative digital tools will interoperate with the new digital Human Resources Management System for the public sector, ensuring the full utilization of all available data.
Published in Parapolitika
