With the provisions of Law 4940/2022 (Part B'), a new evaluation and goal-setting framework is established based on the logic of employee skills, as defined in Part A'. A functional tool is formed with a dual objective: on the one hand, the determination of the level of skills of each employee, depending on the responsibilities of his unit, and on the other hand, the formation of those initiatives that are necessary for the continuous development and empowerment of the employee, without any connection to grades and performance. The Evaluator selects, based on the objectives of the unit and the role of the assessee in it, three (3) skills of the assessee that he considers to be susceptible to further development. The aim is to strengthen the added value of the assessee in fulfilling the objectives of the team specifically, but also of the service in general. It is also worth noting the establishment of the team's pulse, that is, the recording of the opinion of the directly subordinate employees of the organizational unit, through scoring on questions oriented towards evaluating the way the organizational unit operates and not the skills of the supervisor.

Part C introduces the institution of the Human Resources Development Advisor as one of the horizontal "tools" made available to public services and managers, in particular, in the context of the upgraded and strengthened role of the latter, in order to support the innovative approach to the shift in the skills of the human capital of public administration and the need for a stable and fully specialized network of communication, guidance and support for the people and services called upon to implement the policies of the General Secretariat for Human Resources in the Public Sector.

Furthermore, a pilot employee incentive and reward system is being introduced, which functions as a reward mechanism for employees. At the same time, it constitutes an administrative tool, provided to the head of the organizational unit, for the utilization of the experience and know-how of employees and the implementation of its goals, for the benefit of the economy and society.

At each level, supervisors and subordinates are committed on an annual basis to implementing specific actions and achieving specific quantitative and qualitative results, taking into account general or specific performance indicators where they exist.

Furthermore, in January 2023, with the Ministerial Decision (Ministerial Decision No. DSS//2023 (Ministerial Decision No. DSSK/TPP/F.1/oik.386 Government Gazette B 46 2023): Procedure for setting and revising objectives and measurement indicators of article 9 of law 4940/2022. (831995)) the following are determined: a) the components of the objective, b) the type, content and method of completing the "Achievement of Manager Objectives" form, c) the cases of goal setting and the process of setting and allocating the objectives, d) the specification of the content of the goal setting categories of par. 5 of article 9 of law 4940/2022 and e) the process of revising the objectives and the score for achieving them.

Therefore, the proposal is assessed as implemented.