Filenews 6 October 2025 - by Angelos Nikolaou
The Public Service of Cyprus is turning a new page. After decades in which promotions were judged almost exclusively through oral interviews, the implementation of the Examination Centers, launched in 2024, marks a deep break in the way senior state officials are selected.
This reform, based on European practices and funded by the European Commission, introduces multidimensional evaluation methods and drastically reduces the scope for subjectivity and interventions.
At the heart of the new process are the Examination Centers, through which candidates for intermediate and managerial positions (scale A13 and above) are evaluated. Participants go through written exams, competency exercises, case studies, presentations, and role-playing exercises to accurately determine their skill range.
The results of the Examination Center now have the greatest weight in the overall evaluation, as provided for by the new law: up to 40 points for positions A13(ii) and up to 50 points for positions A14 and above. The oral interview is limited to 15 and 20 points respectively.
This is a radical change from the past, where the final choice was based almost exclusively on the judgment of the Public Service Commission through an interview.
In detail, the process has three stages:
- Assessment at the Examination Centre
- Oral examination by the Public Service Commission (EDY) for three times the number of candidates
- Final selection, based on overall scoring and statutory criteria.
The new procedure has already been implemented for the positions of Director of Customs, Director of Electromechanical Services and Director of the Institute of Agricultural Research, while the evaluation for the positions of General Manager is in progress.
Previously, the selection of Heads of Departments, such as the position of General Director, was made exclusively through an oral interview by the Public Service Commission. In other cases, for first appointment or promotion positions, there was an Advisory Committee that determined whether written or oral examinations would be held. Based on the results of these, the Public Service Commission received a report and proceeded to the final selection, which again was based on an oral examination.
Multiple benefits: from meritocracy to strategic planning
The reform is not just about recruitment. It creates a rich mechanism for collecting data on the human resources of the Public Service. Each assessment produces quantitative and qualitative data, which can be used to:
• Identify skills gaps and design targeted training programs
• Strategic human resources planning to anticipate needs and prepare successions for critical roles
• Internal utilization of strong skills, facilitating collaboration between ministries
At the same time, the new process reduces unconscious biases, makes political or personal interventions more difficult, and strengthens employee trust, creating a culture of meritocracy and growth.
International experience shows that proper skills assessment leads to better executive placement, increased productivity and faster adaptation to the requirements of the position. In addition, a transparent and modern system of options makes the Public Service more attractive to talented young professionals, enhancing the image of Cyprus abroad.
The introduction of the Examination Centers is a key step in the modernization of the Public Service. By turning to meritocratic and measurable criteria, the state acquires the tools for more effective staffing, greater transparency and strategic management.
Above all, it sends a clear message: positions of responsibility in the state will now be judged on the basis of skills, not acquaintances.
What is the role of the Examination Centers?
The role of the Examination Centres in the whole promotion and recruitment process is to ascertain the skills and competences of the candidates through modern and multidimensional methods, such as: written examinations, aptitude and skills tests, exploratory exercises, role exercises, case studies and presentations.
This process is demanding, as the results from the Examination Center have the greatest weight in the overall evaluation, as provided by law.
With this process there are significant advantages:
• The probability of placing the right person in the right position increases, which leads to better productivity and job satisfaction
• A more accurate prediction of future success is made, because candidates are tested in skills assessments and not just in knowledge
• The risk of incorrect promotions is reduced, which can lead to internal crises or administrative costs, while the faster adaptation of new executives to the requirements of the new position
is achieved • Transparency and meritocracy are promoted: political and personal interventions
are reduced • The culture of meritocracy and commitment is strengthened: employees gain confidence, morale and commitment increase, while passivity and frustration are reduced • Creates a more attractive working environment for talented young professionals
