Myths circulate about the VIP system, nepotism, etc., in relation to public service (PS) recruitment. It is therefore proposed that the recruitment system be adapted in a similar way to that already in place for non-political posts in the EU institutions (administrators, translators, system officers, etc.), where the procedure is managed by EPSO (European Personnel Selection Office).
 
All "non-political" candidates who submit evidence of eligibility (certificates, attestations, etc.) must first pass two preliminary tests. They report to the office at an agreed time, identify themselves with an identity document (so as not to repeat the Marinic case), where they are given a number to log in to the computerised testing application. The software does not know who is who, of course, and it is only at the very end, when the candidates are ranked according to their scores, that we find out which "lucky" ones have qualified for the next rounds (something similar to the anonymity guaranteed in the Baccalaureate).
 
All eligible candidates are invited to the first round, which is the same for all and tests the candidate's basic "attic" tidiness, functional literacy, ability to solve the most basic tasks. The computer selects a few tasks for each area from a huge database, the candidate has a limited amount of time to solve them and finally submit them electronically. The use of mobile phones and similar communication devices is, of course, prohibited, as are calculators and similar devices, but the candidate may use a sheet of paper (provided by the supervisor) and borrow a pen. Of course, there is a supervisor present to make sure that there is no "teamwork" or other forms of cheating. The test includes some mathematical text problems at primary school level, the ability to understand a short (max. 10 sentences) uncomplicated text (among those given, mark those statements that say what is written), etc. There is also a basic test of knowledge of Slovenian grammar (correct use of punctuation, capitalization, conjugation).
 
A computer application anonymously evaluates all the solutions submitted, and candidates who reach a certain minimum score, as well as the minimum for each area, are invited to the second round. The format is similar to the first round, except that it consists of a 'quiz' (e.g. answers a, b, c, d) for a specific subject area. Where necessary, a test of basic knowledge of foreign languages is also added. Once again, the application anonymously evaluates all the tasks and provides the HR department with a list of the top few candidates for each job. All candidates selected in this way must reach a minimum score.
 
The best candidates selected in this way are then invited to the next rounds, which are carried out according to the traditional procedures for each field (interviews, possible practical tests, etc.).
 
In order to reduce the possibility of abuse (correcting the scales or "leaking" tasks, which is of little importance in view of the large pool), the process of conducting the first two rounds is outsourced to an external contractor, preferably EPSO, which already has the necessary infrastructure in Slovenia.
 
At the same time, a vetting of existing staff is carried out to identify those whose strongest "qualification" is VIP. Two options are possible:
Radical: all UI staff are dismissed, but of course they have the option of reapplying; if they pass the first two rounds, they have a good chance of returning to their current post anyway, given their relevant experience.
More moderate: all UU staff go to the first round and possibly to the second; those who 'survive' (reach a minimum score) keep their post, the others are thanked for their participation and procedures are put in place to fill their posts.
Those previously recruited who are successful under any of the options retain all the benefits they have received so far, and in the event of a drop-out "above" they have a good chance of promotion.