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U Workshop on Remuneration Systems for Civil Servants and Salary Reform

Bucharest, 25 April 2007

Civil Service Salary System in Ireland and Recent Reform Trends

David HurleyPrincipal Officer: Pay & Remuneration Division

Department of Finance: Ireland

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Summary Outline

Civil Service Grades Structure of salary scales Pay determination process

General wage roundsNational PartnershipBenchmarking

Higher levels : performance related pay

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Civil Service Grades

SECRETARY GENERAL17

ASST SECRETARY140

PRINCIPAL 631

ASST PRINCIPAL 1,695

ADMINISTRATIVE OFFICER219

HIGHER EXECUTIVE OFFICER2,865

EXECUTIVE OFFICER4,314

STAFF OFFICER1,453

CLERICAL OFF10,068

TOTAL 22,118

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0.00

5,000.00

10,000.00

15,000.00

20,000.00

25,000.00

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1 SECRETARY GENERAL

2 ASST SECRETARY

3 PRINCIPAL

4 ASST PRINCIPAL

5 ADMINISTRATIVE OFFICER

6 HIGHER EXECUTIVE OFFICER

7 EXECUTIVE OFFICER

8 STAFF OFFICER

9 CLERICAL OFF

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General Recruitment Levels

Clerical Officer Executive Officer : 50% Administrative Officer :

Honours Graduates

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Minimal Higher level recruitment

2 in 9 of Principal vacancies

1 in 5 of Assistant Principal

1 in 6 of Higher Executive

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Pay Scales

Incremental scales Applied to everyone Shorter scales for higher

grades Long-service increments

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Promotion

75% merit-based competition

33 to 50% interdepartmental.

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Performance Appraisal

Focus on career development and training

Limited monetary awardsMerit awards: 0.2% of payrollSpecial service awards: 1% of payroll

Higher scales for executive and clerical grades

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Non-financial rewards

Mobility Increased interdepartmental

competitions Increasingly merit-based

promotions Training and development Family friendly measures

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Pay Determination

General rounds

Special increases

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National Partnership

Government Unions Employers Farming organisations Community and voluntary sector

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National Partnership

Pay agreements Taxation Social security Social equity Public expenditure

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Towards 2016

10 year framework. 10% over 27 months No cost-increasing claims Commitment to industrial peace No strikes

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Modernisation

Principles re organisational change Programme for four sectors Organisation–specific Action Plans Performance verification

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Pay Policy

Public sector able to attract its fair share of good quality staff

Should neither lead nor lag the market.

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Public Service Benchmarking Body

Collected evidence about 138 public service grades.

Examined 3,994 individual jobs Interviewed 347 public servants Collected private sector data about

3,563 jobs covering 46,351 employees

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The Body considered:

Recruitment and retention Equity National competitiveness Modernisation of the public service Public service pensions Other differences in conditions, e.g.

security of tenure & benefit in kind

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The Body recommended

Changes in personnel management practices.

A range of pay increases from 3 to 25%, averaging 8.9%

The awards sever all previous pay links

Linked to agreement on modernisation

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Review Body on Higher Remuneration

Compared job sizes: public v. private

Recommended linking pay for top public service jobs to lower quartile of private sector salaries

Pay increases from zero to 33.3% New system of performance-related

awards

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Performance-related pay

Deputy Secretary & Asst Secretary Related to demanding targets Pool of 10% of pay Maximum individual award of 20% Decided by an independent

committee

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Websites

www.finance.gov.ie www.benchmarking.gov.ie www.reviewbody.gov.ie

For further information, send queries to payscales@finance.gov.ie

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?

Any questions?

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Is anyone still awake?