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Croke Park is dead; long live, eh, Haddington Road


ShoutingIsLeadership

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Jan 17, 2011
Messages
50,433
Public service pay deal published - RTÉ News


48 pages of fudge and compromise here, for your pleasure/torture.


http://static.rasset.ie/documents/news/haddington-rd-agreement.pdf


The Labour Relations Commission confirms to all parties that the positions set out in this document
represent the limit of what can be achieved by negotiation between the parties in all of the circumstances
applying at this time. On that basis the Commission puts the positions set out as its proposals for collective
agreement between the parties.

The Parties acknowledge the significant level of reform that has taken place across the public service
under the Public Service Agreement 2010-2014. However, they also agree that further measures are
required to underpin the delivery of a more integrated, efficient and effective public service. Under this
Agreement further sustainable reform measures will be implemented in the following areas:
- Redeployment
- Performance management
- Flexible working arrangements
- Work-sharing arrangements
- Workforce restructuring.

The Government reaffirms the commitment given under Paragraphs 1.6 and 1.15 of the Public Service
Agreement in relation to pay rates of public servants and compulsory redundancy, subject to the
provisions set out in this Agreement
First question:

Will it be accepted?

Second question:

Are government threats (you know, the bit about enforced pay cuts if CPA2 was rejected), meaningless?
 


ShoutingIsLeadership

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The standard working hours of public servants will increase as follows:

Those with a working week of 35 hours or less (net of rest breaks) will increase to a minimum of a 37 hour week.

Those with a working week that is greater than 35 hours but less than 39 hours (net of rest breaks) will increase to a 39 hour week.

Working hours of those currently with a net working week of 39 hours or greater will remain the same. However, an hour of overtime worked each week for these grades will be unpaid until 31st March 2014.

Extra hours worked will be deployed and may be aggregated on a daily, weekly or annual basis as best meets service demands, following local consultation, based on the principles agreed in each sector.
 

ShoutingIsLeadership

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Jan 17, 2011
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Overtime arrangements are revised as follows:

a) For those on salaries of up to €35,000 (inclusive of allowances in the nature of pay), overtime will be paid at time and a half at the first point of the appropriate scale. This formula will not apply to any scale where this provision would result in overtime being paid at less than time at any point on the scale. In the case of such scales, the formula set out in (b) below will apply.

b) For those on salaries (inclusive of allowances in the nature of pay) of €35,000 or greater, overtime will be paid at the rate of time and a quarter at the individual’s scale point.

2.12 Divisors for the calculation of overtime will be adjusted to take account of any additional hours provided for above.

2.13 For those grades currently with a working week of 39 hours or more (net of rest breaks), an hour of overtime worked each week will be unpaid until 31st March 2014.
 

'orebel

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Yes and yes.
 

ShoutingIsLeadership

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Premia

2.14 Sunday staffing and other reforms: Management will actively seek to reduce the overall numbers of staff rostered for duty on Sundays. At the same time, all staff will co-operate with measures to achieve the most cost-effective skill-mix and staffing ratios to meet service needs.

2.15 Twilight payments and any equivalent payments across sectors, will no longer be payable.
 

ShoutingIsLeadership

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Increments

For those on salaries below €35,000 (inclusive of allowances in the nature of pay), a three month increment freeze will apply during the Agreement. This freeze will take effect after the next increment is paid with the following increment being awarded in fifteen months rather than twelve, or equivalent if the increment interval is longer.

2.17 For those on salaries between €35,000 and €65,000, inclusive of allowances in the nature of pay, two three-month increment freezes will apply (total of a six month freeze) during the Agreement. As above, this would take effect after the next increment is paid but for two consecutive years there would be a fifteen month period between increment dates. If the increment interval is longer than 12 months, the freeze will be for a single 6 month period.

2.18 For those on salaries above €65,000 (inclusive of allowances in the nature of pay) to the max of the Principal (higher) scale or equivalent in the civil service or similar across the public service, two six month increment freezes will apply. These freezes will take effect after the payment of the next due increment with the following two increments being awarded in 18 months rather than 12 months, or equivalent if the increment date is longer.

2.19 Incremental progression will be suspended for three years for those on salaries scales starting over€100,000 (inclusive of allowances in the nature of pay).

2.22 For those currently on the final point on the incremental scale and with salaries between €35,000 and
€65,000 (inclusive of allowances in the nature of pay), the following arrangements will apply, apart from those grades with an annual leave entitlement of 23 days or less, in the interests of equity:
 A total reduction of annual leave entitlement over the period of the Agreement of 6 days:
Or
 A cash deduction from salary of an equivalent amount to the value of the 6 annual leave days or a half of the most recent increment, whichever is the lesser.

2.23 For those on salaries between €35,000 and €65,000 (inclusive of allowances in the nature of pay) and
who reach the maximum of the scale following a single 15 month incremental period, a reduction of annual leave entitlement of 3 days will apply, or an equivalent amount to the value of the 3 annual leave days or a quarter of the most recent increment, whichever is the lesser.
 

ShoutingIsLeadership

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Higher remuneration

2.24 In addition to the measures on increments above, and as a means to ensuring broad equity of contribution, the Parties note that the Government intends to apply a reduction in pay for those on salaries of €65,000 and greater (inclusive of allowances in the nature of pay) as follows:

Annualised amount of Remuneration

Any amount up to €80,000 = 5.5%
Any amount over €80,000 but not over €150,000 =8%
Any amount over €150,000 but not over €185,000 = 9%
Any amount over €185,000 = 10%

For those on salaries (inclusive of allowances in the nature of pay) above €65,000 to the max of the Principal (higher) scale or equivalent in the civil service or similar across the public service, the reduction in pay above will be restored to the pay rate that they would have had, but for the pay reduction, within a maximum of 18 months of the end of this 3 year Agreement between the parties which is intended to commence with effect from 1st July 2013. The restoration will be in two equal phases – the first after 9 months and the second 9 months later.
 

Socratus O' Pericles

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Congalltee

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Is there anything which makes it more likely that (the minority)
incompetent or those who engage in misconduct can be dismissed?
Or deal with any of those who are incapable of working?
Do increments have to be earned?
Can increments be taken away for poor performance?
Can senior positions be filled from outside existing staff?

How will public service delivery be improved (or is it just about €300m and avoiding strikes?)
 

mido

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Aug 28, 2007
Messages
3,374
no slaughter of innocents then as was required by many in commenatariat and the SINDO?
 

ShoutingIsLeadership

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Joined
Jan 17, 2011
Messages
50,433
Is there anything which makes it more likely that (the minority)
incompetent or those who engage in misconduct can be dismissed?
Or deal with any of those who are incapable of working?
Do increments have to be earned?
Can increments be taken away for poor performance?
Can senior positions be filled from outside existing staff?

How will public service delivery be improved (or is it just about €300m and avoiding strikes?)
3.13 The Parties are agreed on the need to nurture a high performing public service. While progress has been made in this area, it is accepted that further steps need to be taken urgently to strengthen performance management systems and procedures in place across the Public Service.

3.14 Specifically:
 During the lifetime of this Agreement, the introduction of performance management systems will be accelerated at the level of the individual in all areas of the Public Service where they do not currently exist.

Where necessary, existing arrangements will be revised to ensure that:
‐ Managers are held to account for managing the performance and development of their staff.
This must be a key goal for all managers and taken account of in their own performance reviews.

‐ Procedures to deal with underperformance will be streamlined to be more effective.
‐ The performance of individual public servants is managed and assessed against agreed
objectives.

Performance improvement action plans will be developed for individuals identified as having performance issues clearly setting out the performance issues that need to be addressed over a defined timeframe. There will be active management of the performance mprovement action plans. In instances where performance has not been satisfactorily addressed within the timeframe set down, procedures to deal with underperformance will be invoked.

Where performance does not improve to a satisfactory level within an agreed timeframe, disciplinary procedures may apply.

The performance of senior managers is critical to supporting the effective delivery of quality public services and never more so than in a climate of significantly reduced resources. Measures will be introduced to further develop and enhance a culture of performance across the management cohort of the Public Service. These measures will include the introduction of management performance agreements.
 

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