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The Croke Park Agreement: The HR Challenge

The Croke Park Agreement: The HR Challenge. Mr. Ciarán Connolly Secretary General Public Service Management & Development Department of Finance. Setting the Scene: Current Economic Crisis. Scale of our economic difficulties Exchequer deficit - borrowing Public Sector pay & pensions

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The Croke Park Agreement: The HR Challenge

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  1. The Croke Park Agreement:The HR Challenge Mr. Ciarán Connolly Secretary General Public Service Management & Development Department of Finance

  2. Setting the Scene: Current Economic Crisis • Scale of our economic difficulties • Exchequer deficit - borrowing • Public Sector pay & pensions • Critical role of public sector transformation

  3. Reform Initiatives • Strategic Management Initiative (SMI) • Delivering Better Government (DBG) • Transforming Public Services (TPS) • Following OECD Review (2008)

  4. TPS: HR Issues • Managing performance and challenging underperformance • Strengthening links between performance and access to promotions and increments • Competitive, merit based promotions linked to performance systems • Removal of barriers to a unified Public Service labour market • Senior Public Service • Greater use of HRM shared services

  5. Public Service Agreement: HR Issues • Performance Management • Unified Public Service Labour Market • Work Life Balance Arrangements • Management of Sick Leave • Open/Skilled Recruitment

  6. TPS: Shared Services • In-sourced and out-sourced • Financial Management • Procurement • ICT Systems Management • Human Resource Management

  7. Croke Park & Shared Services • Croke Park • greater sharing of resources through the use of shared services within and across sectors. • Pilot Shared Services projects • Pensions administration • Payroll and Financial Management • Human Resource Management

  8. HR Shared Service • A single HRSSC for the Civil Service – staffed by Civil Servants • To carry out transactional elements of HR processes • Free up HR Units to concentrate on HR Management • RFT to engage expertise to assist with the process

  9. Move to HR Shared Service Two main phases: • Set Up • Transition External Assistance

  10. HRSS: Set Up Phase • Significant element – BPR • to improve and standardise HR processes • Workshops with Civil Service subject-matter experts • Role definition • HR Units • HRSSC

  11. HRSS: Transition Phase • Tranches based on size, numbers, grades, etc • Training • HR Unit staff • HRSSC staff • Review following transition of first wave • Apply lessons learnt

  12. HRSS: Shared Service Operation Expertise • Post Set Up and Transition • Minimum of one year – maximum of three • Skills Transfer • HRSSC running efficiently and effectively

  13. HRSSC Steering Group • Working Group on HRSS established: • Department of Finance • Department of Social Protection • Department of Transport • Office of Public Works • Revenue Commissioners • Agree Award Criteria • Sign off on RFT • Address queries from bidders • Evaluate bids received

  14. Project Timelines (Indicative) I • November 2010 Issue RFT • February/March 2011 Receive tenders • March 2011 Finalise evaluation & Award Contract • May 2011 Contract Negotiation

  15. Project Timelines (Indicative) II • July 2011 Commence Set Up • 12 months (RFT – “no longer than”) • June 2012 Commence Transition • 30 months (RFT – “no longer than”) • End 2014 HRSSC fully live • 2 years Shared Service Operation Expertise

  16. Public Service Management Division Department of Finance www.finance.gov.ie www.onegov.ie

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