1 / 24

Workshop on Remuneration Systems for Civil Servants and Salary Reform Bucharest, 25 April 2007

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 Hurley Principal Officer: Pay & Remuneration Division Department of Finance: Ireland. Summary Outline. Civil Service Grades

isaac-jefferson
Download Presentation

Workshop on Remuneration Systems for Civil Servants and Salary Reform Bucharest, 25 April 2007

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. 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 Hurley Principal Officer: Pay & Remuneration Division Department of Finance: Ireland

  2. Summary Outline • Civil Service Grades • Structure of salary scales • Pay determination process General wage rounds National Partnership Benchmarking • Higher levels : performance related pay

  3. Civil Service Grades

  4. 25,000.00 1 SECRETARY GENERAL 2 ASST SECRETARY 3 PRINCIPAL 20,000.00 4 ASST PRINCIPAL 5 ADMINISTRATIVE OFFICER 6 HIGHER EXECUTIVE OFFICER 15,000.00 7 EXECUTIVE OFFICER 8 STAFF OFFICER 10,000.00 9 CLERICAL OFF 5,000.00 0.00 1

  5. General Recruitment Levels • Clerical Officer • Executive Officer : 50% • Administrative Officer : Honours Graduates

  6. Minimal Higher level recruitment • 2 in 9 of Principal vacancies • 1 in 5 of Assistant Principal • 1 in 6 of Higher Executive

  7. Pay Scales • Incremental scales • Applied to everyone • Shorter scales for higher grades • Long-service increments

  8. Promotion • 75% merit-based competition • 33 to 50% interdepartmental.

  9. Performance Appraisal • Focus on career development and training • Limited monetary awards Merit awards: 0.2% of payroll Special service awards: 1% of payroll • Higher scales for executive and clerical grades

  10. Non-financial rewards • Mobility • Increased interdepartmental competitions • Increasingly merit-based promotions • Training and development • Family friendly measures

  11. Pay Determination • General rounds • Special increases

  12. National Partnership • Government • Unions • Employers • Farming organisations • Community and voluntary sector

  13. National Partnership • Pay agreements • Taxation • Social security • Social equity • Public expenditure

  14. Towards 2016 • 10 year framework. • 10% over 27 months • No cost-increasing claims • Commitment to industrial peace • No strikes

  15. Modernisation • Principles re organisational change • Programme for four sectors • Organisation–specific Action Plans • Performance verification

  16. Pay Policy • Public sector able to attract its fair share of good quality staff • Should neither lead nor lag the market.

  17. 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

  18. 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

  19. 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

  20. 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

  21. 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

  22. Websites • www.finance.gov.ie • www.benchmarking.gov.ie • www.reviewbody.gov.ie • For further information, send queries to payscales@finance.gov.ie

  23. ? • Any questions?

  24. Is anyone still awake?

More Related