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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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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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National Partnership
Government Unions Employers Farming organisations Community and voluntary sector
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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 [email protected]