IMPACT Civil Service News Issue No 1 October 2015
Welcome to the new IMPACT Civil Service News Bulletin which will be distributed via email on a bi-monthly basis to Branches and Members working in the CS Division. The News Bulletin will update you on current issues within the Civil Service such as developments within the General Council structure as well as news from Branches across the Division.
If there are issues within your branch that you think other members should be aware of please let us know by emailing Carol Foster cfoster@impact.ie and we will make sure its featured in the next issue.
Report from General Council and Staff Panel
New Disciplinary Code
Discussions have commenced on a new disciplinary code for the civil service. Management have drafted a new policy which seeks to streamline the disciplinary process and deal with what they see as excessive delays in processing appeals against serious sanctions. The union side has a number of concerns about these proposals and has identified the need to maintain the tripartite appeals board with an independent Chair, whereas Management would prefer to have a single External Appeals Officer to deal with serious disciplinary cases such as dismissal and demotion. The union side are also concerned about other issues within the draft proposals such as the ability of managers to refer to spent disciplinary warnings and a proposal to replace the existing verbal warning with a first written warning. The Union side has suggested that any delays in processing cases could be addressed by increasing capacity by increasing the number of independent Chairs and Unions and Management members of the disciplinary panel. A further update will issue to branches and members once discussions have concluded.
Underperformance Policy
As part of the Civil Service Renewal Plan the Management side has produced a draft underperformance policy. This initiative has been taken in response to both external and internal pressure to develop a system for addressing poor work performance. Whilst the Union side is obliged to discuss and consult Management on this proposal we have outstanding concerns in relation to the extent to which underperformance may develop into a serious disciplinary issue and the links between this new policy and the new disciplinary code. Formal discussions have not yet commenced. Further updates will be issued to branches and members shortly.
PMDS
There are two developments to report on PMDS. Firstly that the arrangements for handling appeals against adverse PMDS outcomes has been agreed, therefore members can compete any outstanding PMDS process for this year. Secondly Management have indicted a wish to change the PMDS ratings system from a scale of 1 to 5 to a new scale. This would assess performance on the basis that work is either satisfactory or unsatisfactory. A formal proposal will now be sent to the Staff Panel for consideration. The Unions have long argued that a simple satisfactory or unsatisfactory rating would be desirable for all parties therefore this is a welcome development.
Marriage Leave & Annual Leave
The Staff Panel had submitted a claim for an increase in 2 days to the maximum number of days for annual and marriage leave. The Management Side have now offered an increase of 1 day bringing the total number of days available to 27 for annual and marriage leave. The CSDEC and Staff Panel are considering this offer.
Psychometric Testing and PAS
The Staff Panel submitted a claim to General Council requiring the Official Side to cease using the current form of psychometric testing for recruitment competitions. The current test is problematic. A meeting with PAS on this and other issues will take place in November.
Claim for Payment of Higher Duty Allowance after 4 weeks
Currently the higher duty allowance is payable after 12 weeks in post, the Staff Panel are seeking a return to prior arrangements whereby the allowance was payable after 4 week in post. The Official Side are considering this claim.
Restoration of ability to take 1.5 days flexileave
The right to work up one and a half days flexileave has been restored on a 6 month pilot basis. These arrangements will commence in the November flexi-leave period and 1.5 days leave can be taken within the November
Recruitment and the CPSU/PSEU Arbitration Finding on Open and Confined Competition for AP and PO Posts
IMPACT is seeking an agreement for technical and specialist posts on confining posts where ever possible, the minimum provisions that would be acceptable are the arrangements for APs and PO posts. This is linked with the need to increase the recruitment to specialist grades which can now be achieved through the delegated recruitment sanction provided to most Departments. IMPACT is preparing to launch a campaign on this issue to pressure Departments to replace staff through fresh recruitment. More details on this will follow.
Branch Issues
Chief State Solicitors Office - Management within the CSSO are discussing the creation of a new Solicitor grade and a new organisational structure. IMPACT is concerned that any new recruitment is conducted fairly and transparently and that long serving staff are given an opportunity to progress their careers. There is a possibility that Management may use a new grade to overcome the problem of having to appoint to the bottom point on the scale. Whist a new promoted grade allows a higher starting salary IMPACT is concerned that the interests of existing staff who did commence on the bottom point of the pay-scales must be protected.
Coastguard Marine Radio Officers - Several recent competitions have failed to recruit sufficient numbers due to the low starting salaries. A proposal will be put to management to vary the provisions to allow recruitment above the minimum point as 3 previous recruitment exercises have failed to attract sufficient staff. Management are current drafting a new service structure within which IMPACT will argue for greater promotional opportunities.
Forensics – Our Branch has drafted a proposal for a revised staffing structure which is fit for purpose. This structure will be discussed with management with a view to increasing staff numbers to a level whereby service demands can be safely met.
NEPS – Our branch will shortly publish research into the need to maintain and increase the number of educational psychologists within the service citing the value of this service to the education sector as a whole and the positive results derived from the input of key professionals.
SENOs – Our Special Educational Needs Organiser Branch has suspended industrial action in order to consider fresh proposals from Management aimed at improving working conditions and increasing staffing through fresh recruitment of staff. We are confident that agreement on these matters can be reached as Management have now firmly committed to fresh recruitment.
Agriculture No1 Branch – IMPACT is now in direct negotiations with DAFM on reallocating duties to Technical Agricultural Officers, promotion and flexibilities. DAFM have now agreed to hold competitions at all grades to ensure that recruitment can take place. Detailed proposals will be forthcoming setting out the number of staff to be recruited. Parallel discussions are underway on issues such as flexibility and new duties.
Adjudication Finding for Courts Ushers & Criers - Four claimants who are serving in the grades of Court Crier and Court Usher were found to be entitled to incremental credit for prior service in An Garda Síochána and the Permanent Defence Forces. Discussions in respect of other service officers are to continue. This adjudication may be relevant to other branches or sections
Changes to the Industrial Staff in the CS Division
The IMPACT staff working in the CS Division are as follows:
 | Andy Pike- National Secretary |  | Brian Gorman, Assistant General Secretary Responsible for Agriculture No 1 Branch |  | Tom Hoare, Assistant General Secretary
Responsible for the following branches : Amro, OPW, Agri Labs, Building Services Mgmt, CLME, Conservation Rangers, Dairy Produce Inspectors, Environment Inspectors, FGE, Gaeltacht, Geological Survey, Government Supply Agency, Housing Inspectors, Local Gov Auditors, Meteorologists, National Archives, Place-names, Professional Agricultural Inspectors, State Labs |  | Michael Landers, Assistant General Secretary
Responsible for the OCFA and Oireachtas Ushers branches |  | Ray Ryan, Assistant General Secretary
Responsible for the following branches – Forensic Science, Probation Officers |  | Shane Lambert, Industrial Relations Officer
Responsible for the Civil Service No.1 and CSSO branches |  | Ian McDonnell, Industrial Relations officer
Responsible for the following branches: Central Statistics Office, Central Statistics Office, Examinations & Assessment, GVO Professional, GVO Technical, High & Supreme Court Officers, Legal Professional, NEPS (Psychologists), Post Primary Inspectors, Primary Inspectors, Professional Accountants, Court Ushers, SENOs, Property Registration |
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