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IMPACT Civil Service DivisionReport 2009–2011
Front cover photoFGE branch secretary Thomas Cowman opening a sealed box containing ballots on the Croke Park deal in June 2010.
Photo by Conor Healy.
IMPACT Civil Service Division
Report 2009-2011
www.qualitypublicservices.ie
Organisation ............................................................................................................................5Divisional executive committee....................................................................................................................................5IMPACT staff ........................................................................................................................................................................5Civil service staff panel ....................................................................................................................................................5Conciliation and arbitration scheme ........................................................................................................................5Grievance procedure........................................................................................................................................................5Civil service employee assistance service..............................................................................................................5Third world fund ..................................................................................................................................................................5Civil service charities fund..............................................................................................................................................5
Pay and incomes ....................................................................................................................5Croke Park agreement....................................................................................................................................................5Background to Croke Park ............................................................................................................................................6Minimum pay ........................................................................................................................................................................7Pensions ................................................................................................................................................................................7Travel and subsistence....................................................................................................................................................7
Modernisation and industrial relations ........................................................................8Civil service employment levels....................................................................................................................................8Croke park agreement: Modernisation ..................................................................................................................8Performance management ..........................................................................................................................................8Decentralisation..................................................................................................................................................................9Cycle to work scheme......................................................................................................................................................9
Equal opportunities ..............................................................................................................9Worksharing, parental and force majeure leave................................................................................................9Shorter working year scheme ....................................................................................................................................9Crèches ..................................................................................................................................................................................9McKenna judgement ........................................................................................................................................................9Disabilities ..............................................................................................................................................................................9
Sectoral and vocational developments......................................................................10Civil Service No.1 branch ............................................................................................................................................10Department of Agriculture, Fisheries & Food ..................................................................................................10Department of Education ............................................................................................................................................10Department of Environment, Heritage & Local Government ....................................................................10Forensic science..............................................................................................................................................................10FGE branch ........................................................................................................................................................................10Probation service ............................................................................................................................................................11Property registration ....................................................................................................................................................11Valuation office ................................................................................................................................................................11
Appendices............................................................................................................................13Salary scales......................................................................................................................................................................14Travel and subsistence ................................................................................................................................................17Decentralisation locations ..........................................................................................................................................18CO
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Front row (left to right): Debbie Ivers, Eugene Dunne, Andy Walsh, Sheila Smith, Éamonn Donnelly (IMPACT National Secretary),
2nd Row (left to right): Mary O’Neill (staff), Bobby Carty, Judy Price, Marian Cody, Siobhán Ní Ghríofa, Geraldine O’Brien (staff),
Back Row (left to right): Philip Slattery, Tom Ryder, John O’Flanagan, Edward Massey, Alan Duffy, Benny Conaty, Pól Ó Gaibhín.
Civil service divisional executive committeeP
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: Con
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Organisation
Divisional executive committeeThe following were elected to IMPACT’s Civil ServiceDivisional Executive Committee (CSDEC) at IMPACT’s2009 civil service divisional conference: Eugene Dunne(Cathaoirleach), Andy Walsh (Leas Cathaoirleach), BobbyCarty (Third divisional representative on IMPACT’s CentralExecutive Committee), Marian Cody, Benny Conaty, AlanDuffy, Pól Ó Gaibhín, John O’Flanagan, Judy Price, PhilipSlattery and Ernan Tobin. There were four vacancies,which became five with Ernan Tobin’s retirement. Therewere five nominations to fill these positions at the firstDivisional Council meeting in June 2009 and the followingwere deemed elected: Siobhán Ní Ghríofa, Debbie Ivers,Ted Massey, Tom Ryder and Sheila Smith.
IMPACT staffÉamonn Donnelly was appointed national secretary for theCivil Service division in August 2010 and replaced LouiseO’Donnell who is now with the union’s Health and Welfaredivision. At the same time, assistant general secretariesShay Clinton, Stephen Lyons and Brendan McKay wereassigned to portfolios outside the Civil Service division.Assistant general secretaries Tom Hoare, MichaelLanders, Geraldine O’Brien and Ray Ryan currently work inthe division. Jim Fay continues to service the FGE branchon a full-time basis with Thomas Cowman on a part-timebasis. As a result of internal reassignments, Mary O’Neillreplaced Julie Healy as Éamonn Donnelly’s personalassistant in early 2011.
Civil service staff panelJohn O’Flanagan was elected and served as chair of thecivil service staff panel in 2010 and is currently serving asvice-chair. IMPACT is represented on the staff panel,general council and relevant departmental staff panels anddepartmental councils.
Conciliation and arbitration schemeAfter the staff panel voted to support moving grievanceprocedures from the civil service conciliation andarbitration scheme to the Labour Relations Commissionand Labour Court, a draft document was submitted tomanagement following a meeting in October 2008. InJune 2009 management indicated that legislativechanges would be required to implement such a change.No further meetings took place until November 2010. InFebruary 2011 the CPSU, which had supported IMPACT’s
proposal to change systems, altered its position on thebasis that the existing procedures were appropriate fordealing with disputes over Croke Park redeployments. Analternative approach may now need to be considered.
Grievance procedure No progress was made on a revised grievance procedure.It is expected that this issue will be addressed in 2011.
Civil service employeeassistance serviceThe Civil Service Employee Assistance Board has beenestablished and comprises union representatives andrepresentatives from various government departments.
Third world fundThe third world fund’s management committee metquarterly and presented annual reports, which wereadopted at staff panel meetings. The website for the fundis www.cstwf.ie.
Civil service charities fundThe civil service charities fund committee held its annualgeneral meeting in April 2010 where audited accounts for2009 were adopted. The committee, which meets eachquarter, is to examine the possibility of re-launching thefund in 2011 to celebrate its twentieth anniversary.
Pay and incomes
Croke Park agreementPublic service unions voted to ratify the Croke Park publicservice agreement by a margin of almost two-thirds inJune 2010 and more unions have ratified the agreementsince. IMPACT members had earlier voted to accept thedeal by a margin of 77% to 23% in a national ballot of themembers concerned. The turnout was 57%. The agree -ment rules out compulsory redundancies or further cuts inpublic service pay. It also contains important safeguardson pensions and outsourcing and includes a process forthe reversal of public service pay cuts if sufficient savingsflow from the substantial reforms set out in the deal.
5Report 2009–2011
The number of public servants fell by around 16,000between March 2009 and March 2011. This staffingreduction is now generating annual savings of €900million and substantial additional savings will flow asGovernment plans for further large-scale staffing cuts areimplemented between now and 2015. The Croke Parkreform and redeployment measures are designed tomaintain and, in some cases expand, services in the faceof these huge staff reductions. The ongoing moratorium onpublic service recruitment and promotion accounts formost of the staffing reductions, although 2,000 left thehealth service through voluntary redundancy and earlyretirement schemes at the end of 2010.
Between them, the so-called pension levy and pay cuts arealso creating additional annual savings of €1.8 billion, whilereforms in specific parts of the public service havedelivered further significant savings. The website www.imp -lemen tationbody.gov.ie sets out in detail the savings andreforms being delivered under the agreement.
IMPACT has worked hard to ensure the full and rapidimplementation of the agreement and to build and retainsupport among key opinion formers in Government andelsewhere. IMPACT general secretary Shay Cody andother union leaders met finance minister Brian Lenihan inadvance of the IMF negotiations at the end of 2010 andthe minister confirmed his Government’s commitment tothe agreement. An Irish Congress of Trade Unionsdelegation met representatives of the IMF, EuropeanCentral Bank and European Union and discussions alsotook place with the European Trade Union Confederation.Subsequently, the November 2010 deal agreed betweenthe last Government and the IMF, European Central Bankand European Union specifically said that the Croke Parkagreement remains in place. However, the IMF-ECB-EUmemorandum of understanding includes a Governmentrequirement to “consider an appropriate adjustment” inthe public sector wage bill if the Croke Park agreementdoes not deliver sufficient savings.
IMPACT has also maintained communications with themajor political parties, including the new Governmentparties. In response to questions from IMPACT during the2011 election, all the major political parties said theywould honour the agreement on the understanding that itwould deliver very substantial savings and a recon -figuration of public services.
However, the agreement continues to attract vocal andgenerally ill-informed criticism from commentators in themedia, business and a small minority of politicians, whosupport compulsory redundancies and more pay cuts inthe public service. This presents a real danger that thepolitical ground could shift unless the agreement is seen todeliver real savings and reforms. For this reason, unionrepresentatives on the Croke Park national implemen -tation body have continued to press management fortangible proposals that produce savings, avoid futurecosts, bring service improvements, or deliver quantifiableefficiency improvements. IMPACT also developed detailedtraining modules for branch representatives to help themto ensure that the deal is being implemented on theground and that staff get the protections included in thedeal. This training has been delivered to branches in allregions and remains available.
Background to the Croke Park dealThe Government-imposed so-called ‘pension levy’ becameeffective on 1st March 2009. Just before this, IMPACT’sCentral Executive Committee (CEC) confirmed that it hadno basis to sanction participation in a planned one-daystrike after its members voted in favour of industrial actionby a margin of 65% in favour and 35% against, which wasmarginally short of the two-thirds majority required underthe union’s rules.
Following extensive consultation, which included a jointmeeting of the CEC and all five divisional executivecommittees (DECs), a consultative council meeting, staffmeetings, and the union’s 2009 divisional conferences,the CEC adopted a statement of campaign priorities, whichcovered pay, pensions, job security, working conditions, theprotection of public services during the recession, and thepursuit of increased investment in public services as theeconomy recovers. The union then organised hundreds ofworkplace meetings over the summer of 2009, whichwere attended by over 10,000 members in total. As aresult, a second ballot in September-October 2009achieved a massive 86% endorsement for industrial actionon a 69% turnout. Meanwhile, it became clear that theGovernment was planning a further public service pay cut.
In October 2009 the union also launched a €450,000advertising campaign, aimed at bolstering its defence ofpublic services and the people who provide them. Thisincluded full-page newspaper adverts, nationwide billboardadvertising, advertising inside buses and DART trains, aleaflet drop to over a million households, and a ‘viral’campaign using Facebook, Twitter and the IMPACTwebsite.
A 24-hour public service strike took place on 24thNovember 2009 involving IMPACT and other publicservice unions. This led to resumed talks with Governmentrepresentatives after unions received indications that theGovernment might negotiate an alternative to theimposition of pay cuts. IMPACT entered the talks on thebasis of its agreed priorities, but recognised that anyagreement would have to find alternative payroll savings.The unions said this could be done through a trans -formation of public services, which would generate hugesavings while protecting services as budgets and staffnumbers declined, plus agreed temporary measures tocut payroll costs in 2010 because the transformation wasunlikely to generate the necessary savings before 2011.
Between the end of November and early December 2009,sectoral negotiations about the transformation of publicservices had progressed so far that negotiators on bothsides had finalised texts on transformation in health, localgovernment, education, and the civil service and non-commercial semi-state bodies. These would have formedagreements in each sector subject to an overall deal beingconcluded. In addition, 12 days’ compulsory unpaid leavewas to be introduced, on a once-off basis, to generate therequired payroll savings in 2010. It was agreed that thiswould be implemented in ways that avoided any adverse
6 IMPACT Civil Service Division
impact on services. It was accepted by both sides that thevalue of the unpaid leave would not be redeemable by staffat any time in the future, and that the measure would nothave negatively impacted on those retiring from the publicservice.
The cabinet discussed the proposal at its meeting of 1stDecember and, following that meeting, the employers’ sideconfirmed to unions that, although an overall agreementhad not yet been reached, the Government accepted thatthe unpaid leave proposal could form the basis of a deal. Asthe agreement was being finalized, the ICTU PublicServices Committee decided to suspend a second one-daystrike planed for 3rd December. Agreement betweenunions and employers was subsequently reached on theapplication of the unpaid leave in ways that ensured noadverse impact on services. But at the final meetingbetween Government representatives and ICTU nego -tiators the employers said the Government had decidednot to proceed to conclude an agreement. It had renegedon the proposed deal.
The Government’s decision to reject the deal revealed itsdetermination to drive down wages in the public andprivate sectors. The 2010 budget included pay cutsaveraging 7% across the public service, although this wassubsequently drastically reduced for a small number ofsenior civil and public service managers. IMPACT soughtlegal advice on the imposition of the pay cuts.
Industrial action began at the end of January 2010. Theaction stopped cooperation with any new work practicesor modernisation measures, introduced a ‘work to rule,’and blocked work carried out on a voluntary basis outsideof members’ formal contracts of employment. It alsorequired members to refuse to cooperate with staffredeployment or take on work associated with newlyvacant posts or unfilled promotional posts, and refuse toperform higher duties without the payment of appropriateallowances. On 8th March the ICTU Public ServicesCommittee announced that there would be a secondphase of the industrial action, which would include selectivestrikes and other forms of disruptive action.
On foot of this, renewed discussions between publicservice management and unions got underway in CrokePark on 12th March. The talks were facilitated by KieranMulvey, Kevin Foley, Anna Perry and other senior LabourRelations Commission staff. At the request of KieranMulvey, the unions agreed not to escalate the industrialaction while the talks were underway, but the work-to-ruleremained in place. The talks concluded in the early hoursof 30th March 2010. IMPACT subsequently sought andreceived clarifications on aspects of the proposals, whichsignificantly clarified and strengthened its safeguards forworkers. The union then put the proposals to a ballot ofmembers concerned, who backed it by a large majority.
The final budget of the outgoing Government imposed afurther 10% pay cut for new entrants to public servicerecruitment grades. Staff who have previously been intemporary or permanent public service employment willnot be subject to the % additional cut if they are recruitedto the same grade or a grade analogous to their previousemployment. This includes those who have previously been
on fixed-term contracts or who were on approved breaksin service like leave, temporary assignments or second -ments. The additional pay cut, which comes on top of theso-called pension levy and the average 7% pay cut imposedlast year, applies to new entrants appointed on or after 1stJanuary 2011.
Minimum payThe new Government elected in February 2011 said itwould reverse the €1 an hour cut in the statutoryminimum wage. This was a priority campaign issue forIMPACT and ICTU after the cut in the pay floor wasintroduced by the outgoing Government in its last budget.However, the new administration is to press ahead withreform of the Joint Labour Committee (JLC) structure,which sets minimum pay and other conditions, above thestatutory base, in certain sectors. Unions, who fear thedeclaration that “reform options will examine the rate ofpay for atypical hours” could lead to a reduction in weekendand overtime rates set by JLCs, have vowed to keep up thepressure on the new Government.
PensionsSignificant changes in pension arrangements for newentrants to the public service were announced in the2010 budget. The Government also announced that it wasconsidering significant proposals for an end to the currentlink between pay increases and pension increases andmove to inflation-based pension increases for both existingand future pensioners. Neither was discussed with theunions and IMPACT has indicated its strong opposition toany change in pension terms including arrangements forindexation of pensions in retirement.
The Government’s main proposed provisions for the newscheme for new entrants include raising the minimumpublic service pension age from 65 to 66 years (in line withchanges to the old age pension), setting a maximumretirement age of 70 years and basing pensions on‘career average’ earnings rather than final salary. Publicservice unions decided to engage with management in anindustrial relations framework, as opposed to aconsultative process, on the detail of the proposals anddetails of the scheme for new entrants. An outcome wasconcluded in the Labour Relations Commission, which wasnoted by the ICTU Public Services Committee. Legislationis required to give effect to the new scheme.
Travel and subsistenceCivil service general council reports 1504 and 1505 setout agreed travel and subsistence rates for the civilservice, which are generally applied across the publicservice. In 2009, the rates were reduced by 25% throughlegislation. No review of the rates has taken place sinceJune 2008 when civil service unions lodged a claim to the
7Report 2009–2011
civil service conciliation and arbitration scheme for theimplementation of the agreed rates. The claim wasprocessed as far as the arbitration stage. However, theunions judged that the arbitrator was unlikely to find intheir favour in the current climate, particularly asGovernment had imposed the cuts through legislation.Therefore, the unions proposed a joint informal review oftravel and subsistence rates in accordance with thenormal criteria, which take account of motoring costs,hotel costs and foreign travel. The informal review will takeaccount of figures gathered at the end of April 2011.Agreement to a joint informal review does not imply anychange in the existing Government policy.
Modernisation andindustrial relations
Civil service employment levelsThe moratorium on civil service recruitment remains inplace under the Croke Park agreement. Government,employers, unions and the IMF-EU-ECB ‘memorandum ofunderstanding’ all acknowledge that the agreement willgenerate the most substantial savings through thereduction of staff numbers and the subsequentredeployment of staff to protect and, where possible,enhance service delivery in priority areas.
The Croke Park national implementation body hasestimated that the number of public servants fell by16,000 between 2008 and 2010, which is nowgenerating savings of €900 million a year. Civil servicenumbers are expected to fall to 2002 levels by the end of2011. An incentivised scheme for early retirement wasmade available for a short period to facilitate a permanentreduction in civil and public service staff numbers. Detailsof the package are set out in circular 12/09.
Croke Park agreement:ModernisationUnder the Croke Park agreement, each sector is requiredto establish an implementation body and produce actionplans for the implementation of the agreed modernisationmeasures. A civil service Implementation Body, whichworks under the remit of the civil service General Council,was established in September 2010. An independentchair was appointed in January 2011 and there is equalrepresentation from unions and employers. IMPACTnational secretary Eamonn Donnelly a member of the body.
The first civil service action plan, issued in October 2010,identified modernisation measures for immediate imp -lemen tation, for implementation in 2011, as well as othermeasures that would be implemented over the lifetime ofthe agreement. The plan, which also provided for therequired consultative processes, is available on theIMPACT website.
The overriding commitment is to reduce civil service staffnumbers by 7.3%, coupled with an effective redeploymentprogramme within the civil and public service. The group ofunions is in discussions with management in relation to afair and transparent redeployment strategy, which takesaccount of the voluntary nature of redeployment, length ofservice, workers’ skills and resources, and options for skillsdevelopment and retraining.
The action plan sets out the requirement for reconfig -uration of offices, better work organisation, performancemanagement following the PMDS review, recruitmentefficiencies, shared services, procurement initiatives andimproved use of new technology. It also included a numberof proposals about the management of attendancepatterns, including the abolition of ‘bank time,’ whichceased in January 2011.
Management also said it would abolish ‘privilege days’ butlater amended this position to one where staff whocurrently have up to 24 days annual leave would get twoextra days and staff with up to 29 days leave would oneextra day once ‘privilege days’ were abolished. This wasreferred by the PSEU and AHCPS to the arbitration boardand IMPACT took part in the hearing because the outcomeaffected some of its grades.
The arbitration board found that management put forward“no clearly reasoned explanation” for its proposals toabolish privilege days. It said management had failed toshow that significant savings would arise from itsproposals, which would “create a sense of grievancedisproportionate to any gains which might accrue.” Theboard said its finding would have been different if “it hadbeen demonstrated that the reduction in leave days beingproposed would lead to significant real savings thatprovided enhanced services to the public.” But it also calledthe distinction between privilege days and annual leave“entirely illogical” and said there was “no place forconcepts such as privilege days.” It said its decision shouldnot be interpreted as saying that annual leave entitlementswere off the agenda. “In order to create a perception offairness and to create a climate that is conducive toaddressing the very challenging transformation agendaahead it would seem more appropriate to address thisissue on a public service wide basis, rather than dealingwith it in a piecemeal fashion,” it said. The parties are nowin discussions about the practical implications of the ruling.
Performance managementIn 2009 management sought to reconvene the perfor -mance management development system (PMDS) sub-committee. They wanted to discuss performance targets,while the staff side had major concerns about the appeals
8 IMPACT Civil Service Division
process, particularly with regard to an independent review.The Croke Park agreement contains a commitment toreview PMDS. The general council sub-committee wasreconstituted toward the end of 2010 and met on 2ndDecember. Management is now drawing up proposals forthe streamlining of the PMDS process and an initiative totackle underperformance. Without agreement, manage -ment attempted to introduce amendments to the 2010PMDS forms to alter assessment criteria and IMPACTinstructed its members not to use the amended forms.Management pulled back from its position and newproposals are due to be received by the unions by April2011.
DecentralisationThere were five meetings of the decentralisation sub-committee during 2010 and three during 2009. A reviewof decentralisation is to take place in 2011. At the requestof the unions, the official side produced lists of competedand deferred decentralised locations. The latest list, whichshows the position at the end of November 2010, isattached as appendix three of this report.
Cycle to work schemeThe cycle to work scheme was introduced in the civilservice in May 2009. Full details of the scheme are set outin circular 16/2009.
Equal opportunities
Worksharing, parental andforce majeure leaveFollowing lengthy discussions, circular 11/2010 settingout the civil service worksharing scheme issued inSeptember 2010. Amendments to parental leave arr -ange ments, which saw the maximum age of a child inrespect of whom employees can take parental leaveincrease from eight to 13 years, were agreed followingnegotiations. The amend ments are set out in circular13/2010.
Civil servants’ statutory entitlements to force majeureleave are set out in circular 5/2010, which also coversnon-statutory entitlements to other forms of leave forurgent family reasons. This superseded all previous circu -lars and instructions on these matters. Circular 22/09,which provides details of special leave with pay on thedeath of a relative, was issued in August 2009.
Shorter working year schemeThe shorter working year scheme replaced the term-timescheme in April 2009. The scheme generates exchequersavings while allowing civil servants to balance work withfamily and other commitments. Under the scheme, unpaidleave is available as a period of two, four, six, eight, ten or13 consecutive weeks. It can be taken as a continuousperiod or as up to three separate periods of between twoand 13 weeks. Full details are available in circular14/2009.
CrèchesThere are currently seven civil service crèches across thecountry. They are in Mahon (Cork), Mount Street and Marl -borough Street (Dublin), Backweston (Celbridge), Athlone,Sligo and Ennis. The responsibility for the building andmaintenance of the crèches lies with the Office of PublicWorks while the Department of Finance retains respons -ibility for policy matters and the allocation of licences tooperators. Annual operational audits are carried out.
McKenna judgementFollowing the ruling of the European Court of Justice in theMcKenna case, and a Labour Court determination, amend -ments were made to pregnancy-related sick leavearrangements in the civil service. The details are set out incircular 15/2009.
Disabilities The disabilities sub-committee and the disabilities networkmet on a number of occasions over the last two years. Thecode of practice remains on the agendas of both. Somenew disability liaison officers (DLOs) were trained and anupdated list of all DLOs issued in July 2010. Updates areregularly supplied to the website www.disabilites.gov.ie.
9Report 2009–2011
Sectoral and vocationaldevelopments
Civil Service No.1 branchThe branch executive committee has improved its approachto service delivery by focusing strongly on representation inthe different employments rather than relying solely onmonthly executive meetings. Regular discussions havetaken place in relation to community service supervisors,civilian staff at An Garda Síochána, finance department lan-guage teachers and other areas represented by thebranch.
Department of Agriculture,Fisheries & FoodA Government proposal to close 46 local agriculturaloffices had considerable implications for members ofIMPACT’s Agricultural No.1 and Professional AgriculturalOfficers branches. Discussions with management, whichstarted in late 2009, made progress in a number of areasincluding seniority, criteria for those remaining in postsand e-working stations in the remaining 16 enhancedagricultural offices. The negotiations also covered homeoffice arrangements. IMPACT referred the matter to theLabour Relations Commission (LRC), which recommendedthat the existing agriculture agreement remain in place for18 months, with redeployment based on the businesscase. It is anticipated that all the office closures will becompleted within this timeframe. The Croke Park agree -ment’s redeployment limit of 45 kilometres would apply toany redeployments arising after 18 months. The Profess -ional Agricultural Inspectors branch agreement alsoapplied the general principles covered the LRC recommen -dations.
Department of EducationThe National Educational Psychological Service is one ofthe few civil service areas exempt from the moratorium onrecruitment and promotions and there has been anincrease in the number of psychologists. In late 2010,procedures were agreed to restructure the regions downfrom ten to eight.
Department of Environment,Heritage & Local GovernmentStaffing shortfalls continued to have a major effect onIMPACT’s CLME and Meteorologists’ branches. MetÉireann, which requires 24-7 staffing, is increasinglydepen dent on staff goodwill to maintain its services.IMPACT has been in talks at local and departmental toseek additional staff, and over the automation of work.
IMPACT had secured recognition rights with the privatecompany SGS as part of the agreement with the RoadSafety Authority that introduced private sector partici -pation in driver-testing. The union pursued this when thework was outsourced to ensure that legal employmententitlements were applied to SGS staff. Recognition alsoallows the union to monitor the conditions and costs in thisarea. The outsourcing came to an end in 2009 as thedriving test backlog was substantially reduced.
Forensic scienceA busy period for the Forensic Science branch involvedlocal discussions on the Croke Park action plan for thelaboratory and a number of local engagements withmanage ment that have ensured a relatively smoothpassage so far. The 1% for management grades contin -ues and resulted in some promotional positions being filledrecently. Accommodation continues to be a problem andsome staff were reluctantly relocated during the year. Thisis being done on a rotational basis in the interest offairness but was a cause of disquiet for some staff.
FGE branch IMPACT has secured two days release each week for thebranch secretary to undertake union duties. FGE gradeshave suffered an average loss of between 11% and 14%in basic pay, the so-called ‘pension levy’ and allowances forperforming duties at a higher grade, as well as significantlosses in overtime pay. The branch is still trying to addressanomalies in relation to established and unestablishedstaff. The Croke Park modernisation action plans haveimpacted on FGE grades in a number of ways:
l Reviews of the role, function, allowances and locations,some of which commenced without consultation withthe branch
l Changed work practices
l Proposals for the introduction of flexible or shift work
l Redeployment
l Changed performance and attendance managementwith no meaningful training
l Outsourcing
l The ongoing competition embargo, which includesestablishment competitions
10 IMPACT Civil Service Division
Although the 2009 Finance Act makes it difficult tosuccessfully pursue claims that increase costs, the branchhas been successful with claims regarding a head servicesofficer competition in Revenue, a confined clerical officercompetition in the Revenue print centre, a head servicesofficer competition in the Department of Defence, and thefilling of vacant posts in various departments. A newcontract was secured for the supply of uniforms after alengthy process involving FGE executive members and theOPW. The roll-out of this contract commenced in January2011.
Probation serviceIMPACT’s Probation and Welfare Officers’ branch agreedto community service same-day assessments, conditionalon protocols and procedures drawn up by the branch andagreed with management. The protocols include profess -ional practice and safe and appropriate interview facilities.A reduced adjourned period of four weeks for all othercommunity service reports was also agreed while othermatters remain outstanding.
The branch has agreed to a pilot on low-intensity super -vision in cases with a lower score on actuarial riskinstruments. The pilot has commenced in five teamsacross the country. The branch is also represented on agroup finalising an assessment framework for clients atrisk of causing serious harm to others.
A health and safety review of working with high-risk clientsis underway in a partnership approach involving theIMPACT branch, service management and the Stateclaims agency. It arose out of a report on the safety ofprobation service work practices by the State claims body.The branch, which took safety concerns arising fromincreased referrals of high-risk offenders to the 2009divisional conference, was consulted during the prepar -ation of the report which made recommendations for 26specific actions. The branch is represented on theimplementation body.
IMPACT was represented on a partnership body whichdrew up a policy document on the management of part-suspended sentence supervision orders, which tend toapply to more serious risk offenders including ganglandfigures. The branch drew up an outline documentproposing an interagency approach involving the courtservice, prison service, Gardaí and the probation service.This resulted in significant union influence on the guidancedocument for the probation service.
The IMPACT branch is represented on an all-island bodyoverseeing two pilot projects on the management of sexoffenders. One is based on new risk instruments and arelated model of assessment and management. The othercentres on an interagency process focussed on infor -mation exchange and joint active management of sexoffenders. A policy document on the management of sexoffenders was also agreed in a partnership forum.
Negotiations resulted in an agreed interim report on thecurrent role and responsibilities of senior probationofficers and prioritisation of their workloads. There are twooutstanding issues related to the outcomes of the pilot onlow risk and community service issues. Meanwhile, thereare two branch representatives on the partnership grouplooking at workload assessment in all current workprocesses and procedures. The group hopes to producean interim report in June 2011.
The branch has a representative on a special interestgroup feeding into the registration body for the social workprofession, and is commenting on draft proposals for acode of ethics focussing on the specific implications forprobation officers and practice.
IMPACT is preparing a discussion document about thereview of security in Haymarket, which will be sent tomanagement. The union is seeking a partnership approachto resolving the issues it has identified.
Property registration A joint management-union working group was establishedto consider the proposed integration of technical and gen-eral service grades within the PRA. IMPACT’s technicalgrades are amenable to the integration of duties in principlebut a number of barriers remain to be overcome by man-agement, particularly the proposed assimilation onto gen-eral service grade pay scales.
Valuation officeThe national revaluation programme is likely to be deliv -ered following the long-awaited roll-out of the Rainey reportimplementation agreement and the establishment of 24contract valuers.
11Report 2009–2011
Appendices
General Service GradesFigures current 1st January 2010 unless otherwise indicated
Secretary General188,640
Deputy Secretary168,000
Assistant Secretary127,796 - 133,605 - 139,898 - 146,191
Principal (higher)85,957 - 89,399 - 92,853 - 96,295 - 99,236 -102,3351
- 105,4292
Principal80,051 - 83,337 - 86,604 - 89,898 - 92,672 - 95,5501 -98,4242
Assistant Principal (higher)67,913 - 70,403 - 72,903 - 75,390 - 77,884 - 79,337 -81,8211 - 84,2962
Assistant Principal61,966 - 64,257 - 66,519 - 68,748 - 70,978 - 72,268 -74,5141 - 76,7682
AO Standard Scale31,619 - 34,420 - 38,004 - 40,734 - 43,463 - 46,202 -48,930 - 51,653 - 53,5321 - 55,4152
AO Higher Scale40,734 - 43,463 - 46,202 - 48,930 - 51,653 - 53,532 -55,392 - 57,251
HEO Standard Scale43,816 - 45,125 - 46,426 - 47,730 - 49,035 - 50,347 -51,653 - 53,5321 - 55,4152
HEO Higher Scale46,426 - 47,730 - 49,035 - 50,347 - 51,653 - 53,532 -54,766 - 56,007 - 57,251
EO Standard Scale29,024 - 31,094 - 32,679 - 34,219 - 35,749 - 37,247 -38,760 - 40,233 - 41,749 - 42,760 - 44,1871 - 45,6162
EO Higher Scale29,024 - 31,094 - 32,679 - 34,219 - 35,749 - 37,247 -38,760 - 40,233 - 41,749 - 42,760 - 44,187 - 45,251 -46,315 - 47,379
Civil Service General (Full PRSI)Revised pay with effect from 1st January 2010 forestablished officers appointed on or after 6th April 1995paying the Class A rate of PRSI contribution and makingan employee contribution in respect of personalsuperannuation benefits for General Service Grades.
Secretary General198,568
Deputy Secretary176,800
Assistant Secretary134,523 - 140,636 - 147,262 - 153,885
Principal (higher)90,355 - 93,972 - 97,607 - 101,234 - 104,327 -107,5841 - 110,8442
Principal84,132 - 87,595 - 91,033 - 94,496 - 97,417 -100,4461 - 103,4722
Assistant Principal (higher)71,359 - 73,979 - 76,604 - 79,228 - 81,852 - 83,385 -85,9881 - 88,5982
Assistant Principal65,185 - 67,541 - 69,884 - 72,235 - 74,581 - 75,934 -78,3021 - 80,6782
AO Standard Scale33,247 - 36,194 - 39,967 - 42,838 - 45,711 - 48,593 -51,466 - 54,329 - 56,3141 - 58,2942
AO Higher Scale42,838 - 45,711 - 48,593 - 51,466 - 54,329 - 56,314 -58,267 - 60,224
HEO Standard Scale46,081 - 47,458 - 48,831 - 50,204 - 51,581 - 52,955 -54,329 - 56,3141 - 58,2942
HEO Higher Scale48,831 - 50,204 - 51,581 - 52,955 - 54,329 - 56,314 -57,614 - 58,918 - 60,224
EO Standard Scale30,516 - 32,687 - 34,360 - 35,977 - 37,588 - 39,166 -40,760 - 42,311 - 43,909 - 44,967 - 46,4731 - 47,9752
EO Higher Scale30,516 - 32,687 - 34,360 - 35,977 - 37,588 - 39,166 -40,760 - 42,311 - 43,909 - 44,967 - 46,473 - 47,591 -48,713 - 49,837
14 IMPACT Civil Service Division
Appendix one - salary scales
1 = After three years service at the maximum.2 = After six years service at the maximum. 3 = After nine years service at the maximum.
These scales do not include the imposed ‘public service’ levy introduced in 2009, but do reflectreduced pay rates introduced in 2010.
Pay scales for new entrants to certain grades were reduced by a further 10% from 1stJanuary 2011. See www.impact.ie for more information.
Common Grades
Engineer Grade I and Professional Accountant Grade I65,247 - 67,219 - 69,195 - 71,169 - 73,135 - 75,476 -78,1461 - 80,8142
Engineer Grade II and Professional Accountant Grade II55,863 - 57,165 - 58,456 - 59,757 - 61,054 - 62,351 -63,644 - 64,956 - 67,0511 - 69,1322
Engineer Grade III and Professional Accountant Grade III30,738 - 33,526 - 36,327 - 39,122 - 41,927 - 43,659 -45,387 - 47,117 - 48,840 - 50,570 - 52,299 - 54,027 -55,757 - 57,6861 - 59,6042
Law Clerk (per week)486.57 - 508.28 - 543.10 - 560.80 - 578.43 - 596.05 -613.71 - 631.37 - 649.06 - 667.271 - 685.422
Engineering Draughtsperson (per week)528.52 - 548.48 - 568.03 - 587.61 - 607.23 - 626.93 -646.70 - 665.62 - 684.53 - 703.44 - 722.40 - 746.471 -770.582
Chief Superintendent Mapping45,800 - 47,983 - 50,171 - 52,356 - 54,541 - 56,722 -58,914 - 61,104 - 63,030 - 64,956 - 67,0511 - 69,1322
Superintendent Mapping40,550 - 41,983 - 43,184 - 44,365 - 45,565 - 46,763 -47,940 - 49,4271 - 50,9122
Examiner in Charge35,086 - 35,863 - 36,631 - 37,408 - 38,188 - 38,970 -40,550 - 41,8041 - 43,0602
Examiner of Maps (per week)603.45 - 620.54 - 636.96 - 652.34 - 668.84 - 680.85 -703.821 - 726.822
Mapping Draughtsperson (per week)431.90 - 444.59 - 460.15 - 475.66 - 491.28 - 506.99 -522.60 - 538.28 - 553.18 - 567.72 - 582.36 - 596.97 -611.59 - 631.931 - 652.242
Architectural Assistant Grade II (per week)528.52 - 548.48 - 568.03 - 587.61 - 607.23 - 626.93 -644.95 - 664.74 - 684.53 - 703.44 - 722.40 - 746.471 -770.582
Laboratory Analyst32,780 - 33,731 - 34,636 - 36,780 - 38,166 - 39,562 -40,986 - 42,406 - 43,828 - 45,265 - 46,709 - 48,173 -49,592 - 50,5701
Common Grades Full PRSIRevised pay with effect from 1st January 2010 forestablished officers appointed on or after 6st April 1995paying the Class A rate of PRSI contribution and makingan employee contribution in respect of personalsuperannuation benefits for General Service Grades.
Engineer Grade I and Professional Accountant Grade I65,247 - 67,219 - 69,195 - 71,169 - 73,135 - 75,476 -78,1461 - 80,8142
Engineer Grade II and Professional Accountant Grade II55,863 - 57,165 - 58,456 - 59,757 - 61,054 - 62,351 -63,644 - 64,956 - 67,0511 - 69,1322
Engineer Grade III and Professional Accountant Grade III30,738 - 33,526 - 36,327 - 39,122 - 41,927 - 43,659 -45,387 - 47,117 - 48,840 - 50,570 - 52,299 - 54,027 -55,757 - 57,6861 - 59,6042
Law Clerk (per week)486.57 - 508.28 - 543.10 - 560.80 - 578.43 - 596.05 -613.71 - 631.37 - 649.06 - 667.271 - 685.422
Engineering Draughtsperson (per week)528.52 - 548.48 - 568.03 - 587.61 - 607.23 - 626.93 -646.70 - 665.62 - 684.53 - 703.44 - 722.40 - 746.471 -770.582
Chief Superintendent Mapping45,800 - 47,983 - 50,171 - 52,356 - 54,541 - 56,722 -58,914 - 61,104 - 63,030 - 64,956 - 67,0511 - 69,1322
Superintendent Mapping40,550 - 41,983 - 43,184 - 44,365 - 45,565 - 46,763 -47,940 - 49,4271 - 50,9122
Examiner in Charge35,086 - 35,863 - 36,631 - 37,408 - 38,188 - 38,970 -40,550 - 41,8041 - 43,0602
Examiner of Maps (per week)603.45 - 620.54 - 636.96 - 652.34 - 668.84 - 680.85 -703.821 - 726.822
Mapping Draughtsperson (per week)431.90 - 444.59 - 460.15 - 475.66 - 491.28 - 506.99 -522.60 - 538.28 - 553.18 - 567.72 - 582.36 - 596.97 -611.59 - 631.931 - 652.242
Architectural Assistant Grade II (per week)528.52 - 548.48 - 568.03 - 587.61 - 607.23 - 626.93 -644.95 - 664.74 - 684.53 - 703.44 - 722.40 - 746.471 -770.582
Laboratory Analyst32,780 - 33,731 - 34,636 - 36,780 - 38,166 - 39,562 -40,986 - 42,406 - 43,828 - 45,265 - 46,709 - 48,173 -49,592 - 50,5701
Department of Agriculture
Area Superintendent49,818 - 51,447 - 53,083 - 54,714 - 56,349 - 57,986 -59,617 - 61,6771 - 63,7392
District Superintendent35, 054 - 37,753 - 40,443 - 43,108 - 45,788 - 48,468 -51,138 - 53,816 - 55,7821 - 57,7452
Supervisory Agricultural Officer34,038 - 35,673 - 37,297 - 38,898 - 40,515 - 42,131 -43,734 - 45,337 - 46,935 - 48,6411 - 50,3522
15Report 2009–2011
1 = After three years service at the maximum.2 = After six years service at the maximum. 3 = After nine years service at the maximum.
These scales do not include the imposed ‘public service’ levy introduced in 2009, but do reflectreduced pay rates introduced in 2010.
Pay scales for new entrants to certain grades were reduced by a further 10% from 1stJanuary 2011. See www.impact.ie for more information.
Technical Agricultural Officer23,123 - 24,450 - 25,786 - 27,122 - 28,461 - 29,772 -31,076 - 32,391 - 33,716 - 35,032 - 36,358 - 37,640 -39,371 - 40,6811 - 41,9922
Dairy Produce Officer40, 987 - 42,073 - 43,311 - 44,543 - 45,782 - 47,021 -48,261 - 49,494 - 50,725 - 52,4731 - 54,2192
Senior Dairy Produce Officer44,516 - 46,388 - 48,256 - 50,127 - 51,989 - 53,860 -55,729 - 57,597 - 59,467 - 61,5521 - 63,6262
Department of Agriculture (Full PRSI)
Area Superintendent52,399 - 54,122 - 55,837 - 57,558 - 59,276 - 60,998 -62,718 - 64,8811 - 67,0092
District Superintendent36,859 - 39,696 - 42,530 - 45,337 - 48,154 - 50,977 -53,787 - 56,612 - 58,6761 - 60,7422
Supervisory Agricultural Officer AG&EE35,795 - 37,510 - 39,221 - 40,905 - 42,607 - 44,308 -45,995 - 47,683 - 49,362 - 51,1621 - 52,9662
Technical Agricultural Officer24,341 - 25,740 - 27,141 - 28,550 - 29,921 - 31,299 -32,675 - 34,058 - 35,449 - 36,838 - 38,230 - 39,578 -41,401 - 42,7881 - 44,1692
Dairy Produce Officer41,927 - 43,659 - 45,387 - 47,117 - 48,840 - 50,570 -52,299 - 54,027 - 55,757 - 57,6861 - 59,6042
Senior Dairy Produce Officer44,096 - 45,914 - 47,731 - 49,554 - 51,372 - 53,193 -55,014 - 56,830 - 58,649 - 60,6811 - 62,7012
Agricultural Inspector60,200 - 62,932 - 65,648 - 68,307 - 70,963 - 73,616 -76,270 - 79,319 - 82,1261 - 84,9352
Assistant Agricultural Inspector35,254 - 38,199 - 41,148 - 44,096 - 45,914 - 47,731 -49,554 - 51,372 - 53,193 - 55,014 - 56,830 - 58,655 -60,6811 - 62,7012
Chief Inspector/Agriculture Inspector160,082
Senior Inspector Higher Scale90,355 - 93,972 - 97,607 - 101 - 234 - 104,327 -107,5841 - 110,8442
Office of Public Works
District Inspector/Senior Clerk of Works40,481 - 41,886 - 43,299 - 44,713 - 46,140 - 47,559 -48,664 - 49,761
Engineering Technician Grade I40,060 - 40,941 - 41,915 - 42,967 - 44,045 - 45,244 -46,365 - 47,919 - 49,470
Architectural Assistant Grade II (weekly)528.52 - 548.48 - 568.03 - 587.61 - 607.23 - 626.93 -644.95 - 664.74 - 684.53 - 703.44 - 722.40 - 746.47 -770.58
Office of Public Works (Full PRSI)
District Inspector/Senior Clerk of Works42,575 - 44,049 - 45,538 - 47,023 - 48,526 - 50,026 -51,185 - 52,335
Engineering Technician Grade I42,135 - 43,054 - 44,083 - 45,192 - 46,326 - 47,587 -48,768 - 50,398 - 52,033
Architectural Assistant Grade II - (weekly)556.11 - 576.57 - 597.17 - 617.76 - 638.44 - 659.21 -678.18 - 698.96 - 719.79 - 739.69 - 759.66 - 785.02 -810.41
FGE
Head Servcies Officer (per week)536.22 - 554.24 - 571.97 - 589.80 - 607.56 - 625.33 -646.521 - 669.872
Service Officer (per week)398.74 - 414.29 - 430.08 - 446.27 - 457.84 - 471.71 -495.55 - 512.321 - 531.611
Service Attendant (per week)398.74 - 405.29 - 516.47 - 432.43 - 453.24 - 469.40 -489.28 - 505.571 - 524.651
Cleaner (per week)308.76 - 396.52 - 412.73 - 423.941 - 442.072
FGE (Full PRSI)Revised pay with effect from 1st September 2008 for es-tablished officers appointed on or after 6th April 1995paying the Class A rate of PRSI contribution and makingan employee contribution in respect of personal superan-nuation benefits for General Service Grades.
Head Services Officer (per week)579.67 - 599.40 - 619.11 - 638.86 - 658.57 - 678.31 -701.831 - 727.742
Services Officer (per week)427.72 - 447.38 - 464.92 - 482.47 - 494.96 - 509.93 -535.58 - 553.901 - 574.662
Services Attendant (per week)427.72 - 434.96 - 499.91 - 467.54 - 489.94 - 507.45 -528.94 - 546.491 - 567.132
Cleaner (per week)408.36 - 425.32 - 445.67 - 458.271 - 477.892
16 IMPACT Civil Service Division
1 = After three years service at the maximum.2 = After six years service at the maximum. 3 = After nine years service at the maximum.
These scales do not include the imposed ‘public service’ levy introduced in 2009, but do reflectreduced pay rates introduced in 2010.
Pay scales for new entrants to certain grades were reduced by a further 10% from 1stJanuary 2011. See www.impact.ie for more information.
17Report 2009–2011
Appendix two - travel and subsistence rates
Motor Mileage Rates
Scale ARates per kilometre effective from 5th March 2009
Official travel Engine capacity Engine capacity Engine capacity in a calendar year up to 1200cc 1201 to 1500cc 1501cc and over
cent cent cent
Up to 6,437km 39.12 46.25 59.076,438km and over 21.22 23.62 28.46
Rates per mileOfficial travel Engine capacity Engine capacity Engine capacity in a calendar year up to 1200cc 1201 to 1500cc 1501cc and over
cent cent cent
Up to 4,000 miles 62.94 74.42 95.054,001miles and over 34.13 38.00 45.79
Reduced travel ratesRates per kilometre effective from 5th March 2009
Engine Engine Enginecapacity capacity 1201cc capacity 1501ccunder 1200cc to 1500cc and overcent cent cent
14.64 16.64 19.49
Rates per mile
Engine Engine Enginecapacity capacity 1201cc capacity 1501ccunder 1200cc to 1500cc and overcent cent cent
23.55 26.76 31.36
Domestic subsistence rates Effective 5th March 2009
Class of Allowances Night Allowances Day Allowances
Normal Reduced Detention 10 hours or 5 hours but lessRate Rate Rate more than10 hrs
A 108.99 100.48 54.48 33.61 13.71B 107.69 92.11 53.87 33.61 13.71
Loca
tion
Org
anis
atio
nTo
tal
To
tal
Pos
ts
Pos
ts
% m
oved
Pro
pert
y
Pos
tsP
osts
Mov
edye
t to
at e
nd
Sta
tus
defe
rred
Mov
eN
ov 2
01
0
Ark
low
NS
AI
12
41
24
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Ath
lone
Educ
atio
n &
Ski
lls8
88
81
00
%C
ompl
ete
Ath
lone
Hig
her
Educ
atio
n A
utho
rity
64
64
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Ath
yO
ffice
of t
he R
even
ue C
omm
issi
oner
s2
53
18
07
32
9%
Adv
ance
par
ty in
pla
ce -
to b
e re
view
ed in
20
11
Bal
lina
Roa
d S
afet
y A
utho
rity
62
62
10
0%
Com
plet
e
Bal
linas
loe
Nat
iona
l Roa
ds A
utho
rity
11
01
10
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Bir
rFÁ
S3
98
37
82
05
%A
dvan
ce p
arty
in p
lace
- to
be
revi
ewed
in 2
01
1
Bun
cran
aS
ocia
l Pro
tect
ion
10
21
00
29
8%
Com
plet
e
Car
low
Ente
rpri
se T
rade
& In
nova
tion
25
71
54
10
34
0%
Adv
ance
par
ty in
pla
ce -
to b
e re
view
ed in
20
11
Car
rick
on
Sha
nnon
Cen
tral
Fis
heri
es B
oard
54
54
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Car
rick
-on-
Sha
nnon
(Pha
se I)
Soc
ial P
rote
ctio
n1
59
15
91
00
%C
ompl
ete
Car
rick
on
Sha
nnon
(Pha
se II
)S
ocia
l Pro
tect
ion
90
90
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Car
rick
mac
ross
Soc
ial P
rote
ctio
n8
58
50
%D
efer
red
- to
be r
evie
wed
in 2
01
1
Cav
anC
omm
unic
atio
ns, E
nerg
y &
Nat
ural
Res
ourc
es3
01
24
45
71
9%
Adv
ance
par
ty in
pla
ce -
to b
e re
view
ed in
20
11
Cav
an/
Por
tlaoi
se/
Gal
way
HIQ
A8
08
00
%D
efer
red
- to
be r
evie
wed
in 2
01
1
Cha
rles
tow
nC
omm
unity
Equ
ality
& G
aelta
cht
Affa
irs
16
46
41
00
61
%A
dvan
ce p
arty
in p
lace
- to
be
revi
ewed
in 2
01
1
Cla
rem
orri
s (P
hase
I)O
ffice
of P
ublic
Wor
ks1
04
73
31
30
%A
dvan
ce p
arty
in p
lace
- to
be
revi
ewed
in 2
01
1
Cla
rem
orri
s (P
hase
II)
Offi
ce o
f Pub
lic W
orks
38
38
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Clif
den
Pob
al4
21
72
56
0%
Adv
ance
par
ty in
pla
ce -
to b
e re
view
ed in
20
11
Clo
naki
lty
Agr
icul
ture
Fis
heri
es &
Foo
d8
68
51
99
%C
ompl
ete
Clo
naki
lty
BIM
90
20
70
22
%C
ompl
ete
Clo
naki
lty
Sea
Fis
heri
es P
rote
ctio
n A
utho
rity
47
47
10
0%
Com
plet
e
Cor
kH
IQA
10
04
75
34
7%
Com
plet
e
Cur
ragh
Def
ence
For
ces
41
34
13
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Don
egal
Soc
ial P
rote
ctio
n2
58
25
80
%D
efer
red
- to
be r
evie
wed
in 2
01
1
Dro
ghed
aTr
ansp
ort
37
37
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Dro
ghed
aC
itize
ns In
form
atio
n B
oard
49
49
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Dro
ghed
aLo
cal G
over
nmen
t C
ompu
ter
Ser
vice
Boa
rd1
01
10
10
%D
efer
red
- to
be r
evie
wed
in 2
01
1
Dro
ghed
aR
ailw
ay S
afet
y C
omm
issi
on1
61
60
%D
efer
red
- to
be r
evie
wed
in 2
01
1
Dro
ghed
a S
ocia
l Pro
tect
ion
49
94
99
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Dun
dalk
Sus
tain
able
Ene
rgy
Irel
and
34
23
11
32
%A
dvan
ce p
arty
in p
lace
- to
be
revi
ewed
in 2
01
1
Dun
garv
anO
SI
20
62
06
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Eden
derr
yFE
TAC
44
44
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Eden
derr
yH
ETA
C3
43
40
%D
efer
red
- to
be r
evie
wed
in 2
01
1
Eden
derr
yN
QA
I1
81
80
%D
efer
red
- to
be r
evie
wed
in 2
01
1
Enni
scor
thy
Bor
d B
ia7
67
60
%D
efer
red
- to
be r
evie
wed
in 2
01
1
Ferm
oyA
gric
ultu
re F
ishe
ries
& F
ood
10
01
00
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Gao
th D
obha
ir (P
hase
I)Fo
ras
Na
Gae
ilge
55
10
0%
App
rove
d by
Gov
ernm
ent
to p
roce
ed
18 IMPACT Civil Service Division
Appendix three – progress made under the Decentralisation Programme
Loca
tion
Org
anis
atio
nTo
tal
To
tal
Pos
ts
Pos
ts
% m
oved
Pro
pert
y
Pos
tsP
osts
Mov
edye
t to
at e
nd
Sta
tus
defe
rred
Mov
eN
ov 2
01
0
Gao
th D
obha
ir (P
hase
II)
Fora
s na
Gae
ilge
25
25
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Kan
turk
Offi
ce o
f Pub
lic W
orks
88
88
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Kild
are
Offi
ce o
f the
Rev
enue
Com
mis
sion
ers
38
03
80
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Kild
are
(Naa
s)Fi
nanc
e –
CM
OD
30
30
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Kilk
enny
Envi
ronm
ent
Her
itage
& L
ocal
Gov
ernm
ent
62
62
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Kilk
enny
Art
s C
ounc
il4
94
90
%D
efer
red
- to
be r
evie
wed
in 2
01
1
Kill
arne
yTo
uris
m C
ultu
re &
Spo
rt1
03
79
24
77
%C
ompl
ete
Kill
arne
yIr
ish
Spo
rts
Cou
ncil
31
31
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Kilr
ush
Offi
ce o
f the
Rev
enue
Com
mis
sion
ers
57
57
10
0%
Com
plet
e
Lim
eric
kFo
reig
n A
ffair
s1
34
13
41
00
%C
ompl
ete
List
owel
Offi
ce o
f the
Rev
enue
Com
mis
sion
ers
52
52
10
0%
Com
plet
e
Long
ford
Iris
h P
riso
n S
ervi
ce1
33
13
31
00
%C
ompl
ete
Loug
hrea
Roa
d S
afet
y A
utho
rity
40
40
10
0%
Com
plet
e
Loug
hrea
Tran
spor
t1
01
01
00
%C
ompl
ete
Mac
room
Agr
icul
ture
Fis
heri
es &
Foo
d1
00
10
00
%D
efer
red
- to
be r
evie
wed
in 2
01
1
Mal
low
Fáilt
e Ir
elan
d1
63
16
30
%D
efer
red
- to
be r
evie
wed
in 2
01
1
Mitc
hels
tow
nC
IÉ G
roup
20
02
00
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Mon
agha
nC
omba
t P
over
ty A
genc
y2
52
50
%D
efer
red
- to
be r
evie
wed
in 2
01
1
Mul
linga
r
Educ
atio
n &
Sci
ence
29
72
90
72
%D
efer
red
- to
be r
evie
wed
in 2
01
1
Na
Forb
acha
Com
mun
ity E
qual
ity &
Gae
ltach
t A
ffair
s1
31
21
92
%C
ompl
ete
Naa
sIA
AS
A1
31
21
92
%C
ompl
ete
Naa
sH
ealth
Ser
vice
Exe
cutiv
e3
00
30
00
%D
efer
red
- to
be r
evie
wed
in 2
01
1
Nav
anC
oron
ers
Ser
vice
44
10
0%
Com
plet
e
Nav
anG
arda
Civ
ilian
HR
Div
isio
n3
83
81
00
%C
ompl
ete
Nav
anN
atio
nal P
rope
rty
Ser
vice
s R
egul
ator
y A
utho
rity
99
10
0%
Com
plet
e
Nav
anO
ffice
of t
he D
irec
tor
of P
roba
tion
Ser
vice
15
15
10
0%
Com
plet
e
Nav
anO
ffice
of t
he R
even
ue C
omm
issi
oner
s1
00
10
01
00
%C
ompl
ete
New
Ros
sEn
viro
nmen
t H
erita
ge &
Loc
al G
over
nmen
t1
25
12
50
%D
efer
red
- to
be r
evie
wed
in 2
01
1
New
brid
geD
efen
ce2
01
16
23
98
1%
Com
plet
e
New
brid
ge*
Def
ence
For
ces
HQ
*5
55
51
00
%C
ompl
ete
New
cast
lew
est
Offi
ce o
f the
Rev
enue
Com
mis
sion
ers
52
52
10
0%
Com
plet
e
Por
tarl
ingt
onD
ata
Pro
tect
ion
Com
mis
sion
er2
32
31
00
%A
dvan
ce p
arty
in p
lace
- to
be
revi
ewed
in 2
01
1
Por
tarl
ingt
on
Equa
lity
Trib
unal
(civ
il se
rvic
e)4
23
48
19
%D
efer
red
- to
be r
evie
wed
in 2
01
1(a
dvan
ce p
arty
in P
ortla
oise
)
Por
tarl
ingt
on
NC
CA
(civ
il se
rvic
e)3
72
51
23
2%
Def
erre
d - t
o be
rev
iew
ed in
20
11
(adv
ance
par
ty in
Por
tlaoi
se)
Por
tarl
ingt
onN
EWB
14
14
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
Por
tlaoi
se
Agr
icul
ture
Fis
heri
es &
Foo
d 5
95
31
72
78
53
%A
ppro
ved
by G
over
nmen
t to
pro
ceed
Ros
com
mon
P
rope
rty
Reg
istr
atio
n A
utho
rity
23
07
71
53
33
%A
ppro
ved
by G
over
nmen
t to
pro
ceed
19Report 2009–2011
Loca
tion
Org
anis
atio
nTo
tal
To
tal
Pos
ts
Pos
ts
% m
oved
Pro
pert
y
Pos
tsP
osts
Mov
edye
t to
at e
nd
Sta
tus
defe
rred
Mov
eN
ov 2
01
0
Ros
crea
Equa
lity
Aut
hori
ty
41
25
16
39
%A
dvan
ce p
arty
in p
lace
- to
be
revi
ewed
in 2
01
1
Ros
crea
Gar
da O
mbu
dsm
an C
omm
issi
on2
32
30
%D
efer
red
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evie
wed
in 2
01
1
Sha
nnon
Ente
rpri
se Ir
elan
d 1
29
22
26
66
23
%A
dvan
ce p
arty
in p
lace
- to
be
revi
ewed
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01
1
Sha
nnon
Iris
h A
viat
ion
Aut
hori
ty1
02
10
20
%D
efer
red
- to
be r
evie
wed
in 2
01
1
Slig
oS
ocia
l Pro
tect
ion
88
72
16
82
%C
ompl
ete
Thom
asto
wn
Hea
lth a
nd S
afet
y A
utho
rity
11
68
33
32
8%
Adv
ance
par
ty in
pla
ce -
to b
e re
view
ed in
20
11
Thur
les
Gar
da H
Q -
Fixe
d C
harg
e P
roce
ssin
g S
ectio
n1
32
66
66
50
%A
dvan
ce p
arty
in p
lace
- to
be
revi
ewed
in 2
01
1
Thur
les
Gar
da H
Q -
Gar
da C
entr
al V
ettin
g O
ffice
67
67
10
0%
Adv
ance
par
ty in
pla
ce -
to b
e re
view
ed in
20
11
Tipp
erar
y To
wn
Pri
vate
Sec
urity
Aut
hori
ty3
23
21
00
%C
ompl
ete
Tipp
erar
y To
wn
Just
ice
& L
aw R
efor
m1
86
63
12
33
4%
App
rove
d by
Gov
ernm
ent
to p
roce
ed
Trim
O
ffice
of P
ublic
Wor
ks3
34
24
09
47
2%
Com
plet
e
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mor
eFi
nanc
e1
30
12
28
94
%C
ompl
ete
Wat
erfo
rdEn
viro
nmen
t H
erita
ge &
Loc
al G
over
nmen
t2
25
22
50
%D
efer
red
- to
be r
evie
wed
in 2
01
1
Wex
ford
Nat
iona
l Bui
ldin
g A
genc
y6
36
30
%D
efer
red
- to
be r
evie
wed
in 2
01
1
Wex
ford
En
viro
nmen
t, H
erita
ge &
Loc
al G
over
nmen
t 2
70
18
98
17
0%
Com
plet
e
You
ghal
Pub
lic A
ppoi
ntm
ents
Ser
vice
10
01
00
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
You
ghal
Val
uatio
n O
ffice
10
01
00
0%
Def
erre
d - t
o be
rev
iew
ed in
20
11
##
##
6,5
83
3,4
07
94
43
1%
*Th
e D
efen
ce F
orce
s ha
ve m
oved
an
extr
a 1
2 s
taff
to N
ewbr
idge
1In
clud
es 4
0 S
hann
on D
evel
opm
ent
post
s ab
sorb
ed in
to E
I.Im
plem
enta
tion
of D
efer
red
Loca
tions
will
tak
e ac
coun
t of
the
Rat
iona
lisat
ion
of S
tate
Age
ncie
s
20 IMPACT Civil Service Division
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