Civil Servcie Divisional Report 2003-2005

Ci vil Ser vice Di vision

Report 2003-2005

T H E P U B L I C S E C TO R T R A D E U N I O N CEARDCHUMANN RIALTAS ÁITIÚIL, SHEIRBHÍS PHOIBLÍ AGUS STÁTSEIRBHÍS NA hÉIREANN

impact Civil Service Division Report 2003-2005

www.impact.ie

Nerney’s Court, Dublin 1.

Tel: 01-817-1500 Fax: 01-817-1501/2/3 E-Mail: rnolan@impact.ie

Contents page Divisional organisation.......................................................................................

Pay.....................................................................................................................

Performance verification....................................................................................

Benchmarking 2.................................................................................................

Decentralisation .................................................................................................

Fixed term workers............................................................................................

Partnership ........................................................................................................

Performance management and development systems (PMDS) ......................

Annual leave......................................................................................................

Incremental credit ..............................................................................................

Travel and subsistence .....................................................................................

Pensions ............................................................................................................

Third party dispute resolution ............................................................................

EU affairs ...........................................................................................................

Inter-union relations...........................................................................................

Equal opportunities............................................................................................

Department of Education and Science .............................................................

Department of Transport ...................................................................................

State Laboratory ................................................................................................

Chief Prosecution Solicitors and the Office of the Director of Public Prosecutions.......................................................................................

Department of Agriculture and Food.................................................................

Central Statistics Office .....................................................................................

Department of Communications, Marine and Natural Resources ....................

Family mediation service...................................................................................

Department of Foreign Affairs ...........................................................................

General Valuation Office ...................................................................................

Department of Health and Children ..................................................................

Department of Justice, Equality and Law Reform ............................................

Land Registry ....................................................................................................

Oireachtas .........................................................................................................

Office of Public Works .......................................................................................

Revenue Commissioners ..................................................................................

Revenue Solicitors Office ..................................................................................

Appendix one - salary scales ............................................................................

Appendix two - mileage and subsistence rates ................................................

Appendix three - Department of Finance circulars 2004 ..................................

Appendix four - Agreed reports 2004................................................................

5 5 6 7 7 7 8 8 8 8 9 9 9 9 9 10 11 11 11 12 12 12 12 12 12 13 13 13 13 14 14 14 14 17 19 20 21

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Review 2003-2005 Divisional organisation The following were elected to serve on IMPACT's Civil Service Divisional Executive Committee (CSDEC) at the 2003 civil service divisional conference: John Power (cathaoirleach) John O'Flanagan (leas cathaoirleach) Ernan Tobin, (third representative on IMPACT's central executive committee), Bobby Carty, Benny Conaty, Billy Gallagher, Una Geaney, Ken Hamilton, Brian Horgan, Tom McGrath and Gerry Shannon. Caroline Daly, Kevin O’Connor and Geraldine O’Brien were elected by the divisional council to fill vacancies that occured during the CSDEC’s term.

A new Architectural Engineering & Heritage branch was formed in November 2003 following the amalgamation of the old OPW Engineering branch and the Architectural & Heritage Services branch. The National Museum and National Library branches were transferred to IMPACT's Services and Enterprises division from 1st June 2005, after the two organisations became state agencies. The Civil Service No.1 branch was reorganised into sections. The CSDEC continues to review the organisation of branches.

Staff of the division have delivered a range of training courses for activists, branches and the CSDEC and the union has provided a revised schedule of training courses for new members and branches.

Pay IMPACT members gave a massive endorsement to the Sustaining Progress national deal in March 2003, when they backed it by 9-1 in a national ballot. It entitled all workers to pay increases worth a total of seven per cent in the first 18 months of the agreement. In 2004, further cost-of-living increases, worth 5.5 per cent to workers earning more than 351 a week, and six per cent to those earning less, were negotiated for the second half of the three-year deal, which runs until June 2006. As part of Sustaining Progress, the Government also agreed to fully implement the recommendations of the Public Service Benchmarking Body, which delivered additional average pay increases of 8.9 per cent, although some received less than this. Three-quarters of the benchmarking awards have now been sanctioned and the final quarter is due in June 2005. Overall, Sustaining Progress delivered cost of living increases of over 13 per cent plus benchmarking payments.

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Sustaining Progress: Civil Service pay increases (excluding benchmarking) 1st January 2004

3%

1st July 2004

2%

1st December 2004

2%

1st June 2005

1.5% (2% for low paid)

1st December 2005

1.5%

1st June 2006

2.5%

TOTAL

12.5% (13% for low paid)

Cumulative total

13.16% (13.72% for low paid)

Performance verification All the pay rises in Sustaining Progress, including benchmarking increases, are linked to the verification of a detailed modernisation and change agenda, which was agreed as part of the pay deal. A Civil Service Performance Verification Group (CSPVG), chaired by Donal De Buitleir, is charged with verifying staff and unions' co-operation with change, and Sustaining Progress and benchmarking payments cannot be sanctioned without its say so. The CSPVG is made up of equal numbers of employers' representatives, union officials and independent members and IMPACT national secretary Peter Nolan is a member. The CSPVG reported in respect of the general round increases in 2004 and will shortly report in respect of the 1st June 2005 payments, worth 1.5 per cent plus the final quarter of benchmarking. IMPACT referred issues involving professional accountants and members in Revenue, CSO, State Laboratory and the Department of Agriculture and Food to conciliation in the Labour Relations Commission and successfully prevented management from recruiting professional grades into general service posts under a 'skills shortage' provision in Sustaining Progress.

Benchmarking payment dates

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Summer 2003

First 25% of awards, backdated to December 2001

1st January 2004

50% of award

1st June 2005

Final 25% of award

Benchmarking 2 Under the Sustaining Progress national agreement, the Public Sector Benchmarking Body (PSBB) is to begin a second examination of public and private sector pay in the final quarter of 2005. The new PSBB must be set up by 1st July 2005 and report in the second half of 2007. It is expected that the terms of reference will be very similar to the first benchmarking exercise. Management and unions are also considering ways of streamlining the process and making it more transparent, while ensuring that the exercise remains effective and efficient. There will also have to be agreement on the list of grades to be reviewed. Again, this is expected to be similar to last time. Lists of grades to be benchmarked in the second exercise, and lists of linked grades, will need to be finalised before the summer of 2005.

Decentralisation Finance minister Charlie McCreevy announced a major programme of decentralisation in December 2003, without prior consultation with staff or their unions. The programme, which bore little relationship to the national spatial strategy announced earlier in 2003, envisaged the relocation of over 12,000 public servants to 53 locations in 25 counties.

About 1,500 IMPACT members across three divisions were covered, most of them in the civil service. IMPACT's 2004 biennial delegate conference agreed that the union should give full support to staff who wished to stay in their current locations, that an adequate career structure should be provided for staff remaining in their locations, and that untenable proposals should be removed from the programme.

The Civil Service Commission set up a 'central applications facility' to allow staff to choose locations but management refused to allow staff give their current location as a preference. Subsequently, about 85 per cent of IMPACT civil service staff, whose posts are due to be transferred, opted to remain in their current location. The phasing arrangements for decentralisation were set out in the third report of the Decentralisation Implementation Group, which was established to oversee implementation of the programme.

IMPACT and other unions vehemently opposed a management proposal that successful promotion candidates in organisations earmarked for decentralisation should be required to declare their willingness to move with their organisations. No agreement has been reached on this matter. Despite the commencement of direct discussions with IMPACT the official side has put forward no proposals for specialist staff who wish to remain in their current locations. IMPACT has insisted that these members be provided with employment appropriate to their skills and qualifications.

Fixed term workers IMPACT sought application of the Protection of Employees (Fixed Term Workers) Act 2003, which makes it illegal for employers to discriminate against temporary workers unless there are objective grounds for variations in pay and conditions. The union made a claim at General Council in October 2003 and subsequently referred nearly 100 claims to the Rights Commission Service in January 2004, so as to comply with time limits set out in the legislation. Continued local negotiations proved fruitless and the union withdrew from talks in June 2004. A Rights Commissioner heard the cases between November 2004 and January 2005 and she found in favour of the union and ordered the state to pay compensation totaling 217,500, plus an undisclosed amount of back pay. The 91 civil servants concerned had been denied a range of benefits that permanent civil

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servants enjoy including incremental pay increases, pensions, access to promotions, sick pay, training opportunities, annual leave, leave of absence and career breaks.

The Rights Commissioner said this discrimination had been illegal since July 2001, when an EU directive on fixed term workers came into force. She also found that Government departments had flouted new laws that prevent employers from undermining workers' basic rights and entitlements by employing them on a series of temporary contracts over long periods of time. She ruled that most of the 91 should be placed on permanent contracts. She said they were entitled to the same definition of tenure and procedures for termination that apply to comparable employees. In her conclusions, the Rights Commissioner criticised the civil service for not accepting the changes required by EU and Irish legislation.

Success in this case, which represents a ground-breaking victory for the union, was made possible by the support of the members involved, staff, branches and the CSDEC. The official side has appealed the outcome to the Labour Court.

Partnership Progress on partnership has been unacceptably slow over the last two years.

Management refused to establish a high-level strategy group to lead the partnership process, as proposed in an independent report it commissioned. It finally agreed to the establishment of an ad hoc interim high-level group at the end of 2004. IMPACT continued to co-operate with the partnership process at local level and expects that progress can now be made on its partnership agenda.

Performance management and development systems (PMDS) Sustaining Progress commits unions to the integration of PMDS in the human resources process and discussions, which commenced in July 2004, are at an advanced stage. The operation of PMDS continues to be inconsistent in areas involving professional, technical and specialist grades and the Mercer evaluation of PMDS confirmed the CSDEC's concerns of there is poor linkage between training and the PMDS process. Management has agreed to IMPACT's proposal that this should be subject to further research by Mercer, whose representatives addressed a special meeting of the union's divisional council in Autumn 2004. Negotiations on the revised PMDS are due to be completed by mid-2005.

Annual leave Increases in annual leave, ranging from one to three days, have been achieved for all IMPACT grades in the civil service. A number of anomalies in the application of these increases have emerged and have been raised with the Department of Finance. The increases are set out in Circular 27/03, issued in 2003.

Incremental credit IMPACT is involved in ongoing discussions about the recognition of previous public service for incremental purposes. The union secured commitment in principle to the application of incremental credit for clerical officer and executive officer related grades and hopes to conclude the matter soon.

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Travel and subsistence The official side lodged a claim to revise the formulae for travel and subsistence. They sought reductions of up to 30 per cent on travel and subsistence and the freezing of the A rate of subsistence until it merged with the B rate. IMPACT expects an acceptable outcome from protracted negotiations, which are nearing a conclusion.

Pensions In 2004, unions agreed new arrangements that allow public servants to retire early, but on a reduced pension. The new arrangements will allow most existing public servants to retire after age 50, with a percentage reduction in their lump sum and pension payments.

People who joined the public service after March 2004 will be able to retire at age 55.

The pension reductions for early retirees apply for the lifetime of their pension payments.

The measures were agreed by unions following the publication of the report of the Commission on Public Service Pensions, which said any early retirement arrangements should be cost neutral. Unions were still negotiating the final arrangements with the Department of Finance as this report went to press, and employers have been instructed not to do deals with staff or unions until it has issued guidance.

In negotiations that followed publication of the pension commission's report, IMPACT and other unions fought successfully to preserve the link between public sector pay and pensions. Since then, new legislation has established a minimum retirement age of 65 for new entrants to the public service after 1st April 2004. The Government defined a new entrant as a person entering the public service after 1st April 2004, which means existing staff will continue to benefit from the current terms even if they change employment. A break of six months is required to lose this entitlement. Existing staff will not lose their current entitlement if they take career breaks or special leave for more than six months.

Third party dispute resolution The division remains committed to moving its dispute resolution procedures to the Labour Relations Commission and the Labour Court. This will require the support of other civil service unions. It is understood that the matter will be considered at the CPSU conference in April 2004. Meanwhile, IMPACT is seeking improvements in the civil service grievance procedure to bring it into line with the services provided by rights commissioners.

EU affairs The division hosted a delegation from Czech public service union CMKOS in 2004.

Discussions took place regarding the benefits of EU membership for public service workers. Contacts have also been established with Hungarian union EDDSZ as part of continuing contact with the unions from the EU accession countries.

Inter-union relations Following motions submitted to IMPACT conferences in 2002 and 2004, the union has been involved in discussions with the Civil and Public Services Union (CPSU) and the Federated Union of Government Employees (FUGE). Proposals regarding the latter would see FUGE, which represents about 1,300 services officers, messengers, cleaners and others, become a branch of IMPACT in the Civil Service division. Subject to the satisfactory completion of negotiations it is hoped that this will be in place in 2005.

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IMPACT has also been in exploratory talks about the prospect of creating a new organisation with the CPSU, which represents about 13,000 civil service clerical officers, section officers and equivalents. Any such move would require a major review of IMPACT structures and discussions are at an early stage. While the idea holds out the prospect of creating an unparalleled voice for public servants, a new union would have to deliver improved services to members. The creation of a new union would require of ballot of all members of both unions.

Equal opportunities Crèche Crèche opened in Sligo and Backweston in 2004. The Office of Public Works (OPW) are finalising the purchase of a site in Mahon in Cork for an 80-place crèche. Management were engaging with existing crèches to examine the feasibility of providing after-school care.

Term Time Scheme A pilot scheme allowing term time to run for an eight-week period is being operated in a number of departments for 2005. It is proposed that a joint management/union review will take place in September 2005.

Work Life Balance Review A circular issued to all Departments in 2004 requesting information on the number and type of schemes in operation, and also the take up by grade. The Equality Section of the Department of Finance is currently analysing the returns and hope to issue a report later this year.

Research to identify barriers to promotion for women in the IT sector of the civil service was commissioned and a report issued. It is hoped to have feedback from the Departments who participated, shortly.

Positive Working Environment A review of the procedures has taken place and an amended policy is currently being drafted. It will place more emphasis on mediation and put in place contact support staff.

Work Life Balance Day This was held on 1st March 2005. Personnel Officers were written to and asked to consider how they might mark the day. A circular identifying the different work life balance schemes available within the Civil Service was issued by email and hard copy.

Gerster Case The test cases were back before the Labour Court who upheld the Union's position that the time limits should be extended and the cases be heard. However, the Department of Finance has appealed the Labour Court's decision to the High Court on a point of law.

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Department of Education and Science An Gúm An Gúm transferred to Foras na Gaeilge, a north/south body, however staff are still on secondment. The Branch is currently engaged in correspondence with management in relation to the outcome of a consultants report on staffing levels and the filling of existing vacancies.

NEPS An announcement was made by the current Minister that NEPS will not move to a statutory body in the foreseeable future. The impact of this decision in relation to operational structures, particularly the forthcoming retirement of the acting Director.

Primary Inspectors The main issues were the implementation of whole school evaluation, concerns relating to the workload of individual Inspectors, filling of posts at divisional level and decentralisation.

Post Primary Inspectors The main issues were the recruitment of staff to replace the staff who transferred to the State Examinations Commission, implementation of whole school evaluation, the role of Senior Inspectors, resigned Officers and decentralisation.

State Examinations Commission The application of the 1 per cent PCW into the future is currently under consideration.

There are still a few outstanding lateral transfers back to the Department of Education & Science. In relation to appeal conferences, discussions are ongoing regarding the scheduling of these conferences.

Department of Transport Driver Testers A meeting was held with Minister Cullen in relation to the proposed setting up of a Driver Tester and Standards Agency. The Branch is currently awaiting the report of consultants who were engaged to outline a proposed structure for the new Agency. 19 contract Driver Testers had cases processed to the Rights Commissioner on foot of failure of the Department to implement the Protection of Employees (Fixed Term Work) Act 2003. The Rights Commissioner found in their favour.

State Laboratory The relocation to Backweston is scheduled to commence on 1st April 2005. A claim for compensation for all staff was lodged but this was rejected by management. An offer of a limited amount of compensation for people who could show they had incurred additional cost and mileage was put to ballot and rejected. The claim then went to arbitration. The arbitration finding recommended additional leave and a widening of the restrictions, along with an increase in the monetary value.

A number of issues were brought to the Labour Relations Commission and all were successfully dealt with at conciliation.

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Chief Prosecution Solicitors and the office of the Director of Public Prosecutions Discussions were held in relation to cross-stream promotions between and promotion between the directing and prosecuting sides of the office.

Department of Agriculture and Food Since 2003, 55 posts in the beef carcass classification area have been replaced by the introduction of new machinery. Detailed discussions with management resulted in the agreed redeployment of posts with no loss of allowances or promotion numbers. The agreed redeployment of posts was implemented across other agricultural areas.

Following internal consideration in IMPACT, conservation rangers from the national parks and wildlife service agreed to proposals for a cross transfer arrangement for beef classification staff. Nine members were placed on a panel, but the transfer did not take place because of location problems.

Central Statistics Office IMPACT is working on issues of promotion and concerns about the installation of a mobile telephone mast in Ardee Road in Dublin.

Department of Communications, Marine and Natural Resources Major restructuring packages were concluded in the marine survey division and the sea fishery control division in December 2002. They delivered upgradings at the highest level, the creation of new supervisory grades, establishment for contract staff, new rosters, and the introduction of shift and overtime payments. The Department of Finance refused sanction for the full package in the sea fishery control division and a revised proposal is now being balloted on.

Geologist and technical grades working in the Geological Survey of Ireland have settled into the Department of Communications Marine and Natural Resources. Substantial progress has been made in negotiations with concrete advances on the filling of vacancies and conversion of temporary posts to permanent positions. Talks are underway on the future of the temporary geological assistant grade and the union is addressing long-term staffing and structural issues in partnership.

Family mediation service Mediators and area coordinators working in the Family Mediation Service, which is part of the Family Support Agency, are currently assisting a third party examination of their service. IMPACT has been in local discussions with the Department of Social and Family Affairs on job descriptions and grading for the area coordinators.

Department of Foreign Affairs Legal-professional staff in the Department's legal division have maintained their position on the necessity for assistant legal advisers, deputy legal advisers and legal advisers to be professionally qualified. Discussions have recently recommenced on access to counsellors for those in diplomatic posts and filling of a legal post in New York. The union ensured that IMPACT grades in the area could compete for assistant secretary posts.

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Specialist staff in the Development Co-operation Directorate, including 20 based overseas, have been employed on multiple contracts and some were among the cases that IMPACT submitted to a rights commissioners under the fixed term workers' legislation. Staff are concerned that the service has been earmarked for early relocation to Limerick under the Government's decentralisation proposals.

General Valuation Office Industrial relations in the General Valuation Office have eased after several difficult years, since the Labour Relations Commission and other independent mediators intervened on a number of problems. Real gains for valuers, including team leader allowances and effective talks on structures, have been achieved. Discussions are also being revived on the technical side.

Department of Health and Children Important issues now under discussion include the movement of staff from Hawkins House, the reorganisation of the Department following the creation of the Health Service Executive (HSE), and the possible movement of members from the civil service to the HSE. IMPACT has said only agreed change is acceptable.

Department of Justice, Equality and Law Reform The one per cent payment for management grades under the PCW was finally implemented in respect of forensic scientists, which meant extra promotional positions and new allowances for other senior staff, based on their experience and contribution to the development of the forensic science laboratory. Agreement was also reached on new methods of merit-based and seniority promotions for scientists and technicians.

Discussions are underway on probation and welfare service restructuring, from basic grade to senior management. The review will be informed by the McCarthy report, the value-for-money report and the current situation. A new head of service is being recruited on agreed terms and detailed discussions will take place once they are in place.

Community service supervisors are balloting on offers on mileage to new sites and allowances for conveying of tools and equipment. Submissions have been made in respect of a senior grade and for incremental progression.

Discussions are also underway around third level college pay rates for civilian teachers, appropriate allowances and grading for cartographers and photographers, and accommodation issues around a senior post for Gardá civilian drivers. The union is also pressing for progress on the Gardá civilianisation programme. Outstanding PCW issues have been resolved in the courts service, where the union is also working on reorganisation of courts districts and court ushers' pay.

A restructuring of the courts stenography service was agreed in 2004. It saw upgradings for the chief stenographers post and two stenographer posts. The new stenography unit will co-ordinate private stenographer services.

Land Registry The union reached agreement on a system of merit-based promotions in 2004. IMPACT also agreed a memorandum of understanding over Land Registry's digital mapping project under the auspices of the Labour Relations Commission in 2004. However, the staff concerned are now considering an amended proposal, with the option of facilitation

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if it is rejected. IMPACT understands that proposals to establish Land Registry on an agency basis may be put forward in 2005. The one per cent PCW issue remains unresolved.

Oireachtas The Houses of the Oireachtas Commission was established in January 2004 to oversee and control the funding and organisation of the Houses of the Oireachtas. Proposals in relation to extended hours of access to the Dáil have been the subject of protracted negotiations and ballots throughout 2004. Following the intervention of the Labour Relations Commission, members have balloted to accept the proposals. IMPACT is currently considering library and research staffing proposals, which followed publication of recommendations from consultants Deloitte & Touche.

Office of Public Works A long running dispute with the Department of Finance on the application of a one per cent pay rise due under the Programme for Competitiveness and Work (PCW) was finally resolved. The settlement covered the payment of an allowance in conjunction with additional promotions in a number of areas.

Revenue Commissioners In 2004, IMPACT's Tax Officials branch (TOB) reached agreement on the full integration of tax officers and higher tax officers in the Revenue Commissioners service by July 2007. Members of the Association of Inspectors of Taxes left the union after agreeing to integration with non-specialist grades. The TOB remains very active and scored a substantial victory over plans to outsource data entry work to private contractors. Close cooperation with the CPSU and the PSEU was a significant feature of this success.

Revenue Solicitors Office At the end of 2004, technical grades in the Revenue Solicitors' Office reached agreement on re-titling and upgrading across the structure. Detailed discussions are underway on a similar package for professionals. Members also moved to improved accommodation in Dublin castle.

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Appendices

Appendix one - salary scales Clerical Officer Standard Scale 19,493 - 20,402 - 21,313 - 22,225 - 23,132 - 24,044 24,953 - 25,865 - 26,771 - 27,681 - 28,586 - 29,996 31,1031 - 31,6122

General Servcie Grades Secretary General 168,686

Clerical Officer Higher Scale 20,402 - 21,313 - 22,225 - 23,132 - 24,044 - 24,953 25,865 - 26,771 - 27,681 - 28,586 - 29,996 - 31,103 31,612 - 32,298

Deputy Secretary 134,948 Assistant Secretary 99,605 - 104,424 - 109,244 - 114,064 Principal (higher) 77,474 - 80,670 - 83,874 - 87,071 - 89,801 - 92,6781 95,5522 Principal 71,990 - 75,042 - 78,075 - 81,132 - 83,707 - 86,3781 89,0472 Assistant Principal (higher) 60,467 - 62,769 - 65,078 - 67,377 - 69,683 - 71,025 73,3231 - 75,6102 Assistant Principal 55,057 - 57,117 - 59,177 - 61,238 - 63,299 - 64,491 66,5681 - 68,6512 AO Standard Scale 27,981 - 30,520 - 33,764 - 36,236 - 38,707 - 41,187 43,656 - 46,119 - 47,8221 - 49,5292 AO Higher Scale 36,236 - 38,707 - 41,187 - 43,656 - 46,119 - 47,822 49,508 - 51,192 HEO Standard Scale 39,035 - 40,215 - 41,389 - 42,571 - 43,751 - 44,936 46,119 - 47,8221 - 49,5292

Certain grades common to two or more departments Engineer Grade I and Professional Accountant Grade I 58,739 - 60,580 - 62,429 - 64,274 - 66,116 - 68,307 70,8051 - 73,3032 Engineer Grade II and Professional Accountant Grade II 50,487 - 51,677 - 52,860 - 54,052 - 55,240 - 56,429 57,615 - 58,815 - 60,7721 - 62,7342 Engineer Grade III and Professional Accountant Grade III 27,483 - 30,039 - 32,606 - 35,168 - 37,736 - 39,324 40,906 - 42,493 - 44,073 - 45,658 - 47,243 - 48,826 50,412 - 52,1801 - 53,9392 Law Clerk (per week) 430.81 - 450.35 - 480.86 - 496.87 - 512.92 - 528.94 545.01 - 561.07 - 577.13 - 593.711 - 610.222 Senior Engineering Draughtsperson 32,568 - 33,203 - 33,999 - 34,815 - 35,611 - 36,419 37,173 - 38,4331 - 39,6972

HEO Higher Scale 41,389 - 42,571 - 43,751 - 44,936 - 46,119 - 47,822 48,942 - 50,065 - 51,192

Engineering Draughtsperson (per week) 467.34 - 484.91 - 502.48 - 520.10 - 537.73 - 555.41 573.16 - 590.31 - 607.46 - 624.60 - 641.79 - 663.611 685.452

EO Standard Scale 25,704 - 27,576 - 29,008 - 30,394 - 31,776 - 33,123 34,485 - 35,810 - 37,174 - 38,079 - 39,3731 - 40,6692

Chief Superintendent Mapping 41,267 - 43,268 - 45,271 - 47,273 - 49,275 - 51,272 53,282 - 55,287 - 57,053 - 58,815 - 60,7721 - 62,7342

EO Higher Scale 25,704 - 27,576 - 29,008 - 30,394 - 31,776 - 33,123 34,485 - 35,810 - 37,174 - 38,079 - 39,373 - 40,337 41,302 - 42,265

Superintendent Mapping 36,076 - 37,366 - 38,449 - 39,520 - 40,605 - 41,688 42,757 - 44,1051 - 45,4492

Staff Officer 29,391 - 30,674 - 31,828 - 32,852 - 33,876 - 34,906 35,943 - 36,930 - 37,8701 - 39,1182

1 = After three years satisfactory service at the maximum.

2 = After six years satisfactory service at the maximum.

3 = After six years satisfactory service with the ‘barrier’.

Examiner in Charge 31,223 - 31,911 - 32,592 - 33,279 - 33,971 - 34,662 36,076 - 37,2131 - 38,3512

Figures current 20th March 2002 and shown in Euros.

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Appendix one Examiner of Maps (per week) 535.67 - 550.86 - 565.42 - 578.99 - 593.61 - 604.12 624.931 - 645.782 Mapping Draughtsperson (per week) 382.01 - 393.16 - 406.78 - 420.36 - 434.00 - 447.73 461.39 - 475.08 - 488.38 - 501.56 - 514.83 - 528.05 541.33 - 559.771 - 578.192 Architectural Assistant Grade II (per week) 467.34 - 484.91 - 502.48 - 520.10 - 537.73 - 555.41 571.94 - 589.69 - 607.46 - 624.60 - 641.79 - 663.611 685.452 Laboratory Technician 29,511 - 30,390 - 31,222 - 33,198 - 34,475 - 35,764 37,075 - 38,384 - 39,693 - 41,014 - 42,348 - 43,696 45,002 - 45,9041

Office of Public Works Senior Clerk of Works/District Inspector 36,126 - 37,390 - 38,655 - 39,921 - 41,199 - 42,469 43,448 - 44,424 Engineering Technician Grade I 35,745 - 36,526 - 37,392 - 38,329 - 39,285 - 40,353 41,348 - 42,7561 - 44,1602 Architectural Assistant Grade I 35,745 - 36,526 - 37,392 - 38,329 - 39,285 - 40,353 41,348 - 42,7561 - 44,1602 Clerks of Works 30,383 - 31,483 - 32,580 - 33,388 - 34,213 - 35,003 35,802 - 36,495 - 37,7341 - 38,9762

Department of Agriculture & Food Area Superintendent 44,970 - 46,463 - 47,960 - 49,457 - 50,954 - 52,457 53,948 - 55,8381 - 57,7272 District Superintendent 31,094 - 33,531 - 35,965 - 38,383 - 40,807 - 43,233 45,654 - 48,082 - 49,8621 - 51,6392

Technical Agricultural Officer 20,474 - 21,642 - 22,815 - 23,992 - 25,166 - 26,349 27,524 - 28,708 - 29,898 - 31,087 - 32,276 - 33,438 35,006 - 36,1951 - 37,3852 Senior Dairy Produce Officer 37,736 - 39,324 - 40,906 - 42,493 - 44,073 - 45,658 47,243 - 48,826 - 50,412 - 52,1801 - 53,9392 Dairy Produce Officer 36,877 - 37,870 - 39,005 - 40,135 - 41,269 - 42,405 43,542 - 44,673 - 45,799 - 47,4001 - 49,0052 Supervising Instructor Poultry 29,165 - 31,657 - 34,141 - 36,639 - 37,865 - 39,101 40,333 - 41,570 - 42,794 - 44,027 - 45,258 - 46,494 47,729 - 48,9461 Supervising Poultry Officer 26,791 - 28,194 - 29,600 - 31,004 - 32,412 - 33,815 35,219 - 36,621 - 38,026 - 39,431 - 40,835 - 42,233 Poultry Officer 23,317 - 25,305 - 27,304 - 29,291 - 30,276 - 31,263 32,245 - 33,239 - 34,220 - 35,205 - 36,187 - 37,180 38,165 - 39,143

Revenue Commissioners Higher Tax Officer 27,629 - 29,619 - 31,417 - 32,865 - 34,447 - 35,908 37,372 - 38,822 - 40,312 - 41,581 - 42,8631 - 44,4032 Higher Tax Officer (PPC) 29,083 - 31,176 - 33,069 - 34,596 - 36,259 - 37,800. 39,339 - 40,864 - 42,434 - 43,771 - 45,1181 - 46,7382 Tax Officer (per week) 401.14 - 418.23 - 436.63 - 455.04 - 473.43 - 491.78 510.19 - 528.58 - 546.93 - 565.23 - 592.11 - 613.951 624.012 - 631.723 Tax Officer (PPC) (per week) 422.23 - 440.29 - 459.62 - 478.95 - 498.34 - 517.67 537.01 - 556.39 - 575.72 - 594.98 - 623.28 - 646.301 656.802 - 664.963

Supervisory Agricultural Officer 30,174 - 31,648 - 33,116 - 34,568 - 36,030 - 37,492 38,946 - 40,397 - 41,847 - 43,3911 - 44,9432

1 = After three years satisfactory service at the maximum.

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2 = After six years satisfactory service at the maximum.

3 = After six years satisfactory service with the ‘barrier’.

Figures current 20th March 2002 and shown in Euros.

Appendix two - travel and subsistence Motor travel rates Effective from 1st January 2003

Rates per kilometre 1mile = 1.609 kilometres Official travel in a calendar year

up to 6,437km 6,438km and over

Engine capacity up to 1,200cc

Engine Capacity 1,201cc to 1,500cc

Engine capacity 1,501cc and over

cent

cent

cent

52.16 26.40

60.85 30.31

72.34 33.75

Engine capacity up to 1,200cc

Engine Capacity 1,201cc to 1,500cc

Engine capacity 1,501cc and over

cent

cent

cent

83.92 42.47

97.91 48.77

116.39 54.30

Rates per mile Official travel in a calendar year

0 to 4,000 4.001 and over

Reduced travel rates Effective from 1st January 2003

Rates per kilometre 1mile = 1.609 kilometres Engine capacity under 1200cc

Engine Capacity 1201cc to 1500cc

Engine Capacity 1501cc and over

cent

cent

cent

19.52

21.88

23.87

Engine capacity under 1200cc

Engine Capacity 1201cc to 1500cc

Engine Capacity 1501cc and over

cent

cent

cent

31.40

35.21

38.40

Rates per mile

Domestic subsistence rates Effective 1st September 2004 Class of Allowances

Night Allowances

Day Allowances

Normal Rate

Reduced Rate

Detention Rate

10 hrs or more

5 hrs but less than 10 hrs

A

136.10

125.47

68.03

38.57

15.73

B

122.29

104.59

61.17

38.57

15.73

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Appendix three - Department of Finance circulars 2004 Number

Title/Content

1/2004

Cursai agus Scolaireachtai Gaeltachta 2004

2/2004

Increase in the value threshold of assets in asset registers

3/2004

Subsistence Allowances Abroad.

7/2004

Confined competition for the appointment of an ICT Manager of the National Archives

8/2004

Retention of Civil Servants beyond normal retirement age.

9/2004

Sick Leave and the Organisation of Working Time Act

11/2004

Confined competition for the re-certification of VIT's

13/2004

Confined competition Director of Regimes at Principal (Higher) Level in the Irish Prison Service

14/2004

Subsistence Allowances Abroad

15/2004

Confined comp. to participate in a Masters Programme in Public Policy analysis

17/2003

Revision of Pay of Civil Servants Section 19.18 of Sustaining Progress

18/2004

Career Progression of People with a Disability in the Irish Civil Service

19/2004

Transfer of sections of Passport Office, Dept. of Foreign Affairs to Balbriggan

20/2004

Confined establishment competition for grades represented by FUGE

21/2004

Agreement on Incremental Credit CO, EO, or equivalents CPSU/PSEU

22/2004

Confined competition for the appointment of a Head of social Work in the Adoption Authority

23/2004

Subsistence Allowances

24/2004

Minute of the Minister for Finance - Response to the first interim report of the Committee for Public Accounts on the report of the CAG - Appropriation Accounts 2002

25/2004

Subsistence Allowances Abroad.

26/2004

Civil Service Code of Standards and Behaviours

28/2004

Implementation or deferred surrender of unspent capital under the multi-annual capital envelopes.

30/2004

EU Council travel expenses re-coupment 2004

33/2004

Revision of Pay

34/2004

Confined Competition for the appointment of Head of Research and Development at Principal Standard Scale level in the NCSE

36/2004

Public Service Pension Reform, new scheme for the award of Professional, Technical and Specialist added years to certain new entrance staff of the Civil and Public Service

These circulars can be accessed from the the Department of Finance website www.finance.gov.ie

20

Appendix four - Agreed reports 2004 Number 1436

Title

Outcome recorded

Claim by the PSEU for an increase in the Delegate and Chairperson Allowance

Agreement

1437

Mileage Rates for towing a trailer on Official Business

Agreement

1438

Office Accommodation Rates

Agreement

1439

State Laboratories and Department of Agriculture and Food Relocation

Disagreement

Employment and Career Progression of People with Disability in the Civil Service

Agreement

Amalgamation of Examiner of Maps and Examiner-in-Charge grades

Disagreement

Staff who take part in competition while on Maternity Leave can recoup that leave

Agreement

1443

Incremental Credit for previous service CPSU/PSEU

Agreement

1444

Travel Pass Scheme new entrants those who do not work full time.

1440 1441 1442

1445 1446

1447 1448 1449

Interim agreement on five claims before Travel and Subs sub group Introduction of Civil Service Code of Standards and Behaviours

New entrants accommodated. Non full time could not be Agreement Report recording discussions

Family Bereavement during sick leave. bereavement leave should be restored

Disagreement

Claim that overtime rates for Saturday mornings (9.15am -1.00pm) be increased to double time.

Disagreement

Claim that the overriding maximum of the combination of marriage leave and annual leave be increased from 25 days to 27 days in the year of marriage.

Agreement of Official Side offer of 26 days.

21