CiCivil Servil ServiceviceDiDivisionvision

THE PUBLIC SECTOR TRADE UNION

CEARDCHUMANN RIALTAS ÁITIÚIL, SHEIRBHÍS PHOIBLÍ AGUS STÁTSEIRBHÍS NA hÉIREANN

Report2003-2005

Report2003-2005

impactCivil 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

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Contentspage

Divisional organisation....................................................................................... 5Pay..................................................................................................................... 5Performance verification.................................................................................... 6Benchmarking 2................................................................................................. 7Decentralisation................................................................................................. 7Fixed term workers............................................................................................ 7Partnership ........................................................................................................ 8Performance management and development systems (PMDS) ...................... 8Annual leave...................................................................................................... 8Incremental credit .............................................................................................. 8Travel and subsistence ..................................................................................... 9Pensions ............................................................................................................ 9Third party dispute resolution............................................................................ 9EU affairs........................................................................................................... 9Inter-union relations........................................................................................... 9Equal opportunities............................................................................................ 10Department of Education and Science ............................................................. 11Department of Transport ................................................................................... 11State Laboratory ................................................................................................ 11Chief Prosecution Solicitors and the Office of the Director of Public Prosecutions....................................................................................... 12Department of Agriculture and Food................................................................. 12Central Statistics Office ..................................................................................... 12Department of Communications, Marine and Natural Resources .................... 12Family mediation service................................................................................... 12Department of Foreign Affairs ........................................................................... 12General Valuation Office ................................................................................... 13Department of Health and Children .................................................................. 13Department of Justice, Equality and Law Reform ............................................ 13Land Registry .................................................................................................... 13Oireachtas ......................................................................................................... 14Office of Public Works ....................................................................................... 14Revenue Commissioners .................................................................................. 14Revenue Solicitors Office .................................................................................. 14Appendix one - salary scales ............................................................................ 17Appendix two - mileage and subsistence rates ................................................ 19Appendix three - Department of Finance circulars 2004 .................................. 20Appendix four - Agreed reports 2004................................................................ 21

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Review 2003-2005

Divisional organisation

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

A new Architectural Engineering & Heritage branch was formed in November 2003following the amalgamation of the old OPW Engineering branch and the Architectural &Heritage Services branch. The National Museum and National Library branches weretransferred to IMPACT's Services and Enterprises division from 1st June 2005, after thetwo organisations became state agencies. The Civil Service No.1 branch wasreorganised 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 andthe CSDEC and the union has provided a revised schedule of training courses for newmembers and branches.

Pay

IMPACT members gave a massive endorsement to the Sustaining Progress national dealin March 2003, when they backed it by 9-1 in a national ballot. It entitled all workers topay increases worth a total of seven per cent in the first 18 months of the agreement. In2004, 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 halfof the three-year deal, which runs until June 2006. As part of Sustaining Progress, theGovernment also agreed to fully implement the recommendations of the Public ServiceBenchmarking Body, which delivered additional average pay increases of 8.9 per cent,although some received less than this. Three-quarters of the benchmarking awards havenow been sanctioned and the final quarter is due in June 2005. Overall, SustainingProgress delivered cost of living increases of over 13 per cent plus benchmarkingpayments.

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Performance verification

All the pay rises in Sustaining Progress, including benchmarking increases, are linked tothe verification of a detailed modernisation and change agenda, which was agreed aspart of the pay deal. A Civil Service Performance Verification Group (CSPVG), chaired byDonal De Buitleir, is charged with verifying staff and unions' co-operation with change,and Sustaining Progress and benchmarking payments cannot be sanctioned without itssay so. The CSPVG is made up of equal numbers of employers' representatives, unionofficials and independent members and IMPACT national secretary Peter Nolan is amember. The CSPVG reported in respect of the general round increases in 2004 and willshortly report in respect of the 1st June 2005 payments, worth 1.5 per cent plus the finalquarter of benchmarking. IMPACT referred issues involving professional accountants andmembers in Revenue, CSO, State Laboratory and the Department of Agriculture andFood to conciliation in the Labour Relations Commission and successfully preventedmanagement from recruiting professional grades into general service posts under a 'skillsshortage' provision in Sustaining Progress.

Benchmarking payment dates

Summer 2003 First 25% of awards, backdated to December 2001

1st January 2004 50% of award

1st June 2005 Final 25% of award

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)

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Benchmarking 2

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

Decentralisation

Finance minister Charlie McCreevy announced a major programme of decentralisation inDecember 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 thecivil service. IMPACT's 2004 biennial delegate conference agreed that the union shouldgive full support to staff who wished to stay in their current locations, that an adequatecareer structure should be provided for staff remaining in their locations, and thatuntenable proposals should be removed from the programme.

The Civil Service Commission set up a 'central applications facility' to allow staff tochoose locations but management refused to allow staff give their current location as apreference. Subsequently, about 85 per cent of IMPACT civil service staff, whose postsare due to be transferred, opted to remain in their current location. The phasingarrangements for decentralisation were set out in the third report of the DecentralisationImplementation Group, which was established to oversee implementation of theprogramme.

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

Fixed term workers

IMPACT sought application of the Protection of Employees (Fixed Term Workers) Act2003, which makes it illegal for employers to discriminate against temporary workersunless there are objective grounds for variations in pay and conditions. The union made aclaim at General Council in October 2003 and subsequently referred nearly 100 claims tothe Rights Commission Service in January 2004, so as to comply with time limits set outin the legislation. Continued local negotiations proved fruitless and the union withdrewfrom talks in June 2004. A Rights Commissioner heard the cases between November2004 and January 2005 and she found in favour of the union and ordered the state topay compensation totaling �217,500, plus an undisclosed amount of back pay. The 91civil 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, sickpay, training opportunities, annual leave, leave of absence and career breaks.

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

Success in this case, which represents a ground-breaking victory for the union, wasmade 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 partnershipprocess, as proposed in an independent report it commissioned. It finally agreed to theestablishment of an ad hoc interim high-level group at the end of 2004. IMPACTcontinued to co-operate with the partnership process at local level and expects thatprogress 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 resourcesprocess and discussions, which commenced in July 2004, are at an advanced stage. Theoperation of PMDS continues to be inconsistent in areas involving professional, technicaland specialist grades and the Mercer evaluation of PMDS confirmed the CSDEC'sconcerns of there is poor linkage between training and the PMDS process. Managementhas agreed to IMPACT's proposal that this should be subject to further research byMercer, whose representatives addressed a special meeting of the union's divisionalcouncil in Autumn 2004. Negotiations on the revised PMDS are due to be completed bymid-2005.

Annual leave

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

Incremental credit

IMPACT is involved in ongoing discussions about the recognition of previous publicservice for incremental purposes. The union secured commitment in principle to theapplication of incremental credit for clerical officer and executive officer related gradesand 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. Theysought reductions of up to 30 per cent on travel and subsistence and the freezing of theA rate of subsistence until it merged with the B rate. IMPACT expects an acceptableoutcome from protracted negotiations, which are nearing a conclusion.

Pensions

In 2004, unions agreed new arrangements that allow public servants to retire early, buton a reduced pension. The new arrangements will allow most existing public servants toretire 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 theCommission on Public Service Pensions, which said any early retirement arrangementsshould be cost neutral. Unions were still negotiating the final arrangements with theDepartment of Finance as this report went to press, and employers have been instructednot to do deals with staff or unions until it has issued guidance.

In negotiations that followed publication of the pension commission's report, IMPACT andother unions fought successfully to preserve the link between public sector pay andpensions. Since then, new legislation has established a minimum retirement age of 65 fornew entrants to the public service after 1st April 2004. The Government defined a newentrant as a person entering the public service after 1st April 2004, which means existingstaff will continue to benefit from the current terms even if they change employment. Abreak of six months is required to lose this entitlement. Existing staff will not lose theircurrent 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 LabourRelations Commission and the Labour Court. This will require the support of other civilservice unions. It is understood that the matter will be considered at the CPSUconference in April 2004. Meanwhile, IMPACT is seeking improvements in the civilservice grievance procedure to bring it into line with the services provided by rightscommissioners.

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 serviceworkers. Contacts have also been established with Hungarian union EDDSZ as part ofcontinuing contact with the unions from the EU accession countries.

Inter-union relations

Following motions submitted to IMPACT conferences in 2002 and 2004, the union hasbeen involved in discussions with the Civil and Public Services Union (CPSU) and theFederated Union of Government Employees (FUGE). Proposals regarding the latterwould see FUGE, which represents about 1,300 services officers, messengers, cleanersand others, become a branch of IMPACT in the Civil Service division. Subject to thesatisfactory 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 neworganisation 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 IMPACTstructures and discussions are at an early stage. While the idea holds out the prospect ofcreating an unparalleled voice for public servants, a new union would have to deliverimproved services to members. The creation of a new union would require of ballot of allmembers of both unions.

Equal opportunities

Crèche

Crèche opened in Sligo and Backweston in 2004. The Office of Public Works (OPW) arefinalising the purchase of a site in Mahon in Cork for an 80-place crèche. Managementwere engaging with existing crèches to examine the feasibility of providing after-schoolcare.

Term Time Scheme

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

Work Life Balance Review

A circular issued to all Departments in 2004 requesting information on the number andtype of schemes in operation, and also the take up by grade. The Equality Section of theDepartment of Finance is currently analysing the returns and hope to issue a report laterthis year.

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

Positive Working Environment

A review of the procedures has taken place and an amended policy is currently beingdrafted. 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 toconsider how they might mark the day. A circular identifying the different work lifebalance 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 thatthe time limits should be extended and the cases be heard. However, the Department ofFinance 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 onsecondment. The Branch is currently engaged in correspondence with management inrelation to the outcome of a consultants report on staffing levels and the filling of existingvacancies.

NEPS

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

Primary Inspectors

The main issues were the implementation of whole school evaluation, concerns relatingto the workload of individual Inspectors, filling of posts at divisional level anddecentralisation.

Post Primary Inspectors

The main issues were the recruitment of staff to replace the staff who transferred to theState Examinations Commission, implementation of whole school evaluation, the role ofSenior 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 thescheduling of these conferences.

Department of Transport

Driver Testers

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

State Laboratory

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

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

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Chief Prosecution Solicitors and the office of the Director of PublicProsecutions

Discussions were held in relation to cross-stream promotions between and promotionbetween 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 theintroduction of new machinery. Detailed discussions with management resulted in theagreed redeployment of posts with no loss of allowances or promotion numbers. Theagreed redeployment of posts was implemented across other agricultural areas.Following internal consideration in IMPACT, conservation rangers from the national parksand wildlife service agreed to proposals for a cross transfer arrangement for beefclassification staff. Nine members were placed on a panel, but the transfer did not takeplace because of location problems.

Central Statistics Office

IMPACT is working on issues of promotion and concerns about the installation of amobile 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 seafishery control division in December 2002. They delivered upgradings at the highest level,the creation of new supervisory grades, establishment for contract staff, new rosters, andthe introduction of shift and overtime payments. The Department of Finance refusedsanction for the full package in the sea fishery control division and a revised proposal isnow being balloted on.

Geologist and technical grades working in the Geological Survey of Ireland have settledinto the Department of Communications Marine and Natural Resources. Substantialprogress has been made in negotiations with concrete advances on the filling ofvacancies and conversion of temporary posts to permanent positions. Talks areunderway on the future of the temporary geological assistant grade and the union isaddressing long-term staffing and structural issues in partnership.

Family mediation service

Mediators and area coordinators working in the Family Mediation Service, which is part ofthe Family Support Agency, are currently assisting a third party examination of theirservice. IMPACT has been in local discussions with the Department of Social and FamilyAffairs 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 positionon the necessity for assistant legal advisers, deputy legal advisers and legal advisers tobe professionally qualified. Discussions have recently recommenced on access tocounsellors for those in diplomatic posts and filling of a legal post in New York. The unionensured 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 basedoverseas, have been employed on multiple contracts and some were among the casesthat IMPACT submitted to a rights commissioners under the fixed term workers'legislation. Staff are concerned that the service has been earmarked for early relocationto 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 ona number of problems. Real gains for valuers, including team leader allowances andeffective talks on structures, have been achieved. Discussions are also being revived onthe technical side.

Department of Health and Children

Important issues now under discussion include the movement of staff from HawkinsHouse, the reorganisation of the Department following the creation of the Health ServiceExecutive (HSE), and the possible movement of members from the civil service to theHSE. 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 finallyimplemented in respect of forensic scientists, which meant extra promotional positionsand new allowances for other senior staff, based on their experience and contribution tothe development of the forensic science laboratory. Agreement was also reached on newmethods of merit-based and seniority promotions for scientists and technicians.

Discussions are underway on probation and welfare service restructuring, from basicgrade to senior management. The review will be informed by the McCarthy report, thevalue-for-money report and the current situation. A new head of service is being recruitedon 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 andallowances for conveying of tools and equipment. Submissions have been made inrespect 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, andaccommodation issues around a senior post for Gardá civilian drivers. The union is alsopressing for progress on the Gardá civilianisation programme. Outstanding PCW issueshave been resolved in the courts service, where the union is also working onreorganisation of courts districts and court ushers' pay.

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

Land Registry

The union reached agreement on a system of merit-based promotions in 2004. IMPACTalso agreed a memorandum of understanding over Land Registry's digital mappingproject under the auspices of the Labour Relations Commission in 2004. However, thestaff 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 anagency basis may be put forward in 2005. The one per cent PCW issue remainsunresolved.

Oireachtas

The Houses of the Oireachtas Commission was established in January 2004 to overseeand control the funding and organisation of the Houses of the Oireachtas. Proposals inrelation to extended hours of access to the Dáil have been the subject of protractednegotiations and ballots throughout 2004. Following the intervention of the LabourRelations Commission, members have balloted to accept the proposals. IMPACT iscurrently considering library and research staffing proposals, which followed publication ofrecommendations from consultants Deloitte & Touche.

Office of Public WorksA long running dispute with the Department of Finance on the application of a one percent pay rise due under the Programme for Competitiveness and Work (PCW) was finallyresolved. The settlement covered the payment of an allowance in conjunction withadditional promotions in a number of areas.

Revenue Commissioners

In 2004, IMPACT's Tax Officials branch (TOB) reached agreement on the full integrationof tax officers and higher tax officers in the Revenue Commissioners service by July2007. Members of the Association of Inspectors of Taxes left the union after agreeing tointegration with non-specialist grades. The TOB remains very active and scored asubstantial victory over plans to outsource data entry work to private contractors. Closecooperation 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 agreementon re-titling and upgrading across the structure. Detailed discussions are underway on asimilar package for professionals. Members also moved to improved accommodation inDublin castle.

Appendices

17Figures current 20th March 2002 and shown in Euros.

Appendix one - salary scalesGeneral Servcie Grades

Secretary General168,686

Deputy Secretary134,948

Assistant Secretary99,605 - 104,424 - 109,244 - 114,064

Principal (higher)77,474 - 80,670 - 83,874 - 87,071 - 89,801 - 92,6781 -95,5522

Principal71,990 - 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 Principal55,057 - 57,117 - 59,177 - 61,238 - 63,299 - 64,491 -66,5681 - 68,6512

AO Standard Scale27,981 - 30,520 - 33,764 - 36,236 - 38,707 - 41,187 -43,656 - 46,119 - 47,8221 - 49,5292

AO Higher Scale36,236 - 38,707 - 41,187 - 43,656 - 46,119 - 47,822 -49,508 - 51,192

HEO Standard Scale39,035 - 40,215 - 41,389 - 42,571 - 43,751 - 44,936 -46,119 - 47,8221 - 49,5292

HEO Higher Scale41,389 - 42,571 - 43,751 - 44,936 - 46,119 - 47,822 -48,942 - 50,065 - 51,192

EO Standard Scale25,704 - 27,576 - 29,008 - 30,394 - 31,776 - 33,123 -34,485 - 35,810 - 37,174 - 38,079 - 39,3731 - 40,6692

EO Higher Scale25,704 - 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

Staff Officer29,391 - 30,674 - 31,828 - 32,852 - 33,876 - 34,906 -35,943 - 36,930 - 37,8701 - 39,1182

Clerical Officer Standard Scale19,493 - 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

Clerical Officer Higher Scale20,402 - 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

Certain grades common to two or moredepartments

Engineer Grade I and Professional AccountantGrade I58,739 - 60,580 - 62,429 - 64,274 - 66,116 - 68,307 -70,8051 - 73,3032

Engineer Grade II and Professional AccountantGrade II50,487 - 51,677 - 52,860 - 54,052 - 55,240 - 56,429 -57,615 - 58,815 - 60,7721 - 62,7342

Engineer Grade III and Professional AccountantGrade III27,483 - 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 Draughtsperson32,568 - 33,203 - 33,999 - 34,815 - 35,611 - 36,419 -37,173 - 38,4331 - 39,6972

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

Chief Superintendent Mapping41,267 - 43,268 - 45,271 - 47,273 - 49,275 - 51,272 -53,282 - 55,287 - 57,053 - 58,815 - 60,7721 - 62,7342

Superintendent Mapping36,076 - 37,366 - 38,449 - 39,520 - 40,605 - 41,688 -42,757 - 44,1051 - 45,4492

Examiner in Charge31,223 - 31,911 - 32,592 - 33,279 - 33,971 - 34,662 -36,076 - 37,2131 - 38,3512

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’.

18Figures current 20th March 2002 and shown in Euros.

Appendix oneExaminer 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 Technician29,511 - 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 Inspector36,126 - 37,390 - 38,655 - 39,921 - 41,199 - 42,469 -43,448 - 44,424

Engineering Technician Grade I35,745 - 36,526 - 37,392 - 38,329 - 39,285 - 40,353 -41,348 - 42,7561 - 44,1602

Architectural Assistant Grade I35,745 - 36,526 - 37,392 - 38,329 - 39,285 - 40,353 -41,348 - 42,7561 - 44,1602

Clerks of Works30,383 - 31,483 - 32,580 - 33,388 - 34,213 - 35,003 -35,802 - 36,495 - 37,7341 - 38,9762

Department of Agriculture & Food

Area Superintendent44,970 - 46,463 - 47,960 - 49,457 - 50,954 - 52,457 -53,948 - 55,8381 - 57,7272

District Superintendent31,094 - 33,531 - 35,965 - 38,383 - 40,807 - 43,233 -45,654 - 48,082 - 49,8621 - 51,6392

Supervisory Agricultural Officer30,174 - 31,648 - 33,116 - 34,568 - 36,030 - 37,492 -38,946 - 40,397 - 41,847 - 43,3911 - 44,9432

Technical Agricultural Officer20,474 - 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 Officer37,736 - 39,324 - 40,906 - 42,493 - 44,073 - 45,658 -47,243 - 48,826 - 50,412 - 52,1801 - 53,9392

Dairy Produce Officer36,877 - 37,870 - 39,005 - 40,135 - 41,269 - 42,405 -43,542 - 44,673 - 45,799 - 47,4001 - 49,0052

Supervising Instructor Poultry29,165 - 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 Officer26,791 - 28,194 - 29,600 - 31,004 - 32,412 - 33,815 -35,219 - 36,621 - 38,026 - 39,431 - 40,835 - 42,233

Poultry Officer23,317 - 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 Officer27,629 - 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

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’.

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Appendix two - travel and subsistence

Motor travel ratesEffective from 1st January 2003

Rates per kilometre

1mile = 1.609 kilometresOfficial travel in Engine capacity Engine Capacity Engine capacitya calendar year up to 1,200cc 1,201cc to 1,500cc 1,501cc and over

cent cent cent

up to 6,437km 52.16 60.85 72.346,438km and over 26.40 30.31 33.75

Rates per mile

Official travel in Engine capacity Engine Capacity Engine capacitya calendar year up to 1,200cc 1,201cc to 1,500cc 1,501cc and over

cent cent cent

0 to 4,000 83.92 97.91 116.394.001 and over 42.47 48.77 54.30

Reduced travel rates Effective from 1st January 2003

Rates per kilometre

1mile = 1.609 kilometresEngine capacity Engine Capacity Engine Capacityunder 1200cc 1201cc to 1500cc 1501cc and overcent cent cent

19.52 21.88 23.87

Rates per mile

Engine capacity Engine Capacity Engine Capacityunder 1200cc 1201cc to 1500cc 1501cc and overcent cent cent

31.40 35.21 38.40

Domestic subsistence rates Effective 1st September 2004Class of Allowances Night Allowances Day Allowances

Normal Reduced Detention 10 hrs or 5 hrs but lessRate Rate Rate more than 10 hrs

A 136.10 125.47 68.03 38.57 15.73B 122.29 104.59 61.17 38.57 15.73

20

Appendix three - Department of Finance circulars 2004

Number Title/Content1/2004 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 NationalArchives

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 IrishPrison 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 theAdoption Authority

23/2004 Subsistence Allowances

24/2004 Minute of the Minister for Finance - Response to the first interim report of theCommittee for Public Accounts on the report of the CAG - AppropriationAccounts 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-annualcapital 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 andDevelopment 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 Civiland Public Service

These circulars can be accessed from the the Department of Finance website

www.finance.gov.ie

21

Appendix four - Agreed reports 2004

Number Title Outcome recorded

1436 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

1440 Employment and Career Progression of People with Disability in the Civil Service Agreement

1441 Amalgamation of Examiner of Maps and Examiner-in-Charge grades Disagreement

1442 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. New entrants

accommodated. Non full time could not be

1445 Interim agreement on five claims before Travel and Subs sub group Agreement

1446 Introduction of Civil Service Code of Standards and Behaviours Report recording

discussions

1447 Family Bereavement during sick leave. bereavement leave should be restored Disagreement

1448 Claim that overtime rates for Saturday mornings (9.15am -1.00pm) be increased to double time. Disagreement

1449 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.