Review
Public Service
www.pseu.ie
Journal of the Public Service Executive Union
January/February 2017
KEY COMPETENCY:
Drive and
Commitment
to Public
Service
Values
PAGES 13-15
FEMPI
On the path to
Pay Restoration
...and let’s bin
FEMPI along the way
LATEST PAY INTERACTION PAGES 6,7 & 8
Review
EDITORIAL
Public Service
www.pseu.ie
opportunities are there but it will be a
hard-fought year
January/February 2017
FOLLOWING the Garda who had signed up to the Lansdowne Road
pay settlement in De- Agreement on foot of the Garda matter in
cember, the Public Serv- order to ensure that an orderly set of full pay
ices Committee of ICTU negotiations could take place later in 2017.
was presented with an
This resulted a deal worth an additional
unexpected opportu€125m to public servants that will see the
nity to seek addate upon which a €1,000 increase
commEnT
ditional pay
to annualised salaries (up to
By Seán Carabini
it’s a deal worth €65k) brought forward from
[email protected]
restoration
an additional
beyond that envisaged by the
September 1, 2017 to April 1,
€125m to public
Lansdowne Road Agreement.
2017.
servants... per
During 2016, public sector member, it equates
This, in financial terms per
to additional
unions had been calling for a
member, equates to addipay restoration full new pay deal given that
tional pay restoration of apof about
public finances had improved €38.33/fortnight
proximately €38.33/fortnight
(gross)
at a much faster rate than was
(gross).
anticipated at the time of the LansThis pay interaction was about
downe Road Agreement – a position
pay only. No other matters were raised.
that is now accepted by Government.
Public sector unions are awaiting the publiThus, in order to preserve the collective cation of the Public Service Pay Commission
bargaining structures that allow for central- (in the second quarter of 2017) to raise other
ized pay negotiations, it was recognized that matters with the Government.
something more had to be given to unions
At a meeting of the Executive Committee,
“
the matter was discussed at length. The importance of availing of the opportunity that
a full set of pay talks later in 2017 will
present to address both pay and non-pay issues was underlined.
The importance of protecting public
sector pensions was also emphasised given
recent attempts by commentators, media
and otherwise, to distract from the
deplorable condition of private sector pensions by attacking public sector pensions.
We will explore the pay interaction in
more detail in this edition of the Review
magazine. 2017 will provide us with opportunities. But it will be a hard-fought year.
On our side, we have right. We have the
right to expect back what was taken from us
in recent years. On our side, we have the
right to expect that public sector pension
arrangements shouldn’t be questioned.
However, on the Government’s side, they
have the fiscal space and the purse strings.
That sets the frame for 2017.
In this Review...
We look in depth at the most recent pay interaction, talk with CSO member Mary Malone about ghostwriting a book, invite Bernard
Harbor from IMPACT to reflect back over the last decade of pay movements and focus on the Drive and Commitment to Public Service
Values competition competency.
conTEnTS
NEWS/9, 16,17,18, 20/TRANSFERS/22,23/GUEST COLUMNIST/24,25/CONVERSATIONS/26/CROSSWORD/28
public Service review is published by public Service Executive Union 30 Merrion Square, Dublin 2 T: 01- 6767271 E: [email protected] W: www.pseu.ie
Editor: Seán Carabini [email protected] Editorial Assistant: Roisin McKane [email protected] commercial Advertising: Margaret Hughes [email protected]
Transfer Advertising: Gillian O’Sullivan [email protected] Designed & Edited by: Brazier Media [email protected] printed by: Mullen Print
Review January/February 2017
3
SNAPSHOTS
“My own belief is that we have the capacity to build a better and stronger organisation by bringing
together the three separate unions. We have an opportunity to at least try to do this. Indeed, my
own view is that we have a responsibility to spare no efforts to see if we can. Ultimately, the
membership will be the final arbiters on our efforts but I think we do, at the very least, owe them
an obligation to permit them to make that decision for themselves.”
– Billy Hannigan, PSEU Deputy General Secretary, addressing the Revenue Group Annual Conference in January
NUMBERS: PAY DEAL
1000
€
The Truth About Irish
Taxation System
The amount of a payrise for public sector workers earning up
to €65k that will be brought forward from September to April.
€
FACT
FILE
38.33
What is it?
The ‘Truth About Irish Taxation
System’ is a document published
by ICTU (available on www.ictu.ie)
What does it say?
The approximate amount that The paper notes a number of
the average fortnightly pay
points, including the amount of tax
packet will increase as a result paid by an Irish employee earning
MORE
... the amount that will be
sought during a full pay
discussion later in 2017
the average wage is just 19.7%.
However, it notes that while some
of Ireland’s taxation measures are
progressive in nature, recent
moves to undermine or do away
with them will have serious
inequality consequences.
G OVT
UE
R EV E N
Pictures/Illustrations: AFGE (CC BY 2.0); PSEU
“Working women are a formidable force, a political force. Together, we can make equal pay, paid
leave and fair scheduling the law of the land. Together, we can lead a movement to change the
world and build an economy that works for us all. Together, we can reject quiet acceptance and
build an America where all working women can sustain their families and realize their dreams.”
– Liz Shuler, AFL/CIO activist, commenting on the women’s marches on Washington DC on January 21
4
January/February 2017 Review
IN CONCERT
Favourite Gigs of Ireland’s Music Community
*Compiled by PSEU Vice President Niall McGuirk and Michael Murphy
105 contributors drawn from
across Irish music scene step
back in time to remember
their most favourite gig – from
Dexys to Leonard Cohen, from
Tom Waits to The Clash, from
Rory Gallagher to U2 –
*In support of the Irish Red Cross and their
efforts to help refugees in war-torn Syria
Price €15 including P&P. Go to http://hopecollectiveireland.com/home/
AND HERE’S YOUR CHANCE TO WIN
A COPY OF IN CONCERT
Simply email your name and address to
[email protected] with ‘In Concert’ in the title line.
Eight names will be selected at random to win a copy
Review January/February 2017
Picture: Martin Fisch (CC BY 2.0)
5
COVER STORY
on the path to
full restoration
Now to bin FEMPI and set down a marker on protecting pensions....
Picture: Edward Kimmel (CC BY-SA 2.0)
ON January 17, Tom
Geraghty, Secretary to
the Public Services Committee (PSC) of ICTU
and PSEU General Secretary, announced a further
partial
pay
AnALySiS
restoration
above
the
By Seán Carabini
[email protected]
level originally envisaged in the Lansdowne Road Agreement.
Under the terms of the Lansdowne Road
Agreement, all public servants on a pay
scale below €65,000 were to see their pay
point increase by €1,000 (annualised).
Thus, public servants were to get the benefit
of this restoration in their wages in their
September to December wage packets.
However, the result of this latest negotiation
will see that benefit being paid from April 1
instead.
This increase will amount to a restoration
of approximately €38.33 to each fortnightly
pay period (subject to the usual deductions
of tax, PRSI, etc).
In a Circular issued to all Branches, the
General Secretary stated: “Members will
note that agreement has been reached on a
‘down payment’ by the Government to address the anomaly created by the settlement
with the Garda associations. This settlement
involves bringing forward the €1,000 partial
restoration due from September 1, 2017 to
all public servants earning below €65,000
per annum to April 1, 2017.”
It was further noted that this set of negotiations took place within the parameters of
the Lansdowne Road Agreement and was,
therefore, not a separate agreement.
What is particularly noteworthy is the
promise of further pay interactions with
the Government during 2017. The
Government’s position that there
would not be a new pay agreement until the expiry of the
Lansdowne Road Agreement ELIZABETH
in 2018 changed in NovemWARREN
‘Deferred
ber. They have conceded
compensation’
that a new pay agreement
6
CHANGE IN TONE
Paschal Donohoe announces
setting up of Pay Commission last July
“
Picture: RollingNews.ie
should be reached in advance of
since the Haddington Road
on pensions, our message is 2018. This follows a concerted
Agreement is clearly an issue
clear – it is effort by public sector unions
and one that falls into this
absolutely wrong to
that have argued for the accel- distract from failing category.
eration of pay recovery because
In relation to pensions,
private sector of evidence of an improvement pension models by our message is clear – it is
attacking public
in public finances.
absolutely wrong to distract
sector pension In order to have the cost of a
from
the failing private sector
systems
new agreement factored into
pension models by launching an
Budget 2018, it will have to be in place
attack on public sector pension syswell in advance of the October budget dead- tems. And yet, this has happened.
line.
A pension, as US Senator Elizabeth WarWhat is sought is simple: an un- ren has pointed out “is nothing more than
winding to all measures that were deferred compensation.” It is something
introduced in FEMPI legislation.
people earn. It is also something that people
There is broad agreement contribute towards. It is not a meaningless,
among unions on the subjects of unearned figure. The unions are committed
pay restoration and pension protec- to the protection of pension entitlements.
tion. There is then a category of There will be no agreement to cuts in these
issues that have varying levels of entitlements. Unions will take whatever
importance
for
different steps are necessary to ensure that public
unions. For the PSEU, the addi- servants are not forced into poverty in old
tional unpaid working time that age. Writing in an op ed piece in the Irish
members have undertaken Examiner in December, Bernard Harbor of
January/February 2017 Review
COVER STORY
FEMPI
PAY
N
O
I
T
A
R
O
R EST
IMPACT noted: “For all its imperfections,
Ireland’s public service pay system has a coherence and basic fairness that’s been highly
valued by successive governments, and by
the people who work in our hospitals, colleges, council depots and civil service settings…
“What’s more, while it has its modest
Review January/February 2017
number of high earners, the public sector is
not burdened by the obscene gaps between
boardroom rewards and shop floor pay that
are now entrenched in much of the private
sector.”
In 2017, we will look to build upon the
momentum that has been gathering for pay
restoration. We expect a full pay engage-
Illustration: Skint Joe the Goat Farmer (CC BY 2.0)
ment on foot of the publication of the Public
Service Pay Commission’s report. Between
this and the proposed amalgamation of the
PSEU, CPSU and IMPACT, the ballot for
which is likely to take place in the autumn,
2017 is shaping up to be a most interesting
year.
Go to Pay Deal FAQs page 8 R
7
PAY DEAL FAQs
What has been agreed?
The January 2017 agreement brings forward the payment of a €1,000 increase (already due for payment in September 2017
under the LRA) to an earlier date of April 1, 2017. |The accelerated payment applies to:
l public servants on annualised salaries up to €65,000,
l who are parties to the Lansdowne Road Agreement, and
l who won’t benefit from two Labour Court recommendations issued
in respect of the Garda associations last November.
How much will I see in my pay packet?
Fortnightly gross (ie, pre-tax) pay will increase by €38.33. This will be subject to the usual deductions for tax, PRSI, etc.
Does this deal fully match what gardai got?
No. But this is acknowledged in the agreement, which accepts that outstanding issues can be pursued as part
of a negotiation that will take place after the Public Service Pay Commission makes its initial report in the
second quarter of 2017.
I’ve read that the Garda deal was worth more than €1,000 a year...
Many media reports combine improvements that are within the terms of Lansdowne Road (and have been applied to other public
servants) with others that go beyond it. The elements that went beyond Lansdowne Road were an increase in a rent allowance
(rather than the restoration of an existing allowance, which was achieved under the LRA) and a new payment linked to leave
days. Together, these two were worth approximately €1,000 a head, per year, for gardai earning below €65,000.
X
Is there going to be a ballot?
No, because this agreement simply improves a deal (the Lansdowne Road agreement) that has already
been approved by members in a ballot as recently as July 2015.
Will there be any further acceleration of pay restoration?
That is what the unions are working to achieve. Since last spring, unions have argued that pay recovery should be
accelerated because the economy and public finances have improved faster than envisaged when the Lansdowne Road
Agreement was signed in mid-2015. The Government effectively conceded this point at the end of November 2016, when it
agreed to initiate negotiations on a successor to the Lansdowne Road Agreement in the middle of this year.
What happens next?
Unions are preparing for the next negotiation, which will start once the Public Service Pay Commission (PSPC) makes
its initial report in the first half of 2017. This negotiation will address the timetable for unwinding the ‘FEMPI’ legislation
(which introduced the 2009-2010 pay cuts and pension levy)
8
PAY DEAL FAQs
January/February 2017 Review
NEWS IN BRIEF
USA
It was our
activism,
not Trump,
that killed
off TPP...
Picture: AFL-CIO
PRESIDENT
Trump issued an
executive order
withdrawing the
US from the TPP
trade negotiations.
TPP CLAIM
Richard
R i c h a r d
Trumka
Trumka, leader
of US union confederation
AFL/CIO, told USA Today: “On
Monday, the United States withdrew from the Trans-Pacific
Partnership. President Trump
may have signed the TPP’s
death certificate, but it was
working people and our progressive allies who killed this
unfair agreement.
“For years, we have mobilized
and organized in opposition to
the TPP, winning the debate in
Congress and on the campaign
trail.”
Speaking on the broader context of the TPP negotiations, he
further noted: “TPP did nothing
to address critical bread-andbutter issues like currency manipulation and little to ensure
workers’ rights would be protected and enforced.”
Hungary
Trade union reps sacked due to their activism
THE DIRE condition of industrial relations in
Hungary since the election of its right-wing government shows no sign of abating.
The most recent developments have seen
strikes at the Audi plant in January. At the heart
of the dispute is an apparent bid to keep wages
low in order to attract business. However, this is
simply having the effect of causing people to move
to countries where they can earn a decent living,
thus leading to labour shortages in Hungary.
Meanwhile in Hungary’s public sector, a number of trade union representatives were sacked by
FKFZrt (a public sanitation organisation based
in the capital Budapest) because of their involvement in seeking a pay rise for members.
This unprecedented move is a new low for a
country that has done so much in recent times to
stifle the voices of workers. You can add your
voice in opposing these moves by signing the petition on www.labourstart.org
STRIKES
Sellafield
seen from
Drigg Beach,
Cumbria
Uk
Sellafield dispute
CITING concerns over the
terms and conditions of scaffolders, thermal insulation engineers and labourers, the
Unite union has begun a series
of 24 hour strikes at the Sellafield nuclear facility.
However, in related developments, a planned strike over
pension changes to staff working at the Nuclear Decommissioning Authority has been
postponed pending further discussions.
Picture: Ashley Coates (CC BY-SA 2.0)
Correction
On page 8 of the november/December 2016 Review,
there is an error in one of the
figures quoted. The article on
the budget stated that the
point at which gifts will not
attract Capital acquisitions
Tax rose from €30,000 to
€310,000. This should have
read up by €30,000 (from
€280,000 to €310,000).
Seán Carabini
[email protected]
prize Draw winners
Lucky Martina scoops €2,000
Congratulations to the following Jan/Feb Prize Draw winners
1st Prize (€2,000) – Martina Toner, Agriculture
2nd Prize (€1,000) – Marie Cunningham, DSP
3rd Prize (€1,000) – Joseph Broder, DSP
4th Prize (€750) – Larry Bolger, PRA
5th Prize (€750) – Aileen Fitzsimons, Revenue
Note that all members are automatically entered into each draw.
Congratulations to all concerned.
It’s better to
stay connected
Review January/February 2017
www.pseu.ie
9
MEMBER’S STORY
my writes of passage
When and how did you become a published author?
I have loved books for as long as I can
remember. On his deathbed, my father
challenged me to write a book since I spent
so much time reading them! I started
writing in January 2003, a year after he
died, and wrote my first novel in six
months. But it was rejected by every
publisher and agent it was sent to. Getting
over the disappointment, I realised I had a
lot to learn about the craft of writing.
I joined a writing class and spent much
time researching every aspect of writing
and publishing. I attended a lot of workshops and writing events, immersing
myself in the world of writing and books. I
completed a second novel, this one taking
up to 12 months to write.
I submitted it to agents and publishers
and couldn’t believe my luck when a
publishing house phoned me in 2005
offering me a book deal. Love Match was
published in July 2006 and I’ve had five
novels published between 2006 and 2013,
with my fifth, Where There’s A Will,
published internationally in 2015.
What kind of books do you write?
I write contemporary fiction, generally
set in Irish and American locations, with
relationships and suspense at their core.
Have you always been
interested in writing?
I’ve always been an avid reader and
dreamed of being a novelist. I still find it
unbelievable at times that this dream has
come true.
And ghostwriting? How did this come about?
Ghostwriting came to me in an email.
My name was included in a list of writers
put forward to a young Limerick lady,
Patricia Ingle, who was setting out to write
her story after an unfortunate life-changing event.
Tell me about patricia ingle...
Patricia is 28 now. She lives in Limerick
with her family. After completing her
10
maintained a professional approach and
adhered to deadlines and planning.
Otherwise the book would never have been
finished.
IMPRESSIVE
Mary’s titles
Leaving Cert, she followed her dream to
work with animals and applied for a job in
a pet shop. Unfortunately, she contracted a
very rare virus and became exceedingly ill.
She was only 19. In the space of three
days she went from being healthy to
fighting for her life. Subsequently she went
into a coma and had locked-in syndrome,
taking approximately five months to
emerge. But unfortunately she had suffered severe brain damage and had a grim
future in store.
Why did she decide
to write this book?
Patricia was in hospital for three years.
She feels that part of her life has disappeared. She had so much going on in her
head after her ordeal that she wanted to
get her story out on paper. Also, she hopes
her story will help and motivate others to
fight for what is right for them, taking a
leaf from her ‘book’ and never giving up.
She feels so strongly about this that she
dedicated her book to those who find
themselves in hospital through no fault of
their own.
Did you become very close to patricia and her family during the project?
We worked very closely together and our
ghostwriting experience was very much
built on trust. It is difficult not to get
involved as I don’t think it would work
otherwise, particularly with a story as
sensitive as I Am Free. However, we also
What did you learn from this experience?
Writing somebody else’s story is very
hard work. Adjusting to the lines of
responsibility and ownership took some
time. I entered a lot of new territory,
particularly relating to the legal and
medical notes that formed part of the
support material. But despite these challenges, I knew how important it was to
apply my own writing expertise to
structure the book properly and make it
the best read it could be. I have a lot of
experience managing projects and meeting
tight deadlines in the CSO and I relied on
this to manage the entire project, ensuring
each stage was completed on time to
achieve the overall objective and have I Am
Free on the bookshelves for Patricia’s 28th
birthday.
How is patricia now?
She is improving and is coping
exceptionally well. She is so happy to be
home with her family and this will always
warm her heart and make her face the day
with a smile on her face. She is gaining
independence but accepts that she is
reliant on 24-hour care.
Did you set up mother and
Son publishing as a result of this project?
Yes. I had worked so hard writing I Am
Free and I felt huge responsibility to
Patricia so I applied all I have learned with
my own novels and took a chance. My son,
David, has a marketing background and he
came in with me to manage a lot of the
publicity requirements.
How do you manage to
juggle a full-time job with writing books and offering a
professional publishing/
proofreading service?
With great difficulty and sacrifice at my
busiest times when I’m racing to deadline!
January/February 2017 Review
MEMBER’S STORY
But mostly it’s manageable. I’m just a juggler by nature. If I’m passionate about
something I make the time. With I Am
Free, I stayed up a lot of nights and got one
or two hours’ sleep before getting up to go
to work. But I knew this was short term
and I’d get back to normal – eventually!
Time flies when I’m writing. I don’t notice
the hours going around the clock.
I love my job in the CSO too. I love being
part of a team and being out in the world
meeting people. It’s completely different to
writing so I just keep the lines separate
and switch between both quite easily. In
honesty, I like to think one complements
the other.
Future aims and ambitions?
At the moment it’s sleep! I’m reconnecting with normality for a while and am
easing myself very slowly into a new
fiction novel.
“
if i’m passionate about
Any advice for something aspiring novelists?
i make the time.
With I Am Free, i
Just a word to anybody out
stayed up a lot of
there writing or thinking of
nights and got one
starting - there are no magic
or two hours’ sleep
formulas, just sit down and
before getting up
write! And – most importantly –
to go to work
never give up!
AT HOME
Mary with her
‘constant
companion’
Buster Malone
Mary Malone spoke to Seán Carabini R
For further information go to www.marymalone.ie or www.motherandson.ie
Arthur McLean Solicitors
approved to provide legal services to PSEU members
We offer special agreed fees for PSEU
members and a free wills service
We can assist with a full range of
legal services, including:
• Wills
• Property
• Family law
• Litigation
Review January/February 2017
Address 31 Parliament Street, Dublin 2
Telephone 01 6772519 Email [email protected]
Web www.arthurmclean.ie
11
DSP NOTES KNOW YOUR ENTITLEMENTS
Don’t lose out on what’s rightfully yours
DSP Notes in this Review does not deal with
the members of the Social Protection Branch in
particular, but rather
with all members of the
union as possible cuscommEnTAry
tomers of the DepartBy Teresa Barrett
[email protected]
ment
of
Social
Protection.
All civil servants pay PRSI which could
entitle them to schemes provided by the Department. Members paying PRSI class A,
those recruited since 1995, are probably
aware of with what they could be entitled to
– nonetheless they are listed below. What
we feel may be less well known among
members is what those paying class B may
be entitled to – these are also outlined
below.
Further details about any of these entitlements is set out on www.welfare.ie
At the site, under online services, people
can request details of the contributions they
have paid. This is a good first step for any
member pondering what their employment
/contribution history is.
As civil servants, we may overlook the fact
that in paying PRSI, we too could be customers of the Department of Social Protection. Furthermore the Public Services Card
provided by the Department has become essential in many interactions with the state.
People within Class A
l People in industrial, commercial and
service-type employment who are
employed under a contract of service with
reckonable pay of €38 or more per week
from all employments.
l Civil and Public Servants recruited
from April 6, 1995.
Class A benefits
l State Pension (Contributory)
l Widow's, Widower's or Surviving Civil
Partner's (Contributory) Pension
l Jobseeker's Benefit
l Maternity Benefit
l Adoptive Benefit
l Paternity Benefit
l Health and Safety Benefit
l Treatment Benefit
12
HELPING
HAND
Maternity
Benefits are
Class A
l Illness Benefit
l Invalidity Pension
l Partial Capacity Benefit
l Occupational Injuries Benefits
l Carer's Benefit
l Guardian's Payment (Contributory)
People within Class B
l Permanent and pensionable civil
servants recruited before April 6, 1995
l Registered doctors and dentists
employed in the Civil Service
l Gardaí, recruited prior to April 6, 1995
Class B benefits
l Widow's, Widower's or Surviving Civil
Partner's (Contributory) Pension
l Limited Occupational Injuries Benefits
l Carer's Benefit
l Guardian's Payment (Contributory)
For any member injured at work or on an
unbroken journey to or from work, Occupational Injury may be very important.
Many members with caring responsibilities struggle with balancing that and often
feel their only recourse is to a career break
Picture: David Veksler (CC BY-SA 2.0)
or the Shorter Working Year, when they
may have an entitlement to paid carer’s benefit.
Members with several children and a certain household income may be eligible to
have that income supplemented by Family
Income Supplement.
And two weeks paid paternity benefit is
also now available.
Many members are now turning their
thoughts to retirement. While we are not in
a position to tell people what they are entitled to, there are a couple of FAQ documents
provided by DPER that they might consider
looking through –
www.cspensions.gov.ie/faq1.pdf
www.cspensions.gov.ie/faq2.pdf
www.cspensions.gov.ie/Superannuation
HandbookandguidanceDec20061.pdf
Those on the single Pension Scheme may
not be thinking of retirement just yet!
We have no wish to give our already extremely busy members in the Social Protection Branch more work but we can
confidently say that if you do have reason to
contact the Department, you will find the
staff among the most courteous and helpful
you will find anywhere.
January/February 2017 Review
ReviewFacts
Drive & Commitment
to Public Service Values
Key Competency:
PERSONAL drive and commitment to Public
Service values is another key competency
examined under the Public Service Appointment (PAS) framework. This differs somewhat from other competencies previously
explored. Rather than seeking a particular
developed skill it examines the applicant’s
attitude to their work and looks to identify
desirable personality traits in the process.
At both HEO and AP level the fundamental
characteristic they require is personal
drive. It is important to show that you are
self-motivated and have a willingness to
invest time and effort to complete your
objectives to the best of your ability. You
must also display honesty and personal
trustworthiness throughout and show that
you can be relied upon to perform to a high
standard, even in challenging circumstances.
This competency is difficult to
examine independently of
others. It is not a learned
skill and as such, you may
not be able to select an ex-
ample that showcases the qualities in a
“stand alone” context. Commitment to
Public Servicevalues and your willingness
to work hard to achieve more should be at
heart of everything you do and as such, is
important to carefully interlink this
competency with others. Incorporate these
desired attributes in your examples when
discussing other key skills. Honesty and
trustworthiness can easily be intertwined
with interpersonal and communication
skills while drive and a willingness to
achieve your goals can be incorporated with
team leadership and the management and
delivery of results. Carefully pepper your
story with examples of you being resilient in
the face of challenging circumstances and
show personal motivation and drive. Highlighting situations where you thrived when
given additional responsibility will not
only display drive, but will also show
that you were trusted by your
superiors or colleagues to carry
out the necessary tasks to a high
standard.
Continued on pages 14 & 15
Illustration: Olga Berrios(CC BY 2.0)
Review January/February 2017
13
ReviewFacts
From Page 13
PREPARATION
SELECTING YOUR EXAMPLE
In preparation for interview/application form, it is important to work through the effective performance indicators
detailed below, and ensure that your example incorporates
as many of these points and markers as possible.
Think of an example that:
l Clearly meets the requirements
of the competency
l Allows you to
explain your personal
role in detail
ATORS
IC
D
IN
E
C
N
A
M
S
R
E
U
O
L
F
A
l Had positive results
R
KEY PE
SERVICE V
IC
L
B
U
P
O
T
l Impacted on
MITMENT
t
n
DRIVE & COM
a
ic
if
n
individuals or an
sting sig
igh level, inve
h
a
t
a
rm
entire
section
o
rf
e
ctives
l Strives to p
je
b
o
d
e
re
g
g
a
in
l If possible, pick an
ieve
alleng
energy to ach
the face of ch
in
e
c
n
ie
il
s
re
example linked to your
tes
ds
n
a
l Demonstra
m
e
d
h
ig
h
Department’s strategic
s and
ed upon
circumstance
vided
nd can be reli
ro
a
p
y
s
h
e
rt
ic
o
rv
tw
e
s
s
u
objectives. It will show
lly tr
heart of all
l Is persona
ty
rs are at the
ri
e
g
m
te
to
in
s
d
u
c
a wider awareness of
n
a
t
a
onesty, ethics
l Ensures th
h
f
o
s
rd
a
d
n
how your role fits into
igh sta
l Upholds h
S
E
U
L
A
V
the bigger picture
E
SERVIC
IC
L
B
U
P
O
T
T
l If you are not in a
MITMEN
DRIVE & COM
position where you
manage staff,
and
d
te
va
ti
o
-m
lf
choose an example
l Is se
e to
ir
s
e
d
a
s
w
o
h
that demonstrates
s
rm
o
rf
e
p
ly
s
u
o
u
how you influenced
contin
l
ve
le
h
ig
h
a
peers
at
lly honest
a
n
o
rs
e
p
Is
l
hy and
and trustwort
upon
can be relied
e citizen is
l Ensures th
f all
at the heart o
ded
services provi
ading by
l Through le
rs the
example, foste
ards of
highest stand
tegrity
ethics and in
HEO
AP
lla
Danie
ation:
Illustr
14
C
laiz (C
Urdin
TIP: Be co
nfident –
but avoid
rehearsin
g a ‘speec
The difficu
h
lty with a
‘s
is that an
unexpecte peech’
d
can put yo question
u off.
)
BY 2.0
January/February 2017 Review
tory
s
r
u
o
y
Tellingway to structure yo.ur
ic
seful
neumon the
A very u
.T.A.R. p
ut
S
o
e
y
h
t
la
learly
c
story is
ld
u
o
nd, the
ry sh
sk at ha
Your sto
a
ult.
T
e
h
t
the Res l
n or
d
io
n
t
a
a
u
n
e
it
S
wil
tak
ula that ily
hat was
t
m
r
n
fo
io
t
d
c
A
tte
e as
neat, po
r you to
This is a ake it easier fo ill also be
m
tw
not only our story – bu to follow.
y
e
r
a
bo rd
structu
terview
in
n
a
r
easy fo
Example...
SITUATION: A
new project is
under way co
in the Departm
llec
en
revised policy t which will introduce leg tively. Having consulted w
ith our
al advisors I ar
. These chan
ra
g
been ratified
by the Dail an es have closure agreem nged for a non-disent to be dra
d will now si
need to be com
fted and
gned by all
municated in
p
art
an
information ca
mpaign to all ational would insure the in ies involved. This
parties. This
te
affected was
init
maintained th grity of the project
the details are iative is sensitive and
ro
ughout.
Iw
h
breach or lea ighly confidential. Any aise orked closely with my team
k
and
d with senior m
launch would of information prior to ex
anagement an liternal parties
completely u
d the
to
ndermine lin
the scheme.
es of commu guarantee that clear
all times, safe nication were open at
g
TASK: I was ta
The public info uarding the campaign.
sked with pla
rmation camp
n
organising th
ning and care
aign
ed
fu
mation to ex issemination of infor- me lly planned to communic was
ate
ternal stakeh
ssage effectiv
o
ely and in a m our
fected by
the new ch lders af- that adheres to
anner
th
anges in S
regulation.
ervice. Altho e values of the Public
u
times, I believ gh I found it testing at
ed in the poli
ACTION: I m
cy change
and was comm
et
itte
senior manag with members of the co
mmitment a d to the project. This
ement team
nd drive he
in the De- w
partment. We
lped me
ork
d
the revised p iscussed the detail of my through the difficulties to
achieve
olicy, identify
o
b
je
ct
ives to the hig
ing
jectives. We d
hest possible
ecided that a p our ob- standard.
ublic campaign consi
st
brochures a ing of radio ads, RE
nd promotio
S
nal social p ULT: The public informati
media ads wa
on camaign was succ
s the best wa
essf
y to com- no
municate our
information b ully rolled out with
message to o
re
audience. Th
e change in p ur target launch date. All aches prior to the
olicy would te
of the publicise
be welcomed
ria
by
d
others so I k some and opposed by an l adhered to Public Service manew that sen
d communica
va
lues
siti
ted the inform
required. Giv
ation in
en the delicate vity was an honest and cl
ear manner.
the initiative,
nature of
dis
was importan cretion was vital and it
t that I reinforc
ed
only with my
team within th this not
e Department, but wit
h
that we would all external agencies
also be work
ing with
h’.
Picture: Cookiee
ate
r2009 (CC BY
2.0)
Róisín McKane
[email protected]
Review January/February 2017
15
NEWS
competitions
If you’ve a complaint
use appeals process...
THE PSEU regularly makes representations to the Department
of Public Expenditure and Reform on various issues relating
to competitions raised with us
by members. However, while
the level of disgruntlement with
certain competition issues is
clear, the number of complaints
taken by members directly on
these issues remains low.
Under the CPSA guidelines
(see www.cpsa.ie), specific complaints are a matter for individuals – as opposed to unions – to
pursue. Unions may raise general issues – but if our general
issues are not matched by the
number of individual complaints through the process, it
makes it more difficult to resolve the matter.
Should members feel that
they have a legitimate competition complaint, we would advise
them to consult the CPSA guidelines. The guidelines outline
how a complaint can be taken
(note – pay particular attention
to time frames). A ‘Section 7’
complaint can be taken in cases
where an applicant wishes for a
decision affecting his/her candidacy to be reviewed. A Section 8
complaint should be taken in
cases where a candidate believes
that the CPSA Code of Practice
has been breached.
The PSEU published a short
guide to the CPSA appeals procedures in the Jan/Feb 2016
issue of Review. This can be
found online in the ‘Publications’ section of www.pseu.ie.
increments and Sick Leave
Picture: sunshinecity (CC BY 2.0)
THe executive Committee discussed a plan in the
Central Statistics Office to introduce a circular that
would see incremental credit deferred to any officer
that had 14 days’ sick leave or six instances of sick
leave in a given year.
The union referred the matter to general Council
given the implications that the formalisation of
such a proposal in a circular could have for the
wider Civil Service.
It has now been confirmed that the CSO has
withdrawn the circular and, in a broader context, it
was confirmed by DpeR that there are no plans to
introduce such measures in the wider Civil Service.
Competitions issues raised in meeting with DPER
A MEETING was held with
DPER over competitions. The
following issues were discussed:
Recent ap competition: 3,009 applicants for Open AP, 2,175 for
Interdepartmental. Just over
1,000 called to the verification
stage of the Interdepartmental.
The eTray exercise will take
place immediately after the verification stage. 75% of applicants passed the maths portion
of the test.
Software Issues/online access:
DPER will talk to departments
that did not allow their staff to
use work PCs to access the competitions. Additionally, they will
talk with the OGCIO about the
possibility of ensuring that every
department has the correct software available on work PCs to
allow staff members to access
the competition from work.
An issue had arisen whereby
not all departments had the correct software installed and, consequently, staff could not access
the competitions from a work
PC. Furthermore, it seems that
the software requirements for
the practice materials were different to those for the competition itself. Therefore staff that
had successfully interacted with
the practice material did not realise that there was a software
issue until they tried to access
the test itself.
DPER will also raise the font
and colour used in the test application with PAS as, apparently, it seems, there were
difficulties in some instances in
reading the font against a partic-
ular background.
We have also raised questions
about whether or not the personal data collected by the software provider at the start of the
test was mandatory. While we
have been assured that it was
not mandatory, we have asked
for the design of the form to be
revisited as numerous members
have suggested that it did not
appear so.
Seán Carabini
[email protected]
Irish & international
trade union news
16
January/February 2017 Review
NEWS
Talks success
DPER agrees increase in
paid Bereavement Leave
FOLLOWING a Revenue Group
motion to the 2016 Annual Delegate Conference, the PSEU
made representations to the Official Side about the possibility
of increasing the provisions for
paid Bereavement Leave.
In January, following the successful conclusion of those negotiations, the Department of
Public Expenditure and Reform
issued a new Bereavement
Leave circular that reflected the
new increases.
l In the case of the death of a
child or partner, the rates increase from five to 20 days’
leave.
l In the case of the death of
an immediate relative, the rates
increase from three to five days’
leave.
l In the case of still-birth or
prenatal death of a child after 24
weeks’ pregnancy, the rate shall
be 10 days’ leave.
The Executive Committee has approved the following nominees to
serve on the inaugural PSEU Youth Committee:
aisling Campbell
DpeR (Office of govt procurement)
Lorcan Dunne
Justice
Mark Bradshaw
Mark Doheny
paul McKeon
amanda O’Hara
James Cahill
Breandán Ó Corráin
Hannah Duffy
Revenue
Justice
Justice
Social protection
Social protection
Dept Foreign affairs
Revenue
This represents an exciting new chapter in the history of
the PSEU. An inaugural meeting will shortly be held.
Seán Carabini
Illustration: Martin Howard (CC BY 2.0)
Where an officer must travel
abroad to make funeral arrangements, special paid leave can be
granted at the discretion of HR.
Gaeltacht scholarships
Members are reminded that the deadline to apply for a
gaeltacht scholarship is March 23. Full details can be
found in Circular 41 of 2016 (available on www.pseu.ie).
Picture: Bamshad Houshyan (CC BY 2.0)
pSEU youth committee
FASTFACT
[email protected]
26,000
Number of social housing units that will be
built in the State by 2019, according to
the new Statement of Strategy from the
Department of Housing, Planning, Community
and Local Government.
Just one
click away
PSEU blog at
http://www.pseu.ie/branch-news/xxxx.286.html
PSEU on Twitter
@PseuTradeUnion
Review January/February 2017
17
NEWS
nSSo and oGp moves
Unions did not OK
DPER split proposal
IN LATE 2016, the PSEU
learned that the Department of
Public Expenditure and Reform
planned to consider its National
Shared Services Office (NSSO)
and Office of Government Procurement (OGP) arms as being
separate entities in their own
right. At the time of writing, all
of the unions with staff in the
area have voiced serious opposition to this measure.
Some members have noted
that, when they raised it with
their management areas, they
were told that the unions had
approved the plan. To be clear:
this did not happen and no such
agreement was given.
At a Departmental Council
meeting on January 25, the
issue was discussed in some detail and the management side
was asked to put a halt to such
plans until discussions could be
18
held. Following discussions, it
was agreed that management
would put the union request to
the Board of Management.
The decision over whether or
not the matter needs to be referred to a third party will depend on the outcome of that
meeting (which may well have
happened by the time of publication).
Management asserted that it
was their belief that this matter
was not a big issue for staff.
Thus, the issue was discussed at
length with members at the
Branch AGMs, held during the
week of January 23 to 27. The
AGMs were generally well attended and a very clear voice of
opposition to the plan emerged
from members.
So – what are the issues?
We have always known that
the NSSO and the OGP would
eventually become separate
legal entities and we have anticipated this. However, to enforce
such a split before there is a legislative necessity to do so simply
acts to create a barrier for people in the OGP and NSSO from
being able to apply for competitions in the wider department of
which they are still employees.
Ring-fencing groups within a
department off from the rest of
their department for competitions purposes is not something
with which we could agree.
However, we are not opposed
to the establishment of quasi-
Picture: Infomatique (CC BY-SA 2.0)
HR areas in the NSSO and OGP
– areas with which we can raise
and resolve NSSO and OGP-specific issues. Indeed, such an approach already exists in large
departments with diverse divisions.
It is unfortunate that matters
have come to this stage. We will,
however, work to repair and rebuild Industrial Relations relationships with the DPER HR
area when this matter is finally
resolved.
Seán Carabini
[email protected]
January/February 2017 Review
Review January/February 2017
19
REVENUE NEWS
reports
charter
Employee Engagement Intensive Group Workplace
values in
Revenue
AT THE recent Central Partnership meeting, a report was given
by CSD, which noted that this
group was a direct result of Action Point 25 in the Civil Service
Renewal Plan.
Following a survey in Septem-
Health &
wellbeing
Intensive
Group
AT THE recent Central Partnership meeting, a report was given
by CSD on the draft document of
the intensive group. It must be
noted that the document is still
only a draft as it is still to go before the Board for approval.
The intensive group looked at
the reasons for sick leave in light
of the costs prior to changes in
sick leave brought in in 2014.
The analysis showed that the
main reason was ‘skeletal’ with
mental health issues being the
second most cited reason.
It is acknowledged that management have a duty of care to
staff and addressing the problem will lead to increased productivity. When examining how
members of staff manage their
own mental health wellbeing, it
was shown that approaches
were varied with some using
ber 2015 of staff across all departments, Revenue looked at
the data related to them. There
were 82 applications to be part
of this intensive group with 19
being selected, covering all
grades. Their final report was
published on RevNet in October
2016, which has real actions and
targets with 15 recommendations (25 if you include sub recommendations) based on hard
data that focuses on both the
employer and employee.
SICK LEAVE
Mental
health was
second most
cited reason
a RepORT was given recently by CSD,
outlining a new Workplace Charter
which will cover the topics of Courtesy
and Consideration, presumption of
Honesty, personal Integrity, personal
and Career Development, Information, Consultation and Our Responsibilities to each Other.
It was agreed that a group will be
set up to look at how these could be
delivered in Revenue. It was also
agreed that they would be selected
from the original employee engagement Intensive group as this can then
be done quickly.
revSkills
yoga or pilates, some using
mental wellbeing courses while
others availing themselves of
the employee assistance service.
The intensive group has made
a number of recommendations
to the Board but this is being
seen as the beginning of something positive. It may see volunteers across Revenue becoming
involved locally with the possibility of having a Health and
Wellbeing Champion in each
area, which will also include
local committees.
Picture: Anna Guttermouth (CC By 2.0)
The Healthy Ireland 20132025 document includes a
Healthy Workplace Framework
and it is envisaged that there
will be a need for a coordinator
for work across the Department,
with the coordinator deciding
on a launch date.
As part of this Health and
Wellbeing Intensive group it
was decided that health screening will be run in 2017.
Paul Moyer
[email protected]
Database to
help tackle
skills loss
a RepORT was given recently by CSD.
It was noted that the Revenue Training Branch conducted a skills survey
in 2012 which will now see the creation of the RevSkills database.
With about 1,500 staff to retire in
the next five years, it is important as
part of succession planning that
those with skills are identified. Staff
will be able to update their information on the database and will also be
able to edit it too. They are also developing it for the pMDS process with regard to training needs etc.
Protecting Public Services
Your Personal PPS Number: 01 6767271
20
January/February 2017 Review
GUEST COLUMN
That was the decade that was
2006
The last in a series of ‘social partnership’
agreements, Towards 2016 is signed in July
2006. Covering workers in the private, public and community sectors, it provides pay
increases totalling 10% over the 27 months
up to September 2008.
TIMELINE
Pay developments – 2006 to 2017
2008
The US subprime
mortgage crisis peaks
with the collapse of
US bank Lehman
Brothers on September 15, 2008. This
kick-starts a global financial storm and Ireland’s
high
dependence on tax income from both finance and construction puts us at its centre.
The first austerity budget is announced in
October, but its spending cuts and tax increases are small beer compared to what follows.
2009
Talks on a new national deal involving public and private sector unions collapse in February 2009 and the Government announces
the public service pension levy, an average
7% cut in pay. An emergency budget, unveiled by Finance Minister Brian Lenihan
two months later, is described by the Irish
Independent as the most severe in Ireland’s
history. A 24-hour public service strike takes
place in November. A planned second strike
is deferred the following month as the Government looks ready to do a deal. But it reneges and announces an average 7% cut in
public service pay rates, effective January 1,
2010.
2010
The pay cut is imposed from January 1,
bringing the average cut in public service incomes to 14% on top of higher taxes and
charges. Under pressure of continuing industrial action, the Government agrees the
Croke Park deal with unions in June. The
vants earning over €65,000 a year, extended working hours for most, and other
measures.
2015
accord includes cost-cutting measures including cuts in staff numbers, but contains
a commitment to avoid further pay cuts and
eschew compulsory redundancies. IMPACT
embarks on a campaign to defend the agreement, which attracts much criticism from
the media, economists, commentators and
many politicians.
2011
The
EU-ECB-IMF
‘Troika’ is now running the economy following a December
2010 bailout, which
happens because Ireland can no longer
borrow cash or pay its bills. The Croke Park
deal continues to save millions and stabilise
public service delivery, but most commentators assume it’s doomed and that compulsory redundancies and further pay cuts are
inevitable. The IMPACT campaign continues.
2013
A new Government identifies a further €1
billion hole in the public finances and talks
begin on ‘Croke Park 2,’ which is ultimately
rejected by a majority of unions. A similar
but improved deal, the Haddington Road
Agreement, is eventually accepted in May
2013. This saves a further €1 billion a year
through temporary pay cuts for public ser-
The Lansdowne Road Agreement, signed in
May 2015, begins the process of public service pay recovery. For the first time in almost
a decade, public servants can look forward
to a limited restoration of their incomes,
with those earning below €65,000 due improvements worth €1,000 in 2016 and again
in 2017. The deal also copperfastens the
commitment to start restoring Haddington
Road pay cuts (the ‘third cut’ imposed on
staff earning between €65,000 and
€100,000 a year) in 2017.
2016
Spring 2016 sees IMPACT and other unions
call for accelerated pay restoration as the
economy picks up faster than expected
when Lansdowne Road was signed. In the
summer, the Government announces its intention to establish a Public Service Pay
Commission, which eventually started work
in November.
2017
January 2017 saw the September 2017 date
upon which the pay of Public Servants earning up to €65,000 would be increased by
€1,000 (annualised) brought forward to
April 2017. This followed an anomaly created by the Garda pay settlement in December 2017.
Furthermore, it is now anticipated that
the report of the Public Service Pay Commission, expected in the second quarter of
2017, will trigger national pay talks.
Pictures/Illustrations: FutureAtlas.com (CC BY 2.0); Province of British Colombia (CC BY-NC-SA 2.0); Uni Global; William Murphy (CC BY-SA 2.0)
Review January/February 2017
Bernard Harbor
IMPACT
This article originally appeared in IMPACT’s Work & Life magazine in January 2017 R
21
TRANSFERS & JOB SHARING
JF01
EO, full time, Department of Social
Protection, Dublin 2, seeks head to
head transfer to any Government
Department in Dublin South. Central location, with all amenities and
public transport routes nearby.
Flexi time and parking are available. Seeking transfer for family
and commuting reasons.
JF02
HEO, Finance, Tullamore, Co Offaly
seeks head to head transfer to another Government Department/Office in the midlands area. Flexitime
and car parking available.
>> If you wish to advertise for a transfer, please email the
text you require published and your name and daytime
phone number or email address (which will remain
confidential) to [email protected]
ment in Dundalk, Co. Louth, for
family and commuting reasons.
Friendly office, flexitime available,
central location.
>> Should you wish to reply to a transfer, please email
your name and daytime phone number, your current location
and any other relevant details which we will then forward
to the person who placed the ad. Please ensure that you
quote the number of the ad in your reply.
JF12
HEO, Revenue Castlebar wishes to
transfer to any DSP office in Mayo
or DSP Carrick-on-Shannon to
broaden experience.
>> Advertisements for transfers will run in one edition of the
magazine only. Editorial discretion applies. If you do not secure
a transfer and want to run an ad in the next edition, please make
contact with Gillian O’Sullivan or email [email protected]
JF14
EO, full time, Data Protection Office,
Portarlington seeks transfer to any
Government Department in Tullamore for domestic reasons. Flexi-time
and car parking available.
JF03
EO, full time Department of Public
Expenditure and Reform Tullamore
seeks transfer to the Courts Service
or Garda Station in Mullingar for
family and commuting reasons. Job
sharing considered. Flexi time and
car parking available.
JF15
EO, full time, Department of Social
Protection, Loughrea, Co Galway
seeks transfer to any
Department/Office In Ennis, Kilrush
or other locations in Co Clare. Flexi
time available.
JF04
HEO, Office of Revenue Commissioners, Castlebar, Co. Mayo seeks
transfer to the Department of Social
Protection, in either Bray, Co. Wicklow or Dun Laoghaire, Co. Dublin
for domestic reasons. Flexi-time and
car parking available.
JF16
EO, Full-time Killarney seeks head
to head transfer to any Government
Department in Limerick City for
family reasons. Flexi & car parking
available.
JF05
HEO, Office of Revenue Commissioners, Castlebar, Co. Mayo seeks
transfer to the Department of Social
Protection, Ballina, Co. Mayo. Flexitime and car parking available.
JF06
HEO, full time, Central Statistics Office, Rathmines, Co Dublin seeks
transfer to any Dept/Office in
Laois/Offaly/Newbridge/Kildare
area for commuting purposes. Family friendly office with car parking
and flexi time available.
JF07
EO, 4 day week in Department of
Justice & Equality, Dublin 1, seeks
transfer to any Government Department in Louth, Navan or North Co
Dublin for Commuting reasons.
Flexi-time and free rota car parking
available, close to all transport links.
22
JF13
HEO, Department of Agriculture,
Food and the Marine, Portlaoise,
seeks transfer to any other Government Department/Office in Portarlington, Offaly or Kildare.
Friendly office, interesting work and
overtime possibilities currently
available within the wider unit.
Picture: Jenny Faber (CC BY 2.0)
County Wexford for commuting reasons.
JF08
EO, four day a week Dublin 7. On
the Luas Line. Looking for transfer
to Blanchardstown, Meath for commuting reasons.
JF10
HEO, Full-time, Revenue Letterkenny seeks transfer to any other
Government Department/Office in
Donegal. Flexitime and free carparking available.
JF09
EO, based in Dept of HPCLG, Newtown Road, Wexford wish to transfer
to any Social Welfare office in Arklow County Wicklow or Gorey
JF11
EO, Department of Social Protection,
Gandon House, Dublin 1, (not a
public office) seeks head to head
transfer to any Government Depart-
JF17
EO, full-time, Department of Jobs,
Enterprise and Innovations (Earlsfort Centre, Dublin 2). Seeks transfer to any Government
Department/Office in Offaly/Laois
for domestic and commuting reasons. Particular interest in Dept.
Public Expenditure and Reform.
Friendly office, varied and interesting policy work. Flexitime and parking (rota).
JF18
HEO, Athlone, seeks a head to head
transfer with a HEO in any government department / office in
Mullingar, Tullamore, Edenderry,
Longford, Athlone or Trim for urgent
family and personal reasons. Car
January/February 2017 Review
TRANSFERS & JOB SHARING
parking and flexi time available.
JF19
EO, full-time, Insolvency Service of
Ireland, Conyngham Rd, Dublin 8
seeks transfer to Dublin City Centre
Department/Office. Flexi-time and
Car Parking available.
JF20
EO, Revenue Limerick seeks head to
head transfer to any Government
Office in Tipperary town.
JF21
HEO, full-time, Dept. Housing, Ballina, Co. Mayo seeks transfer to any
Office in Castlebar/Claremorris for
family and commuting reasons.
Flexi-time and car parking available.
JF22
EO, full time, Dept. of Environment,
Ballina seeks transfer to any Government Department/Office in
Claremorris, Castlebar or Roscommon for commuting reasons. Flexitime and car parking available.
JF23
EO, (JSA), full time, I.T. Section,
Garda HQ, Phoenix Pk, Dublin 8
seeks transfer to Office in Wicklow
or Wexford in an ordinary EO post.
Flexi-time & Parking available. Current post would suit someone with
I.T. experience or qualification.
JF24
EO, full time, Dept. of Defence Galway. Seeks head to head transfer to
any Govt Dept/Office in Athlone for
commuting reasons. Very friendly
office with flexi time, canteen facilities and free parking available.
JF25
EO, Full time, Department of Justice & Equality, Killarney seeks head
to head transfer to the Office of the
Revenue Commissioners in Cork.
Flexi-time and carparking available.
JF26
EO, full time, Dept. of Transport,
Tourism & Sport, Loughrea, Co.Galway seeks transfer to any Department/Office in Ennis or Limerick.
Friendly office with flexi time and
car parking available. Move sought
for domestic and commuting reasons.
JF27
AO, full time in D4 office. Very
friendly office and interesting area
to work in, flexi and free car park
available. Looking for transfer to
any North Dublin, Louth, Meath,
Monaghan office for domestic reasons.
JF28
HEO, DSP Wexford seeks transfer to
any Department in Kilkenny for
Family reasons. Small office, interesting and rewarding work. Free
Parking.
JF29
EO/HTO (full-time) qualified BSc
Chemistry, Computer Science UCC
and Computer Engineering UL
wishes to seek opportunities outside the Revenue Commissioners in
the Department of Agriculture, Food
and Marine. Previous experience in
the Department of Foreign affairs
and Laboratory Experience demonstrate my preferred interests.
JF30
EO, Killarney based, Full Time, seeks
transfer to Listowel, Tralee or Newcastlewest for family/commuting
reasons. Open to consider a transfer with a work sharer in any of
these locations.
JF31
HEO, 4 day week, Department Social Protection, Community Welfare
Service based in Cork City seeks
transfer to any government department in Ennis or Limerick for family
and commuting reasons.
JF32
EO, Full Time - Chief State Solicitor’s
Office, Dublin 8, seeks transfer to
any Government Department
within easy commute of Maynooth,
Co. Kildare to widen experience,
with preference for Dept Agriculture, Dept Foreign Affairs, OPW. The
CSSO is a great friendly office based
beside Dublin Castle, opportunities
exist to work in varied administration, HR & IT, Accounts, Legal areas.
There also exists a unique opportunity to avail of an in-house law
clerk training scheme and solicitor
apprenticeship scheme for those
who might be interested in pursuing a career in law.
JF33
EO, full-time, Department of Agriculture, Food & the Marine, Johnstown Castle, Wexford seeks head
to head transfer to any Government
Department in Carlow/Arklow/Enniscorthy for commuting reasons.
Flexi time and car parking available.
JF34
EO, full-time, Central Statistics Office, Cork, seeks head to head transfer to any Govt Dept/Office, Garda
Station or Court Service, in Fermoy/Mitchelstown/Mallow, Co. Cork
or Cahir/Cashel, Co. Tipperary. Modern, family friendly office with flexitime, free car park, canteen and
good opportunities for career development.
JF35
HEO, Insolvency Service, Dept. of
Justice, seeks transfer to Newbridge, Naas or surrounding area
for commuting purposes. Very
friendly office close to Heuston,
Luas and bus, interesting work, flexi
and car parking available.
JF36
EO, Dept. Social Protection, Ballyfermot Local Office, Full time. Would
like a transfer to any Government
Department/Office in Dublin City
Centre. Friendly office with flexi time and free car parking available.
The informed choice
for ethical consumers
Review January/February 2017
23
THE NERI COLUMN
The economics of Brexit
INTRODUCING OUR NEW COLUMN A commentator from the NERI think-tank
will examine the economics of a different topic. First up: Brexit
What all this means for the island of Ireland...
The decision
by voters in
the United
Kingdom on
June
23,
2016
will
have
profound conAnALySiS
Paul McFlynn
sequences
for the island of Ireland for
many years to come.
The term ‘Brexit’ only really
came into being in the last two
years and yet it is likely to be
dropped into every political and
economic debate in this country
for the next decade or more.
What does Brexit mean though?
The new UK Prime Minister
Theresa May has let it be known
that to her, “Brexit means
Brexit”. Unfortunately, this type
of glib and vacuous soundbite is
as close as we have come to an
official interpretation of what
happens next.
A referendum is an important
process for any democratic society. However, one harmful byproduct of a referendum is that
it tends to transform complex
issues into a simple binary
choice. While a majority of voters expressed a desire to leave
the European Union, the voters
gave no official indication of
where the UK was leaving to.
This has, quite naturally,
opened up the policy vacuum
that politicians and policymakers in the UK and Europe are at
present attempting to navigate.
Since the announcement of
the results of the referendum
once again Brexit has been presented to the public as a simple
choice between a ‘hard’ or a
‘soft’ Brexit. The choice of adjectives aside, there is scant agree24
READ
MY LIPS
Theresa May
has insisted
‘Brexit means
Brexit’
ment on what either of these options would consist of. In negotiations
for
the
Belfast
Agreement, the term coined by
Henry Kissinger, ‘constructive
ambiguity’, was used to describe
a situation where a key passage
or text was left vague and uncertain on the basis that if nobody
could understand it, then nobody could object to it. However, it seems that in the case of
Brexit the opposite is happening, people are taking Brexit to
mean whatever they want it to
mean.
In order to get some sense of
what is happening it is probably
best to abandon labels, abbreviations and acronyms altogether
Picture: UK Home Office (CC BY 2.0)
and concentrate instead on
some of the policy choices facing
the UK government in the coming negotiations and discuss
what they might mean for our
economy. The relationship between the UK and the EU will
change and the degree to which
it will change will likely be determined by decisions taken on
the Customs Union and the Single Market.
The Customs Union was established under the Treaty of
Rome in 1957 and formed the
centrepiece of the new European Economic Community. Although a gradual process, it was
created to eliminate customs
and duties on goods traded be-
tween members and to impose a
common external tariff on
goods imported from outside
the union. The single market
represents an even deeper form
of integration. A common market is one in which people,
goods, services and capital can
move freely between member
countries. A single market has
harmonised regulations for
product standards, professional
qualifications and other indirect
barriers to trade.
The single market and the
customs union represent the
two most significant phases of
European economic integration,
but both can accommodate
members from outside the EU.
For example, it is possible to be
a member of the customs union
but not the single market (Isle of
Man,
Turkey,
Andorra).
Equally, it is possible to be a
member of just the single market but not the customs union
(Norway or Iceland).
While all members of the EU
are members of the single market, membership can also be
gained by joining the European
Economic Area (EEA). Membership of the EEA requires acceptance of the four freedoms of the
EU (people, goods, services and
capital) and also requires contributions to the EU budget. Outside the single market, UK firms
that wish to sell into the EU or
establish branches there must
set up a separate company and
meet the regulatory requirements of the EU country they
wish to sell in to. While membership of the EEA is not the
same as the EU it would likely
limit any damage to trade or
jobs from Brexit. However, the
January/February 2017 Review
THE NERI COLUMN
M AD E IN
D
IR E LA N
free movement of people has become a red-line issue for the
current UK government and so
they are likely to leave the single
market and seek preferential access for industries such as financial services.
The customs union, as outlined earlier, imposes a common external tariff so that goods
originating from outside the
union can be freely traded
among member countries.
Without the common external
tariff, countries would have incentives toward competitive tariff rates and the system would
break down. For example, if
France had only a 10% tariff on
goods imported from the US
and all other countries in the
customs union have a 20% tariff, all importers in the customs
union would be incentivised to
Review January/February 2017
Illustration: Daniel Huntley (CC BY-SA 2.0)
import all US goods through become an external border of danger that the UK uses Brexit
France. The current UK govern- the European Union and the 27 to significantly reduce regulament have signalled that they remaining members of the EU tions around workers’ rights
want the ability to set their own will decide how exactly that is and health and safety legislation
that have thus far been safetariffs and so they may also seek managed.
to leave the customs
The economy of the guarded by the European
union.
Republic of Ireland is Union. Jobs that heavily depend
If the UK – and
already feeling the on service exports to the UK
Both the British and irish
by
extension
impact of Brexit would be significantly impacted
governments have
Northern Ireland
through
the by a departure from the single
indicated that
– leave the cus- they do not wish to rapid devalua- market, while the all-island
see a return to
toms union, it is
tion in Sterling. economy will be a thing of the
‘borders of the
highly likely that
Whilst this gives past if the UK also leaves the
past’, however, it
we will see some
an edge to cross- customs union.
may not be their
decision to Brexit will be an extremely
sort of border fortifiborder firms in
make
cation on the island of
Northern Ireland, the complicated and drawn-out
Ireland. Both the British
advantage will be short- process but the decisions taken
and Irish governments have in- lived. Domestic inflation will by the UK government will have
dicated that they do not wish to eventually wipe out the compet- consequences for the Republic
see a return to ‘borders of the itive edge currently enjoyed by of Ireland now and into the fupast’, however, it may not be the UK. For workers, there is a ture.
their decision to make. The border between the Republic of Ireland and Northern Ireland will Paul McFlynn is Senior Economist at the Nevin Economic Research Institute R
“
25
CONVERSATIONS
A step in the right direction
PSEU General Secretary Tom Geraghty on the latest pay interaction with Government
Do you believe that the most recent pay interaction resulted in the best outcome?
Yes, I know that to be so. Public Service
unions voted for the Lansdowne Road
Agreement (LRA). Under its terms, no
further increases were due before
September 2018.
The settlement with the Garda associations created circumstances where we
insisted on an engagement. It was never
going to be possible to finish that issue in
its entirety in one go due to the cost
involved. What we sought—and what we
got—was a down payment on an eventual
final settlement of that particular issue.
Most reasonable people view the outcome
as a welcome step in the right direction.
I concur.
But the Gardaí got €4,000...
Actually, they secured €1,000 above the
terms of the LRA, so there is still unfinished business for the rest of the Public
Service in respect of this matter.
could we not have got the money brought forward to January 1?
Sure, if we could have, we would have.
The cost for every month was an extra
€25m, so the outcome costs an extra
€125m in 2017. This is money for which
the Government had not budgeted. It was
the outer edge of what they could or would
provide but it still leaves the issue for final
resolution.
We have argued that the LrA
should be re-negotiated as
Government has more fiscal
space – how does this outcome
sit with that?
The Government – foolishly in my view
– used up all its fiscal space for 2017 in
the Budget. We had to persuade them to
somehow, somewhere find the money
necessary to deal with this issue. As you
know, this was no easy task, in itself.
26
Surely no Government will attack public service pensions?
Some people used to think that about
pay! Arguably, the most important task in
discussions is to protect pensions. The
commentary in the media and in political
discourse has been relentless. The proposition seems to be that , because of a collapse in private sector pension provision,
somehow the answer to that problem lies
in attacking public service pensions. It is
ridiculous but it is a real threat.
I cannot foresee any circumstances in
which we could, or would, agree to anything that involves reduced entitlements
but we will need to build defences in any
possible agreement. I would not
underestimate the challenge. I think that
our British colleagues made the mistake
of not believing that their Government
would attack their pensions. They paid
heavily for that complacency.
TALKS
AGENDA
Common cause
on FEMPI but
hours not equal
priority for all
Picture: PSEU
What happens next?
We have made our submission to the
Public Service Pay Commission. They will
report in the second quarter. At our
insistence, their first report will be to
provide guidance on the unwinding of all
the legal impositions of cuts under the
FEMPI legislation. We don’t know what
they will say but we are of the view that
this and related issues are best dealt with
in negotiations on a pay round that will be
designed to eliminate FEMPI in its entirety. Any such discussions should start
within weeks of the Commission’s report.
In addition to pay, we expect that the
Commission will say something about
pensions, as the employer’s submission is
heavily concentrated on the issue. We will
have to ensure that there is no attack on
pension entitlements that reduces public
servants to poverty in old age.
our members are working an
extra 27 minutes a day. Will we
be able to resolve this in 2017?
It was included as an issue in our submission to the Pay Commission and it will
be on the agenda for any pay talks. There
is common cause among all public
servants about FEMPI and pensions but
the issue of time is not a priority for
everybody. Some groups suffered other
cuts that are not such a big issue for our
members. All unions will have lists of
issues in the talks. It would be foolish to
pretend that it will be easy to resolve all
the issues concerned.
The issue of time will be very problematic but we have to push for progress on
it. We are not helped by the fact that we
are only 10,000 out of 300,000 public
servants. Personally, I would have been
more confident on this if we had completed a merger into a larger union but
we have to work with what we have and
we are good at building coalitions. It is a
big issue for our members, there are no
illusions about that.
Tom Geraghty was in conversation with Seán Carabini R
January/February 2017 Review
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CROSSWORD
Tonox 01/17
Across
7. Asian market; sounds odd (6)
8. A court held in here is private (6)
9. And 6 down – He never caught fire
at Euro 2016 (4)
10. Terrible Morris Albert song from 1974 (8)
11. Hazardous situation in
Vicarage Road perhaps (7, 4)
14. Body of water between Anglesey Island
and Welsh mainland (5,6 )
18. German doughnut, often wrongly
associated with JFK (8)
19. Japanese rice wine (4)
20. The humphead is the largest
species of this fish (6)
21. In this – occurring together or
simultaneously (6)
Down
1.
2.
3.
4.
5.
Tonox 06/16 winner is MARIE CUDDY, Dept of Agriculture, Food and the Marine,
Dublin Road, Portlaoise, Co Laois.
A prize of €65 will be awarded to the first correct solution opened.
Crossword entries for Tonox 01/17 should be addressed to:
The Editor, Public Service Review, 30 Merrion Square, Dublin 2
to arrive not later than Friday, March 3rd
Name ……………………………………………………………………………………...
Slovenia’s second city (7)
Sodium Chloride (2,2)
Palestinian statesman (1929 – 2004) (6)
This after split, big and smoke (6)
Site of The Golden Temple,
spiritual home of Sikhism (8)
6. See 9 Across (5)
12. Baseless or avoidable (8)
13. The only Leinster county not to
win a Senior Provincial football title (7)
15. “A Bridge Too Far” documented
this WWII battle (6)
16. Robert, The Birdman of Alcatraz (6)
17. 30th wedding anniversary gift (5)
19. Ben Collins was unmasked
as The….in 2010 (4)
SoLUTionS Tonox 06/16
Across
7. Donkey; 8. Polloi; 9. Koln; 10. Two Score;
11.Bannockburn; 14. Chicago Cubs; 18. Ballroom;
9. Dram; 20. Dawson; 21. Iceman
Work Address …………………………………………………………………………....
Down
Union Branch …………………………………………………………………………....
5. Electric; 6. Zorro; 12. Nihilism; 13. Abraham;
1. Coronas; 2. Skin; 3. Mystic; 4. Aplomb;
15. Croons; 16. Gambit; 17. Dakar; 19. Drey