Sustaining Progress - Department of Taoiseach

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22.13 The Staff Officer transfer arrangements will be amended from one in five to one in four with effect from the next interdepartmental competition. A review will also take place with a view to increasing the proportions assigned from the interdepartmental panel in the following two interdepartmental competitions, in line with the principles set out in this Agreement. Improvements in promotion systems 22.14 It is agreed that discussions will take place so that greater use of competitive, merit-based promotions within Departments will be introduced and progressed over the life of the Agreement in order to provide wider career development opportunities for Civil Servants. 22.15 Progress in this regard must be based on competitive selection methods used in Departments demonstrating best practice in this area. Specific measurable progress is to be made within individual Departments on a progressive basis over the life of the Agreement. It is recognised that this will require discussion at Departmental level and will need to take account of existing arrangements. 22.16 In the case of grades that are covered by the Executive Officer dual promotion structure, the following arrangements will apply: (i) Discussions will take place with a view to concluding an agreement on extending the proportion of competitive merit-based promotions within Departments by mid-2004 and their introduction at the first opportunity thereafter; (ii) Where competitive promotion systems do not apply in Departments they will be introduced and progressed over the life of the Agreement. 22.17 The following has also been agreed: (i) All existing service requirements in respect of eligibility for promotion will be reduced by one year subject to a minimum of two years service, by mid-2003; (ii) The proportion of posts filled under mobility provisions of interdepartmental promotion competitions will be increased from 33.3% to 40% from the beginning of the next competitions to be held under the existing arrangements for interdepartmental promotion schemes. This proportion will be increased to 50% from the date equating to the commencement of the next subsequent competition for promotion to Principal level. In this context, provision, will be made where feasible for a scheme of regional interdepartmental competitions outside the Dublin area to be in place as early as possible; (iii) Discussions concerning the filling of Principal and equivalent level posts in the administrative, professional and technical grades on an interdepartmental cross stream reciprocal basis will be completed and a promotion scheme agreed by mid-2004; (iv) Discussions will take place and be completed on a timetable for interdepartmental competition(s) for like professional and technical grades by mid 2004; the proportion of posts which will be filled from such competitions will, initially be set at 25%. This proportion will be increased on a progressive basis, over a series of such competitions with a view to reaching 50%; and (v) There will be discussions with a view to identifying means of developing promotional pathways for support staff who have no such opportunities. Part 2 Pay and the Workplace 113
Part 2 Sustaining Progress 114 22.18 In the event that problems arise in direct discussions in relation to the manner in which any of the above provisions are to be implemented, the issues involved will be processed with the aid of a facilitator, and if necessary, referred to third party adjudication in order to assist the parties meet the objectives identified above. Performance Management 22.19 Completing the Evaluation of the Performance Management and Development System (PMDS) in the Civil Service and addressing the issues arising must remain a priority. Accordingly, the parties commit to the completion of the PMDS Evaluation Framework within the first half of 2003 and to progression of the Evaluation of PMDS in the Civil Service to ensure full implementation of year two issues as outlined in General Council Report 1368 by end-2004 and year three issues by end-2005. In particular, this will include full integration of the PMDS with human resources policy and processes, including assessment systems. Development and Training 22.20 Flexibility in the Civil Service is dependent on the adaptability and skills of the staff. The Civil Service is committed to enhanced training and development for all staff to support the further development of the Performance Management and Development System, improved levels of service delivery and enhanced policy analysis, development and implementation. As provided for in the PPF, the target spend on training and development in the Civil Service will be 4% of payroll by 2003. Significant progress is being made in achieving this target. 22.21 A Civil Service training and development strategy for the medium term will be developed in 2003 by CMOD in consultation with Departments/Offices and the unions. The strategy will set out a vision for the future of training and development in the Civil Service for the next five years. The objective must be to ensure that training and development is better targeted at job related needs and individual and team performance while helping staff with their work and career aspirations and assist in implementing a learning culture in the Civil Service. Code of Standards and Behaviour 22.22 The Civil Service Code of Standards and Behaviour sets out the principles which should govern the behaviour of staff in the Civil Service and the standards required of Civil Servants in the discharge of their duties. In the context of advancing the development of Codes of Conduct generally in public bodies as provided for in the Standards in Public Office Act 2001, the parties agree that early implementation of the Civil Service Code is important. In that context, following consideration of the Code by the relevant Oireachtas Committee, the parties will have discussions with a view to early implementation. Partnership 22.23 The recommendations of the Review of Partnership in the Civil Service will be considered by a Sub- Group of General Council which will present proposals for the development of partnership to General Council.
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Sustaining Progress - Department of Taoiseach

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