A significant number of AOs have asked questions in relation to Higher Scales and how they work. This FAQ is designed to provide answers to some of the more commonly asked questions.

Q: What are higher scales?

A: Higher scales arose from an agreement made between the union and the then-Department of Finance in 1995. The agreement is recorded in Circular 24/1995. It provides for a higher pay scale for a proportion of staff serving in the EO, HEO and AO grades. It states that 30% of AOs will be placed on a higher scale. A higher scale is – literally – a higher pay scale. Once awarded it, you hold it until you leave or are promoted. It should be noted that a higher scale can be significantly higher than the standard pay scale. Even at the top of the pay scale, it can be worth an additional €6,000 per annum.

Q: Is a higher scale a promotion?

A: No. A higher scale is not a promotion. Although it carries more pay, there is no difference in task or responsibility level assigned to those on a higher scale.

Q: How do I apply for it?

A: Until a decade ago, higher scales for AOs were managed centrally. Now, they are managed by each individual department. The scheme allows local agreement on the rules for higher scales criteria and, as such, each department will have slightly different rules. In some of the larger departments, such as Revenue, it is not uncommon to find that many of the larger divisions within the department have their own higher scales schemes. Additionally, it is commonplace nowadays to find that the HEO and AO groups in a department are amalgamated for higher scales calculation.

There are two basic approaches. The first is based on length of experience in a grade (sometimes mistakenly referred to as ‘seniority’). The second approach is based on a locally-agreed ‘merit’ based system. Local HR will have details of the scheme in each department.

It is important to note that under the 1995 agreement, AOs must serve 3 years before they are allowed to be considered for appointment to the scale.

Q: How is the 30% figure calculated?

A: Most departments will take a ‘snapshot’ of staff numbers on one day a year and base their calculation off the snapshot. In some larger departments with more HR resourcing, they may be able to facilitate a second ‘snapshot’ day in a year. If there are less than 30% on higher scales, there will be vacancies. Vacancies arise when a person retires, resigns, is promoted to a new grade or leaves to join another part of the civil service. If there are more than 30% of AOs on higher scales, there will be no vacancies.

Q: How can there be more than 30% of people in a department with higher scales?

A: If you have higher scales and transfer to a new department, you carry your higher scales with you. Therefore, the numbers with higher scales in a department may increase because of transfers even in cases where a department has not awarded any higher scales itself.

Q: Does it count towards my pension and towards the calculation of starting pay should I be promoted?

A: Yes, higher scales are an established payscale. They are not considered an ‘allowance’. They are pay. Therefore, they count towards both pension and starting pay on promotion.

Q: If I am awarded it, when does it ‘kick in’?

A: This is one of the quirks of higher scales. If awarded, you do not see an immediate benefit. You will, rather, see the financial benefit begin 12 months after appointment to the higher scale.