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The Department of Public Expenditure & Reform said that the Civil Service Management Board was of the view that the five-point system needed to be replaced. The board was set up last year as part of the civil service reform plan.

The civil service trade unions have jointly negotiated safeguards within the PMDS system to protect against any abuse or unfair outcomes. These measures include the ability of civil servants to access an independent appeal mechanism in the event that they wish to challenge an unsatisfactory rating.

IMPACT national secretary Andy Pike said the agreement reached on establishing a new PMDS rating system is welcome. “The previous five point rating scale proved to be complex and cumbersome for staff and managers to operate. There can be little doubt that the nature of the rating system, and the difficulty in identifying the most appropriate rating, contributed to the very low proportion of civil servants deemed to be working unsatisfactorily or requiring improvement.”

Andy added that the union wouldn’t expect any system to show that large numbers of civil servants are not working at a satisfactory level. “The reduction in public service numbers over the last eight years has required all civil servants to work differently, and in a more flexible manner, to carry out an enhanced range of duties with fewer staff."

“However, we recognise the need to identify poor work performance in a simple and straightforward manner so that the necessary steps can be taken to assist the employee in reaching the required standard,” he said.

The new rating system will categorise civil servants as either working satisfactorily or unsatisfactorily. Andy said this will prove to be a much more efficient system to operate for all concerned.

“Where a performance problem is identified the PMDS system prioritises training and development requirements, and also suggests that managers review the employee’s work assignment to ensure their skills are being put to the best use."

“The new rating system will contribute to maintaining excellence within the service, with much clearer processes for dealing with poor performance, whilst taking account of personal issues, for example if someone was affected by poor health, that might inhibit the employee’s ability to achieve reasonable objectives for improving their work performance,” he said.

The Department of Public Expenditure and Reform said that the new rating system aims to “take the focus of PMDS away from looking back at past performance and instead to looking forward towards the development of future performance. The Department added that the new two-point system will also encourage the civil servant and managers to “focus on the ongoing management of performance, rather than on the award of the rating.” The Department added that the new system is designed to build and develop high performance and address underperformance where it occurs.

For more on the new performance management system, visit the Civil Service division’s section of the IMPACT website. 

ONE Cork involves deeper collaboration between unions at workplace and societal levels to organise, campaign, educate, train and communicate with workers and wider the community.

A new initiative – ONE Cork – designed to organise workers, their families and communities to influence, change and create a better future, was formally launched at an event that took place in Cork City Hall last week (Thursday 14^th January).  

ONE Cork (www.onemovement.work) is a joint initiative between 20 trade unions working in Cork city and county, the Cork Council of Trade Unions and the Irish Congress of Trade Unions (ICTU) and is the first of its kind in the country and offers a potential blueprint for similar initiative in other parts of the country.

The launch was officiated by Cork’s Lord Mayor, Councillor Chris O’Leary.

IMPACT general secretary and ICTU vice president, Kevin Callinan, said the ground-breaking pilot project offers a blueprint for similar initiatives elsewhere in the country. “One Cork has the potential to change the way that unions operate in Ireland. There is a really strong sense now of a shared purpose, a shared goal and a desire to work together to achieve it,” he said. 

“ONE Cork has been established to better equip and increase the capacity of the trade union movement in Cork city and county to deal together with the many different challenges which face workers and trade union members. It involves a much deeper level of collaboration between the unions – at workplace and societal levels – to organise, campaign, educate, train and communicate with workers, their families and the wider community.

“It’s about consolidating the strength, resources and expertise locally of our movement by working together to improve living and working conditions and achieve significant gains for all workers through greater trade union participation. All of this work will be premised on a shared vision of a fairer and more equal society with decent work at its heart enabling all workers to have a better quality of life, said Mr Callinan.”

IMPACT organiser Linda Kelly said the project has captured the imagination of everyone involved. “There is an excitement, a genuine energy around this project and its potential. No matter what we’re doing we’re always asking how can we do this differently while also remaining true to what has always made trade unionism strong, that collective strength,” she said.

Linda Kelly explained that ONE Cork has started carrying out its collaborative work in Cork University Hospital, UCC and in Cork Institute of Technology as well as in the retail sector and have already delivered real, tangible benefits to workers on the ground.

“In UCC and the Cork Institute of Technology (CIT), ONE Cork has met with hundreds of students who are also part-time workers and briefed them on their rights and entitlements as well as the benefits of union membership. We found that many were on the lower minimum wage rate of €6.06 per hour when they should have been on the full rate and we have advised them how to go about getting the full rate, which is now €9.15 per hour."

“In Cork University Hospital (CUH), ONE Cork has organised a seminar on pensions to make sure that all workers in the hospital are fully informed about their pension entitlements so that they plan properly for their futures and further initiatives are planned there,” she said.

ONE Cork co-ordinator Sharon Cregan explained that the work of ONE Cork will focus on a number of areas including:

• Organising workers into trade unions on a collaborative basis – particularly those in precarious jobs and unemployed workers;
• Educating and training union activists and organisers to develop a critical understanding of social, economic and political issues;
• Communicating more effectively with workers – both directly as well as through local and social media – to inform them of their rights and issues that affect them;
• Campaigning on particular policy issues that will advance the interests of working people, their families and communities.

Follow One Cork on Twitter at https://twitter.com/onemovementcork

Progress towards a more effective public sector is not and should not be confused with a drive to integrate into the public sphere the processes of commercial business. A nation cannot be run as though it were a corporation and citizens must not be addressed by the state as consumers.

“Too often the term and concept of ‘reform’ may be mixed up with an agenda that is driven by an ideology of privatisation, … as well as the introduction of norms and processes from the private commercial world that either do not fit at all or are badly matched with the requirements of the public sphere” - Public Sector Reform, Tom Healy, January 2016.

The metrics of success in the public sector are, by necessity, different to those in the private sector. Schools, hospitals and other public bodies must be held accountable for the work that they do, but to assess them according to criteria designed to measure success in for-profit companies will not deliver meaningful results.

Read the full blog here.

In the statement, IMPACT outlined its concerns in relation to the outcome of the trade agreement negotiations which will affect the lives of 800 million people in the US and EU. The union’s summarised its concerns about TTIP as follows:

• IMPACT holds the view that TTIP, as it is currently constructed, is fundamentally anti-democratic and constitutes a real threat to sovereignty because it enables corporations to take governments to court, in a manner that limits the legislative powers of sovereign states.

• TTIP is a far-reaching agreement with consequences for all EU and US citizens. As it currently stands, TTIP’s advantages are weighted in favour of corporate interests rather than the 800 million people whose lives will be directly affected if TTIP is agreed.

• This can only be corrected if TTIP is reconfigured to foster a virtuous cycle of good wages driving demand and creating decent jobs, and if it incorporates measures to ensure that the improvement of living and working conditions on both sides of the Atlantic and safeguards from any attempt to use the agreement to lower employment standards.

• Of particular concern to IMPACT, as a public service trade union, is that TTIP seeks to create a less regulated trade in services. IMPACT is very firm in its view that public services should be run by EU member states exclusively in the public interest, and would caution against a change in the regulatory environment in which those services are exposed to the possibility of privatisation.

You can read the full IMPACT statement here.

IMPACT members working at St. James’s Hospital in Dublin are to be balloted in a dispute with management over proposals to unilaterally impose an annual charge of up to €500 for staff car parking.

Management at St James’s told staff just before Christmas that the planned introduction of car parking charges was linked to the construction of the new National Children’s Hospital on its campus. It said the development would result in a significant reduction in staff parking capacity. Siptu members at the hospital commenced a ballot on the issue earlier this month.

IMPACT assistant general secretary Catherine Keogh explained that the key issue for staff was that management failed to consult with them about the proposed charge. “This is effectively a pay cut by another name, as staff would have to earn 800-1000 euro in wages to cover this cost.

“IMPACT and the other unions attended a meeting last week with the hospital’s CEO Lorcan Birthistle, and other management, on the issue. Unfortunately no progress was made at the meeting.

“On foot of this a motion was unanimously passed at a meeting of the Dublin Hospitals branch to ballot members on the issue,” she said.

Preparations for the ballot are now underway, and is expected to commence shortly.

The purpose of this symposium is to have informed and open discussions about the challenges ahead, as many of Ireland’s Institute of Technologies prepare for mergers. Participants will learn from the experiences of other European higher education settings that have gone through similar processes.

Key speakers at the event include IMPACT’s deputy general secretary Kevin Callinan. “The future of higher education is a big issue. Once the report of the expert group is published, there will be really important decisions to be made, not just about education as it effects students but how this will affect the country as a whole,” said Mr Callinan.

Other speakers include Professor Brian Norton, President of DIT; Kevin Donoghue, president of the Union of Students in Ireland, and Tom Boland, head of the Higher Education Authority in Ireland who will talk about mergers, objectives and progress to date. Maggie Ryan, Gina O’Brien and Stella Griffin from IMPACT will all address the symposium.

The symposium will include two panel discussions. The first panel will discuss ‘creating the future together’ and the second panel, during the afternoon session, is themed ‘learning from experiences’. Both these panels will have speakers from Danish universities, plus speakers from technological universities.

Guests from the University College of Northern Denmark (UCN) and Aarhus University will also address the symposium. Both third level settings went through their own processes of mergers. In moving through Ireland’s period of mergers for the Institutes of Technology the symposium will look at the success factors through the Danish experience, while also making an in-depth examination of what worked, what didn’t work and what factors inhibited success.

“There is an enormous amount of change involved for staff within any merger. This event will be looking at the issues around mergers from the point of view of administrative staff working in the various Institutes of Technology,” said Gina O’Brian, chairperson of IMPACT’s education division.

The symposium is targeted at anyone involved in the mergers in higher education, not just IMPACT members and staff involved, but those involved and working within the mergers structure, such as the presidents of each of the Institutes of Technology, those working in human resources, and other trade unions involved in the merger process. Invitations are being issued this week.

The Symposium takes place on Friday 12^th of February in the St Laurence’s building on the DIT Grangegorman Campus, Dublin 7 from 10am – 3.30pm.

IMPACT branches throughout the country are now holding their annual general meetings which continue into February.

Your branch AGM plays a crucial role in developing union policy, and provides an opportunity for members to discuss union matters and to propose and debate motions for the IMPACT biennial delegate conference in May.

Check with your local branch rep for details of your branch meeting and see the IMPACT online events diary here.

To add your branch AGM details to the online events diary, please send details to rnolan@impact.ie.

The Irish Congress of Trade Unions (ICTU) has described as “very positive” new government proposals to establish a ‘twin track examination’ of deficiencies in employment protection and company law that were highlighted by the controversial closure of Clerys department store in June, 2015.

Congress general secretary Patricia King said: “This is a very positive step that can help ensure no worker is ever again treated in such a disgraceful manner. It is something that Congress worked hard to make a reality.

“As General Secretary of Congress, I backed the campaign of the Clerys workers and the efforts of their union SIPTU from day one, most especially their demand that such a shameful episode never be repeated.

“The bravery and fortitude shown by the Clerys staff throughout has been nothing less than inspirational.

“As general secretary I engaged closely with government and Minister Nash and am glad those discussions have now come to fruition," Ms King said.

“In particular, I sought to convince them of the urgent need to change the law and close the loopholes that gave those behind the Clerys takeover the legal freedom to act in the appalling manner they did.

“It is my view that the ‘twin track’ approach announced by the Ministers has the capacity to deliver and ensure this becomes a reality.

“Never again should wealthy individuals be allowed to contrive the destruction of working people’s livelihoods,” Ms King concluded.

A new report - 'The Role of the Special Needs Assistant' – was launched last week (Thursday 21^st January) by the Oireachtas Joint Committee on Education and Social Protection. The report has recommended that SNAs should be provided with opportunities to avail of continuous professional development training relevant to their work and similar to that of teachers.

Senator Mary Moran, rapporteur for the committee, undertook the examination of the SNA role. IMPACT made two presentations to the Oireachtas subcommittee last year, based on the experience and insights of the union’s SNA members.

Senator Moran said the report compiles the common threads and issues which emerged from the consultation process, which involved thousands of SNAs. “The recommendations proposed are the issues which I deemed to be most workable and with the potential to be most easily and expediently addressed,” she said.

The report contains thirteen recommendations which Senator Moran said “seek to address the inconsistencies that are present between SNA policy and the reality of how the role is administered in schools while keeping the needs of the student to the fore,” she said.

The report confirms that many special needs assistants (SNAs) for children in schools are being required to carry out extra roles in areas such as administration, teaching and therapeutic intervention.

The report recommends that the duties and function of the SNA need to be effectively, directly and regularly communicated to parents, teachers, principals and school staff.  It states “The role is subject to misinterpretation and as a result has expanded to include responsibilities which do not follow the Department of Education and Skills Circular 0030/2014.”

The recommendation also states that professional development and third level education for principals and teachers should provide training on the management and appropriate function of the SNA role in the classroom and wider school setting.

IMPACT’s deputy general secretary, Kevin Callinan, welcomed the recommendation and said it’s an issue that the union has been highlighting to the Department of Education and Skills for a number of years. “It’s important that this was recognised and addressed in the report. We also welcome the recommendation on continuous professional development for SNAs, and that SNAs should be provided with opportunities to avail of CPD relevant to their work and similar to that of teachers.

“There are a number of issues that SNAs wish to see addressed, based on years of service delivery experience, and the common thread that emerged is that continued investment in SNAs, in the form of continuing professional development, is absolutely vital to ensure the service can grow and meet the needs of the children who need the service,” he said.

Kevin added, “The huge level of participation by SNAs in the consultation process shows the level of commitment they have as stakeholders in education delivery.”

Senator Moran said "The main aim of this report is to improve the provision of SNA support for children with additional needs while attending primary, secondary and special schools. It is imperative that we recognise and address the inconsistencies which have emerged since the scheme was introduced.  We need to bridge the gap between policy and how the role operates in practice.

"It was clearly recognised amongst many groups that the SNA Scheme is crucial in supporting students with additional needs in attending mainstream and special schools.  It was also very clear as well that the SNA experience and the expectations set for SNAs differ greatly from school to school.  In some instances the SNA role has been expanded to include administrative, therapeutic, behavioural and teaching tasks.  This is no secret to many in the education field.

"Many SNAs are dedicated, resourceful and passionate about their work.  They are often extremely qualified and access additional training during their own time and at their own expense.  They are a valuable asset in the classroom,” she said.

Read the full report here

See a summary of the report’s recommendations here

In NERI analysis, which formed part of the briefing to all affiliates, it was shown that based on “prevailing conditions” “unions should be in position to seek pay adjustments in 2016 in the range of 2.5% to 5%”.

Another key component of the Congress Charter for Fair Conditions at Work is the payment of the Living Wage, which is currently estimated as €11.50 per hour.  Over 100 TDs and MEPs have pledged support to the charter, prior to the upcoming election, and some city and county councils have passed motions in support of its provisions.

IMPACT general secretary Shay Cody said IMPACT supports the approach of seeking to roll out the most favourable round of pay increases across the whole economy. “This is the approach we set out at the union’s 2014 conference. Our pay restoration strategy is based on the principle that every worker needs a pay rise,” he said.

IMPACT has welcomed the establishment of the interdepartmental group, led by the Department of Public Expenditure and Reform, to examine the issues arising from prevailing retirement ages for workers in both the public and private sectors.

The Minister for Public Expenditure and Reform, Brendan Howlin TD, has asked the group to report back to him within six months with its assessment and recommendations for a policy framework aimed at supporting longer working lives.

The establishment of the group is in the context of the increase in the state pension age from 65 to 66 in 2014. Retirement age is set to become an increasingly significant issue as the age of eligibility for the state pension will increase to 67 in 2021 and to 68 in 2028.

IMPACT general secretary Shay Cody said that policy makers need to develop coherent policy around the conflict between contractual retirement ages and the increases in the age when the state pension applies.

The group will be chaired by a senior official from the Department of Public Expenditure and Reform. The Ministers for Social Protection; Jobs, Enterprise and Innovation; Justice and Equality; Health; and Education and Skills will be invited to nominate senior level representatives from their Departments to participate.

IMPACT’s submission to the Government, on the independent study into zero and low-hour contracts, has highlighted the difficulties faced by workers in the social care and early years education sectors.

The government-commissioned report by the University of Limerick (A Study on the Prevalence of Zero Hours Contracts) was published last November. The report found that the use of zero-hours contracts in Ireland is limited, but identified the emergence of a type of employment called ‘if and when’ employment contracts. The Minister for Business and Employment, Ged Nash TD, sought submissions from interested parties on the study.

In its submission IMPACT highlighted the experiences of IMPACT members working in health, social work and community work sectors, which the union said backed up some of the key findings in the study.

Early Years

There are more than 25,000 workers, mostly women, providing early child care in Ireland, with approximately 5,000 service providers. IMPACT organiser Lisa Connell said the drastic lack of funding into the sector has resulted in low rates of pay, no standardisation in terms and conditions and grave insecurity for those providing invaluable services to the working population.

“It is a sector that has expanded rapidly over the past few years. A core reason in this expansion is due to the huge increases in demand for crèche services due to the changing patterns in the workforce over the past twenty years. While there is huge demand for further investment, this sector remains largely overlooked and is suffering from a lack of investment, with Ireland only paying 0.2% of GDP in the Early Childcare Sector in comparison to a European average of 0.7%.”

Lisa said that, as a result of the lack of investment, the sector has an over-reliance on seasonal and temporary contracts. Lisa outlined how providers that offer seasonal services are unable to cover staff costs for the three months they are not in operation due to lack of funding, so staff are employed on a nine-month basis and have to rely on social welfare for the remaining three months of the year.

Social Care and Community services

The submission also highlights some of the issues experienced by IMPACT members working in the social care sector, such as when a client or service user may have to be admitted to hospital; “The contract hours have to be honoured but the ‘if and when’ hours do not. This can lead to a very sudden reduction in hours, for example from 30 hours a week to the contracted hours of 10 hours per week.”

The submission also highlights the experience of workers in the community and voluntary sector, where reduced working hours and other restrictions have been imposed in response to funding cuts since 2009. This is summarised in greater detail in the UL report ‘Caring- At What Cost?: Rebuilding and refinancing the community and voluntary sector’ commissioned by IMPACT in 2015.

Legislation

Under existing legislation, workers must receive pay for at least 15 hours, or 25 per cent of the hours for which they have to make themselves available to an employer. The legislation was intended to create a floor in the labour market for workers who are contractually required to make themselves available, as they are with zero-hour contracts.

Workers with 'if-and-when' arrangements do not have a contractual requirement to make themselves available. In such cases, an employee works if available and an employer offers work if the company has it to offer. There is no legal obligation either to provide work or to perform work.

Recommendations

The study included a range of recommendations aimed at retaining flexibility and improving the predictability of hours. These include employees receiving a contract of employment on the first day of a new job, giving 72 hours’ notice of requests for work or cancellation of work and ensuring a minimum of three hours continuous working.

General secretary of the Irish Congress of Trade Unions (ICTU), Patricia King, has said that the introduction of an ‘hours floor’, together with a deterrent in case of misuse of the 72 hours’ notice period were positive recommendations, and urged the government to introduce legislation to address the issues raised in the report.

IMPACT organiser Joe O'Connor added "We believe that greater regulation and enforcement both of the current legislative provisions on zero hour contracts, and proposed legislative changes to address 'if and when' contracts is necessary. This should include empowering the Low Pay Commission to establish a regulatory framework for issues pertaining to zero hour contracts, low hour contracts, 'if and when' contracts, as well as unpaid internships."

The Minister has indicated his intentions to bring proposals to Cabinet to address the findings and recommendations of the study.

A copy of IMPACT's submission is available to download HERE.