Dáil Éireann debate -
Tuesday, 30 Sep 2003

Vol. 571 No. 1

Written Answers. - Benchmarking Awards.

Conor Lenihan

Question:

355 Mr. C. Lenihan asked the Minister for Finance his views on the balance of money to be paid out under the benchmarking agreement; and the way in which he aims to ensure that these payments are linked to productivity or work change gains. [19966/03]

Minister for Finance (Mr. McCreevy)

In the Sustaining Progress agreement the phasing of the benchmarking increases are set out. These are 25% with effect from 1 December 2001; 50% of the increases from 1 January 2004; and 25% of the increases from 1 June 2005.

However, payment of these increases, with the exception of the 25% from 1 December 2001, and the general round increases is dependent on meeting the conditions set out in the agreement. These are the absence of industrial action and the achievement of the objectives of the modernisation agenda. The absence of industrial action is very important since such actions have in the past disrupted services to the public for example in hospitals and schools.

The aim of the modernisation process is to improve the delivery of public services. There are a number of general themes included in this agenda: increased flexibility of staff in how the service is delivered, changes in recruitment methods to attract those with the necessary skills and expertise, achieving better value for money, and an emphasis on improving customer service.

In addition to some of the general themes listed above there are other modernisation objectives and specific targets for the main sectors – health, Civil Service, education and local authorities. These include changes in the education sector to standardise the school year, parent-teacher meetings taking place outside school hours initially on a half-in half-out basis, and other changes relating to examinations. In the Civil Service there will be a widening of the access to jobs at all levels and a new Civil Service Regulation Bill. These are just some of the changes. However, in addition to these specific targets there is a general commitment by the unions to co-operation with ongoing change. This should allow for continued developments either through technology or otherwise to improve services.

A verification process was established to oversee the implementation of the commitments in the agreement and payment of both the general rounds and the final two phases of benchmarking are linked to the changes outlined. Performance verification groups were established in each sector. These have a strong independent representation. The PVG will assess progress not just at the sectoral level but also at the organisational and grade level. In addition to making an assessment of progress, at the latest, one month in advance of each of the five payment dates specified in the agreement, the PVG will maintain close contact with each of the organisations under its remit throughout the reporting period.

The local partnership committees will agree action plans and submit them to the PVG for approval. Once approved, these will be translated into an organisational action plan by the head of the organisation for implementation. These heads of organisations will prepare progress reports on implementing the plans for the partnership committees and these in turn will be submitted to the appropriate Secretary General responsible for that sector. In turn, the Secretary General will submit a report to the PVG along with his/her assessment of progress. The PVG will then decide whether the progress achieved warrants payment. The final decision on whether to make payment then rests with the relevant Secretary General.

I have said that the Government will pay the increases on the basis of the conditions set down in the agreement. We are determined that all of the public service commitments agreed in Sustaining Progress must be delivered by the unions. There can be no rolling back on any of these commitments and there will be no renegotiation of them.

The agreement sets out the process to be followed for verification of achievement of the agreement. If any grades, sectors or organisations refuse to agree on specific actions to achieve the commitments or, having so agreed, fail to deliver on them, they should not expect the verification process to decide that pay increases are warranted.