The current pause on the recruitment of additional staff is a temporary measure initiated as part of the HSE financial break-even plan. Of course, in any instance where a critical or essential vacancy arises it may be filled through redeployment of existing staff by the Line Manager or re-assignment of responsibilities based on assessment of priority need.
Notwithstanding this, it has been recognised that there are some circumstances where appointment of staff may be necessary in frontline services. Accordingly, a process has been put in place by the HSE to evaluate, monitor and approve requests for derogation from the general recruitment pause. A small group has been established including a representative of the National Hospitals Office, PCCC and other Directorates and this group meets regularly to consider such applications.
Of the applications for derogation received to date, 860 w.t.e.s have been approved where posts have been identified as critical to service delivery.
I have been advised by the HSE that the recruitment pause will continue for December 2007 and the current arrangement will be reviewed prior to the end of the year. It is intended that a robust employment control framework will continue to be applied to services in 2008.
I have also been advised by the HSE that career breaks are granted under the terms of the Career Break Scheme as set out in the HSE Terms and Conditions of Employment. Employees applying for a career break are normally required to sign that they accept these terms and conditions. Under the provisions of the scheme, "if a suitable vacancy does not exist at the date of the termination of the career break, an employee is guaranteed re-employment within twelve months, i.e. an unpaid period of up to twelve months could ensue upon termination of the date of the career break."