I propose to take Questions Nos. 184 and 185 together.
The Government’s National Recovery Plan 2011-2014 sets out revised ceilings for public service staff numbers which are to be achieved through the implementation of Employment Control Frameworks as part of the Four Year National Recovery Plan. Since March 2009, 15 civil service staff of my Department have been permanently redeployed to other Government Departments through bilateral arrangements. These redeployments arose due to surplus posts being identified as a result of rationalisation and restructuring of business processes. Details of the grades, payscales and average savings are set out in the tabular statement below.
Grade
|
Number of Staff Redeployed
|
Salary Scale
|
Average Annual Saving Per Person
|
Services Attendant
|
1
|
€20,806 - €27,376
|
€24,000
|
Clerical Officer
|
11
|
€22,015 - €35,515 €23,177 - €37,341 (PPC*)
|
€29,700
|
Staff Officer
|
1
|
€33,070 -€43,906
|
€38,500
|
Executive Officer
|
2
|
€29,024 - €45,616
|
€37,300
|
(*Personal Pension Contribution (PPC) rates apply where officers were employed since 6th April 1995, pay class A rate PRSI and make a personal pension contribution.)
Under the Public Service Agreement 2010-2014, the Public Appointments Service operates a system of Resource Panels for the Civil Service and State Bodies to support redeployment within and between these sectors. One staff member has been redeployed to my Department from another Government Department/Agency since March 2009 through this redeployment mechanism, in order to fill a critical post which became vacant, and for which sanction was granted by the Department of Public Expenditure and Reform. This redeployment has not given rise to an increase in salary payments as it does not represent the creation of an additional post in my Department.