Dáil Éireann Debate, Wednesday - 6 May 2015
181. Deputy Terence Flanagan asked the Minister for Public Expenditure and Reform if he will address a matter (details supplied) regarding public sector contracts; and if he will make a statement on the matter. [17427/15]
View answerMy Department has overall responsibility for policy on both recruitment and the management of performance of appointees to the Civil Service. Appointments to the wider Public Service are a matter for each individual sector. The management of performance, including identifying and fostering high performers and dealing with underperformance, is a major priority under the actions included in the Civil Service Renewal Plan. Civil servants may be recruited on a permanent or temporary basis. In the case of an appointment to a permanent established position, section 5(A) of the Civil Regulation (Amendment) Act 2005 provides for completion of a one-year probationary contract. During this period, performance is subject to review by the local management to determine whether or not the officer(i) has performed in a satisfactory manner,(ii) has been satisfactory in general conduct, and(iii) is suitable from the point of view of health with particular regard to sick leave. Prior to completion of the probationary contract, a decision is made as to whether or not the officer will be retained for permanent appointment. This decision is based on the performance as assessed against the criteria set out in (i) to (iii) above. In the event that the officer is not considered suitable, notification in writing of the action to be taken will be issued to the officer prior to the expiry of the contract. Civil servants may also be employed on a temporary unestablished basis on fixed-term contracts. Fixed-term contracts are issued for a number of reasons including to meet seasonal peaks of demand and to provide cover arising from family friendly policies across the Civil and Public Service. A fixed-term contract, in the normal course, may be terminated for a number of reasons such as the arrival at a specific date, the completion of a specific task or the occurrence of a specific event. The employing Department or Office reserves the right to terminate the employment prior to the date of cessation on giving the appropriate notice set down in the Minimum Notice and Terms of Employment Acts 1973 to 2005. The employing Department or Office also reserves the right to terminate the employment for stated reasons. In the event of serious misconduct, the appointment may be terminated without notice and no remuneration or compensation is payable other than that applicable to work carried out. Also, the person appointed may terminate the appointment by giving appropriate notice.
