The following table shows the staffing levels in my Department at 31 December for each year requested. The increase in staffing in 2011 and 2012 is primarily as a result of the integration of staff and functions from the former FAS and the Community Welfare Service of the HSE.
|
Year
|
Posts
|
People
|
|
2011
|
5,965.57
|
6394
|
|
2012
|
6,732.34
|
7154
|
|
2013
|
6,569.86
|
6997
|
|
2014
|
6,555.20
|
6962
|
|
2015
|
6,497.79
|
6898
|
|
2016
|
6,436.37
|
6823
|
The following table provides a breakdown of current posts and staffing numbers by county as of 1 May 2017.
|
County
|
Posts
|
Staff
|
|
Carlow
|
56.30
|
60
|
|
Cavan
|
51.24
|
57
|
|
Clare
|
85.88
|
92
|
|
Cork
|
388.49
|
418
|
|
Donegal
|
484.40
|
510
|
|
Dublin
|
2183.20
|
2320
|
|
Galway
|
196.71
|
209
|
|
Kerry
|
144.87
|
155
|
|
Kildare
|
94.24
|
98
|
|
Kilkenny
|
62.20
|
66
|
|
Laois
|
36.76
|
39
|
|
Leitrim
|
208.42
|
218
|
|
Limerick
|
201.13
|
205
|
|
Longford
|
430.62
|
449
|
|
Louth
|
241.51
|
263
|
|
Mayo
|
121.22
|
128
|
|
Meath
|
59.60
|
61
|
|
Monaghan
|
46.83
|
50
|
|
Offaly
|
77.06
|
80
|
|
Roscommon
|
86.16
|
93
|
|
Sligo
|
564.57
|
606
|
|
Tipperary
|
112.80
|
118
|
|
Waterford
|
166.62
|
180
|
|
Westmeath
|
103.80
|
114
|
|
Wexford
|
92.70
|
98
|
|
Wicklow
|
84.75
|
88
|
|
Grand Total
|
6382.09
|
6775
|
My Department, like all Government departments and agencies, is required to operate within a staff ceiling figure and a commensurate administrative budget which for this Department has involved reductions in staff numbers. It is in that context and on the basis of business needs that critical posts are filled. At any given time the most critical posts can change depending on business needs and on opportunities that arise to restructure or rationalise posts. It is therefore not possible to provide a list of vacancies.
The staffing needs for all areas within the Department are continuously reviewed, taking account of workloads, management priorities and the ongoing need to respond to new and increasing demands in a wide range of services. This is to ensure that the best use is made of all available resources with a view to providing an efficient service to those who rely on the schemes operated by the Department. This is managed through a programme of Workforce Planning to include training & development and internal redeployment of staff.
