Written Answers Nos. 501-515
501. Deputy Brendan Griffin asked the Minister for Public Expenditure and Reform the up-to-date position in relation to the provision of a site for a playground adjacent to Ionad an Bhlascaoid, Dún Chaoin, Contae Chiarraí; and if he will make a statement on the matter. [41296/22]
View answerThe Office of Public Works remains committed to working with the local community to support a community playground. The playground will be developed under the auspices of Comharchumann Dhún Chaoin and Kerry County Council. Lands owned by the OPW adjacent to Ionad an Bhlascaoid in Dún Chaoin have been identified as suitable, subject to planning permission and funding being granted for the development.
An outline proposal for the layout of the playground has been received and work is ongoing with OPW Property Management and the Chief State Solicitors office to issue a letter to include with a planning application. The OPW remains in regular contact with Comharchumann Dhún Chaoin with a view to advancing the project. It is understood that the scheme will be eligible to apply for funding in 2023.
502. Deputy John Brady asked the Minister for Public Expenditure and Reform the status of the proposed new site location and building for Greystones Coast Guard station; the stage that matters are currently at; the estimated timeframe from commencement to completion; and if he will make a statement on the matter. [41360/22]
View answerThe Office of Public Works (OPW) has identified a suitable site at Greystones Harbour for a new Coast Guard Station and planning permission has been granted by Wicklow County Council. Greystones is the number 1 priority project for the Coast Guard and funding approval from the Department of Transport is in place.
The OPW are actively engaged with Wicklow County Council in relation to the formal transfer of the site identified for the new Coast Guard Station in Greystones. Agreement has been reached on revised boundaries and layouts of the site including parking arrangements for Coast Guard Vehicles. Formal legal documents are currently under consideration and it is expected that these will be completed in a matter of weeks.
The construction of the new facility is currently estimated at approximately 14 months from commencement to completion.
503. Deputy Holly Cairns asked the Minister for Public Expenditure and Reform the way that his Department and public bodies and agencies under his remit met their obligations under section 42 of the Irish Human Rights and Equality Commission Act 2014 in 2021, including the way that relevant policies and actions are monitored and the way that the obligation is reflected in their annual reports. [41375/22]
View answerMy Department’s Annual Report for 2021 is available on the gov.ie website and sets out a broad range of information about the Department’s activities in 2021, including the Public Sector Equality and Human Rights Duty obligations and the vehicles which the Department uses to fulfil those obligations. Given the nature of the Department’s role, it does not generally provide services directly to the general public or businesses. Nonetheless, the Public Sector Duty obligations impact on the Department’s functions in many ways. The key vehicles used by the Department in addressing this Duty are the Equality Budgeting initiative; Health and Well-being, and Training; Our Public Service (OPS) and Civil Service Renewal 2024.
The implementation of all policies led by the Department is monitored as part of the day to day work of the relevant Divisions of the Department. More specifically, the following mechanisms are used to drive and monitor the progress of each of the Department’s key actions used to address its Public Sector Duty obligations.
Equality Budgeting
Since 2018, when it was first piloted, significant work has been undertaken to develop the Equality Budgeting initiative. With an initial focus on gender, due to the availability of data, Equality Budgeting has since been expanded across multiple dimensions of equality including gender, socio-economic, disability and minority groups.
An Equality Budgeting Expert Advisory Group (EBEAG) has been established to guide the development of Equality Budgeting policy. Representing key stakeholders such as the Irish Human Rights and Equality Commission, the National Women’s Council and the National Disability Authority, this group is chaired by my Department and has met regularly since 2018.
Health and Well-being, and Training
My Department developed and launched, in 2021, a Civil Service Health and Well-being Framework, which includes guidance for Departments and Offices on creating and sustaining a fair and inclusive working environment where staff members feel valued and respected. OneLearning is currently developing a number of standalone training courses to promote equality, diversity, inclusion within the Civil Service, in addition to content across all courses where relevant. OneLearning also hosts an eLearning module ‘Equality and Human Rights in the Public Service’ on the Civil Service Learning Management System produced by the Irish Human Rights and Equality Commission (IHREC), which supports and enables staff within the Civil Service to understand and meet their obligations under the Public Sector Equality and Human Rights Duty (Public Sector Duty). My Department’s own Health and Well-being Strategy “Your PERsonal Well-being” launched in November 2020 and regular updates on the Strategy’s progress are provided to my Department’s Management Board.
Our Public Service and Civil Service Renewal 2024
My Department has responsibility for Public Service Transformation programmes for the Civil and wider Public Service. Civil Service Renewal 2030 is a ten-year strategy for the Civil Service building on three core themes – Digital First and Embedding Innovation; Evidence-Informed Policy and Services; and Workforce, Workplace and Organisation of the Future. Among the strategic priorities for the Workforce, Workplace and Organisation of the Future theme are to review and deliver organisational structures that foster greater agility and collaboration and to promote a positive inclusive workplace culture that aligns with Civil Service values and supports employee well-being. The strategic priorities of CSR2030 will be achieved through a series of three-year Action Plans, the first of which is Civil Service Renewal 2024.
The position in relation to the bodies under the aegis of my Department is set out below.
Office of Public Works (OPW)
In the performance of its functions, and in accordance with the requirements of section 42 of the Irish Human Rights and Equality Act 2014, the OPW continued in 2021 to have regard to the need to eliminate discrimination, to promote equality of opportunity and treatment, and to protect the human rights of its staff, clients and visitors. The measures used by the Office for meeting its public sector duty of care in these matters included:
- Implementation of the requirements for equality of access in accordance with the Disability Act 2005;
- Implementation of a bespoke Quality Customer Service Charter and Action Plan designed in consultation with our service users;
- Implementation of a Dignity at Work anti-bullying, harassment and sexual harassment policy for the Irish Civil Service and for State Industrial Employees working in the Civil Service;
- Implementation of best practice procedures for recruitment and selection in accordance with Employment Equality laws, to ensure that the Office acts as an equal opportunities employer; and
- Inclusion of staff representatives in collaborative discussions about policies and practices affecting them using mechanisms of Partnership, Departmental Council and Joint Industrial Council.
These measures include complaint resolution mechanisms for staff, clients and visitors. Complaints are monitored to identify any emerging issues that might require strategic action and public reporting on the part of the OPW in order to continue fulfilling its section 42 public sector duty of care. Having regard to its functions and purpose, and in the absence of any emerging issues related to human rights, inequality or discrimination, the Office of Public Works does not believe it had any specific issues requiring strategic action and associated annual reporting in 2021.
National Shared Services Office (NSSO)
The NSSO is committed to providing a service to all clients that respects human rights and the right to equal treatment and has adopted a proactive approach to implementing this duty. The Office’s approach is underlined by its core organisational values of People First, Process and Digital Innovation Next and Service Excellence Always.
The NSSO have commenced working on its ED&I workplace strategy to ensure all staff feel valued as individuals, creating an inclusive environment where everyone feels able to participate and achieve their potential, and developing an effective strategy that goes beyond legal compliance and seeks to add value to the business, contributing to enhanced employee well-being and engagement.
The NSSO is an active supporter of the WAM (Willing Able Mentoring) programme. WAM is a paid mentored work experience programme which offers graduates with disabilities six months’ work experience, with this year providing these graduates an opportunity to apply for a permanent pathway into the civil service. The NSSO has received 3 WAM Leader Award’s to date. The NSSO is also supporting the Oireachtas Work and Learn (OWL) programme which is a placement for staff with intellectual disabilities.
Public Appointments Service (PAS)
The issues that require to be addressed under section 42 of the Irish Human Rights and Equality Commission Act 2014 are covered in the PAS Equality, Diversity and Inclusion Strategy. The relevant policies and actions (including the delivery of our Equality, Diversity and Inclusion Strategy) is monitored through the Equality, Diversity and Inclusion Project Board (which has an external Chairperson). The obligation is included in the PAS Annual Report under the Equality, Diversity and Inclusion section.
Office of the Ombudsman
The Office of the Ombudsman is committed to providing a service to all clients that respects human rights and their right to equal treatment and have adopted a proactive approach to implementing this duty. In 2018, the Office established a Public Sector Duty Working Group to assess the human rights and equality issues which arise in relation to its functions, and to produce and implement an action plan. During 2018-2020, most of the phase 1 actions were completed. The key phase 2 action will be the development of a human rights based model to use in the Ombudsman’s complaints handling work. As required under the Act the office will report on developments and achievements in relation to their Public Sector Duty in the annual report.
State Laboratory
The State Laboratory does not deal with the public. The majority of its staff are recruited through the Public Appointments Service who have an Equality, Diversity and Inclusion (ED&I) Strategy which recognises their statutory obligation to implement the Public Sector Equality and Human Rights Duty set out under Section 42 of the Irish Human Rights and Equality Commission Act 2014. A small number of staff are recruited using a listed recruitment agency under license from the Commission for Public Service Appointments. The State Laboratory People and Culture Strategy addresses the obligations under the Act for staff working in the laboratory.
Office of the National Lottery Regulator (ORNL)
The ORNL has assessed the human rights and equality issues it believes to be relevant to the functions and purpose of the body and identified the policies, plans and actions in place or proposed to be put in place. The ORNL has published its Statement of Strategy 2022-2024, identifying a schedule of actions to be taken in the three-year period of the Strategy, including in fulfilment of its public body obligations under Section 42 of the Human Rights and Equality Act 2014. In addition, the published ORNL annual reports address the obligations in these matters annually.
504. Deputy Holly Cairns asked the Minister for Public Expenditure and Reform the number of State boards under the remit of his Department or its agencies; the total number of members of each board; the numbers on each board broken down according to gender; and the number of persons with a declared disability on each board in tabular form. [41393/22]
View answerEnhanced gender diversity on State Boards is a long standing commitment of Government and is also important in terms of enhancing the effectiveness of State Boards. I am strongly committed to building on the progress made in recent years in this regard.
The Deputy may be aware that in September 2020 I published an Annex to the Code of Practice for the Governance of State Bodies. The Annex deals with Gender Balance, Diversity and Inclusion. Provisions included in this Annex are specifically aimed at improving diversity on State Boards such as reducing the Board terms and facilitating greater turnover of Board members.
In addition, the annual Chairperson's comprehensive report to the relevant Minister must set out progress being made in addressing gender equality and diversity issues; where the Board stands vis-à-vis the 40% gender balance requirements; measures being taken to address where the 40% requirements are not met; and specifically measures being taken to address the situation where a Board is either all male or all female.
Most importantly each Board should carry out an annual self-assessment evaluation and this process should incorporate a detailed analysis and critical assessment of the gender, diversity and skills mix within the board, including where relevant a critical assessment of the reasons why gender balance in Board membership has not yet been achieved.
The information requested by the Deputy regarding the State Boards under the remit of my Department and the bodies under the aegis of my Department is set out below. The Deputy should note that no member of the Boards detailed below have declared a disability, given that the declaration of a disability is voluntary.
|
Number of Current Members |
Female Board Members |
Male Board Members |
|
|
Data Governance Board |
11 |
5 |
6 |
|
Bodies under the aegis |
|||
|
Public Appointments Service |
7 |
5 |
2 |
|
National Shared Services Office |
8 |
4 |
4 |
505. Deputy Richard Boyd Barrett asked the Minister for Public Expenditure and Reform the total cost of removing any remaining additional hours imposed on public sector workers as a result of the Croke Park and Haddington Road agreements; and if he will make a statement on the matter. [41429/22]
View answerAn Independent Hours Body chaired by Kieran Mulvey, former head of the Workplace Relations Commission, and comprising of employer, trade union representatives and independent members was established in early 2021 to assess issues arising in addressing the Haddington Road Hours and to make appropriate recommendations to be applied equitably across all affected grades, groups, categories and sectors. The Independent Body was tasked with reporting their findings by end 2021.
This was an important and complex piece of work as the commitment to review this issue was a key provision of Building Momentum.
The Independent Body recommended that:
- The working week will be restored to pre-Haddington Road Agreement levels in the majority of relevant civil and public service employments with effect from July 1 2022. However, standardised minimum full-time working week of 35 hours net will apply across the public service.
- Working hours for any grade will not be less than the level that applied prior to the HRA.
The Independent Hours Body report states that: "These recommendations effectively conclude any further negotiations to restore pay and other conditions of employment, either imposed by a combination of FEMPI legislative enactments, or agreed through a difficult series of overarching Public Service Agreements addressing pay, pensions, working hours and public service modernisation requirements over the last decade."
Government approved the Independent Hours Body Report last April.
The Independent Hours Body report is available on www.gov.ie.
The costs sought in this request would require detailed data on the standard working hours per week for each individual grade, in each of the relevant sectors. This data is not held in my Department.
506. Deputy Richard Boyd Barrett asked the Minister for Public Expenditure and Reform the full year cost of ensuring that every public sector worker is paid a minimum of €15 per hour; and if he will make a statement on the matter. [41430/22]
View answerA minimum of €15 per hour for a Civil Service 35 hour standard net working week equates to an annual salary of approximately €27,394.50. Based on the most recent data available, it is estimated that approximately 13% of the Civil Service earns an annualised basic salary of less than this amount.
A proportion of those currently on an annual salary of less than €27,394.50 may be receiving remuneration in excess of €15 per hour through additional premium payments in respect of shift work or atypical working hours. In addition, these salary scales benefit from normal incremental progression.
The current public service Agreement is Building Momentum - A New Public Service Agreement 2021-2022. This Agreement is weighted towards those at lower incomes with headline increases of approximately 5% for the lowest paid public servants. The Agreement provides for the following pay adjustments:
- A general round increase in annualised basic salary for all public servants of 1% or €500, whichever is greater, on 1 October 2021.
- The equivalent of a 1% increase in annualised basic salaries to be used as a Sectoral Bargaining Fund, in accordance with Chapter 2 of the Agreement, on 1 February 2022.
- A general round increase in annualised basic salaries for all public servants of 1% or €500, whichever is greater on, 1 October 2022.
These groups will also benefit more from other measures in the Agreement including the overtime rates and premia payment adjustments.
The public service information sought in this request would require detailed data on the position of staff on each salary scale across the public service and details of the standard working hours per week for each individual grade. This data is not held in my Department.
507. Deputy Richard Boyd Barrett asked the Minister for Public Expenditure and Reform the full year cost of ensuring that every public sector worker earning under €100,000 receives a pay increase of 10% in 2023; and if he will make a statement on the matter. [41431/22]
View answerThe total public service pay bill figure (inclusive of Local Authorities) for 2022 is €23.7 billion. This includes all elements of pay, including basic pay, allowances, overtime, premia, and employer PRSI. The estimated cost of a 10% pay increase for public service workers earning less than €100,000 would be approx. €2.2 billion.
508. Deputy Catherine Murphy asked the Minister for Public Expenditure and Reform his plans to develop a remuneration compensation scheme for post-2013 entrants to An Garda Síochána that will bridge the gap between their work pension and social protection-issued pension; and if he will provide an update on his work and that of his officials on policy formulation in respect of public sector pensions for the decades ahead. [41538/22]
View answerAll public service pensions are subject to ongoing monitoring by my Department. The Single Scheme is the default public service pension scheme for all new entrant public servants for the decades to come and there are no plans to review its terms.
The Single Scheme is a statutory Public Service Career-Average Defined Benefit Pension Scheme, established on 1 January 2013 under the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. The entitlements of the Single Scheme are clearly set out in law, as approved by the Oireachtas, as enacted on 28 July 2012. The Single Scheme was established to place publicly-funded retirement benefits on a more sustainable footing in the context of longer life expectancies. All new entrant members of An Garda Síochána hired after 1 January 2013 are members of the Single Scheme.
Gardaí are members of the ‘Uniformed Accrual’ Scheme cohort, where benefits build up at higher accrual rates and they are eligible for retirement benefits earlier than standard accrual members. Uniformed Accrual members also pay employee contributions at higher rates than Standard Accrual members. Terms governing Single Scheme Uniformed Accrual member groups are specified in Section 26 of the 2012 Act.
Members of An Garda Síochána who retire at the minimum Normal Retirement Age receive their retirement lump-sum and a pension payment immediately on retirement. New entrant Gardaí recruited since 1 April 2004, including Single Scheme members, have a Compulsory Retirement Age of 55, which can be extended to 60, subject to the Commissioner being satisfied of their ability to continue carrying out duties.
In the period between a Garda’s retirement and the State pension age (currently 66), they receive benefits under the Single Scheme. These benefits are separate, and in addition, to any future entitlement that they may have to the State Pension (Contributory) administered by the Department of Social Protection. Whilst gardaí and other Uniformed Accrual members do have compulsory retirement ages lower than the State Pension (Contributory) retirement age, they are still able to work in other employment in the intervening period, whilst fully accessing their Single Scheme pension benefits (subject to abatement, where applicable).
Government Policy is to facilitate longer active working lives, with the social welfare system continuing to provide a safety net for those who, for health or other reasons, are not in a position to work longer. Single Scheme pension benefits are integrated with the State Pension (Contributory) as members pay Class A PRSI.
There are no plans to develop a remuneration compensation scheme for members of An Garda Síochána, nor for any other cohort.
For members of An Garda Síochána recruited to pensionable posts prior to 1 January 2013, membership of a uniformed or “fast” accrual Final Salary Defined Benefit scheme applies. Under the terms of these schemes, a member’s normal retirement benefits are calculated on the basis of reckonable pensionable service and final annual pensionable remuneration. Pension benefits for members of An Garda Síochána recruited on or after the 6th of April 1995 are integrated with the State Pension (Contributory). Pension benefits for members of An Garda Síochána recruited before the 6th of April 1995 are not integrated with the State Pension (Contributory).
509. Deputy Richard Bruton asked the Minister for Public Expenditure and Reform if the increase paid in February 2022 under the public service pay agreement will be extended to those who have retired; and if so, if a date has been set for making the payment. [41588/22]
View answerThe previous Government approved the current pension increase policy as part of its commitments under the Public Service Stability Agreement 2018-2020 (PSSA).
Under this policy, which applied for the duration of the PSSA, pay increases granted to serving staff over the course of the PSSA were passed on to those pensions awarded under the pre-existing public service schemes where the salary on which the pension was based did not exceed the salary of serving staff with the same grade and scale point, after the pay increase had been applied. If it qualified, the pension was eligible for an increase to the extent that this would ensure alignment with the pay of serving staff.
I approved the continuation of the above pension increase policy for the period to the end of 2022. In that regard, Circular 10/2021 was issued to sanction and give guidance on the application of the policy over that period in respect of pay restoration and pay increases for serving staff under Building Momentum - A New Public Service Agreement 2021-2022. The Circular can be found in electronic form at: www.gov.ie/en/circular/e3bc7-instruction-on-the-pension-increase-policy-in-the-public-service-until-end-2022/.
I would like to draw your attention to paragraphs 9, 10, 11 and 12 of part 4 of the Circular. In particular, paragraph 10 explains how pension increase policy from 1 February 2022 may apply to sectoral bargaining agreements that have been arrived at by the relevant Department or public service body. It states the following:
"Subject to the following, the current pension increase policy may be applied to agreements made under the Sectoral Bargaining Fund process. In determining whether or not pension increases should be granted to relevant qualifying pensions as a result of any such agreement, the established principles for passing on special increases in pay to pension in payment should be considered. Amongst others, these include the requirements that pay increases must apply to all staff serving in the grades/posts concerned and must be permanent features of the pay scales".
Implementation of pension increase policy is a matter for the pension paying authorities in the relevant sectors based on the agreements made under sectoral bargaining and the application of circular 10/21.
510. Deputy Ged Nash asked the Minister for Public Expenditure and Reform further to his comments at the Oireachtas Committee on Budgetary Oversight, if he will confirm that the structure of the public pay deal that had been offered would have included a further 2.5% increase in 2022 on top of existing agreements and a similar 2.5% increase in 2023; the additional costs of that would be by year and if it would be approximately €625 million before pension entitlements; the expected costs by year; and if he will make a statement on the matter. [41637/22]
View answerThe current public service agreement, Building Momentum, is a two year Agreement and runs to the end of 2022. The Agreement provides for pay increases of 3% but is weighted towards those at lower incomes with headline increases of approximately 5% for the lowest paid public servants. Such cohorts also benefit more from other measures in the Agreement including the overtime rates and premia payment adjustments.
On 14 March last ICTU advised the Minister for Public Expenditure and Reform of their intention to seek a review of Building Momentum in accordance with Section 5.7 of the Agreement which states:
“The parties affirm that public service pay and pensions and any related issues shall not be revisited over the lifetime of this Agreement, save where the assumptions underlying this Agreement need to be revisited. In such circumstances, the parties commit to prior engagement.”
Formal talks between the parties began on Monday 13th June, facilitated by the Workplace Relations Commission. Given the confidential nature of the process it would not be appropriate to comment on the specifics relating to the talks.
511. Deputy Ged Nash asked the Minister for Public Expenditure and Reform further to Parliamentary Question No. 203 of 13 July 2022 (details supplied), the amount set aside for meeting the costs of the pay deal in 2023 as was requested in the initial question; if his attention has been drawn to the actual cost of this; if he will provide a breakdown of the cost to each Department and agency; and if he will make a statement on the matter. [41638/22]
View answerThe cost associated with existing commitments under Building Momentum in 2023 is an estimated €0.4 billion. The breakdown of funding to each Department in respect of these commitments will be determined as part of the Estimates process, as is usual.
512. Deputy Ged Nash asked the Minister for Public Expenditure and Reform further to Parliamentary Question No. 202 of 13 July 2022 (details supplied), if he will provide a breakdown of those costs and each individual measure as was requested in the initial question; if his attention has been drawn to the actual cost of each of these measures; if he will provide a breakdown by measure and the cost by Department and agency in tabular form; and if he will make a statement on the matter. [41639/22]
View answer514. Deputy Ged Nash asked the Minister for Public Expenditure and Reform the amount of the 3% set aside to meet existing levels of service costs and of the €2.2 billion assigned for this at present that relates specifically to demographic measures, excluding public pay and carryover costs; the current proposed allocation for this; if he will confirm that his Department has not carried out an analysis on the way that this additional spending for demographic pressures will be allocated at present; the methodology applied for the allocation of this spending; if he has received any proposals from other Departments seeking additional allocation of expenditure for demographics; and if he will make a statement on the matter. [41641/22]
View answerI propose to take Questions Nos. 512 and 514 together.
The 2021 Summer Economic Statement set out a different approach to previous years to providing for Existing Levels of Service (ELS) costs within the budgetary parameters each year.
Whereas previously an amount was set aside for demographics in certain departments, the cost of pay deals and the carryover of prior year Budget measures, under the approach adopted in advance of the last Budget a provision of 3% of the core current expenditure base is being made for ELS costs.
This 3% is an overall provision and the breakdown of this is not predetermined in advance of the estimates process each year. The funding requirements by each of the categories covered by the ELS provision and by each Ministerial Vote group will be decided annually as part of the budget process.
A range of factors will be considered when determining the breakdown ELS costs allocated as part of Budget 2023. This includes looking at actual demand in the current year compared to that underpinning the budgetary allocation, the potential impacts of new and existing initiatives on demand and utilisation patterns, impact of demographics on demand, specific price pressures, as well as any capacity constraints that may exist.
The associated costs of the carryover impact of current expenditure measures announced in Budget 2022 will be provided from within the overall 3% ELS provision with the actual carryover cost dependent on how the rollout of Budget 2022 measures has progressed and other factors outlined above. In terms of the demographics requirement, the pre-Budget discussions on cost estimates will be informed by the ongoing work carried out in my Department and others on demographic costs. This includes the paper published by the Irish Government Economic and Evaluation Service, ‘Budgetary Impact of Changing Demographics 2020 – 2030’ as well as ongoing sectoral analysis.
513. Deputy Ged Nash asked the Minister for Public Expenditure and Reform further to Parliamentary Question No. 204 of 13 July 2022, if he will provide details of funding (details supplied); and if he will make a statement on the matter. [41640/22]
View answerDepartmental allocations for the period 2021 – 2025 were set out in Table 4.2 of the National Development Plan 2021-2030 (NDP), which can be found on page 44 of the document. I have set out those allocations in the NDP for 2022 and 2023 in the table below, along with the existing capital allocations for 2022.
Further details of Departmental allocations are set out in the Revised Estimates for Public Services 2022 (REV), which are broken down by Vote, Programme and Subhead level and include Estimates for expenditure for Departments and relevant agencies under their aegis.
As the Deputy will note there have been some technical adjustments made to individual Departmental allocations since the publication of the NDP. These adjustments are consistent with the distribution of the Shared Island Fund, the European Regional Development Fund and the addition of approximately €6 million in capital funding from the Brexit Adjustment Reserve Fund and are reflected in the allocations set out in the REV.
In addition, the Government announced a suite of measures in February 2022 to assist with the costs of living pressures. This included the Electricity Credit to domestic account holders, which necessitated a Supplementary Estimate being brought before the Dáil in March 2022 to provide an additional €271 million for the Department of Environment, Climate and Communications (DECC), who were administrating the scheme.
DECC received a further Supplementary Estimate amounting to €110 million, which was presented to the Dáil at the beginning of July 2022. The additional funds were made available to address security of energy supply for winter 2023/24 as set out in the EirGrid, Electricity and Turf (Amendment) Bill 2022.
With regard to the 2023 allocations presented in the NDP, these allocations were set in relation to 'core' capital funding envelopes. Within the NDP (table below), there are sectoral allocations identified for core funding. However, there were also opportunities to draw further funding from additional sources such as the European Regional Development Fund, the Shared Island Fund, the NDP Annual Priority Reserve, the Brexit Adjustment Reserve etc. If Departments are successful in their bids for these additional funds, their final allocations would be clarified throughout the Estimates process and finalised in the Revised Estimates Volume for that given year.
I am in the process of working with all Departments and Offices over the coming weeks to finalise the funding available at a Departmental level and to ensure that the Budget Estimates for next year are settled within the parameters agreed by Government in the SES. Budget settlements will be guided by the goals of the Programme for Government commitment to return the public finances to a more sustainable position, while addressing our infrastructure challenges, continuing to enhance our public services and social supports, and supporting a balanced recovery from the pandemic.
|
2022 NDP Allocations |
2022 Allocations |
2023 NDP Allocations |
|
|
Agriculture, Food and the Marine |
281 |
317 |
284 |
|
Children, Equality, Disability, Integration and Youth |
33 |
33 |
40 |
|
Defence |
141 |
141 |
141 |
|
Education |
792 |
792 |
860 |
|
Enterprise, Trade and Employment |
523 |
545 |
558 |
|
Environment, Climate and Communications |
700 |
1,081 |
850 |
|
Finance |
22 |
22 |
22 |
|
Foreign Affairs |
25 |
25 |
25 |
|
Further and Higher Education, Research, Innovation and Science |
538 |
552 |
579 |
|
Health |
1,010 |
1,060 |
1,127 |
|
Housing, Local Government and Heritage |
3,400 |
3,410 |
3,516 |
|
Justice |
270 |
270 |
272 |
|
Office of Public Works |
270 |
270 |
270 |
|
Public Expenditure and Reform (less OPW) |
33 |
37 |
30 |
|
Rural & Community Development |
192 |
192 |
196 |
|
Social Protection |
16 |
16 |
16 |
|
Tourism, Culture, Arts, Gaeltacht, Sport and Media |
202 |
202 |
206 |
|
Transport |
2,547 |
2,547 |
2,614 |
|
Shared Island Fund |
50 |
N/A |
100 |
|
European Regional Development Fund |
70 |
N/A |
100 |
|
Annual Priority Reserve |
- |
- |
51 |
|
Government Expenditure Ceiling |
11,115 |
11,513 |
11,857 |
**Rounding effects
515. Deputy Ged Nash asked the Minister for Public Expenditure and Reform further to Parliamentary Question No. 206 of 13 July 2022, if he will confirm that budget 2022 announced €500 million of the Brexit adjustment reserve; if he will confirm that the table provided with that reply showing a total allocation of €54.3 million to date across four Departments is the only allocated expenditure to date from the amount allocated as per the €54 million in the revised estimates; the intended purpose of the remaining €446 million; if there will be a further €600 million in 2023 for allocation; the other allocations, if any, that have occurred; when he intends to announced further allocations; and if he will make a statement on the matter. [41642/22]
View answerThe EU’s Brexit Adjustment Reserve (BAR) of €5.4 billion provides support to counter the adverse economic, social, territorial and, environmental consequences of the withdrawal of the UK from the European Union (EU). Ireland’s allocation is €1.165 billion over the reference period – 1 January 2020 to 31 December 2023.
Funding under the BAR will be allocated to affected sectors in tranches. These allocations will be made across 2022 and 2023 in the Budget, Revised Estimates, or Supplementary Estimates, as appropriate. In Budget 2022, it was assumed that €500 million of the overall BAR allocation will be made available in 2022, with the remainder available in 2023. Initial allocations of €54m were included in the Revised Estimates.
Initial allocations were made in REV 2022 in respect of new BAR funded measures.
|
Departments |
- |
Amount |
|
DFHERIS |
Skillnet Digital Skills Programme and Erasmus after Brexit initiatives |
€14.5m |
|
OPW |
Infrastructure for checks and controls at Rosslare Europort |
€1.8m |
|
DAFM |
Initial funding for fisheries and horticulture measures |
€33 m |
|
DETE |
Variety of schemes, including customs readiness, to support business impacted by Brexit |
€5m |
Further allocations will be made as the impacts of Brexit are worked through, including by means of supplementary estimates as required. Work is continuing across Government, with all Departments examining measures that need to be taken. The Minister for Agriculture, Food and the Marine is progressing the implementation of a range of schemes to address the financial impacts of Brexit across the agri-food sector. This includes schemes for the fisheries sector involving Brexit Adjustment Reserve support of up to € 143 million. State Aid approval is anticipated for further schemes. Work is also under way on the development of additional inspection facilities at Rosslare Europort.
In addition work is underway with between D/PER and D/AFM in relation a number of schemes across the wider food sector.
