Jim Higgins
Ceist:153 Mr. J. Higgins asked the Minister for Education the steps, if any, she has taken to resolve the industrial relations dispute in her Department arising from the non-filling of vacancies.
Written Answers. - Industrial Relations Dispute.
The industrial relations dispute is not about the non-filling of vacancies. The industrial action which is being taken by staff who are members of the Civil and Public Services Union in my Department's offices in Athlone concern promotion policy.
In the case of some recent promotions, staff who were very senior and who were regarded as best qualified for the posts in question were promoted. A few members of staff, while relatively more senior, were not deemed to be as well qualified for promotion when all the relevant factors were taken into account.
The union sought to have promotions confined to the most senior officers once a minimum level of suitability had been attained and has taken industrial action in support of this position.
The industrial action involves a complete ban on overtime, a work to rule, not carrying out any new or changed work practices, telephone inquiries not being dealt with, blacking of work proper to vacant posts and a refusal to co-operate with temporary staff recruited each year in Examinations Branch.
The most immediate impact of the action is that most telephone inquiries are not being dealt with; inquirers must write in. The action is compounding difficulties in getting capitation grants out to schools on time and in the payment of Programme for Economic and Social Progress arrears in respect of certain school staff.
Difficulties will shortly arise on the examinations front in regard to practical and oral examinations due to commence on 28 February 1994.
My view is that the best qualified person should be promoted on all occasions. The factors taken into account in making promotions include seniority, job performance, potential, and personnel record. Job experience, as reflected by seniority is obviously a very important criterion but it should not outweigh the need to select the most suitable individual for the post. In any modern organisation, factors such as job performance and potential are clearly very important. Due weight is always given to seniority in making promotions in my Department.
There have been meetings and correspondence with union representatives on the issue involved. My Department is prepared to discuss with the union any concerns it may have relating to the equity and transparency of the promotion procedures. My Department has also clarified its viewpoint to the staff concerned. Furthermore, proposals have been put forward to develop and improve the promotion system generally. Agreement on these matters has yet to be reached.