Brendan Howlin
Ceist:68 Mr. Howlin asked the Minister for Finance if he will make a statement in relation to the introduction of performance related pay in the public service. [5585/98]
Written Answers - Public Service Pay.
Performance related pay systems are currently in place in two areas of the public service. In the Civil Service, a bonus scheme applies to assistant secretaries and some departmental and professional post-holders at that level. A bonus scheme is also a feature of the remuneration of some senior managers and chief executives in a number of non-commercial State bodies. The introduction of these schemes followed from the recommendations in report No. 35 of the Review Body on Higher Remuneration in the Public Sector.
The review body has made further recommendations on performance related pay in report No. 37, which was published in March 1997. The report recommends an enhancement of the bonus scheme for assistant secretaries and that the feasibility of extending bonus arrangements to other grades at assistant secretary and deputy secretary levels in the Civil Service be examined. The report also recommends the introduction of performance related pay schemes for local authority managers and assistant managers, and for health board chief executives, and further extension of bonus arrangements in the non-commercial State body area.
No decision has been taken by the Government in relation to implementation of the recommendations contained in report No. 37. The question of implementation is, however, being kept under review by the Government.
I should also mention that, as part of the strategic management initiative, a system of performance management is currently being designed and developed in order to underpin the achievement of objectives set out in the day-to-day work programmes for staff at all levels in each Department and, thereby, to promote a high performance, results-oriented Civil Service. Issues relating to recognition of, and reward for, good performance, including performance related pay, will arise for consideration as a corollary to the introduction of a performance management system.