Written Answers. - Civil Service Staff.
Jan O'Sullivan
Ceist:
119
Ms O'Sullivan
asked the
Minister for Finance
the Departments within the Civil Service which have failed to reach the three per cent quota for the employment of people with disabilities; the grades of those with disabilities within the Civil Service; the level of disability of those employed; and if he will make a statement on the matter.
[20919/99]
As of 1 April 1999 there were 743 people with disabilities employed in the Civil Service, representing 2.7 per cent of the total staff. The following tabular statement shows the percentage of staff with a disability by Department. My officials are currently in the process of gathering the figures for 1 October, 1999.
The fact that the numbers of people with disabilities has dropped below the target of 3 per cent continues to be a cause of concern. The heads of each Government Department and office have been made fully aware of the importance of reaching and maintaining the 3 per cent quota.
The Civil Service Commission recently announced an open recruitment competition for clerical officers for people who are registered with, or entitled to be registered with, the National Rehabilitation Board as having a disability. A panel of suitably qualified people will be established through this competition. Applicants will be facilitated by the provision of enlarged scripts, braille and audio test material, interpreters for interviews, and wheelchair access to test and interview locations. As soon as a panel of qualified candidates becomes available for appointment, each head of Department will be encouraged to draw from that panel when recruiting clerical officers.
The figure of 3 per cent relates to the Civil Service as a whole. It is not always possible to ensure that each Department individually fulfils the 3 per cent quota at all time. For example, the regular and ongoing movement of staff between Departments may impact on the quota at any given time. In addition, a number of positions across the Civil Service may not be suited to those with certain types of disabilities. For practical reasons, therefore, in monitoring the number of disabled staff, the aim at present is to achieve an overall quota of 3 per cent.
Because of the personal, confidential nature of the information regarding the grades in which people with disabilities are serving, such information is not held centrally. Even if it were, I would be reluctant to publish details by grade, in view of the sensitivity of the data, especially where, in the case of grades with a small number of staff, the information would result in the personal identification of staff with a disability. With regard to the level of disability of those employed, any person to whom the definition used in the code of practice for the employment of people with disabilities in the Civil Service applies may be employed. This definition is as follows:
In the context of employment a disabled person is a person with a physical, sensory or psychological impairment which may have a tangible impact on their functional capability to do a particular job or have an impact on their ability to function in a particular physical environment or lead to a discrimination in obtaining or keeping employment of a kind for which they would otherwise be suited.
The Civil Service, as an employer, is committed to a policy of equal opportunity, which includes ensuring that people with disabilities who are capable of effective performance in the jobs to which they aspire are not disadvantaged by reason of having a disability.
Since 1994 a code of practice for the employment of people with disabilities in the Civil Service has been in place. The code of practice covers issues such as recruitment, reception and integration into the workplace, career development, accommodation, equipment, safety and evacuation procedures. The implementation of the code of practice is monitored by a committee representative of staff and management. In addition, in the context of the Strategic Management Initiative in the Civil Service, equality issues, including issues relating to the employment of people with disabilities, are being examined by a committee set up specifically for this purpose.
Percentage of staff with disabilities in the Civil Service, as of 1 April 1999, shown by Department
Department/Office
|
Numbers serving(i)
|
% of staff with disability
|
|
|
%
|
Agriculture, Food and Rural Development
|
4,271
|
2.1
|
Arts, Heritage, Gaeltacht and the Islands
|
641
|
3.1
|
Central Statistics Office
|
520
|
5.4
|
Chief State Solicitor's Office
|
220
|
0.5
|
Civil Service Commissioin
|
137
|
2.2
|
Comptroller and Auditor General's Office
|
133
|
1.5
|
Defence
|
458
|
4.8
|
Education and Science
|
989
|
2.9
|
Enterprise, Trade and Employment
|
960
|
4.0
|
Environment and Local Government
|
843
|
3.4
|
Finance
|
540
|
3.5
|
Foreign Affairs
|
841
|
2.6
|
Health and Children
|
457
|
2.8
|
Houses of the Oireachtas
|
266
|
1.9
|
Justice, Equality and Law Reform Group
|
3,355
|
2.4
|
Marine and Natural Resources
|
418
|
4.5
|
Office of Public Works
|
539
|
3.3
|
Ordnance Survey
|
256
|
1.6
|
Public Enterprise
|
623
|
2.4
|
Revenue Commissioners
|
6,329
|
2.3
|
Social, Community and Family Affairs
|
4,402
|
3.0
|
Taoiseach
|
171
|
1.2
|
Tourism, Sport and Recreation
|
126
|
0.8
|
Valuation Office
|
133
|
3.8
|
Offices with less than 100 staff (ii)
|
253
|
1.6
|
Overall Total
|
27,881
|
2.7
|
(i) By reference to number of people employed, not number of posts; excludes staff in the National Gallery, in the Prison Service and staff in the Department of Foreign Affairs who are either temporary clerical staff or are recruited locally outside Ireland.
(ii) Includes the Offices of the Attorney General, the Director of Public Prosecutions, and the Ombudsman, the President's Establishment and the State Laboratory.