Vol. 525 No. 1
29 Mr. O'Shea asked the Minister for Finance the number of tax inspectors at senior or higher grade level who have left the Revenue Commissioners in each of the past three years; his views on whether this reflects a low level of morale among senior staff; the steps he is taking to deal with this problem; and if he will make a statement on the matter. [23476/00]
The following table sets out the number of tax inspectors at senior and higher grade level who have resigned from Revenue in each of the last three years, and this year to date. Separately the number of staff in these grades who have retired or died in this period is shown.
I am advised by the Revenue Commissioners that there have been no resignations at senior inspector level in the period in question. The resignations at higher grade inspector level amounting to seven in almost four years is a very small proportion of the 208 serving in this grade. A certain level of loss of trained taxes staff is unavoidable in view of the demand for these skills in the private sector. Loss of trained staff is a feature of life in other tax administrations, in other Departments and in business generally.
Considering the low turnover rate, the Revenue Commissioners are satisfied that the numbers leaving in this period do not reflect a low level of morale among senior staff. All those leaving have been replaced.
|
1997 |
1998 |
1999 |
2000 to date |
|
|
Retired |
1 |
3 |
– |
1 |
|
Died |
– |
– |
1 |
– |
|
Resigned |
– |
– |
– |
– |
|
Total |
1 |
3 |
1 |
1 |
|
1997 |
1998 |
1999 |
2000 to date |
|
|
Retired |
– |
– |
5 |
1 |
|
Died |
– |
1 |
– |
– |
|
Career Break |
– |
1 |
– |
– |
|
Resigned |
1 |
1 |
2 |
3 |
|
Total |
1 |
3 |
7 |
4 |
30 Mr. Finucane asked the Minister for Finance the steps he will take to fill the staff vacancies which exist in Departments; and if he will make a statement on the matter. [23635/00]
The current tight labour market, with an increased number and variety of opportunities available for those seeking employment, has undoubtedly impacted on the number of applicants for positions in the Civil Service. Notwithstanding this, I am satisfied that the vacancies situation in the civil service, while not perfect, does not represent anything approaching a crisis. The Civil Service Commission is responding to market challenges, and has eliminated past shortfalls in the supply of clerical officers to Departments. This means that the great majority of demands addressed to the commission by Departments for clerical staff will be satisfied in the very short term.
At executive officer and administrative officer level, and also in certain professional-technical grades, significant additional demands for new recruits have arisen recently from Departments for which new posts have been approved. The commission has responded to these demands by accelerating the throughput of candidates from competitions already under way, and, where appropriate, holding new competitions. New open recruitment competitions at executive officer and administrative officer levels are expected to be announced within the next few weeks.
The starting pay of the two main general service recruitment grades has recently been revised to £12,667 for clerical officers and, depending on age, between £15,536 and £17,880 for executive officers. I consider these figures reasonable, but my Department will monitor their effect on recruitment and retention.
