I wish to inform the Deputy that with regard to vacancies in the Department of Finance, the Department is committed to the Civil Service Workforce Planning process and has a robust Recruitment and Selection policy which feeds into an ongoing Resource Review conducted and directed by the Executive Board. This process identifies on a case by case basis, both current and upcoming resource requirements in the Department and the best method to fill each vacancy. The timescale for filling vacancies from open or interdepartmental competitions varies and is dependent on the availability of panels from the Public Appointments Service (PAS). The absence of a PAS panel will generally delay the filling of a vacancy. Internally run competitions in the Department generally have a quicker turnaround time. To date in 2018 38 new staff have joined the Department and we currently have 12 vacancies as follows: 7 Administrative Officers, 3 Executive Officers and 2 Clerical Officers. We are expecting to receive candidates from PAS to fill the Executive Officer and Clerical Officer vacancies over the next few months. PAS have advised that they expect to advertise an Administrative Officer Competition in September and it is envisaged that we will receive candidates from that Competition in early 2019.
There are seventeen bodies under the remit of my Department, 4 of which of which have no existing vacancies. These are the Disabled Drivers Medical Board of Appeal, the Credit Review Office, the Social Finance Foundation and the Tax Appeals Commission.
The Credit Union Advisory Committee and the Irish Financial Services Appeals Tribunal do not directly employ any staff. The Credit Union Restructuring Board no longer has any staff as its administrative function has been completed and legislation is in progress to dissolve this body. The Irish Bank Resolution Corporation is being wound down and has no staff.
It was not possible for 3 bodies (National Asset Management Agency, National Treasury Management Agency and Strategic Banking Corporation of Ireland) to respond to this information request in the time available and I will make arrangements to provide a response in line with Standing Orders.
The remaining 6 bodies have provided the information sought and this is set out in the table.
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Body
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The number of unfilled vacancies
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The time these vacancies have been open from when the roles were first advertised to date for each vacancy or group of vacancies
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Comptroller and Audit General
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4 vacancies at end June 2018
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Office increased complement to 174 in 2018 (164 in 2017). Competitions to fill vacancies are underway –
Auditor competition – candidates being assigned at present
Senior Auditor competition – shortlisting undertaken in July 2018
Competition for Trainee Auditor (graduate) positions will advertise in September 2018 to establish a panel of candidates
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Central Bank
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The Central Bank currently has 160 open vacancies across the Bank at varying stages of the process.
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The current average time to hire for open roles is 8 weeks
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Financial Services and Pensions Ombudsman
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N/A - A Workforce Management Plan will be developed in the coming weeks to support the FSPO’s operational and service delivery requirements to meet the goals of the 2018-2021 Strategic Plan. The Workforce Management Plan will inform decisions about resourcing needs, future recruitment strategies, need to source external expertise and staff development and learning plans.
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The Office of the Financial Services and Pensions Ombudsman (FSPO) was established on 01 January 2018, and is governed by the provisions of the Financial Services and Pensions Ombudsman Act 2017 (“the Act”). The FSPO incorporates the statutory functions of the former offices of both the Financial Services Ombudsman and the Pensions Ombudsman. Section 35(1) of the Act sets out the arrangements for staff of the Financial Services Ombudsman’s Bureau to transfer to the FSPO on 01 January 2018, and Section 35(4) sets out the arrangements for staff of the Pensions Ombudsman to work with the FSPO on secondment for a period of 2 years.
The FSPO this month launched its Strategic Plan for 2018 – 2021. Arising from this Strategic Plan, a Workforce Management Plan will be developed in the coming weeks to support the FSPO’s operational and service delivery requirements to meet the goals of the 2018-2021 Strategic Plan. The Workforce Management Plan will inform decisions about resourcing needs, future recruitment strategies, need to source external expertise and staff development and learning plans.
The FSPO is currently undertaking competitions to establish panels from which future vacancies will be filled at Executive Officer, Higher Executive Officer and Assistant Principal levels. The Financial Services and Pensions Ombudsman runs its recruitment campaigns in compliance with the Codes of Practice for Appointment to Positions in the Civil Service and Public Service prepared by the Commission for Public Service Appointments (CPSA).
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Investor Compensation Company DAC
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Vacancies captured in Central Bank of Ireland numbers
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In line with Central Bank of Ireland
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Irish Fiscal Advisory Council
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1
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Advertised 19th July 2018
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Office of the Revenue Commissioners
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75
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Revenue’s Vote for 2018 provides for a wholetime equivalent (WTE) staffing compliment of 6,114. Revenue currently has 6,039 WTE serving permanent staff and 75 vacancies that are in the process of being filled.
Revenue has appointed over 340 staff from open and interdepartmental competitions in 2018 to date. Based on current and projected staffing needs Revenue plans to recruit a further 250 new staff in 2018, across a range of grades and areas including Tax, Accounting, Transfer Pricing, Economics, Law, Data Analytics, Information Technology, and Audit. Revenue is currently recruiting at all levels.
In addition to recruitment from the Public Appointment Service advertised competitions, Revenue has advertised seven open competitions so far this year. These included three competitions for roles as Solicitor, District Manager and International Tax at Principal level. These three Principal level competitions have been completed and vacancies have been filled. Revenue is currently running open competitions to recruit at Assistant Principal level for tax specialists; and will shortly advertise competitions for Administrative Officers for Audit & Compliance, Analytics and for Information and Communications Technology.
Revenue fills critical posts based on business requirements across all grades and functional areas. Revenue undertakes workforce planning and recruitment as an iterative process. Recruitment plans are currently in place to fill all critical posts taking on board projected retirements and business requirements.
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