Dáil Éireann Debate, Thursday - 16 June 2022
147. Deputy Richard Boyd Barrett asked the Minister for Public Expenditure and Reform his plans to address the recruitment and retention crisis across the public sector; and if he will make a statement on the matter. [31315/22]
Amharc ar fhreagraThe subject of overall recruitment and retention in the public service was examined by the Public Service Pay Commission in their first report in May 2017. After a comprehensive investigation, the Commission found that "In general, evidence suggests that there are not significant recruitment difficulties to the various large scale public service vocational streams. However, there are problems in the case of some specific and specialist groups across the public service." Particular challenges were examined by subsequent modules of the Pay Commission and considered by Government.
I would also highlight the growth in public service numbers since the end of 2013. Since 2013, an additional 73,917 public servants have been recruited to meet demands for enhanced public service delivery in front-line services. These include 10,006 teachers, 7,502 Special Needs Assistants, 3,319 Health and Social Care Professionals, 8,572 nurses and 3,835 medical and dentistry staff.
The number of people working in the public service, including staff not directly funded through the Exchequer, stood at 365,893 in full- time equivalent terms (FTEs) at end-2021 according to the most recent data available to my Department. The Revised Estimates Volume included an estimate for end-2022 public service numbers of 384,754 (FTE), an increase of 18,861 FTE (5.15%) over end-2021 actual public service numbers of 365,893.
In the case of recruitment to the civil service, for which I have policy responsibility, the Civil Service 2024 Renewal Action Plan sets out actions to ensure that the civil service is as an employer of choice with a range of initiatives under the Workforce, Workplace and Organisation of the Future themes to help further attract, develop and retain a diverse civil service that delivers for our citizens.
Public service pay has been governed by a system of collective agreements since the Croke Park Agreement was negotiated in 2010 which have helped to ensure that public pay is managed in a sustainable, affordable and orderly manner. These agreements have also enabled significant reform of public services and changes to work practices while minimising industrial unrest.
The current public service agreement is Building Momentum - A New Public Service Agreement 2021-2022. This Agreement, which is due to expire at the end of 2022, is weighted towards those at lower incomes with headline increases of approximately 5% for the lowest paid public servants. It also includes the equivalent of a 1% increase in annualised basic salaries to be used as a Sectoral Bargaining Fund. As the Deputy will be aware, exploratory discussions have taken place between the parties to the Agreement following the triggering of the review clause in Building Momentum by public service unions and associations due to the increasing cost in living. These discussions have now moved to formal phase of discussions which are being facilitated by the Workplace Relations Commissions.
While the current inflationary impacts on all workers is acknowledged, the public service is a good employer offering competitive terms and conditions to attract and retain staff including flexible working arrangements, decent pension provision, fair wages that increase over time and secure employment.
