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Promotion and Recruitment

What are the arrangements at present in relation to promotion?

Decentralising posts are filled by staff from the following categories of applicants, in the sequence below. A summary of the position in

relation to promotion arrangements is below. The position on the treatment of each of the other categories is elsewhere on this website. 

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Sequence

Category of Applicant

1.

“Agriculture Surplus” staff

2.

CAF Applicants who registered a first preference interest in a particular location before 7th September 2004 (First Preference, Priority Applicants). Staff within this category are ranked as follows:

  • Staff currently serving in the post being decentralised
  • Staff serving at the same grade in the same organisation
  • For CO and SO level, staff on existing transfer lists
  • Staff serving in the same or equivalent grade
  • Staff serving in other grades at corresponding levels

3.

Priority CAF Applicants who indicated a preference in a particular location on the CAF following a “two to ten trawl”. Staff within this category are ranked as follows:

  • Staff currently serving in the posts being decentralised
  • Staff serving at the same grade in the same organisation
  • For CO and SO level, staff on existing transfer lists
  • Staff serving in the same or equivalent grade
  • Staff serving in other grades at corresponding levels

4.

In respect of EO and CO posts, Priority CAF Applications from Higher Tax Officers and Tax Officers respectively.  

5.

CAF Applicants who registered a first preference interest in a particular location after 7th September 2004 (Post Priority Applicants).  

6.

Staff “Acting up” for 2 years or more.

7.

Promotees.

[Protocol for the Transfer of Staff: Para 2.2.12; Personnel Officers Guide Chapters 3 and 4]

 

Across the public service, recruitment and promotion practices generally are being managed in a way which facilitates the achievement of the Decentralisation Programme in an efficient manner. The text of the general promotion agreement reached with the civil service unions is below and is summarised briefly in the paragraphs following. 

Internal Promotions

Prior to the introduction of the Moratorium where an organisation is moving in full, all internal promotions included a decentralisation condition in the 52-week period prior to the move. Where an organisation is moving in part, 50% of all internal promotions included a decentralisation condition in the 52-week period prior to the move taking place. These arrangements allow for a proportion of all promotions arising in Civil Service general service posts in the normal course to have a decentralisation condition. [C&A letter: 29th July 2005]

 

Interdepartmental promotions

Prior to the introduction of the Moratorium, agreement was reached with the Civil Service unions representing general service staff that all interdepartmental promotions will be made on the basis of the appointee agreeing to move to a post in a decentralising unit, Department or Office.

Department of Finance – DecentralisationPaper

on General Service Grades Promotion [January 2006]

 

Introduction

 

1.           During the Implementation Phase of the Decentralisation Programme, civil service promotion arrangements must meet the following objectives: these arrangements must ensure that

  • decentralising Departments, offices and business units have built up a sufficient number of trained staff able to work in the new locations with minimum disruption to service levels;
  • staff opting to remain in Dublin are re-deployed as quickly and efficiently as possible;
  • the morale and productivity of staff is secured by maintaining appropriate promotion opportunities in Dublin; and
  • the procedures allow departmental management to discharge its core functions.

 2.           Every effort will be made by Departments to expedite the transfer of staff to decentralising functions in the first instance. Where staff who do not wish to relocate cannot be accommodated in their current department, it will be a matter for that department to ensure that such staff are given the option to transfer to a Dublin based post in another department not later than 52 weeks in advance of the scheduled relocation. It is understood that in such cases while formal transfer will take place on an officer exercising the option to transfer, actual transfer may be deferred on an agreed basis between the Departments concerned.

 

Director posts

 3           In the case of Director level posts, decisions on whether an undertaking to decentralise will be required will be made by Departmental managements.

  

OTHER POSTS

Future promotion arrangements

4.           In the light of the principles listed above, it is agreed as follows:

 

Inter-Departmental promotions

5.           The ratios of non-recruitment posts to be filled by inter-departmental competition will be as already agreed; that is, 40% of promotion posts, rising to 50% with effect from 1 January 2007 in accordance with the terms of Sustaining Progress.

6.           With effect from 1 June 2005, all appointments from inter-departmental panels will be made on the basis of the appointee making a commitment in writing to move to a post in a decentralising unit or existing provincial office. The details of how this will work in practice are set out in paragraph 7 below.

 7.           Where a promotion is due to be made from an inter-departmental panel 

(i) in a Department which is short of the required number of person(s) to fill the necessary number of decentralising post(s) in that grade, or which is short of the required number of person(s) to fill the vacancy(ies) in that grade in existing provincial office(s) arising from staff moving under the CAF, that vacancy will be filled

 (a) in the first instance by an applicant under the CAF in the same grade for the relevant location, in which case the resultant vacancy in that applicant’s Department will be filled from the inter-departmental panel in accordance with the above section; or

 (b) if there is no such applicant, by promotion from the panel on the basis of a commitment to relocate to the relevant location;

 (ii) in any other Department, by the transfer from another Department of an officer in the same grade who has to move to another Department in order to remain in Dublin; the resultant vacancy in that officer’s Department will be filled from the inter-departmental panel in accordance with the above section.

 

Internal promotions: General

8.           With effect from 1 June 2005, internal promotions will continue to be made according to the local promotion arrangements in place within each Department, except that, 

(i) in a Department which is decentralising in its entirety, from 52 weeks before decentralisation is due to take place, all promotions in the Department concerned will be made on the basis of a written commitment by promotees to relocate with that Department; 

(ii) in a Department which is decentralising in part, from 52 weeks before a decentralisation move is due to take place, one half of all promotions in the Department concerned will be made on the basis of a written commitment by promotees to relocate with that Department;  

[iii] where it does not prove possible to make a suitable internal promotion subject to the conditions at [i] and [ii] above, an appointment will be made from the relevant inter-departmental panel subject to the condition that the candidate agrees to relocate. This will create a future debt to internal promotions; and  

[iv]  where Departments are due to decentralise in phases it is envisaged that the above arrangements at [i] to [iii] will apply.  In certain circumstances, it may be necessary to consider specific arrangements in the light of the pace of decentralisation and the local needs of individual Departments. Any such arrangements will be discussed between the Department of Finance, the relevant Department and the Staff Side. These discussions will examine whether the timing or proportions set out in the above arrangements require any adjustment in the light of the scale of business units relocating and the scheduling of the particular phases.

  1. In each case, these arrangements will apply until all of the Department’s decentralisation requirements in the relevant grade are met, at which point internal promotions will only require written commitments to relocate where the post concerned is itself due to decentralise.
  2. The date for triggering the above 52 week periods will be agreed centrally at the General Council Sub-Committee on Decentralisation on foot of information from OPW on the progress of the building programme for each location.

 

 

Internal promotions: Staff Officer and Executive Officer

11    [i] Promotions to Staff Officer and Executive Officer posts which are required to support the Decentralisation programme will be opened to all staff service-wide who are eligible for promotion to these posts. Selection will be by means of special interdepartmental competitions which will be organised on a regional basis;

[ii] further discussions will take place with the Staff Side in the event that shortfalls at EO and SO grades arise in decentralising locations that would require additional measures to be agreed;

 

Monitoring and Review

12.         All of the above arrangements will be subject to a regular ongoing review – from the commencement of these arrangements - to ensure that sufficient progress is being made towards the early implementation of the Decentralisation programme. This agreement will be formally reviewed before 1 March 2007 with a view to determining arrangements for the next phase of decentralisation. A review of these arrangements can be undertaken before this date to deal with issues which may arise for particular grades in particular locations.

 

Professional and technical grades 

13.         These arrangements relate only to general service and related grades, a parallel agreement in respect of professional and technical grades is currently being negotiated.