Full details to be announced in autumn after consultation with key stakeholders
The Minister for Public Expenditure and Reform, Paschal Donohoe T.D., today (Tuesday) received Government approval for the establishment of a Public Service Pay Commission. In order to ensure that all stakeholders’ views are taken into consideration, he intends to conduct a short public consultation over the coming weeks about the role and methodology of the Commission.
The establishment of a Public Service Pay Commission to examine pay levels across the public service is a commitment in the Programme for Partnership Government.
Minister Donohoe stressed that the new Commission would be advisory in nature: ‘It is vital that the Government retains the ability to negotiate directly with its employees. In no sense will the Commission duplicate the work of the State’s existing industrial relations bodies, the Workplace Relations Commission and the Labour Court. Rather, its role will be to provide authoritative and evidence-based analysis on pay matters to assist officials in discharging their negotiation function. It remains the role of my Department to ensure, on behalf of Government, sensible management of future public service pay costs. I have no doubt that this Commission will be a major asset in that vital work’.
It is intended that the members of the Commission will be appointed though the Stateboards.ie system.
The Minister for Public Expenditure and Reform will revert to Government with more detailed proposals in early autumn, following a consultation process with key stakeholders. This is required under the terms of the Lansdowne Road Agreement.
ENDS
Notes to Editors:
The Pay Commission will consider such other remuneration matters as it may be asked to consider by the Minister for Public Expenditure and Reform from time to time, including:
(1) Providing objective analysis on the appropriate pay levels for identifiable groups within the public sector;
(2) Comparing appropriate rates for identifiable groups with prevailing private sector/market rates. This should have regard to evidence on recruitment and retention trends in respect of each group;
(3) Comparing appropriate rates for identifiable groups within the public service with their equivalents in other jurisdictions, particularly where internationally traded skillsets are required, having due regard to differences in living costs;
(4) Providing objective analysis on the appropriate pay levels for officeholders’ pay and pensions.