By the time the agreement expires, more than 90% of civil servants and civil servants will earn as much or more than they did when wage cuts were introduced in 2010 and (for the best incomes) in 2013. Almost a quarter (low wages) have been completely removed from the so-called “pension levy”, introduced in 2009. The rest will be reduced, the rest being converted into a “supplementary pension contribution”. Although these low-quality fares (which are worth 10% less at each scale) were removed at the insistence of unions as part of the 2013 Haddington Road agreement, “new entrants” still had longer pay scales than their counterparts for longer, with two lower pay points at the beginning of each scale. In some ranks, some allowances have also been abolished for newcomers. Last updated: September 2019 Click here for the full text of the agreement. Productivity measures The PSSA states that the productivity measures set out in the 2013 Lansdowne Road Agreement can continue to apply and be updated to reflect different renewal policies mentioned in the text. It also requires that performance management systems be put in place in certain parts of the public service where they do not yet exist. And it engages the parties to discuss more open recruitment “where appropriate to meet organizational needs.” The agreement also obliges management to cooperate with trade union partnerships so as not to prevent the use of temporary agency workers. And it contains safeguards for the use of internships, clinical placements, work experience, and workplace activation measures, which stipulate that there must be an “agreement on protocols” regarding these programs.
Newcomers The term “newcomer” refers to individuals who began working in the public service (and related organizations for compensation purposes) after 2011, when the government imposed poor quality salary scales for new staff without agreement. The agreement builds on the important reform of the civil service under the 2010-2014 Public Services Agreement and sets out a number of other measures needed to support the development of a more integrated, efficient and efficient public service. Trade union actions As with all previous public service agreements, a labour dispute is excluded in situations where the employer complies with the agreement. The agreement provides for a binding procedure to deal with problems that arise without resorting to trade union action. These restrictions do not apply to matters not covered by the Agreement. A progressive agreement The PSSA is structured in such a way that the under-income earns relatively more than the best incomes and, by 2020, 73% of civil servants and civil servants will earn more than 7%. During the term of the agreement: Although these two provisions fell far short of the overtime restoration introduced for some civil servants and civil servants under the 2013 Haddington Road agreement, they give options to employees for whom time is more important than money. They were the best thing to do while negotiating. Outsourcing, agency staff and related issues Despite management`s attempts to dilute them heavily, PSSA maintains all the subcontracting measures acquired by the unions in the negotiations that resulted in the previous Croke Park (2010) and Haddington Road (2013) agreements. Recruitment and retention issues As part of the agreement, unions could choose to submit submissions to the Public Payment Services Commission (PSPC) on recruitment and retention issues identified in their 2017 initial report, which preceded the discussions that led to the PSSA. . .
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