Dáil Éireann Debate, Tuesday - 13 November 2012
334. Deputy Seán Kyne asked the Minister for Jobs, Enterprise and Innovation if he will outline the opportunities that persons in lower grades of the public service have been afforded in contributing to the reforms of the public service as sought in the public service agreement; and if he will make a statement on the matter. [50645/12]
View answerThe Departmental Council provides an opportunity for consultation and discussion on the reform process arising out of the Public Service Agreement. This is the forum in which overarching industrial relations matters are discussed in the Department. It is composed of representatives of management and staff in the Department. The Staff Side includes local representatives and trade union officials for all recognised staff representative bodies in the Department. The Departmental Council is the internal monitoring body for the implementation of this Department’s commitments under the Public Service Agreement.
In addition, updates on progress under the Public Service Agreement are periodically provided to the Department’s Partnership Committee. The Partnership Committee is composed of management, trade union and staff representatives.
Staff and union representatives can also put forward proposals for reform within the Departmental Council and the Partnership Committee.
In addition the reform of the State’s Workplace Relations structures, announced by me in July 2011, provides significant opportunities for consultation, dialogue and input from staff. The Reform Programme will deliver a two tier Workplace Relations structure by merging the activities of the National Employment Rights Authority (NERA), the Labour Relations Commission (LRC), the Equality Tribunal and the first instance functions of the Employment Appeals Tribunal (EAT) and the Labour Court into a new Body of First Instance, to be known as the Workplace Relations Commission (WRC). The appellate functions of the Employment Appeals Tribunal will be incorporated into an expanded Labour Court.
The Workplace Relations Reform Programme Office was established in September 2011 in order to progress the Reform Programme and to date substantial progress has already been made with a number of important priority actions that were identified by the Minister having been successfully delivered within the target timescale.
The Programme Office is conscious of the importance of effective communications with staff under what is a major change management initiative. In this regard, the Programme Office has engaged extensively with all staff that has been affected by the Reform Programme including staff members that are serving in the lower grades of the public service. A number of specific measures have been introduced in this regard, including:
Project Teams, comprising representation from all Workplace Relations Bodies, have been employed to progress all reform initiatives (Single Contact Portal, Website, Complaint Form and ERS). Membership of these Teams is open to all grades. EAT, LRC, NERA, Labour Court and Equality Tribunal representatives on Project Teams are required to keep their respective staff (at all levels) apprised of developments under the Reform Programme.
The Director of the Workplace Relations Reform and Liaison has held a number of briefing sessions directly with staff of the Bodies. He also gave briefings to the Departmental Council and Partnership Committees of DJEI and the Partnership Committee of the Equality Tribunal.
The Programme Office is working directly with the relevant staff of the Workplace Relations Bodies as part of a major review of business processes. Workshops have been held with staff to map existing processes and design future business processes.
Progress under the Reform Programme is posted to a dedicated content area on the DJEI Intranet and on NERAnet.
Public Consultation documents have been made available to staff in advance of publication.
Internal communication and collaboration tools and technology is employed to support the establishment of the new structures, keep staff of the Bodies up to date on progress under the Project and encourage and facilitate discussion on the reforms.
A Newsletter charting progress and developments generally is published by the Programme Office on www.workplacerelations.ie.
Staffing Requirements for the new WRC and Labour Court: It is important to put in place the right staffing levels and skills to support the operations and activities of the WRC and the Labour Court. It will be 2014 before the reform is fully complete and the long-term staffing requirements of the WRC and the Labour Court are in place.
The Department has recognised that it is very important to consult and work with staff and their representatives to provide as smooth a transition as possible through the process. In this regard, a Consultation Paper entitled the Proposed Staffing of the Workplace Relations Commission and the Labour Court was circulated to all staff in August, 2012. Feedback on this document was facilitated by, among other means, a series of meetings during September and October with all the staff of the Workplace Relations Bodies. The Consultation Paper was also circulated to the unions representing staff. Taking into account any feedback received it is intended to produce a Structures and Staffing Plan for the new WRC and Labour Court in November, 2012. The plan will be made available to the Workplace Relations Implementation Group and various stakeholders when finalised.
As can be seen from the foregoing there has been extensive consultation with staff within the existing Workplace Relations Bodies in relation to the all aspects of the Reform programme. The objective is to ensure maximum engagement with all staff as the reforms progress and to ensure that all staff, including those serving in the lower grades, have had the opportunity to make a meaningful and valuable input into the Reform Project.
