James Reilly (Dublin North, Fine Gael)

I have explained in an earlier reply that reducing public service numbers is an integral part of the Government's drive to reduce public expenditure. Health service employee numbers must be reduced to approximately 102,000 by the end of this year and further reductions will be required over the coming years. The regional service plans are currently being finalised and the exact ceiling for each service has not yet been determined. However, Waterford Regional Hospital is subject to the same restrictions as the rest of the health service.

Expressed as whole time equivalents, there were 1,851 employees in Waterford Regional Hospital in March 2009. By December 2011 this figure had reduced by 131 to 1,720. A significant portion of the reduction is accounted for in the management administration and general support staff grades. The hospital is aware of a further 41 employees, whole time equivalent, who will be leaving during 2012. This equates to 2.43% of current staff and is well within the national target of 3%.

The total amount spent by the hospital on agency staff was €800,000 in 2009, €3.1 million in 2010 and €3.2 million in 2011. Medical agency costs, which accounted for the bulk of agency expenditure, were €300,000 in 2009, €1.9 million in 2010 and €2 million in 2011. However, I am informed that since October 2011 the hospital has eliminated its expenditure on medical agency costs through a combination of cost saving measures and the recruitment of non-consultant hospital doctors. The remaining agency costs are largely for paramedical and support staff. In 2012 the challenge for the hospital is to address its remaining spend on agency costs in the same effective way in which it has tackled the issue with medical cover. The HSE national service plan commits to a reduction of up to 50% in agency costs.

Additional information not given on the floor of the House.

The 2012 employment control framework will be finalised shortly. I envisage that the HSE will still have discretion to decide on exceptional appointments to minimise service, quality and safety risks. I am not suggesting there will be wholesale replacement of staff or that there are easy options. Part of the solution must be to implement the national clinical programmes to improve efficiency along with quality, manage performance relentlessly, contain costs and investigate all available options, including redeployment of staff.

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