Enda Kenny (Mayo, Fine Gael) | Oireachtas source

The Government has tried to be practical and prudent in the allocation of resources made available by the people through their sacrifices in recent years. While not every expectation could be met, the Government has, within the resources available to it, tried to prioritise the areas involved in this case.

One of the first decisions made by the Government was to reverse the cut in the minimum wage, which brought another 300,000 back into that. We followed that with the setting up of the Low Pay Commission. This was the responsibility of the Minister for Jobs, Enterprise and Innovation, Deputy Bruton, and the Minister of State, Deputy Nash. There was a reason for this. Previously, we had a haphazard and uncertain system of determining wage increases for lower paid workers. The Low Pay Commission did a good job in pointing out the critical points where consideration should be given for an increase in wages. When the commission was launched earlier this year by myself, the Tánaiste, the Minister, Deputy Bruton, and the Minister of State, Deputy Nash, we said that when it reported the Government would respond through the budget. That has happened. By way of balance we know that, for example, when lower paid workers reach the level of €352 per week, they would be worse off getting an increase to the minimum wage unless they received an adjustment in PRSI. Clearly, in that regard we need a balance for employers in order that the burden does not fall unduly on the employer and we responded to that in the budget. I would like to think that the best opportunity to deal with lower wages and increase a person's potential is to have upskilling, retraining and a better job. The living wage is something that I accept in principle, of course. However, I would like to think that we could give greater opportunity to those who work and demonstrate that work actually pays - for them that is the way it should be.

Some points may be of interest to Deputy Adams. In the first 200 days of the plan a number of things have changed across the Civil Service. Open recruitment campaigns were held for principal officer, assistant principal officer, administrative officer, executive officer and clerical officer grades in the Civil Service. They have built on existing arrangements. Options to strengthen the disciplinary code were identified and a revised code was drafted as a consequence. A total of 11 town hall events were held throughout the country, including in Dublin, Wexford, Kilkenny, Galway, Sligo, Cork and Athlone. Events for Dundalk and Limerick are scheduled. The primary purpose of the meetings held, and to be held, is to take observations and suggestions from members of the Civil Service and build confidence and trust. These events facilitate regional input into the Civil Service renewal plan and allow staff an opportunity to network outside their normal office space. A panel consisting of senior civil servants facilitated discussions with audience questions. The issues raised included mobility within the Civil Service, open recruitment, learning and development and where opportunities exist for self-betterment. The first mobility policy for senior managers at principal officer level was agreed and the first moves are expected shortly. This builds on the existing mobility programme at assistant secretary level. A chief human resources officer was appointed. A total of 13 open policy debates have been held to date. These have involved policy networks, practitioners, academics and experts in a range of policy areas. The topics covered include education reform, national risk assessment, a labour market symposium and future investment in early years education.

A Civil Service customer satisfaction survey was completed by 2,000 people and published in May 2015. The survey results highlighted strong and stable satisfaction levels. The first Civil Service engagement survey involved 38,000 people. A proposed model for learning and development to improve capability through enhanced procurement and shared delivery of training throughout the Civil Service was agreed. The Civil Service excellence in innovation awards is a new annual event to recognise staff excellence and innovation in the Civil Service. As Deputy Martin pointed out, the reputation of our Civil Service is exceptionally high.

A common corporate governance standard for all Departments has been developed for the first time. This will be finalised following public consultation. The approach for a new programme for organisational capability to review capacity and capability has been agreed in respect of every Department. An information and communications technology strategy to deliver more online services and better outcomes in efficiency through innovation and excellence in ICT was published in the first quarter of this year and implementation is under way. An enhanced performance review process for assistant secretaries has been developed and is being piloted by four Departments in quarter 3 of 2015. That is progress and represents active engagement from the Civil Service in respect of how things might be improved with a view to services being provided more efficiently and so on.

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