Simon Harris (Wicklow, Fine Gael) | Oireachtas source

The number of consultants working in the public health service continues to grow year-on-year. It increased by 119 whole-time equivalents, WTEs, or 4% in the year to the end of March 2019. In the five years to the end of March 2019, the number of consultants increased by 529, more than 20%, and now stands at 3,110 WTEs. It is important in any discussion of this issue to acknowledge that while there is a recruitment and retention challenge relating to consultants, the impression is often given that the number is declining when it is increasing. There are 119 more consultants working in the health service at the end of March this year compared with last year.

The public health service in Ireland operates in a global market for medical specialists and there is a worldwide shortage of specialists. Notwithstanding the shortage, progress continues to be made in attracting consultants and addressing improvements in the training, working environment and career pathways for non-consultant hospital doctors in Ireland to encourage the supply of future consultant candidates.

The issue of new entrant pay is being addressed in general terms under the terms of the Public Service Stability Agreement 2018-2020. The issue has also been examined by the Public Service Pay Commission in relation to consultants. The commission found that evidence of recruitment campaigns with very low levels of applications was indicative of ongoing difficulties in regard to recruitment of consultants. The commission also acknowledged that the difference in pay between the pre-existing and new entrant consultants is greater than for other categories of public servants. It did not view the measures announced last September for new entrant public servants generally as being sufficient to address the degree of pay differential which exists for consultants and I share that view. Ultimately, the commission proposed that the parties to the public service stability agreement jointly consider what further measures could be taken, over time, to address this difficulty.

I understand that the Department of Public Expenditure and Reform has noted the commission’s views. The recommendation made by the commission in relation to addressing the pay differential is viewed as one which does need to be addressed. We acknowledge that brokering a solution will be a significant challenge, in particular within the context of broader public sector pay policy. It should also be acknowledged, and I am sure the Deputy will agree with me in this regard, that while pay is a factor, there are a number of other factors, as many reports have shown. I refer, for example, to opportunities for career development, training opportunities and location. The commission stated it was strongly supportive of the full implementation of the recommendations of the Strategic Review of Medical Training and Career Structures, known as the MacCraith recommendations, as they have the potential to resolve many of the issues. As I said at the Irish Medical Organisation, IMO, conference, we must now put a process in place to engage with consultants on the issue.

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