Jim Daly (Cork South West, Fine Gael) | Oireachtas source

I thank the Senator for the opportunity to address this matter. As part of the talks which took place under the Lansdowne Road agreement, a chairman’s note was agreed by all parties on the reintroduction of a job evaluation scheme in the health sector. This scheme had previously been in place but was discontinued in 2008. SIPTU sought the introduction of the job evaluation scheme for the support grades along the same principles that operated in 2008. The support staff grades are categorised into four pay bands, which have different pay scales attached.SIPTU held the view that the roles of support staff grades needed to be evaluated as, in some cases, due to the type of work they carry out, the grades may warrant placing in a higher band category. This scheme examines a grade rather than an individual post in isolation. If, for example, the work of a porter is found to be more appropriate to a higher band, then all porters will fall within the new band. The scheme allows for posts to be evaluated in a cross-section of approximately 25 locations, including acute hospitals, services for older people, intellectual disability as well as other specialised areas.

The chairman’s note provided that all parties would agree on the scope and conduct of the scheme. On this basis, discussions commenced in 2016 between the HSE and the relevant unions - SIPTU and IMPACT, now FORSA - regarding the re-establishment of the schemes. Successful engagement with FORSA led to the approval of a job evaluation scheme for the clerical and administrative grades in August 2016. However, as agreement on a scheme for the support staff grades could not be reached, the issue was referred to the Lansdowne agreement oversight body in early 2017.

The chair of the body issued a recommendation stating that the parties should proceed with the scheme as planned but that the question of its implementation would be considered at the conclusion of the exercise. The Workplace Relations Commission, WRC, agreement provided that the scheme was to be carried out in four phases. Phases 1 and 2 included support staff in the laboratories and the theatres. Also included, were the larger categories of support staff grades, the healthcare assistants and the multi-task attendants.

In October 2018, a report was produced setting out the results of phases 1 and 2 of the exercise. The report recommended that a significant proportion of those grades evaluated should move to a higher pay band.

While the WRC agreement states that any payments arising as a result of the exercise would apply no earlier than the completion of phases 1 and 2 of the exercise, there is no agreement at this stage to the implementation of the result of the exercise. This is a matter that falls to be discussed and agreed with the Department of Public Expenditure and Reform within the context of wider budgetary considerations.