Hildegarde Naughton (Galway West, Fine Gael) | Oireachtas source

I thank the Senator. I am taking this question on behalf of the Minister for Health. It is important to acknowledge the crucial work housekeeping staff carry out in our health service every day.

The job evaluation scheme is an assessment of the responsibilities and tasks undertaken by support staff across the health service. Under the provisions of the Lansdowne Road agreement, it was agreed that this job evaluation process would be conducted in four phases. Phase one commenced in 2017 and examined personnel employed in central sterile services departments, CSSD; endoscopy and laboratory aides and assistants; and the broader laboratory family and theatre group. Phase 2 comprised healthcare assistants and multi-task attendants. Phase 3 looked at home help and home care workers. The scheme is now in its fourth phase and is evaluating the work undertaken by household attendants, catering staff and porters, together with any remaining grades provided for under the existing scheme that were not evaluated in phases 1, 2 or 3.

The methodology for evaluating the roles during the different phases involved an examination of a cross-section of staff by role type in a number of agreed locations covering healthcare services in acute hospitals, care of the elderly facilities, mental health facilities, community and other relevant services. At the beginning of the job-evaluation process, the national monitoring group was established, comprising senior HSE and SIPTU officials. During phase 4 the national monitoring group held regular meetings to discuss and review progress. Both sides worked to identify employees in these roles who would be willing to participate in the review process. The phase 4 evaluation team consisted of four evaluators. The methodology for the evaluation process was agreed by the national monitoring group. Job holders completed questionnaires that were analysed by evaluators. Site visits took place and in-depth interviews were held. The evaluators' job was to determine the nature of the role; the skills and competencies required to undertake the role; the size and scope of the role; and the range of tasks, responsibilities and demands placed upon a suitably-qualified employee performing it. Upon completion of each job-specific interview, the evaluation team scored the job. This score determined the grade band the role should fall into. The job evaluation scheme was established to assess the work undertaken by staff and, subsequently, to determine whether any changes in their bands of pay were necessary based of the specific set of determiners. Depending on the number of points received, a particular grade may be recommended to move from one band to another. However, equally and without prejudice, the number of points received may also determine that a particular grade should remain on the same pay going forward. All recommendations made were evidence based and determined without prejudice. The phase 4 report is under consideration by the Department of Health and the Department of Public Expenditure and Reform.