Jan O'Sullivan (Limerick East, Labour)
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Question 118: To ask the Minister for Health and Children the formula used in the calculation of allowances or bonuses paid to Health Service Executive staff; and if she will make a statement on the matter. [39957/09]

Jan O'Sullivan (Limerick East, Labour)
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Question 119: To ask the Minister for Health and Children the names of the Health Service Executive managers and officials who are in receipt of performance-related bonuses or allowances; if these payments are considered core pay or additional premium pay; and if she will make a statement on the matter. [39956/09]

Mary Harney (Dublin Mid West, Independent)
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I propose to take Questions Nos. 118 and 119 together.

The Performance Related Award Scheme was introduced following a decision by the Government on the implementation of recommendations of the Review Body on Higher Remuneration in the Public Sector. The primary function of the Review Body is to advise the Government from time to time on the general levels of remuneration appropriate to certain public sector posts, including higher management grades in the health service not covered by the Public Service Benchmarking Body process.

In accordance with the principles set out by the Review Body, awards should be related to the achievement of highly demanding and challenging targets and stretch objectives which are difficult but not impossible to achieve. The Scheme provides for the payment of awards after the year end, when it has been demonstrated that the prior agreed stretched objectives have been met. Awards made to individuals are considered personal information under the Data Protection legislation 1988 & 2003 and for this reason individual recipients cannot be named. Performance related payments are not considered to be core pay or additional premium pay. They are payments made for worked carried out beyond what is seen as the normal ongoing requirements of the job.

In line with the recommendations of the Review Body there is consistency in the levels of awards available to employees within the following limits: - maximum awards not to exceed 20% of salary of any individual - an overall cost limit for awards of 10% of payroll for the relevant groups where feasible.