Robert Dowds (Dublin Mid West, Labour)
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Question 278: To ask the Minister for Public Expenditure and Reform if the Civil Service will remove the effective bar on civil servants with professional backgrounds applying for administrative posts in the Civil Service, especially those at senior level; when this will be done; and if he will make a statement on the matter. [26984/11]

Brendan Howlin (Wexford, Labour)
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Recruitment to and promotion within the civil service is governed by the Public Service Management (Recruitment and Appointments) Act, 2004 and by the Civil Service Regulation Acts, 1956-2005. The 2004 Act provides for the establishment of the Commission for Public Service Appointments (CPSA) and of the Public Appointments Service (PAS). The PAS provides a centralised recruitment, assessment and selection body for the civil service. Recruitment and promotion to posts within the civil service is on the basis of codes of practice developed by the CPSA. The codes of practice cover such areas as probity, merit, equity and fairness, selection on the basis of merit, protection of the public interest, implementation of best practice and good governance.

The civil service operates a best practice model in relation to promotion procedures in selecting candidates for promotion in the civil service. This model involves the definition of competencies, skills experiences and requirements for the post and a fair and open assessment of candidates against these requirements. Competitive assessment takes place by a number of methods including competitive interview, competitive assessment by application form, assessment testing (e.g. aptitude test) or by a combination of these. Access to recruitment competitions is open to all suitably qualified candidates, including those with professional and technical backgrounds.

Arrangements in respect of the running of internal promotion competitions in the civil service are agreed between the Official and Staff Sides under the provisions of the Conciliation and Arbitration Scheme for the civil service. In general, there is currently no central agreement to allow technical and professional grades to compete for general service positions. Efforts have been made in earlier agreements such as Sustaining Progress and Towards 2016 to address the issue of cross-stream promotion but no progress was made.

I am in favour of providing the widest possible candidate pool for posts in the civil service and it is my intention to seek progress in this area under the provisions of the Croke Park Agreement.

Mary Lou McDonald (Dublin Central, Sinn Fein)
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Question 279: To ask the Minister for Public Expenditure and Reform if he will provide a standard pay and pension contract for Secretaries General. [27050/11]

Mary Lou McDonald (Dublin Central, Sinn Fein)
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Question 280: To ask the Minister for Public Expenditure and Reform if he will provide a standard pay and pension contract for assistant secretaries general. [27051/11]

Mary Lou McDonald (Dublin Central, Sinn Fein)
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Question 281: To ask the Minister for Public Expenditure and Reform if he will provide a standard principal officer pay and pension contract. [27052/11]

Mary Lou McDonald (Dublin Central, Sinn Fein)
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Question 282: To ask the Minister for Public Expenditure and Reform if he will provide a standard assistant principal pay and pension contract. [27053/11]

Brendan Howlin (Wexford, Labour)
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I propose to take Questions Nos. 279 to 282, inclusive, together.

Recruitment and appointment to positions in the civil service is governed by the Public Service Management (Recruitment and Appointments) Act, 2004 and by the Civil Service Regulation Acts, 1956-2005. The 2004 Act provides for the establishment of the Commission for Public Service Appointments (CPSA) and the Public Appointments Service (PAS). The PAS provides a centralised recruitment, assessment and selection body for the civil service. Recruitment and promotion to posts within the civil service is on the basis of codes of practice developed by the CPSA.

Civil servants appointed to established positions are not issued with individual contracts of employment. They are appointed on terms and conditions agreed in line with the Civil Service Regulation Acts 1956-2005. The rates of pay currently applying to grades in the civil service are set out in Circular 28/2009: Revision of pay of Civil Servants Application of pay adjustments in accordance with the Financial Emergency Measures in the Public Interest (No. 2) Act, 2009. This circular can be accessed at http://per.gov.ie/circulars2009/. Additionally, the equivalent pay rates for Secretary General Level II were €226,937 ppc and €215,590 non-ppc and for Secretary General Level I, €240,286 ppc and €228,466 non-ppc. However, I should point out that following the introduction by the Government in June last of a pay ceiling of €200,000 p.a. for senior public service posts, all current incumbents of Secretary General Level I and II posts, voluntarily waived their entitlement to any salary in excess of €200,000 p.a. New appointees to such posts are subject to the €200,000 p.a. pay ceiling also.

The superannuation terms applying to grades in the civil service are set out on my Department's website www.cspensions.gov.ie.There are special provisions for Secretaries General, whose terms of appointment included the Top Level Appointments Committee (TLAC) exit terms. These terms are currently being reviewed by me. In addition, the Deputy will also be aware that the Single Public Service Pension Scheme, the Bill for which has been published by the Government, includes the following provisions.

1. Raise the minimum public service pension age - it is proposed this be increased initially to 66 to bring it into line and link it henceforth with the social welfare state pension age, rising on a phased basis to 67 and 68.

2. Set a maximum retirement age of 70 - at present for most new entrants to the public service, there is no maximum retirement age.

3. Move to the calculation of pensions on the basis of "career average" earnings rather than final salary - the introduction of a career average rather than a final salary system is fairer and more equitable than a final salary system in that it affects the pension paid to those who have high earnings especially in late career (for example, a person promoted to top management later in their career) more than those who may have a relatively 'flat' career progression (for example, nurses, teachers).

These provisions will apply after commencement of the legislation to new recruits to the Civil/Public Service, and to those who are not existing civil/public servants within 6 months of taking up their employment.