Michael McGrath (Cork South Central, Fianna Fail)
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298. To ask the Minister for Education and Skills if he will clarify if all branches of the Civil Service within his Department are applying Department policy that staff progress or incremental salary scales on the basis of a single point per annum; and if he will make a statement on the matter. [8681/14]

Ruairi Quinn (Dublin South East, Labour)
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My Department applies the appropriate Department of Finance and/or Department of Public Expenditure and Reform policies in relation to the payment of increments for all staff.

Most civil servants were historically placed on a pay scale with annual increments up to a maximum level and after that, 2 Long Service Increments (LSI's) after 3 and 6 years respectively. The annual increment was normally paid on the anniversary of appointment provided performance during the year is satisfactory. An exception is in the case of statisticians where at particular intervals and subject to satisfactory service, their salaries can be moved up by an number of increments to mitigate the reduced promotional opportunities in the area. Currently, my Department is applying the provisions of the Haddington Road Agreement (HRA), which came into effect from 1st July, 2013, to the payment of increments for all of its staff. One of the measures agreed under the HRA was that staff increments - after payment of their first increment after introduction of the HRA - are to be deferred for periods of between three months and six months depending on salary level as follows:

- Less than €35,000 – one three month increment freeze

- €35,000 to €65,000 – two three month increment freezes

- Above €65,000 to max of PO (higher) scale – two six month increment freeze

- Salaries starting over €100,000 – incremental progression suspended for three years

In addition, as a balancing measure, the Agreement provides that for staff earning between €35,000 and €65,000* and on the maximum of their salary scale before or during 2013 as outlined below. If staff reach the maximum point after 2013, the above provisions will be implemented on a reducing basis.

1. Reduction of 2 days annual leave for next three years; or

2. 2 days unpaid leave for next three years (subject to management approval);

or

3. Cash deduction from salary of equivalent amount; or

4. Cash deduction of half of the most recent increment, whichever is the lesser.

If staff reach the maximum point after 2013, the above provisions will be implemented on a reducing basis.

*Officers who have 23 days or less are excluded from the provisions of this section of the Haddington Road Agreement.