Terence Flanagan (Dublin North East, Independent)
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20. To ask the Minister for Public Expenditure and Reform his plans to reform the performance measurement system in the public sector; and if he will make a statement on the matter. [26116/15]

Brendan Howlin (Wexford, Labour)
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The Civil Service Management Board (CSMB) composed of Secretaries-General of Government Departments and Heads of Civil Service Offices has been assigned a central role under the Civil Service Renewal Plan for reforming performance management in the civil service and for strengthening the Performance Management and Development System (PMDS).  The Deputy may wish to note that management of staff performance in the wider public service is a matter for each individual sector.

Action 11 in the Civil Service Renewal Plan, launched in October 2014, is to 'strengthen the performance management process'. This action, which is strongly related to a range of other critical HR objectives in the Plan, is aimed at fulfilling the commitment to 'maximising the performance and potential of all Civil Service employees and organisations' and includes, in particular, the following:

- Replacement of the current performance ratings scheme for the 2016 PMDS cycle with a new model of performance assessment that is focussed on identifying excellent performance, leadership potential and underperformance and that encourages regular and constructive feedback;

- Development of the integration of PMDS with learning and development through, for example, focussed training for managers on the effective management of performance;

- Continuation of the simplification of the performance management process by building on the ePMDS electronic system deployed in 2014 through the development and rollout of an eProbation system to manage the performance of new entrants.

 A key challenge across the civil service is the delivery of high performance and to fully engage staff and managers in the management and improvement of performance.  The Civil Service Management Board will in responding to this challenge continue to focus on seeking to enhance how performance is managed in the civil service.  In this context, the CSMB will - consistent with the appropriate action in the Renewal Plan - also oversee the introduction of a specific performance management system for Assistant Secretary grade in the civil service.

Mick Wallace (Wexford, Independent)
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21. To ask the Minister for Public Expenditure and Reform if he is satisfied with his Department's reform process to date; and if he will make a statement on the matter. [26395/15]

Brendan Howlin (Wexford, Labour)
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Public Service Reform is a key element of the Government's overall strategy for recovery.  Led by my Department, the reforms delivered over the past four years have enabled us to maintain and improve public services in the face of the necessary reduction in staff numbers and budgets, at a time of increased demand for public services.

The Government's second Public Service Reform Plan was published in January 2014 and sets out the priorities for reform for the period 2014 to 2016.  While maintaining an emphasis on efficiency and reducing costs, this Plan puts a particular focus on improved service delivery and achieving better outcomes for service users. 

We are implementing a broad range of reforms, with over 230 specific actions set out in the Public Service Reform Plan.  This includes, for example, more online delivery of services and improved engagement with service users; implementation of shared services and alternative models of service delivery; more efficient and effective public procurement and property management; and increased accountability and transparency in public decision making. 

Good progress is being made on the implementation of the Reform Plan, as outlined in the Annual Progress Report on Public Service Reform, which I published in March this year.  A copy of the report was sent to all Members of the Oireachtas and it is also available at . 

The Deputy will also be aware that the Taoiseach and I published the Civil Service Renewal Plan at the end of October last year.  The implementation of this ambitious three year plan will lead to major changes right across the Civil Service.  The programme is on target to achieve the 6 priorities that are for delivery in the first 200 days of implementation.

Overall, I am satisfied that we have made very strong progress on Public Service Reform to date and that this progress will continue over the coming years.  The level of reform that we have delivered could not have happened without the efforts and commitment of our public servants and I commend them for their contribution to date.