Written answers
Tuesday, 24 May 2016
Department of Health
Nursing Staff Recruitment
Louise O'Reilly (Dublin Fingal, Sinn Fein)
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512. To ask the Minister for Health if he is aware of a three-to-one system of replacement in operation for nurses in the Health Service Executive; if he has issued an instruction to the executive to implement a system which sees only one replacement nurse appointed for every three lost; and if he will make a statement on the matter. [11846/16]
Simon Harris (Wicklow, Fine Gael)
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As part of Budget 2015, the Minister for Public Expenditure and Reform announced that the previous employment control framework, primarily based on a general moratorium on recruitment and promotion, would be replaced by a Pay and Staff Numbers Strategy which would focus on operating within pay allocations.
The HSE are currently working with the Department of Health on the preparation of their 2016 Pay and Numbers Strategy. This has involved the development of ‘bottom up’ workforce plans at hospital and community service level. While these plans are being developed, interim recruitment measures have been put in place by the HSE, which require that pay budgets are complied with.
The HSE has put in place a range of measures which vary according to the budgetary position of the provider. However, these measures do not impact on a hospital’s ability to recruit where funding exists to facilitate that recruitment; for example in the case of replacement posts or where funding has been allocated for particular roles under the HSE service plan. Recruitment can also take place in areas of critical care and emergency services.
Louise O'Reilly (Dublin Fingal, Sinn Fein)
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513. To ask the Minister for Health if he has lifted the recruitment embargo for nursing staff; and if he will make a statement on the matter. [11847/16]
Simon Harris (Wicklow, Fine Gael)
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Arising from Budget 2015, the Minister for Public Expenditure and Reform announced an easing of restrictions on the employment of additional staff. Submission of a Pay and Numbers Strategy, outlining planned staffing levels and pay/pensions expenditure was required to obtain sanction for the lifting of the moratorium and Employment Control Framework arrangements.
The HSE are currently working with my Department on the preparation of their 2016 Pay and Numbers Strategy. This has involved the development of ‘bottom up’ workforce plans at hospital and community service level. While these plans are being developed, interim recruitment measures have been put in place by the HSE, which require that pay budgets are complied with.
These measures do not impact on a hospital’s ability to recruit where funding exists to facilitate that recruitment; for example in the case of replacement posts or where funding has been allocated for particular roles under the HSE service plan. Recruitment can also take place in areas of critical care and emergency services.
There is a real focus by the HSE on recruitment and retention of nurses and midwives. It is recognised that recruitment and retention of both must be prioritised to support service delivery.
The HSE has continuously increased staffing levels since the beginning of 2015. During the 15 month period from January 2015 to March 2016, nursing figures rose by over 1700 WTEs or 5%.
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