Tommy Broughan (Dublin Bay North, Independent)
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156. To ask the Minister for Public Expenditure and Reform the areas of the public sector that are experiencing the most acute recruitment and retention problems; the measures he is taking to address these problems; and if he will make a statement on the matter. [37599/18]

Paschal Donohoe (Dublin Central, Fine Gael)
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The subject of overall recruitment and retention issues in the public service was examined by the Public Service Pay Commission in their first report in May 2017. After a comprehensive investigation, they found that "In general, evidence suggests that there are not significant recruitment difficulties to the various large scale public service vocational streams. However, there are problems in the case of some specific and specialist groups across the public service."

This conclusion is supported by the strong growth in public service numbers since the ending of the Moratorium. Between Q4 2013 and Q2 2018 the public service increased by 11% or over 35,000 staff from 288,217 to 322,868. Included in these numbers are over 12,000 teachers, over 4,300 nurses, nearly 1,500 Gardaí and almost 1,800 doctors and dentists. Importantly, it should be understood that, this increase has been sufficient to replace all leavers (including retirements) from the public service while still growing overall numbers employed.

As such the evidence suggests that the public service is a good employer offering competitive terms and conditions including flexible working arrangements, decent pension provisions, fair wages that increase over time and secure employment.

The second report of the Public Service Pay Commission, published on 4 September, went further and investigated recruitment and retention difficulties in some of the specific areas previously identified, starting with the health sector. Where a difficulty was identified, the PSPC were to further examine the full range of causal factors, including, remuneration, planned future adjustments to remuneration under the PSSA, supply constraints on qualified staff, career structures, work environment, and HR practices etc.

The main findings of the report were that there were no generalised recruitment and retention problems in respect of nursing and midwifery but some difficulties exist in meeting workforce requirements in specific areas, that training and promotion are the key influencers of migration and turnover in NCHDs and that there is a general difficulty in recruiting consultants, with certain specialities and locations experiencing more significant problems.

There is a commitment between Public Service employers and staff representatives to meet within four weeks to discuss issues around implementation of recommendations outlined in the Report. Arrangements are being made for this engagement.

Finally it is worth noting that the next report of the Public Service Pay Commission will explore recruitment and retention issues impacting on other grades and sectors of the Public Service, including the Defence Forces. It is expected that this report will be completed at the end of 2018 or early 2019.