Public Service Stability Agreement
Irish Medical Organisation

Public Service Stability Agreement

The IMO has been involved in protracted negotiations on a new public service pay agreement which have now concluded. The Public Service Stability Agreement 2018 – 2020 will now be considered by IMO Specialty Committees and IMO Council at our meetings on 21st June 2017 when a decision will also be made as to the balloting arrangements for IMO members in respect of the Agreement.  Over the coming weeks we will be circulating briefing documents to IMO members on various aspects of the Agreement including pay and non pay provisions as many of the issues require careful consideration by members.

Below is a summary of the key points contained within the Agreement.   

To access a copy of the full Agreement please click here

Operation of Agreement

If ratified, this agreement will come into effect on 1st January 2018 and will run until 31st December 2020. Outstanding pay restoration items from the current Lansdowne Road Agreement will continue to apply.

FEMPI

The principle intention of the agreement is to continue the unwinding of the Financial Emergency Measures in the Public Interest (FEMPI) Acts, which were used to cut the pay of public servants in the period 2009 – 2013.

Accordingly, under the terms of this agreement, more than ninety percent of public servants will have exited FEMPI reductions by the conclusion of this agreement.  Those who have not completely exited FEMPI by 2020 will exit by 2022 and this will be dealt with by legislation as was the case with the Lansdowne Road Agreement.

Pay Measures

The following pay measures – the unwinding of FEMPI pay reductions – will apply across the lifetime of this agreement:

•             1st January 2018, annualised salaries to be increased by 1%

•             1st October 2018, annualised salaries to be increased by 1%

•             1st January 2019, annualised salaries up to €30,000 to be increased by 1%

•             1st September 2019, annualised salaries to be increased by 1.75%

•             1st January 2020, annualised salaries up to €32,000 to be increased by 0.5%

•             1st October 2020, annualised salaries to be increased by 2%.

It should be noted that only those earning less than €30,000 and €32,000 respectively will receive the increases applicable on 1 Jan 2019 and 1st Jan 2020.

It should be borne in mind, that pay restoration under the current Lansdowne Road Agreement will also continue into 2018 and 2019 where provided for in that agreement.

Pension Related Deduction

As part of the unwinding of FEMPI, the Government has agreed that the Pension Related Deduction (PRD) will be replaced by a permanent Additional Superannuation Contribution (ASC).

This ASC will become effective on 1st January 2019 and will operate as follows:

Public Servants who are Members of pre-2013 Pension Schemes with Standard Accrual Terms

•             1st January 2019

•             Up to €32,000 – exempt

•             €32,000 to €60,000 – 10%

•             €60,000 plus – 10.5%

•             1st January 2020

•             Up to €34,500 – exempt

•             €34,500 to €60,000 – 10%

•             €60,000 plus – 10.5%

Public Servants who are Members of the Single Public Service Pension Scheme (i.e. entrants since 1st January 2013)

•             1st January 2019

•             Up to €32,000 – exempt

•             €32,000 to €60,000 – 6.66%

•             €60,000 plus – 7%

•             1st January 2020

•             Up to €34,500 – exempt

•             € 34,500 to €60,000 – 3.33%

•             €60,000 plus – 3.5%

It is important to note that the ASC, unlike the current PRD, will apply to pensionable remuneration only so will now exclude overtime.

Recruitment and Retention

In light of the recruitment and retention issues affecting the medical profession, and the health service in general, a process is to commence under the Public Service Pay Commission to comprehensively examine those areas of the public service where recruitment and retention issues are clearly evident. Greater detail on what this will entail is required by the IMO. At the insistence of the IMO, and others, this process was time limited and commitment to engage with the relevant parties on foot of the Commission’s recommendations is also in the agreement.

New Entrants

Clearly, the issues of recruitment and retention and new entrants are linked.  An acknowledgement was secured that issues affecting post 1st January 2011 still fall to be addressed, and will be reviewed by the parties to the agreement. As is the case with Recruitment and Retention further detail will be required.

Time and Attendance Systems

The Government side are insistent that more modern time and attendance systems, including electronic systems must be introduced. Where it is proposed to introduce, develop, modernise or update current time and attendance systems, consultations and, where necessary, industrial relations engagement must take place.

Working Hours

The Government side were unyielding in their determination to maintain the additional productivity generated by additional hours under the Haddington Road Agreement. However, in recognition of work-life balance issues, public servants may, at defined points, seek to arrange to return to their pre – Haddington Road Agreement hours. However, there will be a compensatory reduction in salary should this occur.

If you have any questions in this regard, please forward these to imo@imo.ie or call one of our IR Team on 01 6767273

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