Recruitment and Conservation Issues As part of the agreement, trade unions could choose to submit a contribution to the Pay Commission (PSPC) on the recruitment and conservation problems identified in their initial 2017 report, which preceded the discussions that led to the PSSA. The Commission cited in the report voted in favour of its notes. Last updated: September 2019 Click here for the full text of the agreement. The agreement builds on the considerable level of reform in the public service under the 2010-14 Public Service Agreement and contains a number of other measures needed to support the provision of a more integrated, efficient and effective public service. The agreement also requires management to work with unions to minimize the use of temporary workers. And it includes guarantees on the use of internships, clinical internships, work experience and work activation measures, which state that there must be an « agreement on protocols » regarding these programmes. As with all previous public service agreements, work is excluded in situations where the employer complies with the agreement. The agreement provides for a binding procedure to resolve problems that arise without any decision on trade union actions. These restrictions do not apply to matters that are not covered by the agreement.
The LRA text describes the role of the implementation group in relation to the agreement itself: in 2018, there were also two increases – 1% each. Next year, the additional contribution for the ann for ann for ann for sure will be adjusted again in January and a 2% increase will be due in October 2020. Disclaimer This document is a summary of the key elements of the Public Service Stability Agreement (ASSA). The agreement itself is more comprehensive and contains more details on some issues than is reflected here. Readers are advised to refer to the final text of the full agreement for more information. Although these lower scales (which were worth 10% less at each point on each scale) were removed at the request of the unions under the 2013 Haddington Road agreement, « new entrants » continued to have longer pay scales than their longer colleagues, with two wage points lower at the beginning of each scale. Some grades have also seen the elimination of certain allowances for newcomers. While these two provisions are well behind the reinstatement of overtime introduced for some civil servants under the 2013 Haddington Road agreement, they offer options for employees for whom time is more important than money. They were the best thing that could be achieved through negotiation.
Productivity Measures The PSSA states that the productivity policies set out in the 2013 Lansdowne Road Agreement can continue to apply and be updated to reflect different renewal policies mentioned in the text. In addition, there is a need to introduce performance management systems into parts of the public service where they are not yet available.
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