Public Service Agreement 2010-2014 (Croke Park Agreement)

58 Pages·2012·0.32 MB·English

by  Kieran Cashman

Integrated Progress Report on Action Plan for the Department of Health and its agencies

1. Summary of Main Progress Achieved in the 12 Month Period 1 April 2011 to 31 March 2012

Better Human Resource Management:

Department of Health: A Special Delivery Unit as provided for in the Programme for Government was established. The
Implementation Group on Universal Health Insurance has been established.

Food Safety Authority of Ireland: Staff numbers continue to be managed within the parameters of the Employment Control

Framework whilst maintaining services to the greatest extent possible. A reduction in staff numbers from 87 to 78 (10%) has been

achieved.
Health Research Board: A PMDS system has now been implemented in full.
Irish Blood Transfusion Service: A process has been agreed to revise lab skills mix, increasing laboratory aides and reducing Med

Lab Scientists.

Better Business Processes:
Department of Health: The Department provided a shared service in respect of ICT and Finance services to the Department of
Children and Youth Affairs and the Adoption Authority

CORU / FSAI: A shared service scheme has been introduced whereby CORU’s payroll and pension service which had been managed

by a private contractor is now carried out by the FSAI.

Medical Council: An in-house scanning system has been introduced, reducing expenditure on file retrieval.
Irish Blood Transfusion Service: Testing laboratories continue to be centralised with staff being redeployed.

Delivering for the Citizen:
Health Insurance Authority: The redesign of the Authority’s website and the introduction of a product comparison tool has increased
traffic to the site from 700 hits per week in 2009 to 7,500 hits per week in 2011.
Pre-Hospital Emergency Care Council: An electronic register of emergency care practitioners has been developed along with an
interactive web site for registration verification by the public, practitioners currency and examination candidates processes.
Safefood: Utilises social media to communicate food safety messages to the public.

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Public Service Agreement 2010-2014 (Croke Park Agreement) Integrated Progress Report

2. Detailed Progress Update for the 12-months – 1 April 2011 to 31 March 2012

1. Better human resource management: To include, for example, actions around the reduction of staff numbers; the redeployment of staff to
areas of greatest need; the restructuring/reconfiguration of service delivery; changes to work practices; revisions in attendance arrangements;
absence management; performance management etc.

DEPARTMENT OF HEALTH
Terms of the
Target Date as per
Public Service
Action Current Action Current Position
Agreement
Plan
2010 – 2014

Paras 3, 4 and 5 Between the end of December 2011 and the end of March
We will use appropriate mechanisms, including redeployment, to
of main 2012, some 20 staff members retired. The target ceiling
adhere to our Employment Control Framework (ECF) targets. At
Agreement Staff numbers will be for 2012 is 351 Whole Time Equivalents (WTE). (This is
the end of 2011, the Department of Health was under its revised
reduced to 351 by exclusive of additional staff being taken in to the Special
ECF ceiling (373). The target ceiling for 2012 is considered
end of 2012 Delivery Unit, in respect of which our ECF will be
achievable.
Para 4.1 adjusted up to a maximum of 25 WTE).

(Sectoral)

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The Department’s ORP Action Plan will be implemented with

regard to empowerment of staff as follows:-

4.1
 We will identify, with staff, and promulgate practical
Q1 2012 Not completed in Q1 – to be completed in Q2.
examples of best practice in people management in the

Department in relation to issues like delegation and visits

to service delivery locations.

 The new PMDS form, developed centrally by the
4.12 Q2 2012 To assist staff an E tutorial and guidelines on the revised
Department of Public Expenditure and Reform has been
process have been made available to all staff via the
introduced in the Department for the full 2012 cycle of
Department’s intranet.
PMDS. Training, based on central guidelines will be

provided early in 2012 to support managers and staff in
Specific training with a particular focus on managing
addressing performance issues.
underperformance will be provided.

 We will arrange for an independent analysis of the skills
4.11 Q3 2012 Scoping of exercise needed will take place in Q2. Final
needed to discharge our functions in the future and how
timeframe for completion will depend on scale of work
best to acquire the skills identified, including through
needed.
development of our own staff, exchanges between

organisations or secondments, or open recruitment.

Staff resources have been realigned to ensure continued
 We will complete the implementation of a central system
4.1 Q2 2012 service delivery following significant reduction in
to verify that all staff are appropriately deployed and
numbers. This is being reviewed on an ongoing basis to
utilised on an on-going basis
best match resources to current business priorities.

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4.1, 4.3, 4.4 The Department is committed to performing its functions with a Q2 2012 Following the retirements in February 2012, the
smaller staff in the future. Following the next round of Department identified critical vacancies and redeployed
retirements in February 2012, the Department will review its staff from within the Department to fill those vacancies.
structure in order to balance the continued delivery of business Staffing needs for Ireland’s Presidency of the EU has been
priorities with falling levels of overall resources in line with the identified. Staff for the Permanent Representation in
Programme for Government commitments and the requirements Brussels and Geneva will be in place by September 2012.
of Ireland’s Presidency of the EU in 2013. In line with the Government Decision of December 2011,
where further expertise is required the Department is
considering the re-engagement of retired staff with clearly
defined expertise on a pension abatement basis.

4.12 The Department will strengthen absenteeism management, Q1 2012 The Lost Time Rate for the first quarter of 2012 is 3.62%,
including through implementation of Circular 09/2010 on comparing favourably to the 5.73% reported in the C&AG
Management of Sick Leave, better monitoring and analysis of report of August 2009. Proposals for a more active and
sick leave patterns, a more hands on role for local management effective implementation of Circular 9/2010 with a view to
and measures to ensure that discretionary provisions (such as reducing further our rate of absenteeism have been
uncertified sick leave) are not abused. finalised and are due to be implemented wef Q2/2012.

4.4 A review of cross stream reporting arrangements within the Q2 2012 Report completed and responsibility for implementation of
Department is almost complete. We will consider the outcome of recommendations has been assigned at MAC level.
the Review and address any issues arising.

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4.1, 4.3, 4.4 The Minister intends to establish an Implementation Group on Group established by The Implementation Group on Universal Health Insurance
Universal Health Insurance in the near future. The Department Q1 2012 has been established. It held its first meeting on 1 March
will lead and resource the work of the Implementation Group. 2012 and a second meeting will take place at the beginning
The group will develop detailed implementation and costed of April. A project team comprised of Department of
implementation proposals for universal health insurance and will Health officials has also been established to support the
help to drive the implementation of various elements of the work of the Implementation Group.
reform programme. The Implementation Group will also have
responsibility for assisting the Department in preparing a White
Paper on Financing Universal Health Insurance which will
outline the estimated costs and financing mechanisms associated
with the introduction of universal health insurance.

4.1, 4.3, 4.4 The Programme for Government provides for significant New arrangements in Government approval is being sought in April to prepare a
strengthening of primary care services to deliver universal place by Q3 2012 general scheme for the required legislation.
primary care with the removal of cost as a barrier to access for
patients. A Universal Primary Care Project Team, which has
been tasked with working through the issues relating to these
commitments, has been established.

Universal primary care will be achieved on a phased basis.
Initially, free GP cover will be extended to persons in receipt of
drugs and medicines under the Long Term Illness Scheme.
Primary legislation is required to give effect to this commitment.

4.1, 4.3, 4.4 The Minister has announced that the clinical care and cancer care Q2 2012 Consideration of functional transfers between the
programmes will move from the HSE into the Department. In Department and the HSE is ongoing.
addition consideration is also being given to the movement of a
number of other corporate functions within the HSE to the
Department in the near future. These include communications,
national HR/IR functions and the corporate planning and
performance function.

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Para 4.17 The rationalisation of agencies programme will continue to be Completed The National Council for Ageing and Older People
implemented within the Department and agencies under its remit. (NCAOP) and the Women’s Health Council (WHC) were
The functions of the National Council for Ageing and Older successfully subsumed into the Department in 2009.
People (NCAOP), the Women’s Health Council (WHC), the
Children Acts Advisory Board (CAAB) and the Irish Council for The Child Care (Amendment) Bill provides for the
Bioethics (ICB) are being absorbed by the Department under this dissolution of the Children Acts Advisory Board and has
programme. been enacted. In 2011 all CAAB staff were transferred to
either the Department of Health, the Department of
The work referred to above regarding the clarification of the role Children and Youth Affairs, the Office of the Revenue
of the Department will also contribute to reducing duplication and Commissioners, Garda Civilian and the HSE depending on
increasing overall efficiency. their background & skills.

Staff of the Irish Council for Bioethics (ICB) are currently
on secondment to the Department.

The following actions from our ORP Action Plan will be
implemented.

4.1 - We will develop a “Memorandum of Understanding” Q1 2011 A draft Memorandum of Understanding (MOU) was
with the HSE to help define and clarify the “business prepared and was under discussion between the
rules” which will govern future working relationship Department and the HSE. The need for this MOU has
between the staff of the two organisations. been reviewed in the light of changes provided for in the
Programme for Government, and it will not now proceed.

4.1, 4.3, 4.4 - We will review our existing structure to facilitate the Q2 2011 This will be an on-going process and is already underway.
allocation of appropriate priority to longer-term strategic For example a Business Support and Development Unit
issues and help achieve “economy of scale” type has been set up from existing resources to centralise some
efficiencies by centralising some functions. key corporate functions. Other examples include the
establishment of a Central Legislation Unit. A Special
Delivery Unit, as provided for in the Programme for
Government has been established. It is fully functioning.

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An Bord Altranais

Multi Skilling / Enhancing the skill-sets of core staff with overlapping Ongoing in Organisational Review currently in progress
Multi Tasking. capabilities to maximise the flexibility of the Board’s resources conjunction with
to react to variable customer demands for the ABA’s services IPMDS

Standardisation Throughout 2012 Completed
of use of the old Establish a consistent customer friendly and cost effective
‘privilege days’ mechanism for ensuring that Privilege days at Christmas and
entitlements Easter are utilised in the best interest of the Services provided to
across ABA to our customers, including year round lunch time opening in a fair
maximise public and equitable manner for the staff while ensuring realisable
service savings for the exchequer and maximising customer service.

Weekly Payroll The elimination of weekly payroll runs for nine ABA staff February 2012 Completed
Runs
CORU (Health and Social Care Professionals Council)

As a developing agency, we have recruited staff through On going REDEPLOYMENT - To date redeployed 1 EO from
2.9;4.3 & 4.17 redeployment where possible. National Roads Authority; 1 EO from Public Appointments
Services, 1 AP from Institute of Public Administration and
With future posts, we will also seeking to redeploy people 1 HEO from PRTB in Q3 and 4 2011.
No HEOs on resource panel, Unable to fill 3 HEO posts,
now being recruited through PAS
Cost Avoided - through redeployment no costs for
advertising of posts through media or through agency fees.
4.19 Practice Under the Skillnet scheme run by the Law Society, we have had Until Person will complete their 6 month placement in May 2012
Placements a Solicitor working with us to gain experience as an in house May 2012
solicitor on a 6 month basis, under our Head of Legal Affairs
HR Management On going On-going review and development of processes and
policies on time keeping and attendance.
Developed agent specific Performance Management
Scheme which was introduced in 2011 and continues.
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Induction programme has specifically looked at the
requirements of redeployed staff – team building to pull
together this developing and demanding agency.
On-going monthly “Lunch and Learn” sessions for staff
education. Sessions included Data Protection, Looking after
your own health, EU Directive.

Dental Council

4.10 – The Dental Council now actively manages all sick leave, in Delivered
Absenteeism accordance with locally agreed procedures.
4.11 – Merit The Dental Council fully endorses and complies with merit Delivered
based based promotions and recruitment. Open recruitment is used
recruitment and appropriate professional skills are brought in when required
and promotion to enable the Council meet its statutory obligations.

Food Safety Authority of Ireland

1.4 & 1.5 Staff Numbers - That staff numbers will continue to be managed On-going Staff numbers continue to be managed within the
within the parameters of the Employment Control Framework parameters of the Employment Control Framework. A
whilst maintaining services to the greatest extent possible. A reduction from 87, which was the approved headcount
reduction in staff numbers from 87, which was the approved prior to the imposition of the recruitment embargo, to 78
headcount prior to the imposition of the recruitment embargo, to has been achieved (-10%). In addition, FSAI staff
78 has been achieved (a 10% reduction in staff numbers). In continue to work unpaid in excess of the normal working
addition, FSAI staff continue to work unpaid in excess of the week on an on-going basis (in the period March 2011 to
normal working week on an on-going basis (during 2011 this was April 2012 this was in the region of 175 days overall).
in the region of 140 additional working days overall). Senior staff also provide an on-going voluntary out-of-
hours service to cover for emergency situations.
1.13, 4.11 & Performance Management - Continue to strengthen the The system has been reviewed and updated and training
4.12 performance management system by implementing the revised Quarter 2, 2012 provided for all staff. The system will continue to be
system during 2012, providing relevant training and monitoring reviewed and strengthened as required.
and reviewing its implementation.
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4.4 & 4.9 Absence Management - Whilst recognising that the overall rate Quarter 2, 2012 A review of the sick leave policy has commenced and will
of absences is not at a high level, specific initiatives to help be finalised in Q2/3 2012.
manage sick leave more effectively and reduce the incidence will
be considered e.g. return to work meetings etc.

Improved Manage funding and delivery of local authority veterinary service Quarter 4, 2012 The number of local authority service contracts has been
service delivery (LAVS) in light of further staff reductions in LAVS in February reduced from 31 to 28. A reduction in costs has also been
1.4, 1.5 2012, to ensure continued delivery of the service and improved achieved due to the streamlining of resources used in
value for money. specific local authorities. A verification system has also
been implemented to monitor and control payments for the
service.

Health Insurance Authority

Section 1.19 of The Authority has been given addition roles and functions in December 2012 The required legislation is currently being drafted.
the Public relation to the 2013 Risk Equalisation System that are equivalent
Service to those currently undertaken by Revenue in relation the Interim
Agreement – Risk Equalisation System. There will be a substantial saving by
Staff Numbers Revenue in both staffing and administrative resources. While the
Authority will require additional staff to fulfil the functions these
staff will be funded through the Authority’s current level of
resources, which are funded by a levy on the health insurance
industry and not by the exchequer.

Section 1.2 of The Authority has implemented all instructions from the Implemented Non-payment of the general round pay increase under the
the Public Departments of Finance and the Department of Health and terms of the Review and Transitional Agreement = annual
Service Children in relation to pay and conditions. The Authority will saving of c. €12,000
Agreement – continue to comply with all Circulars and direct instruction. To
Public Servant date: Pension related deduction = annual saving of c. €32,500
Pay and
Pensions Bill  The Authority has not paid the general round pay increase Reduced rate of pay and allowances = annual saving of c.
under the terms of the Review and Transitional Agreement €35,500
that were due in 2009.
 The Authority has implemented the embargo on recruitment Non recruitment of an intern = annual saving of c. €20,000
and promotion.
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 The Authority has implemented the introduction of the Not filling full staff allocation = annual saving of c.
pension related deduction as required. €11,500
 The Authority has applied the reduced rate of pay and
allowances that took effect on 1 January 2010. In line with the Department of Public Expenditure and
 The Authority has made all employees aware of the Reform requirements in relation to public servants serving
incentivised scheme for early retirement but it is not on state boards one Authority Member is no longer in
applicable to any of Authority’s employees. receipt of directors fees. The Authority will save €6,003
 The Authority has made all employees aware of the Special per annum.
Civil Service Incentive Career Break Scheme, to date no
Authority employees have applied for leave under the
scheme.
 The Authority has sanction for one intern, a position that is
currently not filled due to the moratorium on recruitment.
 The Authority has sanction for nine whole-time staff but
currently operates with a staffing level of 8.57WTE. The
additional staffing allocation will not be filled due to the
moratorium on recruitment.

Section 1.19 of In 2009 the Government introduced The Health Insurance Implemented The Authority now carries out increased functions (in
the Public (Miscellaneous Provisions) Act, 2009 which assigned additional particular with regard to enforcement and consumer
Service functions to the Authority, namely: information) within existing resources.
Agreement – It is estimated that carrying out these functions within
Staff Numbers  To maintain a register of health insurance products; existing resources rather than recruiting extra staff results
 To evaluate and analyse returns received from insurers and in savings in staff costs to the Authority of c. €125,000
issue a report on the evaluation and analysis to the Minister;
 To provide advice to the Minister in relation to the amounts
of the levy on Health Insurers and on the tax relief provided
to older persons;
 To take such action as it considers appropriate to increase the
awareness of members of the public of their rights as
consumers of health insurance and of health insurance
services available to them; and
 To carry out functions in relation to the regulation and
enforcement of compliance with the Health Insurance Acts.

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