EOLAS TOWARDS 2016 TRANSITIONAL AGREEMENT New Pay Deal Proposed

Transcription

1 Special Issue: October 2008 EOLAS TOWARDS 2016 TRANSITIONAL AGREEMENT New Pay Deal Proposed Ballot Arrangements Your ballot paper will be distributed by your Staff Representative. Please consider the information in the Eolas and the other documentation on the INTO website prior to casting your vote. Members in those branches that have a quarterly meeting scheduled to take place (some have already taken place) are invited to attend and have an opportunity to debate the merits of the Transitional Agreement prior to casting their vote. Ballot papers should be returned in the pre-paid envelope to arrive in Head Office by 5 pm on Friday, 31 October. Dear Colleague, You will be aware that after protracted negotiations, discussions on a new pay deal concluded last month. The new agreement which will be known as Towards 2016 Transitional Agreement , will last for 21 months. The Transitional Agreement proposes a 6% pay increase (6.5% for lower paid workers) in 2 phases, i.e. 3.5% on 1 September 2009 (after an 11 month pay pause) and 2.5% on 1 June The Transitional Agreement also provides for the payment of the Benchmarking II awards to primary principals and deputy principals with effect from 1 September Similar to previous programmes, the payment of salary increases is linked to co-operation with ongoing modernisation. However, the requirements for modernisation in the Transitional Agreement are a restatement of the modernisation agenda previously agreed in Towards (see page 5) At its meeting on Thursday, 2 October, the CEC considered the final outcome of the negotiations and has decided to recommend that members accept the proposed pay deal. In reaching this decision the CEC was of the view that the proposed pay increases were the best that could be secured at a time of significant economic downturn. In addition, the CEC considers that the increases for principals and deputy principals awarded under Benchmarking II and incorporated in the Transitional Agreement must be secured. It is time for members to give their verdict. This Eolas highlights key issues in the Transitional Agreement with a specific focus on those aspects that will directly affect teachers. A copy of the full text of the Transitional Agreement will also be issued to each school and will be available on the INTO website at We would urge you to read this documentation carefully, to cast your vote and return your ballot to arrive in Head Office by 5pm on 31 October A special ICTU Delegate Conference will be held on 17 November next to determine the overall response of the trade union movement to the Transitional Agreement. The INTO delegation will cast its votes in accordance with the outcome of the ballot of our members. CONTENTS Key Features p2,5 Pay Increases p3,4 Points to Consider p6 Modernisation p6 Le gach dea ghuí, John Carr MA (Ed) General Secretary Declan Kelleher President Irish National Teachers Organisation, Vere Foster House, 35 Parnell Sq, Dublin 1. Tel:

2 TOWARDS 2016 TRANSITIONAL AGREEMENT A national agreement Towards 2016 was agreed by the social partners in September This agreement set out a 10 year framework for economic and social reform. Towards 2016 included provisions relating to pay and the workplace in respect of the first 27 months of the agreement. This 27 month module expired on 30 September A second module (to last 21 months) has now been negotiated with the social partners. This second module will be known as Towards 2016 Transitional Agreement and is before members of the various unions for consideration. The following are extracts from the text of this Transitional Agreement. A copy of the full text will be issued to every school and will also be available on the INTO website at The commitments set out in this Transitional Agreement have as their objectives: the protection of living standards; the protection of existing employment and the promotion of further job creation; the further development of a balanced and effective employment rights framework; the maintenance of industrial relations peace and stability; the maintenance of Ireland s competitiveness in a globalised world and the enhancement of the country s productive capacity through greater innovation in the workplace; enhancing the quality of the working environment; and ensuring sustainable public finances. PUBLIC SERVICE PAY AND RELATED ISSUES Support for Modernisation and Flexibility Sustaining Progress and Towards 2016 set out a number of principles concerning public service modernisation and flexibility. The parties to this Transitional Agreement consider that these principles have established a worthwhile framework within which the process of ensuring that our public services meet the evolving requirements of the Irish people can be advanced. These principles are incorporated in this Transitional Agreement. Current Agreement This Transitional Agreement: Provides that no costincreasing claims by trade unions or employees for improvements in pay or conditions of employment, other than those provided in this agreement will be made or processed during the currency of this Transitional Agreement. Commits employers, trade unions and employees to promoting industrial harmony. Precludes strikes or other forms of industrial action by trade unions, employees or employers in respect of any matters covered by this Transitional Agreement, where the employer or trade union concerned is acting in accordance with the provisions of this Transitional Agreement. NIB and the Public Service This Transitional Agreement provides for the continuation of the National Implementation Body to ensure the delivery of the stability and peace provisions of the Agreement. Pay Increases See pages 3 and 4. Benchmarking It is agreed by the parties that the increases recommended in the second report of the Public Service Benchmarking Body will be paid as follows: (a) 5% from 1 September 2008, or where the total increase is less than 5%, the full increase from that date; and (b) the issue of the payment of any balances will be discussed between the parties in the context of any successor to this Transitional Agreement which might be agreed between the Social Partners, or whatever other arrangements may be in place on the expiry of this Transitional Agreement. Review of Benchmarking Over the course of this Transitional Agreement, the parties will conduct a joint review of the benchmarking process. While acknowledging that the principle of benchmarking remains appropriate, the review will consider the manner in which benchmarking has operated; the terms of reference for future reviews; the methodology to be used; and the basis for comparisons between remuneration in the public service and the private sector. Concerns expressed by the Public Services Committee of the Irish Congress of Trade Unions in relation to these and other matters relating to benchmarking will be covered in this review. Focus on the Needs of Citizens The parties will support the development of a more customer-focussed approach to the delivery of public services which puts the public at the centre of public services and acknowledges that there are challenges that must be addressed if the public service is to meet the needs and expectations of our citizens. The parties accept, therefore, that the public service modernisation process must deliver results that are clear, useful and verifiable to the user and must provide a level of performance that delivers outcomes in line with the needs of citizens. Continued on page 5 2 EOLAS: Towards 2016 October 2008

3 PROPOSED PAY INCREASES This Transitional Agreement shall come into force on 1October 2008 and will last for 21 months (i.e. until 30 June 2010). It is agreed by the parties that the following basic pay terms shall apply: A pay pause of 11 months; An increase of 3.5% from 1 September 2009; and An increase of 2.5% from 1 June 2010 except for those earning up to 22,463 per annum where a 3% increase will apply. The payment of these increases is dependent, in the case of each sector, organisation and grade, on verification of cooperation with flexibility and ongoing change, including cooperation with satisfactory implementation of the agenda for modernisation set out in the Transitional Agreement, maintenance of stable industrial relations and absence of industrial action in respect of any matters covered by the Transitional Agreement. NOTE ON PAY SCALES Please note that these figures have been calculated in Head Office as official Department of Education and Science figures are not yet available. BENCHMARKING The increase to primary principals and deputy principals arising from the second Benchmarking process will be paid in full with effect from 1 September The increases are applied through the abolition of the two lowest bands of Principal and Deputy Principal allowances. This means that principals and deputy principals of schools up to and including five teachers move up two bands. All others move up one band. COMMON BASIC SCALE Point on 2.5% 2.5% 3.5% 2.5% Scale 1/3/08 1/9/08 1/9/09 1/6/ ,804 32,599 33,740 34, ,930 33,753 34,934 35, ,058 34,909 36,131 37, ,188 36,068 37,330 38, ,941 37,864 39,189 40, ,078 39,030 40,396 41, ,213 40,193 41,600 42, ,072 43,124 44,633 45, ,500 44,588 46,149 47, ,207 46,337 47,960 49, ,905 48,078 49,761 51, ,616 49,831 51,575 52, ,046 51,297 53,092 54,419 14,15,16 51,940 53,239 55,102 56,480 17,18,19,20 54,552 55,916 57,873 59,320 21,22,23,24 58,003 59,453 61,534 63, ,816 63,361 65,579 67,218 PRINCIPALS ALLOWANCES Point on 2.5% Realignment Benchmarking 2.5% 3.5% 2.5% Scale 1/3/08 of Bands 1/9/08 1/9/08 1/9/09 1/6/10 I (1-5)* 9,561 I (1-7) 12,568 12,882 13,333 13,666 II (6-7) 10,713 III (8-11) 12,568 II (8-11) 14,747 15,115 15,644 16,035 IV (12-13) 14,747 III (12-13) 17,155 17,584 18,199 18,654 V (14-16) 17,155 IV (14-16) 19,598 20,088 20,791 21,311 VI (17-19) 19,598 V (17-19) 21,963 22,512 23,300 23,882 VII (20-23) 21,963 VI (20-23) 24,353 24,962 25,836 26,482 VIII (24-26) 24,353 VII (24-26) 26,112 26,765 27,702 28,395 IX (27-30) 26,112 VIII (27-30) 27,390 28,628 29,630 30,371 X (31-35) 27,930 IX (31-35) 30,579 31,343 32,440 33,251 XI (36+) 30,579 X (36+) 32,370 33,179 34,340 35,198 * Size of school by total number of authorised teaching posts inclusive of principals indicated by brackets. EOLAS: Towards 2016 October

4 DEPUTY PRINCIPALS ALLOWANCES Your ballot paper will be distributed by your Staff Representative Point on 2.5% Realignment Benchmarking 2.5% 3.5% 2.5% Scale 1/3/08 of Bands 1/9/08 1/9/08 1/9/09 1/6/10 I (3-5)* 3,870 I (3-7) 6,696 6,864 7,104 7,282 II (6-7) 5,065 III (8-11) 6,696 II (8-11) 8,393 8,603 8,904 9,127 IV (12-13) 8,393 III (12-13) 10,036 10,287 10,647 10,913 V (14-16) 10,036 IV (14-16) 11,752 12,046 12,468 12,779 VI (17-19) 11,752 V (17-19) 13,403 13,738 14,219 14,574 VII (20-23) 13,403 VI (20-23) 15,024 15,400 15,939 16,337 VIII (24-26) 15,024 VII (24-26) 16,302 16,710 17,295 17,727 IX (27-30) 16,302 VIII (27-30) 17,548 17,986 18,616 19,081 X (31-35) 17,548 IX (31-35) 19,477 19,964 20,663 21,179 XI (36+) 19,477 X (36+) 20,671 21,187 21,928 22,476 * Size of school by total number of authorised teaching posts inclusive of principals indicated by brackets. QUALIFICATION ALLOWANCES Ballot papers should be returned in the pre-paid envelope to arrive in Head Office by 5 pm on Friday, 31 October, % 2.5% 3.5% 2.5% 1/3/08 1/9/08 1/9/09 1/6/10 (a) (i) H Dip (Pass) (ii) Higher Froebel Cert (b) (i) H Dip (1st/2nd Hons) 1,269 1,301 1,347 1,380 (ii) Ard Teastas Gaeilge 1,269 1,301 1,347 1,380 (c) Primary Degree 1,892 1,940 2,008 2,058 (d) Masters Degree 5,051 5,177 5,358 5,492 (e) Primary Degree (1st/2nd/3rd Hons) 5,051 5,177 5,358 5,492 (f) Masters Degree (1st/2nd Hons) 5,644 5,785 5,987 6,137 (g) Doctors Degree 6,305 6,463 6,689 6,856 Special Dips 2,502 2,564 2,654 2,720 OTHER ALLOWANCES PROMOTED POSTS 2.5% 2.5% 3.5% 2.5% 1/3/08 1/9/08 1/9/09 1/6/10 Teaching through Irish 1,625 1,665 1,723 1,766 Gaeltacht Grant 3,145 3,223 3,336 3,419 Island Allowance 1,892 1,940 2,008 2,058 Teachers who have been on max point of the common basic scale for at least 10 years 2,386 2,446 2,532 2, % 2.5% 3.5% 2.5% 1/3/08 1/9/08 1/9/09 1/6/10 Assistant 8,749 8,968 9,282 9,513 Principal Special Duties Post 3,870 3,967 4,106 4,208 4 EOLAS: Towards 2016 October 2008

5 PUBLIC SERVICE PAY AND RELATED ISSUES... Continued from page 2 OECD Review on the Public Service The OECD Review of the Public Service, Towards an Integrated Public Service, marks an important stage in the ongoing modernisation of the public service. The Government has established a Task Force to develop a new Action Plan for the public service of the 21st century in the light of the recent comprehensive review by the OECD. While the detailed implementation of the Action Plan will require discussions with all relevant interests, the parties to this Transitional Agreement commit themselves to implementation of the basic principles emerging from the OECD report. In particular, the parties accept the need identified by the OECD to give more emphasis to the public service as an integrated system, with a greater focus on meeting the needs of citizens. Provisions of Towards 2016 Towards 2016 recognises that the public service must continue to modernise, and at a faster rate than heretofore, if it is to continue to meet the objectives of an increasingly sophisticated, complex and diverse society. This requirement has even greater force in the challenging economic environment now faced and that Agreement provides an important framework for meeting the economic and social challenges that lie ahead. In light of the importance of this issue, the parties reaffirm their commitment to co-operate with normal ongoing change and the flexibility and modernisation provided for in Sections 28 to 32 of Towards 2016 (see panel). The specific provisions of Towards 2016 in regard to modernisation of the public service are unaltered and remain in force. INTO Note Sections 28 to 32 of Towards 2016 set out the modernisation requirements for the various sectors of the Public Service. Section 31 dealt with the Education Sector. A summary of the requirements of Section 31 which are reaffirmed in this Transitional Agreement, is carried in the panel below. Modernisation Agenda These issues were part of the last deal and remain in force under the new agreement Performance Management SCHOOL DEVELOPMENT PLANNING The parties have agreed that each school will utilise the DES publication Looking at our School to conduct a self evaluation of school performance. TEACHER PERFORMANCE The parties are agreed that it is timely to review and revise existing procedures (for suspension/ dismissal) as provided for in Section 24(3) of the Education Act 1998 and that; The new procedures will be agreed in time for implementation with effect from 2007/2008 school year; the parties agree to discuss the provision of assistance to teachers experiencing professional difficulties. Promotion The parties agree to enter discussions to revise existing promotion procedures; and that Revised arrangements in each sector will be based on criteria formulated and agreed for that sector and will apply from 2008/09 onwards. Surplus Teachers The parties agreed to enter into discussions to agree new arrangements in relation to the redeployment of teachers so that the new procedures can operate from the 2007/08 school year. In the case of primary schools, the existing panel arrangements will be reviewed to increase their flexibility and operation. Professional Development The parties have identified alternative means by which such training (inservice) could be delivered that could reduce the impact on tuition time; The parties have agreed to explore how any implications of such change could be accommodated with particular regard to the upcoming work of the Benchmarking Body and the operation of this national agreement generally. Modernisation and Legislative Change Sustaining Progress provided for the co-operation by teachers with the modernisation of the education system, particularly through the implementation of curricular and legislative change. This co-operation will continue over the lifetime of this Agreement. Ongoing Negotiations While discussions on these issues are ongoing with DES and Management, final agreement has not been reached and new procedures or arrangements have not yet been put in place. EOLAS: Towards 2016 October

6 KEY POINTS TO CONSIDER 21 month pay deal will yield 6% pay increase. (Lower paid workers will be an additional 0.5%). At a time of significant economic downturn the best possible pay increases for workers were secured by ICTU. It was considered that an alternative public-sector only deal but would be difficult to secure. Benchmarking award for Principals and Deputy Principals to be paid in full from 1 September The requirement for cooperation with ongoing modernisation in the Transitional Agreement are not new and have already been agreed under T2016. The industrial harmony clause in the agreement is identical to the existing clause and has been a standard clause in previous agreements. Further advances on employment rights and compliance have been secured. Salary increases come after an 11 month pay pause. It is likely that these increases will match inflation but could be eroded if inflation continues to rise. The Benchmarking process did not address other significant aspects of our claim such as shortening the length of the salary scale. One of the requirements is a commitment to co-operate with the implementation of curricular and legislative change. Requirements for industrial harmony over the next twenty one months give us no room for manoeuvre and removes the option of strike action in relation to issues covered by the agreement. Many of the commitments on employment rights have already been promised but not finalised under Phase 1 of T2016. Issues Impacting on the Broader Workforce Tackling Inflation The parties are agreed on the critical importance of tackling inflation and ensuring that inflation rates are maintained at or below the Eurozone average in order to secure jobs and protect living standards. The parties are also agreed that the Anti-Inflation Group, established under Sustaining Progressand reconstituted under Towards 2016,will continue to provide an effective forum for co-operation and coordination in combating inflation. The Government is committed to vigilant monitoring of prices for household goods and services and the prioritisation of appropriate policy measures in the absence of progress in this area. Pensions The parties to this Transitional Agreement share the objectives of the parties to the PPF in relation to pensions, namely that all retired people should have adequate incomes; that the level of coverage of occupational pension schemes should be increased; and that the Social Partners will cooperate to promote improvements in the coverage of pension schemes towards the agreed National Pensions Policy Initiative (NPPI) target of 70% of the total workforce over age 30. On foot of the publication of the Green Paper on Pensions and the extensive public consultation process which followed its publication, the government is committed to the publication of a comprehensive framework for future pensions policy by end Employer Rights and Compliance Significant progress is being made on delivering the commitments (on employment rights and compliance) agreed in Towards 2016 and this work will continue over the course of this Transitional Agreement. In addition, the parties have agreed a series of further measures to ensure achievement of the overall objective. Employment Law Compliance Bill 2008 The Government is committed to enacting the Bill before end 2008 following further detailed consultations with the Social Partners. Regulating Agencies Work on the drafting of the Employment Agency Regulation Bill, promised under Towards 2016, is at an advanced stage. The Government will publish the Bill before end This legislation is intended to give effect to the commitments agreed in Section 21 of Towards 2016 and the principles set out in the appendix thereto. It is intended that there would be continued dialogue with the Social Partners in finalising the text of the Bill. Employee Representation The parties are agreed to the establishment of a review process which will consider the legal and other steps which are required to enable the mechanisms (for voluntary collective bargaining) which were established under previous agreements to operate as they had been intended. This process will take account of issues of concern to both sides from their experience of the mechanisms to date, the necessity for fair procedures, and will take account of expert legal advice and international practice, where relevant. The review will be completed by the end of March 2009 with the view to the enactment of the necessary legislation in June CEC RECOMMENDATION At its meeting on Thursday, 2 October, the CEC considered the final outcome of the negotiations and has decided to recommend that members accept the proposed pay deal. 6 EOLAS: Towards 2016 October 2008