A new performance management system for the civil service is being introduced this week.
Civil Service unions agreed to implement the performance management and development system (PMDS) under national partnership agreements.
Under the system a civil servant's performance will be given a rating of between "one" and "five" by management, from unacceptable (one) to outstanding (five). A "three" rating will mean performance is fully acceptable, while a "two" rating will mean performance must be improved in some respects.
Those ranked "one" will be denied an annual pay increment. Those with ratings "one" or "two" will not be considered eligible to apply for promotion.
The Department of Finance has said it anticipates that 40 per cent to 60 per cent of civil servants will be rated "three".
Performance assessments will also be taken into account when probation reviews assess new civil servants' suitability. Staff will be entitled to have their assessments reviewed if they are dissatisfied with the outcome.
A similar system is being developed in local authorities, VECs and institutes of technology. A team-based performance management system is being introduced in the health sector.
The system was initially resisted by the Civil, Public and Services Union, whose 10,000 members were initially denied a pay rise due on June 1st for refusing to agree to it. However, the issue was settled when members voted by two-to-one to accept the new system in late June.
Louise O'Donnell, national secretary of Impact, Ireland's largest public sector trade union, said although individual performance evaluations have been in place in the public service since 2000, PMDS was an entirely new approach. "It explicitly links individual civil servant's pay to their performance. It is further proof that those who say staff have given nothing in exchange for benchmarking are wrong."
