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IMPACT

Dublin Nerney始s Court, Dublin 1. Phone: 01-817-1500 Fax: 01-817-1501 Email: rnolan@impact.ie

Cork Father Matthew Quay, Cork. Phone: 021-425-5210 Fax: 021-494-4682 Email: impactcork@impact.ie

Local Government, Education and Local Services Division Report 2005-2007

Galway Unit 23, Sean Mulvey Business Park, Sean Mulvey Road, Galway. Phone: 091-778-031 Fax: 091-778-026 Email: impactgalway@impact.ie

Sligo 51 John Street, Sligo. Phone: 071-914-2400 Fax: 071-914-1365 Email: impactsligo@impact.ie

www.impact.ie

www.qualitypublicservices.ie


Produced by IMPACT Information Office Nerneyʼs Court, Dublin 1 Phone 01-817-1500 E-mail rnolan@impact.ie

Designed by N. OʼBrien Design and Print Management Ltd c/o Kempis, Jamestown Business Park Jamestown Road, Finglas, Dublin 11 Front cover photo John O’Flanagan is a senior education welfare officer. The National Education Welfare Board makes sure all children get an education.

Phone 01-864-1920 E-mail nikiobrien@eircom.net


IMPACT Local Government, Education and Local Services Division Report 2005-2007

www.qualitypublicservices.ie


Connell Cleary is a local authority veterinary officer in Sligo.


Divisional organisation ..................................................5 Divisional executive committee ......................................5 Branch organisation ......................................................5 Local Authority National Council ....................................5 Pay ................................................................................5 Benchmarking ................................................................6 Modernisation ................................................................6 Workersʼ rights ..............................................................7 Local authoritiesʼ partnership ........................................7 Education parternship ....................................................7 Performance management ............................................8 Fixed-term workers ........................................................8 Taxation of certain allowances ......................................8 Electoral register ............................................................8 Community enterprise and development officers ..........8 Directors of regional authorities ....................................8 Environmental technicians ..........................................10 Fáilte Ireland ................................................................10 Fire services ................................................................10 Grades IV – VII ............................................................10 Libraries ......................................................................10 Local authority veterinary officers ................................10 RAPID co-ordinators ....................................................10 Regional assemblies staff ............................................10 Revenue collectors ......................................................10 Social workers ..............................................................10 Technicians ..................................................................10 Institutes of technology ................................................11 National Education Welfare Board ..............................11 School secretaries ........................................................11 Special needs assistants ..............................................11 Vocational education committees ................................11

Appendices ..................................................................12 Salary scales......................................................13 Travel and subsistence ......................................15 Vocational groups ..............................................16

Contents


Divisional organisation Pay

Divisional executive committee The following were elected to IMPACTʼs Local Government, Education and Local Services divisional executive committee at the 2005 divisional conference: Michael McCabe (Cathaoirleach), Alice Hennessy (Leas-Cathaoirleach), Kevin OʼMalley (third divisional representative on IMPACTʼs central executive committee), Frank Brannigan, Tom Browne, Pat Considine, Caroline Degraeve Kane, Eugene Farrelly, Martin Flanagan, Ray Kennedy, Tom Murray and Joe Sherlock. Michael McCabe resigned as Cathaoirleach following Isobel Murphyʼs election as IMPACT Vice President in 2006. Alice Hennessey succeeded him as Cathaoirleach and Tom Murray was elected Vice Cathaoirleach.

Branch organisation In 2006, the central executive committee transferred special needs assistants to the division, reflecting the fact that the education department employs them. A Vocational Education Committee branch was established in 2005. Following this successful initiative, both the divisional executive committee and the central executive committee have supported proposals to establish new branches for institutes of technology, the National Education Welfare Board, school secretaries, special needs assistants and Fáilte Ireland. Consultations on the proposals are now taking place with branches.

Local authority national council The local authority national council met regularly in 2005 and 2006 to deal with claims and issues affecting IMPACT members in the sector. A spheres of influence document between IMPACT and SIPTU has been drawn up and awaits final ratification.

Towards 2016 Pay Increases 1st December 2006 1st June 2007

All grades in the division met the commitments required under Sustaining Progress and qualified for full payment of increases worth between 12.5% and 13% under Sustaining Progress. IMPACT members backed the new national agreement, Towards 2016, by a margin of 79% to 21% in a national ballot in 2006. The unionʼs central executive committee had recommended the deal, which was subsequently endorsed at an Irish Congress of Trade Unions (ICTU) special conference. Towards 2016 will deliver pay increases of 10% over 27 months, with an extra 0.5% for those earning €10.25 an hour or less. Like previous deals, Towards 2016 pay increases require staff and unions to co-operate with detailed public service modernisation and change programmes. The agreement also includes a comprehensive package of workplace protections designed to stop rogue employers driving down employment standards for all. At the time of writing, sanction for the first Towards 2016 payment, worth 3 per cent from 1st December 2006, had been given for all IMPACT members. Further increases of 2% on 1st June 2007, 2.5% on 1st March 2008, and 2.5% on 1st September 2008 are due under the deal. Early in 2007, ICTU warned that it could seek a renegotiation of pay increases later in the year unless the Government acted to curb inflation. High price increases in December 2006 pushed average inflation for the year to 4% and there was speculation among commentators that it could average around 4% in 2007. With pay increases of just 2% due in 2007, a 4% inflation rate would hit workers with a net loss of 0.5% in the period 2006-2007. However, as the box shows, negotiated pay increases have easily outstripped inflation in the last three years, and most IMPACT members got benchmarking payments too.

3% 2% (2.5% for low paid)

1st March 2008

2.5%

1st September 2008

2.5%

Report 2005-2007

ICTU economists believe inflation is likely to level out during 2007 and project that Sustaining Progress increases will outstrip inflation over the lifetime of the deal. They have been both the most accurate and most pessimistic price forecasters recently.

5


Unions accept that the Government does not control many inflationary pressures. Last yearʼs biggest inflationary factor – mortgage interest rates – are set by the independent European Central Bank, while energy prices are largely determined by the dollar price of oil. Yet ICTU has criticised huge domestic energy price hikes when oil prices were falling and has called on the regulator to change the way increases are handled. ICTUʼs concerns were raised at the first meeting of the Towards 2016 plenary early in 2007.

Cost of living 2004-2006 Inflation

Pay rises

2004

2.2%

7%

2005

2.5%

3%

2006

4.0%

5.5%

Total

8.7%

15.5%

Source: Inflation = Central Statistics Office Consumer Price Index Pay = Public sector increases under national agreements, excluding benchmarking.

Benchmarking The second Benchmarking process started in March 2006 and IMPACT made written submissions to the Public Service Benchmarking Body in July, and oral presentations early in 2007. The division made submissions on behalf of special needs assistants and local authority senior executive officers. It made a joint submission, with the

unionʼs health and welfare division and the Public Service Executive Union, on behalf of grade V staff officers and grade VII administrative officers. It made another joint submission, with the unionʼs health and welfare division and the Civil and Public Services Union, on behalf of clerical officers. ICTUʼs Public Services Committee has also made written and oral submissions. The body will make comparisons with private sector pay and remuneration and is due to make its second report at the end of 2007. National secretary Peter Nolan represents IMPACT on the local government performance verification group, which verifies that staff have complied with the modernisation terms of the national agreement. There are other trade union representatives, employersʼ representatives and independent members representing the public interest.

Modernisation Local government and education staff have to cooperate with specific modernisation and change measures to qualify for the pay rises in Towards 2016. The changes include reform of the common recruitment pool, changed attendance patterns to allow extended service hours, the introduction of performance and attendance management, and new rules on outsourcing in exceptional situations. As before, staff and their unions will also have to abide by industrial relations procedures and maintain ʻindustrial peaceʼ, which means no strikes or industrial action over issues covered by the agreement. The Towards 2016 modernisation provisions, which include general and specific requirements, says the public service must modernise at a faster rate “to meet the expectations and requirements of our increasingly sophisticated, complex and diverse society.” Staff will have to maintain co-operation with ongoing modernisation and change, including new structures and working methods if theyʼre necessary to improve services. However, the deal includes safeguards to ensure that management canʼt introduce massive changes without agreement. Unions can appeal to the

Ann Hanrahan and Alan Bruton work in Dublin’s motor tax office. Motor tax renewals now take days rather than weeks thanks to the efforts of IMPACT members.

6

Local Government, Education and Local Services Division


Labour Court if management attempts to breach the agreement or introduce more change than it demands. The Courtʼs decision is binding in such situations. The deal commits the parties to the introduction of open competitions for 20 per cent of grade V to VII posts from 2007, at a time when equivalent civil service posts will be opened up to the same degree. This includes the existing provision for open competition to specialist posts and existing staff will also be eligible to enter open competitions. The agreement also commits the union to negotiate arrangements for graduate entry to certain administrative posts by mid-2007. The deal also commits staff to the implementation of the recommendations of the Review of Local Government Financing during 2007 and 2008. This could include the introduction of national shared services in areas like accounts, payroll, human resources, IT, and data entry as well as waste management, water treatment plants, public-private partnerships and emergency services. The agreement also allows for the extension of new attendance patterns to allow some services to be delivered outside the traditional 9-5 working day, although the deal says “the standard working week of most public servants will remain unchanged.” Talks on new working patterns are to finish early in 2007. The union also has to reach an agreement on a revised attendance management policy, which would include the electronic recording of attendance by the end of 2007 and flexibility on start and finish times and out of hours meetings by mid-2008. Towards 2016 also gives management discretion to outsource “in exceptional situations involving temporary pressures or peaks, in order to avoid excessive delays in the delivery of services.” This would restrict management, which could only outsource to prevent service users suffering in extraordinary situations and there are safeguards to ensure that the provision is not abused. Under the agreement, local authorities can continue to use public private partnerships “in accordance with agreed national frameworks.”

Workers’ rights Towards 2016 also includes a comprehensive package of workplace protections, including fines of up to €250,000 – and possibly prison – for employers who try to dodge employment laws by failing to keep records. The deal will see a trebling of the

Report 2005-2007

number of labour inspectors, new measures to stop firms sacking staff to replace them with cheaper labour, and the establishment of a powerful new statutory body to enforce labour protections. There are also new measures to stop bogus selfemployment, protection for ʻwhistleblowersʼ, increased compensation for exploited workers, and stronger regulation of employment agencies.

Local authorities’ partnership The local authority national partnership advisory group (LANPAG) is responsible for overseeing the operation of partnership in local authorities. Alice Hennessy, Peter Nolan and Michael McGinty represent IMPACT on the body. Michael McCabe served on LANPAG while he was divisional Cathaoirleach. LANPAG has agreed a protocol on handling significant change in local authorities and it has also been responsible for a very successful ʻreturning to learningʼ initiative. It also facilitated a framework agreement on the Consultation and Information Act 2006 and it continues to fund local partnership projects. During 2006 difficulties arose in a number of local authorities regarding the implementation of agreed protocols on public-private partnerships and LANPAG met the Department of the Environment, Heritage and Local Government to press for the principle of stakeholder consultation. The matter remains an issue of concern for branches and the union continues to monitor developments. Agreement on the creation of permanent partnership facilitators in each local authority was reached in 2006.

Education partnership The national partnership forum sponsored a major consultation with stakeholders to review the operation of the partnership process in the institutes of technology. Following this an intensive series of meetings with the primary stakeholders was conducted and the forum set out a blueprint for the future operation of partnership within the sector. However the pace of implementing change has

7


been significantly slowed by the employersʼ refusal to renew the contract of the national partnership coordinator. At the time of writing the union group is considering an employersʼ proposal on the future operation of the partnership process. The union continues to participate in the vocational education committee national partnership forum (NPF). This ensured the smooth qualification for Sustaining Progress and Towards 2016 pay increases. However, there was considerable concern the unilateral decision not to replace the full-time facilitator.

Performance management Towards 2016 also requires the full implementation of the local government performance management and development system (PMDS), which is being rolled out in each local authority in a partnership approach. This has significantly enhanced staff buy-in. Partnership co-ordinators have been appointed in each local authority and the process is monitored at a national level by the performance management advisory group, where the national secretary represents IMPACT. PMDS systems continue to be rolled out for clerical and admin staff in VECs and institutes of technology and Towards 2016 also envisages a structured system of performance management and development for special needs assistants for the first time. A specific model is to be developed because of the unique nature of the service. IMPACT welcomed this as an opportunity to develop the special needs assistantsʼ role and integrate it better with other school activities.

Fixed-term workers IMPACT continued to seek the regularisation of workers under the Fixed Term Workers Act 2003 and had notable success in Tipperary South, where it successfully argued that a contract of indefinite duration be given to a member. The Labour Court also fined the employer €5,000 for its failure to properly implement the Act. In the institutes of technology, the council of directors has agreed to an examination of the entire workforce to ensure that the employers are not in contravention of the legislation.

8

Taxation of certain allowances Independent tax advisors told IMPACT that there was not enough evidence to challenge the Revenue Commissionersʼ instruction that employers should deduct tax and PRSI on fixed mileage and salaryrelated travel allowances, which many are now doing. The advice from tax consultants Grant Thornton has been issued to all branches. However, the union is pursuing the decision by some local authorities to reduce agreed local authority mileage rates to the civil service rate. Union representatives told the Local Government Management Services Board that employers cannot renege on a negotiated agreement.

Electoral register In July 2006, IMPACT engaged in discussions on the revised method of compiling the electoral register. The union strongly expressed its belief that the new method was unlikely to be successful. The union ensured that no revenue collector was required to undertake the electoral register in 2005 and ensured that a review of the operation would commence in March 2007.

Community enterprise and development officers IMPACT has referred outstanding industrial relations issues regarding the incremental scale of community enterprise and development officers to the Rights Commissioners under the Fixed Term Workers Act. A deal brokered by the Labour Relations Commission in March 2007 ensured that all CEDOs who were on fixed-term contracts prior to 2005 were appointed to the maximum of the Grade VII scale with effect from the date of their permanent appointment.

Directors of regional authorities This group has sought vocational group status within IMPACT. It is also considering its salary position in the context of the benchmarking submission for senior executive officers and other matters.

Local Government, Education and Local Services Division


Frances Clinton is a clerical officer serving over 2,000 tenants in Wicklow County Council.


Environmental technicians

Local authority veterinary officers

IMPACT is in discussions with the Local Government Management Services Board to seek access to promotional outlets on a competency related basis for environmental technicians.

The vocational group continued to meet and the national secretary addressed the groupʼs annual general meeting. The South Tipperary branch succeeded in winning a contract of indefinite duration for a fixed-term contract veterinary officer. The vocational group is seeking a review of the application of the competitiveness and effectiveness payments.

Fáilte Ireland Regional tourist bodies were merged with Fáilte Ireland in July 2006. IMPACT ensured that all its members were protected under the transfer of undertakings legislation. The group continues to deal with reorganisation issues.

Fire services Following a ballot to accept a revised fire service staffing structure, branches sought to implement it at local level. The Department of the Environment, Heritage and Local Government sought to restrict these negotiations by setting a limit of one senior assistant chief fire officer in each local authority. IMPACT resisted this and referred a number of individual matters to the Labour Relations Commission and Labour Court. At the time of writing all local authorities have at least two senior assistant chief fire officers and the larger authorities have more. A dispute has arisen over the qualifications for the posts.

Grades IV to VII A vocational group for grades IV to VII was reestablished following a motion to the 2006 IMPACT conference. The group has met on a number of occasions and set out an agenda covering the requirements of these grades.

RAPID co-ordinators IMPACT met the Local Government Management Services Board regarding security of tenure for RAPID co-ordinators, who subsequently had their fixed-term contracts amended to fixed-purpose contracts. While this provides improved security of tenure, it is far from ideal and the union is seeking to have these converted to permanent posts.

Regional assemblies’ staff The group has met on a number of occasions to consider grading issues.

Revenue collectors In December 2005, the revenue collectorsʼ vocational group decided to refer its grade claim to the Labour Court for a second time. The group expressed its disappointment at the terms of the second Labour Court recommendation and convened a well-attended general meeting in December 2006 to consider future options. The group has determined to ballot members on whether they want to seek further improvements in the revised management offer or to withdraw the claim.

Social workers Libraries Branches commenced local negotiations following a ballot on the restructuring of library grades and the introduction of a non-professional grade V in the library service. Progress was very slow in some cases and matters were referred to the Labour Relations Commission. Revised structures have now been agreed in most local authorities and posts have been filled by competitions confined to library staff. IMPACT successfully defended this position when Laois County Council sought to extend the field of competition.

10

A regrading claim for social workers has been referred to the local government management services board. The group has made a submission and is awaiting a follow-up meeting. The union has also referred a claim for added years for social workers to the local authority national council.

Technicians Following extensive consultation with members, and a ballot, technicians decided to be ʻBʼ listed with clerical and administrative grades in the current benchmarking exercise. This means that

Local Government, Education and Local Services Division


any increases for clerical administrative grades will be applied to the appropriate technicians. The technicians group is also considering changes that have taken place in the role and functions of the grade.

Institutes of technology There were regular meetings of the unionʼs institutes of technology vocational group, which has enthusiastically promoted the case for an Institutes of Technology branch. The group has completed discussions on revised qualifications for clerical officers. In 2006 institutes came under the aegis of the Higher Education Authority. Legislative protection for existing staff employment conditions was secured and a collective agreement on acting up procedures is nearly completed. An independent evaluation of the grading of clubs and society officers has commenced.

National Education Welfare Board The union has reached agreement on regularising personnel meetings and branch committee meetings. A wide range of local matters were resolved but there are still significant difficulties in processing matters that require approval from the Department of Education and Science. Proposals to deal with the salary level of senior education welfare officers, travel and subsistence and benchmarking payments are not being dealt with in a timely way. The vocational group has indicated that it will refer these matters to the Labour Relations Commission if early progress is not made.

School secretaries During negotiations on Towards 2016, IMPACT extracted a commitment from the Department of Education and Science and the Department of Finance to discuss issues concerning the differences in pay between school secretaries paid under the 1978 scheme and ʻPESP school secretariesʼ. It is hoped that this will provide the forum to deal with the long running discrimination. The union is also writing to the joint managerial boards to ensure protection for school secretaries who work in isolation. The school secretariesʼ vocational group is also considering taking action over the Department of Educationʼs failure to provide adequate training for the on-line substitution system.

Report 2005-2007

Special needs assistants Special needs assistants transferred to IMPACTʼs local government education and local services division in 2006. The union is at an advanced stage in reaching a spheres of influence agreement with SIPTU. The special needsʼ assistants first ever benchmarking submission was made in July 2006. A performance management and development system (PMDS) will be provided for special needs assistants under the terms of Towards 2016. IMPACT is determined that this scheme will recognise the real contribution that SNAs make to the development of the children they work with. The union hopes to create a new branch for SNAs by the end of 2007.

Vocational education committees IMPACTʼs new Vocational Education Committee branch continued to grow and develop after it was established in 2005 and assistant general secretary Matt Staunton was assigned to service the branch. The new branch encompasses all IMPACT members in VECs and there are sections for technicians and SNAs. The first branch AGM took place in 2006 where a branch rule book was adopted. Subsequently the branch officers and national official visited a number of VECs including Dublin, Cork and Wexford. The branch committee also received extensive training and there are plans to do the same for local union reps in 2007. IMPACT won ad hoc access to rights commissioners, the Labour Relations Commission and the Labour Court for VEC staff, although this has to be formalized under the proposed Employment Rights Act. A series of meetings to review the Rochford agreement were held with the Department and IVEA, where grants arrangements and staffing for 2008 were also discussed. By early 2007 IMPACT won agreement that over 200 members on temporary contracts would get contracts of indefinite duration with improvements in incremental credit, access to the pension scheme, and promotion for fixed-term and part-time staff. The union also secured agreement to protect work-sharing arrangements for existing work-sharers following a review of arrangements by the Department in 2006.

11


IMPACT Local Government, Education and Local Services Division Executive Committee. Left to right: Michael McCabe, Pat Considine, Eugene Farrelly, Alice Hennessy (Cathaoirleach), Tim Browne, Tom Murray (Leas Cathaoirleach), Martin Flanagan, Caroline Degraeve-Kane, Peter Nolan (National Secretary), Frank Brannigan, Joe Sherlock and Ray Kennedy.

Appendices


Appendix one – Salary scales Senior Executive Technician

Clerical and administrative Figures current 1st December 2006 unless otherwise indicated. Salary Scales include first phase of Towards 2016.

42,644 - 43,558 - 44,810 - 46,928 - 48,209 49,9851 - 51,7732

Chief Technician 44,128 - 45,230 - 46,528 - 47,828 - 49,136 - 50,301 - 51,488 - 52,636 - 53,775 - 55,7631 - 57,7602

Clerical Officer 22,775 - 23,846 - 24,913 - 25,983 - 27,053 - 28,121 - 29,188 - 30,253 - 31,324 - 32,389 - 33,463 35,479 - 36,9131

Grade IV 27,828 - 29,857 - 31,907 - 33,433 - 34,909 - 36,901 - 38,349 - 39,807 - 41,1571 - 42,5122

Grade V 39,807 - 41,131 - 42,455 - 43,779 - 45,102 46,6371 - 48,1672

Grade VI 44,488 - 45,602 - 46,951 - 49,477 - 50,990 52,8691 - 54,7602

Grade VII 46,672 - 47,854 - 49,238 - 50,625 - 52,018 - 53,260 - 54,527 - 55,759 - 56,982 - 59,0891 - 61,2012

Local government welfare & social worker Housing Welfare Officer 37,021 - 38,887 - 40,842 - 42,777 - 44,696 - 46,632 - 48,571 - 50,019 - 51,481 - 52,5101

Social Worker 35,506 - 37,418 - 39,401 - 41,381 - 43,345 - 45,353 - 47,331 - 48,849 - 50,370 - 51,3781

Professionally qualified Housing Welfare Officer/Social Worker 42,756 - 44,883 - 47,011 - 49,143 - 51,268 - 53,393 - 55,523 - 56,6351

Engineer grades County Engineer

Town clerks Population of over 15,000 64,237 - 65,851 - 68,426 - 71,005 - 73,588 - 76,143 - 78,715 - 81,6311 - 84,5382 Population less than 5,000 44,488 - 45,602 - 46,949 - 49,478 - 50,989 52,8691 - 54,7602 Population of over 5,000 46,671 - 47,855 - 49,238 - 50,627 - 52,018 - 53,256 - 54,526 - 55,757 - 56,982 - 59,0881 - 61,2022

78,663 - 81,583 - 84,496 - 87,415 - 90,332 93,4011 - 96,4672

Senior Engineer 73,327 - 75,125 - 76,918 - 78,714 - 80,508 - 82,310 - 85,0211 - 87,7342

Senior Executive Engineer 62,068 - 64,028 - 65,991 - 67,951 - 69,918 - 71,875 - 73,850 - 76,3281 - 78,8012

Executive Engineer 46,387 - 48,137 - 49,890 - 51,645 - 53,400 - 55,154 - 56,909 - 58,655 - 60,417 - 62,166 - 64,1811 66,2022

Technical grades Technician Grade II 27,000 - 28,016 - 29,042 - 30,061 - 31,067 - 32,097 - 33,104 - 34,138 - 35,161 - 36,131 - 37,207 38,4741 - 39,7292

Assistant Engineer 39,968 - 41,711 - 43,440 - 45,174 - 46,914 - 48,646 - 50,376 - 52,113 - 53,857 - 55,6391 - 57,4242

Graduate Engineer (range)

Technician Grade I 37,207 - 37,856 - 38,705 - 39,556 - 40,391 - 41,238 - 42,011 - 43,4371 - 44,8702

31,721 - 34,993 - 38,251

Executive Technician 39,980 - 41,027 - 42,098 - 43,164 - 44,234 - 45,299 - 46,8381 - 48,3732 1 = After three years satisfactory service at the maximum.

Report 2005-2007

2 = After six years satisfactory service at the maximum.

13


Appendix one – Salary scales Other grades Rent Collector (salaried) 25,997 - 26,849 - 27,704 - 28,556 - 29,407 - 30,263 - 31,114 - 31,965 - 32,698 - 34,1281 - (bonus ₏2,785)

Rent Collector (fee per cottage) 46.767

Branch Librarian (hourly rate) 12.471 - 13.058 - 13.641 - 14.227 - 14.814 - 15.398 - 15.982 - 16.565 - 17.152 - 17.735 - 18.322 19.427 - 20.2111

City and County Librarian 64,237 - 65,851 - 68,426 - 71,005 - 73,588 - 76,143 - 78,715 - 81,6311 - 84,5382

Management Figures current 1st December 2006 unless otherwise indicated.

Dublin City Manager 179,931

Cork County Manager 152,249 Cork City Manager and County Managers in Dun Laoghaire-Rathdown, Fingal and South Dublin County Councils

140,387 Level 4 County Managers, Managers of Donegal, Galway, Kerry, Kildare, Limerick, Mayo, Wexford and Wicklow and Managers of Clare, Kilkenny, Limerick City, Louth, Meath, Tipperary SR, Westmeath

130,503 Level 5 City and County Managers and Dublin Assistant City Managers, Managers of Carlow, Cavan, Laois, Leitrim, Longford, Monaghan, Offaly, Roscommon, Sligo, Tipperary NR, Waterford, Waterford City and Galway City

120,614

Assistant County Managers 86,999 - 90,955 - 94,908 - 98,863 - 102,818

County Secretary/Finance Officer/Development Officer (ndc) 64,237 - 65,851 - 68,426 - 71,005 - 73,588 - 76,143 - 78,715 - 81,6311 - 84,5382

1 = After three years satisfactory service at the maximum.

14

2 = After six years satisfactory service at the maximum.

Local Government, Education and Local Services Division


Appendix two – Travel and subsistence rates

Motor travel rates Scale A Effective from 1st July 2006

Rates per kilometre Official travel in a calendar year

Engine capacity up to 1,200cc

Engine Capacity 1,201cc to 1,500cc

Engine capacity 1,501cc and over

cent

cent

cent

up to 6,437km

53.48

63.75

80.72

6,438km and over

27.61

31.90

37.96

Engine capacity up to 1,200cc

Engine Capacity 1,201cc to 1,500cc

Engine capacity 1,501cc and over

Annual allowance

Annual allowance

Annual allowance

1,117

1,206

1,327

cent

cent

cent

up to 6,437km

31.23

38.20

49.79

6,438km and over

33.64

39.440

47.23

Scale B Effective from 1st July 2006

Rates per kilometre Official travel in a calendar year

Domestic subsistence rates Effective 1st July 2006 Class of Allowances

Night Allowances

Day Allowances

Normal Rate

Reduced Rate

Detention Rate

10 hours or more

5 hours but less than 10 hours

A

140.44

129.48

70.21

41.55

16.95

B

132.18

113.05

66.12

41.55

16.95

Report 2005-2007

15


Appendix three – Vocational groups

16

Architects

Frances Power, City Architects, Dublin City Council, Civic Offices, BA West, Fishamble Street, Dublin 8.

Archivists

Michael Lynch, 25 River Walk, Oakpark, Tralee, Co Kerry.

Civil Defence Officers

Edward Cooney, Civil Defence HQ, Heywood Road, Clonmel, Co Tipperary.

Clerks of Works

Tim Callan, Laois County Council County Hall, Portlaoise Co Laois.

Community and Enterprise Development Officers

Rena Cody, Waterford County Council, Dungarvan, Co Waterford.

Directors of Regional Authorities

Tom Kirby, Friar Court, Abbey Street, Nenagh, Co Tipperary.

Education Centres

Grainne Haughney, Drumcondra Education Centre, Drumcondra, Dublin 9.

Education Welfare Officers

John Flanagan, National Education Welfare Board, Raheny Library, Howth Road, Raheny, Dublin 5.

Environmental Workers

Bernie O' Flaherty, Monaghan County Council, County Offices, Monaghan.

Directors of Finance

Peter Scully, Laois County Council, County Hall, Portlaoise.

Fire Officers, National

Michael Forrest, Fire Station, Tralee, Co Kerry.

Institutes of Technology

Vincent Lennon, Tallaght RTC, Tallaght, Dublin 24.

Internal Auditors

Michael Bermingham, Kildare County Council, St. Mary's, Naas, Co Kildare.

County and City Librarians

Donal Tinney, County Library, Sligo.

Library Assistants/Senior Library Assistants

Eva Ndaba, Terenure Library, Templeogue Road, Dublin 6w.

Branch Librarians

Breda Bollard, Bohilla, Whitechurch Road, Dublin 14.

Museum Curators

Liam Bradley, Monaghan County Museum, Monaghan Town, Co Monaghan.

Revenue Collectors

Macartan Mohan, Knockaconny, Monaghan.

Social Workers

Shane Clarke, Carlow County Council, Athy Road, Carlow.

Local Authority Storekeepers

Sean McHugh, Sligo County Council, Riverside, Sligo.

Technicians

John Melvin, Dublin City Council, Survey/mapping, Engineering Department, Civic Offices, Fishamble Street, Dublin 8.

Town Clerks

David Coleman, Tipperary UDC, Town Clerk's Office, Dan Breen House, Co Tipperary.

Local Government, Education and Local Services Division

Local Government Divisional Report 05-07  

Local Government Divisional Report 05-07

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