‘Ask yourself what someone on €30,000 a year can achieve’ – 30,000 civil servants want pay boost to afford homes

Faster Pay Growth: Fórsa Pushes for Change in Public Sector Salaries

Ireland’s largest public sector union, Fórsa, is spearheading a campaign for significant changes to how pay scales operate within the public service. Their primary focus: accelerating the time it takes for clerical officers to reach the top of their pay scales, shortening the current 18-year journey to approximately 12 years.

This proposal, a key priority for Fórsa, is centered around establishing a local bargaining fund under the existing public service pay deal. The union has been vocal about this demand, advocating for a fairer adn more balanced approach to public sector compensation. “To improve fairness across the workforce,” states Fórsa’s pre-election manifesto, “the Department of public Expenditure, NDP Delivery and Reform should negotiate with unions to reduce the number of increments to no more then 10 for each grade.”

Currently, public servants progress incrementally through their pay scales, earning raises each year untill reaching the maximum point.Some also qualify for additional increases known as long-service increments after topping out their scale. For instance, a clerical officer’s starting salary is €546 per week, translating to roughly €28,500 annually. Through 16 increments, including two long-service increments, this salary rises to €860 per week, or approximately €45,000 per year.

Fórsa’s proposed changes aim to drastically speed up this process, ensuring faster compensation growth for public sector employees. The union is actively engaged in discussions with government officials to finalize the details of this proposal and its potential implementation.

Navigating the public service pay scale can feel like a marathon, with a long climb from starting salary to maximum earnings. Fórsa, a powerful advocate for Irish public servants, has identified this as a critical issue, highlighting significant disparities in how employees progress through different pay grades during their careers. Fórsa’s deputy General Secretary emphasizes the “very long journey” new employees face in reaching the top of the pay scale, particularly for clerical officers. Addressing this disparity is paramount for Fórsa, aiming to shorten that journey for less experienced employees while together increasing the maximum pay points for long-serving employees who have seemingly hit a “glass ceiling.”

seeking Fairness in Public Service: Fórsa Pushes for Shorter Pay Scales

the push for fairer pay within the Irish public sector is gaining momentum, with Fórsa, the country’s largest union, spearheading the charge. Their focus? Shorter pay scales, particularly for clerical officers. Fórsa National Secretary Jim O’Reilley explains, “We’re asking government officials to commit to shorter pay scales for clerical officers, with the aim of reducing the time it takes to reach the top of their pay scale from 18 years to around 12 years.”

O’Reilley highlights the significant discrepancy in wages between newly hired clerical officers and those with many years of service. This disparity, he argues, can negatively impact morale, making it increasingly arduous to attract and retain valuable talent within the public sector. “The current pay scales can lead to a significant discrepancy in wages between new entrants and those who’ve been in the service for years,” O’Reilley states. “We believe this disparity can impact morale and recruitment, making it harder to attract and retain talent in the public sector.” By implementing shorter pay scales, Fórsa believes a fairer and more balanced approach can be established, benefiting both employees and the services they provide.

The union’s proposal to achieve this change revolves around leveraging the local bargaining fund, established through the current public service pay deal. This fund, designed to facilitate discussions and agreements at a local level, can be effectively utilized to negotiate shorter pay scales, ultimately providing employees with a fairer possibility for career progression.

The emphasis on shorter pay scales isn’t a recent development; it was a key theme in Fórsa’s pre-election manifesto. Fair treatment for all public service workers is a priority for the union, and they believe addressing the current pay scale structure is crucial for achieving this goal.

The impact of the current pay structure goes beyond just wages. O’Reilley emphasizes the tangible real-world consequences for public sector employees with comments like “Take a young clerical officer trying to get on the housing market. Ask yourself what someone on €30,000 a year can achieve,” illustrating how these discrepancies affect crucial life goals like homeownership.For those in the lowest-paid public service positions, the extended journey to maximum pay is simply not economically viable.

The disparity in pay scales extends beyond the civil service. According to Fórsa, numerous pay scales for similar roles in education, health, and local government also stretch for over ten increments, taking over a decade to reach the maximum with long service increments factored in. This uneven landscape further underscores the need for reform.

Public Sector Pay scales: A matter of Fairness

The structure of pay scales within the public sector raises concerns about fairness and equity. Individuals at the lower end of the scale may feel undervalued,while those at the top can experience lengthy delays in reaching their full potential. This perceived imbalance fuels a growing call for reform.

“We believe this is an injustice that needs to be addressed,” states a representative from a prominent public sector union.This sentiment underscores a widespread feeling that the current system needs to be revisited and potentially restructured to ensure a more equitable distribution of compensation.

The call for shorter pay scales comes amid mounting pressure for greater transparency and fairness within the public sector. Public discourse on this issue continues to evolve, with stakeholders from various perspectives actively engaging in the conversation.

How will Fórsa ensure teh fairness of increment distribution when reducing the number of increments to a maximum of 10 per grade?

Archyde News Exclusive: A Conversation with Fórsa General Secretary, Shane Murphy

Archyde, January 24, 2025

In an era of evolving employment landscapes, the need for fair compensation and timely career progression within the Irish public sector has never been more pronounced. Ireland’s largest public sector union, Fórsa, is at the forefront of this discussion, advocating for significant changes to public service pay scales. We sat down with Fórsa’s General Secretary, Shane Murphy, to discuss his union’s ongoing push for fairer pay and shorter pay scales.

Archyde (A): Shane, thank you for joining us today. Fórsa is advocating for a reduction in the time it takes for clerical officers to reach the top of their pay scales, from 18 years to around 12 years. Can you elaborate on this proposal and the rationale behind it?

Shane Murphy (SM): Thank you for having me.Indeed, that’s a key priority for Fórsa. The current system, wich takes 18 years for clerical officers to reach the top of their pay scale, can feel like a very long journey. Not only does this discourage new recruits, but it also creates significant disparities in wages between-newly hired employees and those with many years of service. We believe that reducing this timeframe to around 12 years would greatly improve morale and make the public sector a more attractive career choice.

A: Your proposal involves establishing a local bargaining fund under the existing public service pay deal.How do you envision this fund functioning, and how would it help achieve your goal?

SM: The local bargaining fund would aim to bring together representatives from unions and management to negotiate pay and conditions at a local level. This fund could allocate resources to accelerate increments or increase the starting points of pay scales. For instance, instead of clerical officers starting at €546 per week, the fund could negotiate a higher start, reducing the years it takes to reach the top of the scale.

A: Fórsa’s pre-election manifesto suggested reducing the number of increments to a maximum of 10 for each grade. How would this change impact public servants, and what steps is Fórsa taking to ensure the fair distribution of these increments?

SM: Indeed, we’ve proposed that the number of increments be capped at 10 per grade. This would mean that public servants would reach the top of their pay scale sooner. To ensure fairness, we’re advocating for these increments to be distributed evenly across each grade. This means that rather than waiting 18 years for 16 increments, including long-service increments, public servants could receive 10 increments within a shorter timeframe, with the possibility of further bonuses or benefits for long-serving employees.

A: The proposed changes aim to speed up the compensation growth for public sector employees. How does Fórsa plan to address concerns regarding potential budgetary implications for the government?

SM: We acknowledge that budgetary constraints are a reality.That’s why we’re in active discussions with government officials, exploring ways to balance the needs of public servants with the fiscal realities. This could involve phasing in the changes over time, or reprioritizing funds within the public service budget. We’re committed to working collaboratively with the government to find a solution that’s fair to all parties.

A: Shane, thank you for sharing your insights. As the conversation around fair pay in the public sector continues to evolve, what advice would you give to Irish public servants?

SM: I’d encourage all public servants to engage in this conversation, to make their voices heard. We’re stronger when we stand together, and your union, Fórsa, is here to represent your interests. Together, we can push for a public service that’s fair, rewarding, and enduring for the future.

Stay tuned to archyde for more updates on the ongoing dialog around fair pay in the Irish public sector.

End of Interview