Proposed

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Proposed Public Service Agreement

• Information Meetings for members

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Agenda

1. Opening by Don Ryan, President TUI
2. Explanation of proposals, GS.
3. Questions/comments from floor
4. Voting procedures
5. Close of meeting 9.30 pm

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Tonights Meeting

• Explain and clarify the proposals
• Explain why TUI is opposed and recommending a NO
  vote
• Consider the alternatives in so far as we can at
  this time

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Proposed Public Service Agreement

• Negotiated as an alternative to the continuing
  pay cuts
• Cuts in basic pay Jan 10
• Pension Levy March 09
• Moratorium on promotions
• Non payment of 3.5 2.5

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What was sought?

• No more cuts in pay
• Return of the stolen money
• Protection of pensions
• Guarantee of job security

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What was obtained?

• No more cuts to 2014
• Review of cuts in Spring 2011 and each year
  after in light of saving and economic situation
• Consultation on pension changes
• Scheme for new entrants
• System of pension increases for existing people
• Continuation of scheme for retirement on 2009
  salary

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Are these guaranteed?

• Only provided
• All parts of the deal are met
• There is no currently unforeseen budgetary
  deterioration

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Will there be pay cuts if the deal is agreed?

• Probably not but no guarantee

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Will pay be returned in 2011 or after?

• Probably not in 2011 there has to be saving and
  an improvement in the economy. This looks
  unlikely.
• Perhaps some return in 2012 or 2013

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What of Pensions?

• Continuation of retirement on 2009 salary.
• Consultation on pension scheme for new entrants
  from 2011 Government decision taken.

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So whats the deal

• Transformation of Public Service based on OECD
  report

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So whats the deal

• Transformation of Public Service based on OECD
  report
• Flexibility and change to produce saving
• Saving to be returned to public service workers

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But at what cost?

• Schools PLCs
• Contract review
• Additional Hour (non teaching)
• Additional flexibility SS
• Redeployment

• Third Level Colleges
• Contract review
• Additional Hour (?????)
• Flexible new courses
• Redeployment

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Revision of Teaching Contract 2nd level

• A review and revision of contract
• to identify and remove any impediments to the
  provision of efficient and effective teaching to
  students in all sectors.
• This review and revision to be completed in
  advance of the start of the 2010/11 school year.

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What does this mean?

• We are assured there will be no fundamental
  changes being sought we dont know what that
  means.
• It is thought that a full uninterrupted 167 days
  is sought this is not confirmed.
• Nothing else is known.

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Revision of Teaching Contract 3rd level

• Completion by August 2010 of the review of
  contract (as set out in Towards 2016)
• 31.41 Contracts It is agreed that current
  academic contracts will be examined to take
  account of the totality of the service (in terms
  of teaching, research, learner support,
  supervision of post-graduates, course
  development, committee work, administration, etc)
  to be provided. This process will be completed
  for the academic year 2007/2008. Issues arising
  from the examination will be discussed with a
  view to reaching agreement by the commencement of
  the 2008/2009 academic year.

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Revision of Teaching Contract 3rd level

• Management wants to
• Increase weekly norm so all do 560/630 hours over
  the year
• Eliminate examination payments
• Elimination premium payments for after 6pm
• A new Teaching Only contract

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Additional Hour second level

• The provision, with effect from the start of the
  2010/11 school year, of an additional hour per
  week to be available to facilitate, at the
  discretion of management, school planning,
  continuous professional development, induction,
  substitution and supervision (including
  supervision immediately before and after school
  times). This list is not exhaustive.

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Additional Hour second level

• An additional hour per week
• at the discretion of management
• school planning
• continuous professional development
• induction
• substitution and supervision
• This list is not exhaustive
• Order of use of hour is 1 to 4

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Additional Hour third level

• With effect from the start of the 2010/11
  academic year, the provision of an additional
  hour per week to be available to facilitate, at
  the discretion of management, all educational
  activities in the Institutes. This usage to be
  informed by the outcome of the review referred to
  above.

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S S second level

• With effect from the start of the 2010/11 school
  year, post-primary teachers to be available for
  three timetabled class periods per week under the
  supervision and substitution scheme (while
  leaving the current maximum number of hours used
  per teacher per week under this scheme the same
  as at present).

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S S second level

• Available for three timetabled class periods per
  week rather than two
• No change in the number of hours over the year
• No change in the payment

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Redeployment 2nd level

• Full implementation of new procedures providing
  for redeployment of surplus teachers, to commence
  from June 2010 and to be fully implemented for
  the start of the 2011/12 school year.
• Full details not yet finalised.

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Redeployment 3rd level

• Implementation of redeployment schemes for
  academic, administrative, technical and support
  staff across the Institutes and between
  Institutes and the wider public service as
  appropriate with effect from the start of the
  2010/11 academic year.

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Redeployment 3rd level

• What do we know about it?
• Nothing it is not included in the overall
  scheme of redeployments which applies to others.
• No details at all.

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How would the process work

• Negotiation at TCC or IOT forum
• If no agreement after 6 weeks refer to
  Facilitation/Arbitration or LRC/Labour Court
• The outcome is final

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Worst case scenario

• By September
• Contract negotiations have broken down
• Issue referred for 3rd party determination
• Result imposed against your wishes

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Performance and Skills

• 13. Merit-based, competitive promotion
  policies will be the norm. There will be
  significantly improved performance management
  across all Public Service areas, with promotion
  and incremental progression linked in all cases
  to performance. Performance management systems
  will be introduced in all areas of the Public
  Service where none currently exist.

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What does this mean?

• Merit based performance already the norm
• PMDS in Institutes of Technology already
• Performance Management in schools set out in
  Towards 2016 (School Development Planning)
• Promotion and incremental progression linked in
  all cases to performance this is currently the
  situation
• May mean no change
• May mean substantial change

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Other issues

• Standard clauses as before
• No cost increasing claims
• All to promote industrial harmony
• No strikes matters covered by the agreement

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Performance Verification

• Body to drive process
• Chair 3 from management, 3 from unions
• Reporting to Taoiseach Cabinet Committee
• Will interpret issues

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Reasons to oppose

• Commitments on pay vague and conditional
• Commitments on changes demanded not clear but
  unconditional
• Changes given first
• Other sectors changes are saving money in
  education they are not
• Changes opportunistic demands on teachers

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Reasons to oppose

• Contract changes unclear open ended
• Additional Hour unclear excessive
• IR Process negotiation will take place
  confident in fighting worst effects
• BUT
• Third Party final determination very worrying

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The Alternative

• No escalation of action this side of summer
• No escalation without a further ballot of members
  on future action
• This ballot is YES or NO to the agreement
  nothing more

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I need the money now!

• This proposal will possibly give money over the 4
  years of the agreement
• It definitely gives worse conditions immediately

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The next steps ?

• Will the proposals be accepted overall?
• If so stronger position all unions together
• If not ally with those opposed to deal
• Will TUI be over ruled by others?
• TUI can and will make its own decision.

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Executive asking you to