- Title page
- Executive Summary
- Staff Numbers
- Collective bargaining
- Pay Comparisons with Other Sectors
- Appointments and Cessations
- Recruitment Difficulties and Skill Shortages
- Appendix 1: Full-time Equivalent Number of Employees - 30 June 2002
- Appendix 2: Collective Bargaining and Employment Term
Public Service employment is growing. The number of permanent staff in the Public Service has continued to increase over the year to 30 June 2002. Growth in permanent staff was just over 1,400 employees (5%), reducing to around 1,000 employees (4%) once machinery of government changes were taken into account. The growth was spread across the Public Service, with 31 departments reporting an increase in the number of permanent staff. Three departments stayed the same size and two reduced their numbers.
Collective bargaining in the Public Service is stable. The number of staff on collective employment agreements has not changed much over the past year. While the level of union membership was similar to last year, a number of collective agreements were settled after the survey date. Accordingly the increase in union membership may be a little understated.
There is a large pay gap for high paid positions. There is a considerable pay gap between the Public Service and the rest of the labour market, which gets larger with increasing job size. While pay movement in the State sector as a whole has kept up with private sector movement, this has been due to high levels of pay movement for teachers. Pay movement in the Public Service has lagged behind movement in the private sector since at least 1992.
Redundancies are low. The number of employees who received redundancy payments was at the lowest level since data began being collected on this in 1991. Similarly, the total financial cost of redundancy payments was at its lowest level.
Turnover is stable. Turnover rates have been fairly stable for the past five years. High turnover occupations in 2002 were mostly administrative and support positions (such as human resources or information technology) rather than front-line positions.
More women are moving into senior management. A high proportion of staff moving into senior management ranks over the past year were women. Women made up 53% of new senior managers. While these are very encouraging figures, the low turnover rate of senior managers means that the Commission estimates that, at the current rate, it will take until 2028 before 50% of all senior managers are women.