The Public Service Agreements (PSAs) covering the period 2010-16 (the Croke Park and Haddington Road Agreements) provide for agreed redeployment arrangements to apply in the Civil Service and in other parts of the Public Service.

Under the PSAs, redeployment generally takes precedence over all other methods of filling a vacancy and supersedes any existing agreements on the deployment of staff. Redeployment allows staff to be moved as a result of the rationalisation, reconfiguration or restructuring of public service bodies or where activities have assumed lesser priority arising from changing business needs.

The agreed arrangements for the redeployment staff within the Health, Education, and Local Government sectors are managed directly by those sectors.

Redeployment in the Civil Service and the Non-Commercial State Sponsored Bodies (NCSSBs).

In the case of the Civil Service, the Minister for Public Expenditure and Reform can redeploy Civil Servants to meet priority needs (including levies of staff where necessary). Where functions are transferred within or between areas of the Civil or Public Service, associated staff will normally also transfer if a corresponding need has been identified.

Redeployment for the Civil Service and NCSSB’s operates through a system of Resource Panels (RP). These panels contain details of the posts identified by organisations for redeployment on the basis of changing business needs or ongoing management of the Employment Control Framework (ECF) ceilings by public service bodies. The Public Appointments Service (PAS) is the body charged with operating the Redeployment Panel System for these sectors. It also arranges for cross-sectoral assignments to be made, where necessary. This is facilitated by the Public Service Management (Recruitment and Appointments) (Amendment) Act 2013, which removes the legislative barriers to mobility and redeployment across the various sectors in the Public Service and addresses other issues that arise on changing employer.

People may be moved to positions within 45km of their current work address or home address, whichever is the shorter, with account also being taken of a reasonable daily commute. It is important to note that while staff may be moved between different locations as a consequence of the redeployment arrangements – beyond the 45km radius set out under the PSAs in certain circumstances – the arrangements were not designed for and are not used to facilitate requests from individuals for transfers to address personal circumstances.

A “Redeployment Toolkit (revised in October 2014) setting out the background and the detailed processes involved has been agreed with the staff unions. This builds on the Department of Public Expenditure and Reform circular (Circular 8 of 2010) which issued in July 2010 following ratification of the Croke Park Agreement (CPA) and includes a section setting out responses to Frequently Asked Questions.

Reports of Progress on Implementation

Progress on the implementation of the CPA, including progress on the redeployment of public servants within and across sectors of the Public Service, is monitored on a sectoral basis and was advised to the Implementation Body (http://implementationbody.gov.ie/progress-and-delivery/). As that body was replaced under the HRA by the management-union Agreement Oversight Group, sectoral progress reports are now submitted on a 6-monthly basis to the Department of Public Expenditure and Reform.