1. Senior Level Mobility – an Irish Case Study
Ireland
Aoife O’Sullivan
15 May 2017

2. Outline Context – Civil Service/SPS SPS Mobility Key Statistics
Outcomes
What has worked

3. Irish Civil Service Key facts:
Approx. 37,000 Civil Servants in 40 Government Departments and Offices;
62% female/38% male overall;
Average age 47 years;
Most are permanent Civil Servants, not on temporary contracts;
Open competitive process of recruitment at all levels.

4. KEY FACTS….Civil Service
Senior Public Service
KEY FACTS….Civil Service
SPS established 2012
Around 240 members - less than 1% of the Civil Service
Average age of 54 yrs; 47 yrs across the Civil Service as a whole
29% female; compared to 62% across the Civil Service as a whole
10% have less than 6 years’ service in the Civil Service;
49% are career Civil Servants with more than 30 years service
51% have been in their current grade for 5 years or less; 26% have been in their current grade for 5-10 years; 13% for years and 10% for more than 15 years
Around 44% of Management Board members of the main Government Departments have had experience at senior levels in another organisation
SPS Vision
To build a community of leaders that supports sustainable economic and social progress through innovation and excellence, strengthening cross-organisational collaboration, supporting continuous personal and professional development and inspiring others to achieve high performance in a common purpose.

5. SPS Mobility Protocol Introduced 2012 Aims: Break down cultural silos
Alignment of skills with roles
Enhance diversity
Permanent moves - not secondments
Oversight – SPS Mobility Subgroup

6. SPS Mobility Process
Filling of vacancy approved
Competition or Mobility?
Advertise post to SPS
Applications sent to SG and Subgroup
SG recommendation Subgroup agree
Filling of vacancy sanctioned by Dept of Public Expenditure and Reform (DPER) based on business case from Department with vacancy.
Is the post suitable to be filled through mobility? SPS Mobility Subgroup decides based on job description and views of SG in Department where vacancy arises.
If Mobility agreed, job description is advertised to SPS members via website and . 2 week deadline. Administered by SPS Secretariat, DPER.
CV and letter of application submitted by applicants. Applications sent to SG and SPS Mobility Subgroup. SG meets applicants to discuss role. If no applications, post filled through open competition
SG makes recommendation to SPS Mobility Subgroup for approval

7. Mobility Stats
51 posts advertised to SPS since 2012; 19 posts filled (37%)
11 filled by male applicants, 8 by female applicants
Wide range of skills and experience:
1-11 years at Assistant Secretary level
Policy/Operational/Private Sector backgrounds
Posts filled in 13 Departments with diverse remits– corporate, sectoral policy, finance posts.
Posts not filled include technical posts and posts outside of Dublin.

8. Outcomes Movement of highly skilled senior leaders around system
Expansion of depth and breadth of experience on Management Boards
Gender diversity on Management Boards
Opportunity for development/progression to more senior levels

9. What has worked… Clear, transparent process Central oversight
Stakeholder buy-in
Incentives – Criteria for senior posts
Visible benefits – Promotions
Challenge to embed mobility…..

11. Thank You
Aoife O’Sullivan