1. Proposed “Public Service Agreement” Information Meetings for members

2. 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

3. Tonight’s 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

4. 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%

5. What was sought?  No more cuts in pay  Return of the “stolen money”  Protection of pensions  Guarantee of job security

6. 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

7. Are these guaranteed? Only provided  All parts of the deal are met  There is no “currently unforeseen budgetary deterioration”

8. Will there be pay cuts if the deal is agreed?  Probably not but no guarantee

9. 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

10. What of Pensions?  Continuation of retirement on 2009 salary.  Consultation on pension scheme for new entrants from 2011 – Government decision taken.

11. So what’s the deal  Transformation of Public Service based on OECD report

12. So what’s the deal  Transformation of Public Service based on OECD report  Flexibility and change to produce saving  Saving to be returned to public service workers

13. But at what cost? Schools & PLCs  Contract review  Additional Hour (non teaching)  Additional flexibility S&S  Redeployment Third Level Colleges  Contract review  Additional Hour (?????)  Flexible new courses  Redeployment

14. Revision of Teaching Contract 2 nd 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.

15. What does this mean?  We are assured there will be no “fundamental changes” being sought – we don’t know what that means.  It is thought that a full uninterrupted 167 days is sought – this is not confirmed.  Nothing else is known.

16. Revision of Teaching Contract 3 rd 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.

17. Revision of Teaching Contract 3 rd 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

18. 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.

19. Additional Hour second level An additional hour per week  at the discretion of management 1. school planning 2.continuous professional development 3.induction 4.substitution and supervision  This list is not exhaustive  Order of use of hour is 1 to 4

20. 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.

21. 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).

22. 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

23. Redeployment – 2 nd 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.

24. Redeployment – 3 rd 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.

25. Redeployment – 3 rd 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.

26. 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”

27. Worst case scenario  By September:  Contract negotiations have broken down  Issue referred for 3 rd party determination  Result imposed against your wishes

28. 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.

29. 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

30. Other issues  Standard clauses as before  No cost increasing claims  All to promote industrial harmony  No strikes – matters covered by the agreement

31. Performance Verification  Body to drive process  Chair + 3 from management, 3 from unions  Reporting to Taoiseach + Cabinet Committee  Will interpret issues

32. 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

33. 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

34. 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

35. I need the money now!  This proposal will possibly give money over the 4 years of the agreement  It definitely gives worse conditions immediately

36. 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.

37. Executive asking you to