Dáil Éireann Debate, Thursday - 21 May 2026
226. Deputy Grace Boland asked the Minister for Public Expenditure, Infrastructure, Public Service Reform and Digitalisation the performance management and employee review frameworks currently in operation across the Civil Service, wider public service, semi-State bodies, commercial State bodies, non-commercial agencies and local authorities; and if he will make a statement on the matter. [38648/26]
View answer227. Deputy Grace Boland asked the Minister for Public Expenditure, Infrastructure, Public Service Reform and Digitalisation whether all public sector bodies are required to operate annual employee objective setting, interim review and end-of-year performance review processes; the bodies exempt from such requirements; and if he will make a statement on the matter. [38649/26]
View answer228. Deputy Grace Boland asked the Minister for Public Expenditure, Infrastructure, Public Service Reform and Digitalisation the number and percentage of employees in the Civil Service and wider public service who received an unsatisfactory or below standard performance outcome in each of the past five years, broken down by sector and organisation type; and if he will make a statement on the matter. [38650/26]
View answer229. Deputy Grace Boland asked the Minister for Public Expenditure, Infrastructure, Public Service Reform and Digitalisation the number of employees across the Civil Service, public service bodies and semi-State organisations who were denied an increment, pay progression or performance related advancement on performance grounds in each of the past five years, broken down by organisation type; and if he will make a statement on the matter. [38651/26]
View answer230. Deputy Grace Boland asked the Minister for Public Expenditure, Infrastructure, Public Service Reform and Digitalisation the number of formal performance improvement plans, capability procedures or equivalent underperformance processes initiated across the Civil Service and wider public service in each of the past five years, broken down by sector; and if he will make a statement on the matter. [38652/26]
View answer231. Deputy Grace Boland asked the Minister for Public Expenditure, Infrastructure, Public Service Reform and Digitalisation whether his Department has undertaken a review, benchmarking exercise or assessment of the effectiveness of employee performance management systems across the Civil Service and wider public service, including comparisons with other European Union member states or organisation for economic co-operation and development countries; the findings and recommendations arising from any such work; and if he will make a statement on the matter. [38653/26]
View answer232. Deputy Grace Boland asked the Minister for Public Expenditure, Infrastructure, Public Service Reform and Digitalisation the extent to which employee objectives and performance review systems across the public service are linked to organisational business plans, project delivery targets, customer service standards, procurement outcomes, productivity measures and value for money objectives; and if he will make a statement on the matter. [38654/26]
View answer233. Deputy Grace Boland asked the Minister for Public Expenditure, Infrastructure, Public Service Reform and Digitalisation if his Department maintains central oversight, reporting or data collection in relation to workforce performance, productivity and performance management outcomes across the wider public service and semi-State sector; and if he will make a statement on the matter. [38655/26]
View answer235. Deputy Grace Boland asked the Minister for Public Expenditure, Infrastructure, Public Service Reform and Digitalisation the steps being taken to strengthen management capability, training and accountability in addressing underperformance and improving organisational delivery across the Civil Service and wider public service; and if he will make a statement on the matter. [38657/26]
View answerI propose to take Questions Nos. 226 to 233, inclusive, and 235 together.
My Department is responsible for overseeing performance management and employee review frameworks and systems currently in operation across the Civil Service only. The National Shared Services Office administers the electronic Performance Management and Development System.
The management of staff performance in the wider public service, including semi-State bodies, commercial State bodies, non-commercial agencies and local authorities, is a matter for each individual sector and does not fall within the remit of my Department.
The Civil Service Performance Management and Development System (PMDS) supports employees up to and including Principal Officer level, as well as managers, in managing and improving individual performance in support of ongoing Civil Service reform. The process operates on an annual cycle comprising three phases, namely goal setting, mid-year review and end-of-year review, all of which are managed at department or office level. The end-of-year review includes a final performance evaluation.
In November 2025, I approved the alignment of the Civil Service Capability Framework with PMDS. This took effect from 1 January 2026 and supports the vision set out in the “Better Public Services - Public Service Transformation 2030 Strategy”, ensuring that performance management arrangements are aligned with organisational objectives and remain appropriate to evolving needs.
The Civil Service Capability Framework sets out the skills, behaviours and knowledge required to deliver a modern and agile public service. It identifies key capabilities including agility, innovation, collaboration and digital proficiency and adopts a holistic approach to development.
In conjunction with this, the Institute of Public Administration provides leadership development programmes designed to strengthen management capability across the Civil Service by equipping staff with the skills, knowledge and strategic perspective required to lead effectively. Through targeted learning in areas such as leadership, governance, change management and organisational development, these programmes support the development of managers who can drive performance, innovation and effective public service delivery.
Incremental progression is contingent on the achievement of a satisfactory performance rating under PMDS. Staff who receive an unsatisfactory rating do not receive an incremental award. Records relating to such cases are maintained at departmental level.
Circular 24/2016: Civil Service Management of Underperformance Policy provides a clear framework to support managers in identifying and addressing issues of underperformance effectively.
Line managers are responsible for ensuring that civil servants are aware of the standards of performance expected of them and for addressing any shortcomings in a prompt and fair manner. In general, concerns will be addressed initially on an informal basis through discussion and appropriate support before recourse to the formal procedures set out in the Policy. All civil servants are required to engage fully with any underperformance process. Records relating to such cases are maintained at departmental level.
The Senior Civil Service performance review process for Assistant Secretary level and equivalent, known as LEADS, operates in line with the principles of PMDS, and the Secretaries General Performance Review Group is conducted on an annual basis.
All data relating to performance is collated and reviewed annually by each department and office. There are no immediate plans to undertake a benchmarking exercise or formal assessment; however, this may be considered in the context of future priorities.
Each Civil Service HR Unit is responsible for supporting the strategic implementation of these processes, promoting awareness within their organisations and ensuring compliance at departmental and office level.
