Improvement Actions Ireland

Recommendation 15

The Central Statistics Office in some respects offers an attractive “package” to new recruits, taking into account the non-monetary elements, which should be communicated effectively outside the Central Statistics Office while considering adjustments to further increase the attractiveness of the package. (Improvement-related: ES CoP, Indicators 7.5 and 7.6).

Current situation:

The CSO meets its general grade staffing demand through a centralised civil service recruitment agency, the Public Appointments Service. However, the CSO has developed its own in-house professional recruitment team to meet specialist staffing demands, specific to the CSO. This strategic decision has been very successful in terms of the CSO being able to recruit specialist skills into the organisation in a very efficient and controlled manner. In a very challenging labour market, there is persistent pressure to maintain a strong competitive position for CSO as an attractive employer for technically skilled personnel. CSO is focused on distinguishing itself and asserting a strong and distinctive position for data literate candidates seeking rewarding careers in official statistics.

Improvement sub-action 15.1:

Adoption of a new Employer of Choice Strategy. The Management Board of the Central Statistics Office will develop and approve a new Employer of Choice Strategy, encompassing a suite of actions designed to support the Office’s recruitment and retention of skilled staff in support of its business objectives. The overarching Strategy will be given effect via a corporate project with multiple strands, including but not limited to the sub-actions.

Deadline:

Q1 2023.

Responsible institution for improvement sub-action 15.1:

Central Statistics Office.

Improvement sub-action 15.2:

Enhancing relations with academia. Enhancing relations with academia and other structures, in order to identify and target prospective employees equipped with highly sought skillsets needed by a modern data led organisation. This will include increased participation in graduate fairs, graduate development programmes, apprenticeship programmes as mechanisms to raise awareness and promote interest in the CSO as an employer.

Deadline:

Q2 2024.

Responsible institution for improvement sub-action 15.2:

Central Statistics Office.

Improvement sub-action 15.3:

Leverage new communication channels. Leverage new channels including social media, podcasting and the CSO website Career’s Page to raise the profile of the Office as a progressive employer, to showcase the benefits of a civil service and CSO career and to preview the CSO as a great place to work, for example via interviews with staff and spotlighting progressive outputs worked on by new recruits etc.

Deadline:

Q2 2024.

Responsible institution for improvement sub-action 15.3:

Central Statistics Office.

Improvement sub-action 15:4:

Address grade-related terms and conditions issues. Engage with Department of Public Expenditure to address long-standing grade-related issues posing challenges to talent acquisition and retention.

Deadline:

Q2 2024.

Responsible institution for improvement sub-action 15.4:

Central Statistics Office.

Improvement sub-action 15.5:

Talent Management System. Invest in a Talent Management System to systematise and collate access to recruitment, career management and skills development related data both for business and staff member use.

Deadline:

Q2 2024.

Responsible institution for improvement sub-action 15.5:

Central Statistics Office.

Improvement sub-action 15.6:

Develop enhanced on-boarding and early career management support. Continue the development of the CSO SmartStart Year 1 programme for new recruits and promotees, designed to offer a high level of corporate and business area support for new starters and those embarking on roles at a higher level, to encourage upskilling, management training and support and guidance in navigating any challenges arising.

Deadline:

Q2 2024.

Responsible institution for improvement sub-action 15.6:

Central Statistics Office.

Improvement sub-action 15.7:

Develop Career Development Pathways. Design career development models highlighting the diversity of skills and experiences available across the varying areas of CSO and encouraging mobility within the organisation as a route to a rewarding and continuously challenging career. In addition, develop a job-profiling model to support identifying Career Development Pathways across all grades in the CSO, to support upskilling of general service grade staff wishing to move into skilled statistical work.

Deadline:

Q2 2024.

Responsible institution for improvement sub-action 15.7:

Central Statistics Office.

Recommendation 16

The Central Statistics Office should consider ending the practice of pre-release access, which conflicts with the notion of equal access, or, if it is maintained, to increase transparency on the criteria behind individual decisions. (Improvement-related: ES CoP, Indicator 6.7).

Current situation:

At present there are only a limited number of situations where pre-release access is provided to Government officials on the morning of a release. These relate mainly to National Accounts, Labour Force Statistics and Crime. Access is restricted to pre agreed officials, details of whom are published on www.cso.ie.

Improvement action 16:

Amend pre-release access register to include criteria behind decision to provide access and review at agreed intervals.

Deadline:

Q4 2023.

Responsible institution for improvement action 16:

Central Statistics Office.