Update on Mobility Scheme – 25th November 2020
Terms and Conditions have been updated to mirror the recently launched AP Mobility T&C’s, and subsume the former PO protocol.
The one notable change is the timing of a move from 6 weeks to 4 weeks. This timeline fulfils one of the sub-actions of Action 15 of the Civil Service Renewal Plan which calls to ‘Speed up mobility by empowering managers to replace staff and by introducing a new policy that staff must be released within one month of selection for promotion or transfer’
See PO Mobility for more information.
Reminder in regard to Notifications
All notifications in regard to Mobility are issued by email only. It is the applicant’s responsibility to ensure that a valid ‘Home’ and ‘Business’ email address is recorded on the ‘Personal Information’ page on the HR Shared Services Self-Service or with their local HR where not a customer of the NSSO.
Applicants are advised to monitor their emails on a daily basis to ensure that they do not miss an opportunity of Mobility.
Queries relating to the Mobility Scheme can be sent to email@example.com, or the Mobility Team in their parent organisation.
AP Mobility scheme
AP Mobility is now live since 2nd November 2020. This phase includes the First Secretary grade, Department of Foreign Affairs.
See AP Mobility for more information.
CO and EO Mobility Scheme
Your ‘need to do and know’ list
- You do not need to be at the top of a waitlist to be made an offer. In some instances applicants with waitlist positions as high as 35 are being made offers. This occurs where applicants on the list ahead of them are either ineligible or have their applications ‘on-hold’. It can also occur where an organisation are taking multiple applicants off the list at the same time.
- Please ensure that you have a valid monitored home and business email addresses recorded(on Personal Information page on HR Shared Services self-service / Application Form if non-HRSS customers). This is the only form of contact/communication for transactions under the scheme. You need to be contactable when you are out of the office.
- If you are unsure that you want an application, it is recommended that you place it ‘on-hold‘ or cancel it. This ‘on-hold’ facility can be actioned regardless of your waitlist position, however, the facility cannot be used if your application is advanced to offer stage. Your prioritisation on the waitlist will not be affected.
- It is in your best interest to declare any reasonable accommodation requirements to your Local HR in advance of a move to a new organisation.
- Please note that there is no automatic right to elective work arrangementse.g. Work-sharing, Shorter Working Year etc. Where desired you will be required to apply for these in the new organisation following a move.
- Please note that there is no automatic right to flexi-time. (View Mobility Map on this site for information on each building.)
- In general moves will be facilitated within 20 working daysof acceptance of formal offer.
- Pay rates/allowances for performance of particular duties will not carryunless the new role includes the same conditions.
- Please check the Job Descriptions for organisations as this will help to inform your selection choice (see ‘Important Documents’ on this site).
- Where you receive a notification informing you that you are being considered for a mobility move, you are advised to contact the Receiving Local HR (see contact mails under ‘Important Documents’ on this site) to clarify any specific matters with regard to the position on offer.
General Conditions of Phase 1 of the Scheme
- Scheme is open to permanent Civil Servants.
- All moves are permanent with no provision to return to previous role/organisation.
- The maximum amount of zones selectable when making new mobility applications will be 2 Zones, with a limit of 5 organisational choices within each Zone.
- Priority will be based on the date of application.
- Eligibility criteria are length of service; PMDS/performance rating.
- Additional criteria that Local HR are required to review are Performance Improvement Plan; Disciplinary/Sanctions; Formal Investigations; Attendance Records.
- Applicants will receive a pre-offer before a formal offer, with an agreed timeframe of 3 working days to cancel their application where they do not wish to proceed – cancellation affects the pre-offered application only.
- Applicants will be required to accept or decline a formal offer of mobility within an agreed timeframe of 5 working days. Where declined/not accepted all applications within the given Zone are cancelled.
- Staff members will be responsible for carrying out the duties of the new role, including participation in the L and D process, with a view to becoming proficient in the new role, on the same basis as existing staff members.
How to Apply
To make an application for Phase 1 Civil Service Mobility (CO and EO grade) – see ‘Apply Now’.
Staff members in participating grades can make an application at any stage of their career.
Where an applicant does not qualify for mobility at the time of application based on the ‘Eligibility‘ criteria for the scheme, they will be flagged as ineligible.
However, they will remain on the waitlist until they are automatically deemed eligible and will retain their application date, which will determine their priority on the waitlist.
Staff members who are HR Shared Service customers
For staff members on HR Shared Services, the scheme will be accessible through their self-service on the HR Shared Service portal. Applicants can edit their preferences at any time before being offered a mobility move.
Remote workers/staff members on various forms of leave will be required to submit an application form to the Central Mobility Team in HR Shared Services.
Staff members who are not HR Shared Services customers but who are on HRMS
Staff members not on HR Shared Services e.g. Garda Civilians, An Garda Síochána and the Houses of the Oireachtas will be required to complete and submit an application form to their Local HR Division for input to the Mobility system.
Applicants must also contact their Local HR if they wish to edit their applicant preferences or place their applications on hold etc.
This should be done at an early stage as it is not possible to effect a change after an offer of mobility is made.
Staff members who are not HR Shared Services customers and are also not on HRMS
Staff members not on HR Shared Services and HRMS system e.g. administrative staff members of the Irish Prison Service, staff of the Ombudsman for Children’s Office, and the National Council for Curriculum and Assessment will be required to complete and submit an application form to their Local HR Division.
These applications are dealt with manually as they cannot be included on the ICT system. The manual process can be viewed here – Process for Non-HRMS applications
Internal Transfer Lists
If an applicant wishes to apply to move to their current organisation within the same Zone but in a different office, they can continue to do so through their organisation’s Internal Transfer policy.
Internal Transfer Lists will continue to have precedence for movement within a single Zone where an organisation has more than one office.
Where a staff member is successful in availing of an internal move, the terms of the internal policy will determine the length of service the staff member may be required to serve in the new geographical location, i.e. a staff member who receives an internal move within a Zone may be required to remain in the new geographical location for a designated period of time up to a maximum of 2 years.
Staff members wishing to move to their current organisation outside their current Zone must apply through the CS Mobility scheme.
Priority of applications
In the first instance, priority will be based on the date of application. In the second instance, priority will be based on the length of reckonable service.
HEO & AO Mobility Scheme
The scheme is currently under development for the following phases:
Phase 2A: general civil service grades of HEO and AO for list-based Mobility (similar to that for Phase 1 for the CO and EO grades)
Phase 2B: general civil service grades of HEO and AO for advertisement-based Mobility for positions that require qualifications or more specialist expertise. This will lead to more efficient use of existing skill sets within the Civil Service (e.g. ICT, HR, Finance, IGEES).
Communications will issue on the go-live date for Phase 2A and 2B later in 2020.
AP Mobility Scheme
The establishment of the Civil Service Mobility scheme fulfils one of the requirements of Action 15 of the Civil Service Renewal Plan which aims to ‘Expand career and mobility opportunities for staff across geographic, organisational and sectoral boundaries’; and Action 14 of the People Strategy for the Civil Service which calls for the further expansion of a coherent mobility policy to facilitate staff development. Mobility facilitates an expansion of diversity of skills and experience across organisations while also providing development opportunities for those who move through the scheme.
Go-Live of Phase 2C – Assistant Principal Mobility
The scheme, which was approved by the Civil Service Management Board, is being developed on a phased basis and Phase 2C went live on 2nd November 2020. This phase includes the First Secretary grade, Department of Foreign Affairs.
The following arrangements for the participating grades will expire with effect from 2nd November 2020:
- Interdepartmental ‘Expression of Interest’
An exception to this rule is for positions that attract an allowance or are coterminous to a strategic project/placement.
AP Mobility also supports the development of staff in line with the criteria for Assistant Secretary posts advertised since 1 January 2018 which includes the following.
Ideally, applicants will meet at least two of the following criteria at a senior level:
- Experience in more than one organisation;
- International experience (e.g. working abroad or significant engagement with international organisations and processes);
- Experience outside the Civil Service;
- A variety of experience (e.g. policy and operational).
PO Mobility Scheme
A Principal Officer inter-departmental mobility programme has been introduced to provide a flexible system of managed mobility at PO level.
Staff mobility provides opportunities at systemic, organisational and individual levels. Mobility facilitates more effective deployment of staff across the Civil Service in pursuit of organisational goals and priorities.
It encourages the introduction of fresh thinking and new ideas into an organisation and reduces the risk of over-reliance on individuals’ knowledge if they remain within the one position for a significant number of years.
Mobility is a means of supporting staff development and of inculcating a more collaborative way of working.
Frequently asked Questions about CSMobility
One Learning courses
It is recommended that staff members interested in mobility, or those who have since moved through the scheme and are finding the transition challenging, consider registering their interest in attending the following One Learning courses;
- Change Awareness
- Building Resilience
These courses can assist you with preparing for and understanding the human elements of change and also to identify tools and techniques to help build your resilience.
To see organisational locations and number of positions (including vacancies), see the Mobility Map.
The map is currently being updated to include the grades of HEO, AO, AP, PO and A.Secretary.
Civil Service Mobility offers an opportunity for permanent Civil Service staff members to apply for mobility through an open and transparent system.
The establishment of the scheme fulfils one of the requirements of Action 15 of the Civil Service Renewal Plan; and Action 14 of the People Strategy for the Civil Service which calls for the further expansion of a coherent mobility policy to facilitate staff development.
When will the scheme launch?
The Mobility scheme is being developed for the Civil Service on a phased basis:
Phase 1A: Launched in 2018, and facilitates the general service grades of Clerical Officer (CO) and Executive Officer (EO) to apply for Mobility in 46 Zones (excluding within Zone 46 – Dublin).
Phase 1B: Launched in 2019, and facilitates the general Civil Service grades of CO and EO for mobility within the Zone of Dublin.
Phase 2A: This will include the general Civil Service grades of HEO and AO for list-based Mobility (similar to that for Phase 1 for the CO and EO grades)
Phase 2B: This will include the general Civil Service grades of HEO and AO for advertisement-based Mobility for positions that require qualifications or more specialist expertise. This will lead to more efficient use of existing skill sets within the Civil Service (e.g. ICT, HR, Finance, IGEES).
Communications will issue on the go-live date for Phase 2A and B later in 2020.
Phase 2C: This will include the general Civil Service grades of AP and First Secretary (DFA). This phase will go live on 2nd November 2020.
Equivalent Professional and Technical grades are not covered under early phases of the scheme and consideration will be given to mobility for these grades when Mobility has rolled out for all general civil service grades.
It is the policy of the Civil Service to seek to ensure that staff members are not disadvantaged because of their disabilities.
Making a permanent move to another position under the Scheme, before such matters are considered, could have the unintended effect of disadvantaging applicants with a disability.
If the applicant declares that that reasonable accommodation has been made or may potentially be required, it will be a matter for the Receiving Local HR to assess the requirement for reasonable accommodation in the new role.
In doing so, HR Managers will consider their obligations under the Employment Equality Acts 1998 to 2015 to provide reasonable accommodation, so that applicants with a disability can participate in and advance in their employment.
All reasonable accommodation requests will be dealt with on a case by case basis. More information can be found on the disability page..
Every effort will be made to provide reasonable accommodation; however, a placing on a list will not be affected in the event that reasonable accommodation cannot be provided and where there is an expectation that the applicant may be accommodated at a later date.
The Mobility Policy team would like to thank the following for all their help in developing the scheme:
The CSMB Sponsors
Civil Service HR and ICT Lead, DPER
HR Personnel Officer Working Group
HR Practitioner Working Group
Local Office Managers
The Central Mobility team and ICT Lead in HR Shared Service, NSSO
Civil Service Renewal Programme Management Office, DPER
The Public Appointments Service
Ordnance Survey Ireland
The system developers
Representatives from Fórsa.