Noel Grealish (Galway West, Independent)
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207. To ask the Minister for Public Expenditure and Reform in view of the Dublin Chamber of Commerce survey on remote and hybrid working patterns for non-State employees, if the State is currently reviewing or considering similar adjustments to its remote working practices for civil and/or public servants (details supplied). [46360/23]

Paschal Donohoe (Dublin Central, Fine Gael)
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My Department published the Blended Working Policy Framework for Civil Service Organisations in March 2022, which was shared with Public Service employers with a view of providing a consistent approach across the wider public service. Remote working in the Civil Service is facilitated on a blended basis.

The Framework has informed the blended working policies of individual organisations in the Civil Service and provides broad strategic direction that is appropriate to their business needs and employees. Civil Service organisations also have the flexibility to determine matters such as the roles that are suitable for blended working and the proportion of time employees work remotely versus onsite.

Time has enabled organisations to embed their blended work practices and my Department is now at a point where an assessment of the impact of blended working on the workforce and the organisation can begin. Civil Service organisations are responsible for reviewing their individual blended working policies and, in this context, officials in my Department will engage with stakeholders, before the end of the year, to gather a range of views and practical insights into their experience and the experience of employees of blended working. Ultimately, this will enable DPENDR to understand the experiences of blended working across the Civil Service and will inform future policy in this area which can be adopted and tailored by organisations to assess the impact of blended working on their workforce and organisation.

The Framework will undergo further review when the Workplace Relations Commission publishes the Code of Practice on the Right to Request Remote Working, as required under Part 4 of the Work Life Balance and Miscellaneous Provisions Act 2023.

Appendix B of the Framework - Role of the People Manager - sets out guidance for managers on maximising individual team productivity and performance, including setting clear work priorities, objectives and expectations and reviewing individual and team performance against output, efficiency and quality metrics. If employees are not performing, these issues will be dealt with through the appropriate channels.

Appendix B – Engaging Employees and Communicating Effectively – addresses manager engagement with employees, including, identifying where employees are having difficulty adjusting to blended working and to offer support as and when required and to make time for social conversations with employees.

For the convenience of the Deputy, the Framework is available on the gov.ie website.