Better Public Service Newsletter - June 2026 - Pillar 2 Showcase

Better Public Services Transformation Showcase 2025-2026

This publication provides a showcase of work taking place across the public service to drive transformation under the three pillars of the Better Public Services Strategy (2023-2030). The vision is to deliver inclusive, high quality and integrated public services that meet the needs and improve the lives of the people of Ireland. It looks back to 2025 transformation achievements and forward to 2026 transformation priorities. It covers flagship transformation projects led by the Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation (DPER), and a snapshot of some of the many transformation initiatives happening across the public service. It specifically focuses on the organisations represented on the Public Service Leadership Board. This governance structure, comprising of senior leaders, plays a key role in achieving the ambition of the strategy by working together on shared priorities at a strategic level.

Pillar 2 – Workforce and Organisation of the Future

Flagship Initiative - Promoting Equality, Diversity and Inclusion

An Assisted Return to Career (ARC) programme pilot for the civil service finished in May 2025, offering placements for 19 experienced professionals returning to the workplace after a significant break, in the areas of ICT, HR and Finance and Accounting. This alternative route to employment led to permanent positions for 15 of the 19 participants at Higher Executive Officer (HEO) level across six government departments. The programme won a CIPD award in the category of ‘Outstanding Diversity Initiative’.

A new permanent pathway for successful participants on the Traveller and Roma work placement programme within the civil service, has been developed, aligning with commitments under the National Traveller and Roma Inclusion Strategy (NTRIS), and the Pathways to Work initiative. In line with the rollout of the new National Human Rights Strategy for Disabled People several actions have been identified to progress the employment of disabled people in the public service to meet and exceed the employment target of 6%. These include the development of a Reasonable Accommodations Policy in the civil service, disability training via the IPA, and the expansion of pathways for disabled people via the Oireachtas Work Learning Programme (OWL) and the Willing Able Mentoring (WAM) programme.

In 2026, the civil service will consolidate and scale its inclusive employment initiatives and seek to expand initiatives to the wider public service. In line with government priorities and Better Public Services Pillar 2 commitments, public service leaders have agreed to prioritise the employment of people with disabilities across the public service. Key priorities include the rollout of a new Reasonable Accommodation Policy and a co-designed reform of the Disability Liaison Officer role, providing training and tools for consistent best practice. Additionally, DPER will lead actions under national inclusion strategies, modernising Equality, Diversity and Inclusion policies (ED&I), strengthening data systems, and embedding equity into recruitment and career progression. Targeted learning and development will build capability across the public service in partnership with the IPA, ensuring inclusive practices become crucial to workplace culture.

Case Study 2 - Transformation Across the Public Service

Launch of the Accounting Technologist Apprenticeship: Ireland’s first-ever all-island apprenticeship, Department of Further and Higher Education, Research, Innovation and Science

In 2025, the first-ever all-island apprenticeship programme was launched, marking a new chapter in how Ireland and Northern Ireland collaborate to develop talent for the future. The Accounting Technologist Apprenticeship, developed by Accounting Technicians Ireland (ATI) and delivered jointly by Technological University of the Shannon and the Open University in Northern Ireland, will equip learners with skills in digital finance and sustainability, responding to the evolving demands of the sector.

This initiative delivers on the aims of the Public Service Apprenticeship Plan, which sets out the government’s ambition to create diverse pathways into the civil and public service, with a target of 750 apprenticeship registrations annually.

The Certified Accounting Technologist’s new role bridges the gap between the traditional Accounting Technician and a fully qualified accountant. The apprenticeship was created in response to the disruptive impact of AI and emerging sustainability reporting requirements. Learners will gain the skills needed to support finance teams in transitioning to digital and sustainable economic models, positioning them to add strategic value in a rapidly evolving sector.

Other exmaples from Pillar 2 include;

* The creation of innovative new career pathways for the recruitment of staff across many organisations

* A major strategic workforce planning project undertaken by the Department of Social Protection

* Growth of the apprenticeship model

* Expansion of the HSE Career Hub engaging with 65,000 people weekly to support the attraction and retention of staff