The re-organisation of the Defence Forces, finalised in October 2012, resulted in a fundamental restructuring of Army formations and units throughout the country, including the closure of a number of operational posts. This was undertaken to enhance operational readiness and deployability while reducing the number of personnel involved in administration. The reorganisation led to a reconfiguration of the Defence Forces operational processes from a garrison-based system to a more flexible, deployable system that makes more efficient use of all resources, including personnel.
I have been advised by the military authorities that, for the most part, personnel are only deployed within their own brigade area. However, on occasion, personnel from Donegal, for example, have been redeployed for security operations to other locations, including Dublin, which is a key centre for large-scale operations and ceremonial activities for the Defence Forces. It is important that military personnel have experience of the full range of duties required of members of the Defence Forces in situations where they may be called upon to reinforce operations in different parts of the country. This requires their deployment to locations where they can gain such experience.
The Defence Forces operate in the most cost effective manner possible. Costs associated with the transport of personnel are included in the funds allocated to the military through the budgetary process and the reorganisation has not resulted in any excessive additional costs being incurred.
Primary responsibility for the internal security of the State rests with the Department of Justice and Equality and An Garda Síochána. Control of Ireland’s borders, which is primarily a security matter, falls to An Garda Síochána and, in respect of its responsibilities, to the customs service of the Revenue Commissioners. It is premature at this juncture to anticipate the detailed implications of the result of the UK referendum. While it is reasonable to engage in prudent planning, the fact of a British exit from the EU does not, of itself, give rise to additional border security requirements at this time.
Additional information not given on the floor of the House
The key findings of the climate survey are grouped under topics such as work-life balance, peer support, organisational justice within the organisation, procedural justice, organisational fairness, Defence Forces integrity and supervisory justice. The University of Limerick researchers who undertook the project point out that the findings of the report and the recommendations are interconnected and that caution should apply to reading or responding to any one particular finding in isolation. The University of Limerick is engaged in further work on the climate survey, engaging with personnel across all ranks and formations. This process will provide a greater understanding of the issues identified in the climate survey.
The following deferred reply was received under Standing Order 42A:
I refer to the above and the Deputy's supplementary question concerning vacancies in the Naval Service.
Based on the most recent figures available (Naval Service strengths at 31 December 2016) there are currently 39 vacancies at Officer level in the Naval Service: 32 of those vacancies are at the rank of Captain and the remaining seven (7) at the rank of Lieutenant.
There are currently 22 Naval Service Cadets in training and it is envisaged that 15 applicants from the 2017 Cadet competition will he inducted to the Naval Service in September 2017. Additionally, the Defence Forces also launched a competition in September 2016 to Naval Service Direct Entry Officers in order to address the short term manpower deficiencies in both the Operations and Engineering Branches. It is planned to commission the first successful applicants from these rolling Direct Entry competitions in Q1 of 2017.
I trust this information will be of use.
