Dáil Éireann Debate, Tuesday - 11 July 2017
69. Deputy Lisa Chambers asked the Taoiseach and Minister for Defence his plans to address the three fundamental findings of the recent focus group climate survey on the Defence Forces concerning pay, retention and human resources; and if he will make a statement on the matter. [32506/17]
View answerThe Independent Monitoring Group was established in 2002 to oversee the implementation of recommendations intended to improve HR management and institutional culture, including dealing with interpersonal issues and dignity in the workplace. One of the recommendations of the Third Report of the Implementation Monitoring Group (2014) was the undertaking of a workplace climate study. The intended purpose of undertaking the study was to build upon the actions undertaken to date and to identify trends to inform practice in HR, including training and education.
The most recent report is the second phase of the climate study which further explores the issues raised in a survey, which reported in 2015.
The issues considered in the latest report include pay and conditions, vacancies within the Defence Forces and recruitment and retention, promotion systems, performance management, leadership, culture, stress, work-life balance, the Personnel Support Service, diversity, the Defence Forces medical system and Representation.
I was briefed on the report at the end of June, and directed that the Oversight Group of the IMG which includes the Representative Associations be briefed. I proposed that once the groups had been given time to consider the report I would meet with them to hear their views on how best to address the HR issues raised. That meeting is scheduled to take place on 13 th July 2017. It is then my intention to consider publication of the report.
Progress has been made in respect of issues detailed in the report and I will continue to work closely with both civil and military management, and the IMG, in addressing these matters.
Public Service pay is based on collective agreements negotiated with public service trade unions and representative associations. Future remuneration of Defence Forces personnel will continue to be dealt with within this process.
Since the survey was carried out , PDFORRA have signed up to the Lansdowne Road Agreement (LRA) resulting in increases in pay/salary for members of the association. A revision to pay scales has also provided significant pay improvements to certain of its members.
Further benefits are provided for under the extended LRA which is under the consideration of the Representative Associations.
The broad range of HR issues raised in the survey will be further explored by senior management. I have instructed both civil and military management to bring forward proposals in respect of retaining specialists, providing for re-entry and where appropriate direct entry and I expect to be in receipt of these proposals shortly.
The findings of this Report will contribute to informing the work which is already underway across the Defence Organisation ensuring that the Defence Forces have the capability and capacity to carry out the roles assigned by Government, and remain an attractive employer/career of choice.
