I propose to take Questions Nos. 1342 to 1351, inclusive, together.
The latest report referred to by the Deputy has not yet been released. This report is a follow up to the first phase of the Climate Study and it further explores the issues raised in the original survey. The Focus Groups engaged in the study were conducted towards the latter end of last year and early this year. The comments quoted therein cover a wide range of issues relating to human resources management including, amongst others, pay and conditions (particularly pay for the lowest paid members of the Defence Forces), vacancies, recruitment and retention, promotion systems, performance management, leadership, culture, stress and work-life balance.
The Deputy has asked a range of questions relating to specific comments within the report. As advised by the University of Limerick, their findings and recommendations are interconnected and caution should apply to reading any one particular finding in isolation. In this context, I have addressed the questions in the round in line with the holistic approach being taken in response to the Study.
Public Service pay is based on collective agreements negotiated with public service trade unions and representative associations. Since the survey was carried out, PDFORRA has signed up to the Lansdowne Road Agreement (LRA), resulting in increases in pay/salary for all their members. In addition, recent adjustments to salary scales will significantly benefit general service recruits and privates who joined the Defence Forces since January 2013 (increases of between 8% and 24% depending on the scale point). Further benefits are provided for under the extended LRA. The extended LRA proposals are under consideration by the Representative Associations.
I believe that we now have the processes in place to deliver a more effective, energetic and sustainable Defence Forces with a positive outlook into the future. Delivering on that positive environment and outlook is my objective, together with my Department and the Chief of Staff.
I was briefed on the Report at the end of June and directed that the IMG Oversight Group be briefed. I am due to meet the Representative Associations on 13 July 2017 to discuss the issues raised in the report. It is then my intention to consider publication of the report. The broad range of HR issues raised in the study will be further explored by senior management.
As the Deputy will be aware there is a significant ongoing programme of HR development within the Defence Organisation. This study was intended to inform that work.
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 those shortly. The Public Service Pay Commission will further examine the issue of retention of specialist personnel in accordance with the provisions of the recent Pay Agreement.
I believe that this process has provided an opportunity for members of the Defence Forces including the Representative Associations to express their views and inform consideration of HR policy. This is to be welcomed.