Defence Forces Recruitment

Tuesday, 6 October 2020

Questions (431)

Patricia Ryan

Question:

431. Deputy Patricia Ryan asked the Minister for Defence if he will report on the implementation of the Public Service Pay Commission's recommendations on recruitment and retention in the Permanent Defence Force; and if he will make a statement on the matter. [28946/20]

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Written answers

Minister for Defence

The Government’s high level plan “Strengthening Our Defence Forces – Phase 1” sets out a range of actions to be undertaken in the short, medium and longer term. The plan is complemented by a range of other HR actions which were already underway.

The immediate pay measures set out in the plan i.e. an increase in Military Service Allowance, the reversal of 10% cuts to allowances and the restoration of weekend premium rates for certain duties were implemented immediately upon their acceptance by the PDF Representative Associations. A service commitment scheme for pilots was also re-introduced, with very positive uptake.

The remaining projects in the plan contain both pay and non-pay measures.

The pay related projects include a review of pay structures, consideration of incentivised long service arrangements and a review of technical pay (grade 2-6) arrangements.

The review of pay structures is a medium term project being led by DPER. Some initial preliminary work has commenced on this project within my Department, however, the main body of work will be done as part of a wider review of public sector pay arrangements. The Defence Forces Representative Associations have submitted views regarding pay and allowances and these will be fully considered.

In relation to the projects to consider incentivised long service arrangements and the review of technical pay, reports have been prepared on these matter and will be used to inform future pay negotiations.

The Covid-19 emergency impacted project timeframes for the remaining non-pay related projects. For some projects resources were necessarily reassigned to matters relating to the COVID-19 response and where other essential work necessarily took priority. However at this point work on all of the outstanding projects has re-commenced and projects are being progressed as quickly as is possible.

The table summarises the current status for each of the 15 projects included in the plan:

	Project	Current Status
V1	Review of Pay Structures - Led by DPER	Some initial preliminary work commenced within DoD. Main body of work to be done as part of a wider review of public sector pay arrangements.
V2, V3, V4	Increase in MSA, Restoration of allowances Restoration of weekend premium rates	Complete
R1	Restore Pilot Service Commitment Scheme	Complete
R2	Tech 2 – 6 arrangements	2 reports on the Review of Technical Pay Groups 2-6 arrangements were prepared and submitted to DPER. DPER have indicated that these reports will feed into future pay negotiations.
R3	Incentivised long service arrangements	Report was submitted to Project Sponsors [DPER and DoD] in October 2019. The report is due to be used to inform future pay negotiations.
R4	Barriers to extended participation in the PDF	This Project was divided into two phases. The first phase, which focuses on reviewing mandatory retirement ages for Officers is nearing completion. The second phase, which will look at enlisted contracts has just been initiated. However, it was agreed with PDFORRA that enlisted privates and corporals who had reached 21 years’ service, could remain in service until they reach age 50 until end 2022. Sergeants are also permitted to serve beyond 50 until that timeframe. These measures mean that the review can take place in an extended timeframe.
R5	Bespoke management training for leaders and managers	Final Report signed off on 13 July 2020.
R6	Professional Military Education (PME) Strategy	Final Report is currently being considered.
R7	Mental Health and Wellbeing Strategy	Final Report signed off on 28 September and submitted for formal approval
R8	Non-Pay Retention Measures in the PDF	Final Report signed off on 30 September and submitted for formal approval
R9	Additional specialist posts for high turnover/long lead in appts	This project has required detailed consideration of turnover, specialist training and associated personnel requirements in specialist areas which has taken longer than originally planned. In addition, a number of the senior project team members were reassigned/diverted to deal with COVID-19 related work and as a consequence this project was temporarily suspended. Work has now re-commenced on the project. This Report is currently being finalised.
A1	Recruitments methods for PDF	Draft Final Report is currently being considered.
A2	Workforce Planning	Project A2 is being progressed with the assistance of an independent HR specialist. The timeframe set out for the development of an integrated workforce plan was overly ambitious when requirements were analysed in more detail, particularly given the range of specialisms in the Defence Forces and recruitment and training processes. In this context, there is significant overlap and interdependencies with other projects. When completed, this important project will better inform recruitment and retention and broader HR policy.