Written Answers Nos. 423-437
423. Deputy Ged Nash asked the Minister for Defence the specific timeframe for which the two completed reports, with regard to the R2 Tech 2-6 pay arrangements of the high-level plan Strengthening Our Defence Forces, will remain under consideration before a decision is taken on the issue; and if he will make a statement on the matter. [28639/20]
View answerA review of technical pay was provided for in the Public Service Agreement 2010 - 2014 (Croke Park Agreement). The purpose of the review in the context of the agreement was to rationalise existing technical pay arrangements and consider if the requirements could be met in a more cost effective manner. A review of Technical Pay Group 1 was conducted in 2014 and came into effect at the beginning of 2015.
While the review of Technical Pay grades 2 - 6 in the Defence Forces was in progress, the Public Service Pay Commission made recommendations relating to the review which were substantially different to the focus of the original review.
The Public Service Pay Commission recommended that the review of Technical Pay Groups 2 - 6 be completed at the earliest opportunity, without compromising the Public Service Stability Agreement. Two detailed Reports have been completed in line with the High Level Implementation Plan - Strengthening our Defence Forces - Phase 1.
This matter will be considered in the negotiations on the next public service pay agreement.
424. Deputy Ged Nash asked the Minister for Defence the definition of a medium-term project (details supplied); the status of the medium-term project; the deadline for completion of same; and if he will make a statement on the matter. [28640/20]
View answerThe Report of the Public Service Pay Commission (PSPC) on Recruitment and Retention in the Defence Forces was published on the 4th of July 2019. The Report was accepted in full by the Government at that time and, to facilitate implementation, an extensive High Level Plan titled ""Strengthening our Defence Forces – Phase One” was also agreed and published on the same date.
The High Level Plan provides for actions or projects to be undertaken to deliver on the PSPC recommendations. It also proposes a timeframe for actions or projects to commence and identifies the lead actor to implement the action or project. The timeframe for commencement of actions is split into four distinct timelines i.e. immediate, short-term, medium-term and long-term. The Plan defines the timeframes as follows:
- Immediate (i.e. action to commence and be completed within 1 month of approval of this Plan);
- Short-term (i.e. action to commence (and in some cases be completed) within 3 months of approval of this Plan);
- Medium-term (i.e. action to commence (and in some cases to completed within 3 –6 months of approval of this Plan); and
- Long-term (i.e. action to commence within 6 –12 months of approval of this Plan).
The review of pay structures was set out as a medium term project being led by the Department of Public Expenditure and Reform in anticipation that such a review would take place in the context of discussions on a new Public Sector Pay Agreement and that these would commence in that time-frame. However, these discussions did not take place within that anticipated timeframe.
The Programme for Government, which was published in June 2020,, contains a commitment to establish an independent Commission on the Defence Forces which will consider, amongst other matters, pay and allowances and composition of the Defence Forces. The Programme for Government also states that upon completion of the Commissions work, a permanent pay review body for the Defence Forces will be established.
425. Deputy Pádraig O'Sullivan asked the Minister for Defence if consideration will be given to extending the upper age limit for sergeants to 56 years of age and senior non-commissioned officers to 60 years of age; and if he will make a statement on the matter. [28697/20]
View answerMilitary life places unique demands on individuals and it is necessary that Defence Forces personnel are prepared to meet the challenges of all military operations. To this end, it is vital the age and health profile of personnel be such as to ensure that operational capability and effectiveness are not compromised in any way.
The age and fitness profile of the Permanent Defence Force was an issue of serious concern during the 1990's and was the subject of severe criticism in a series of external reports. One of the key areas identified for urgent action was the development of a manpower policy with an emphasis on lowering the age profile of Permanent Defence Force personnel.
As a result, new terms and conditions were introduced for personnel enlisting after 1 January 1994 and new contracts for enlisted personnel were for a period of five years’ service. Since that time, the maximum period of service has been extended out to twenty-one years for line Privates and Corporals.
In 2015, following an adjudication in the Conciliation and Arbitration Scheme for PDF members, it was agreed that all Privates and Corporals in receipt of Tech Pay Group 3 or higher could be extended to age 50 subject to meeting certain criteria for continuance in service. A review of contracts of service for Line Corporals and Privates and Corporals in receipt of Technical Pay 1 and 2 was also recommended.
An agreement was subsequently reached with PDFORRA in 2019 that all Privates and Corporals recruited post 1994, be allowed to continue in service to 31 December 2022 (or until they reach the age of 50), provided these personnel met certain criteria during the interim period, including medical grades and fitness tests. This agreement was subsequently extended to include post 1994 Sergeants, who also could continue in service to the same date, subject to their meeting agreed criteria in the interim period.
A review of service limits for enlisted personnel is currently being progressed in the context of a broader review provided for in the High Level Implementation Plan - "Strengthening Our Defence Forces". As this review which will encompass upper age limits for Privates, Corporals and Sergeants as well as senior NCOs is currently underway, it would be inappropriate to pre-empt any recommendations that may arise.
426. Deputy Patricia Ryan asked the Minister for Defence the dates on which the Curragh forum has met over the past three years; the details of its work programme; if there have been recent developments; and if he will make a statement on the matter. [28862/20]
View answer427. Deputy Patricia Ryan asked the Minister for Defence the status of the most recent meeting of the Curragh forum; the areas addressed and actions taken arising from the meeting; and if he will make a statement on the matter. [28863/20]
View answerI propose to take Questions Nos. 426 and 427 together.
As the Deputy may be aware, the Curragh Forum was established to provide an opportunity for key stakeholders to consider and progress a wide range of issues regarding the use and management of the Curragh Plains. On the last occasion when the Forum met in January 2018 it was attended by representatives of Kildare County Council, the Department of Defence, the Defence Forces, An Garda Síochána, the Curragh Racecourse Limited, Horse Racing Ireland, and the Irish Racehorse Trainers Association.
As a result of these discussions, Kildare County Council produced an indicative 'Vision' document for the Curragh Plains. Since then my Department together with Kildare County Council has agreed to jointly fund a Consultancy Study to fully scope out the issues arising and make recommendations for the future management strategy for the Curragh. Following a competitive procurement process, a multidisciplinary team has been appointed to examine current and future challenges for the area, in the context of the management and conservation of the Plains, including any scope for the developmental potential of the area as a high value visitor and cultural amenity attraction.
The work of the multidisciplinary team, which was appointed in 2020, is on going. I am advised part of this study will include a public consultation process scheduled to commence early 2021.
428. Deputy Patricia Ryan asked the Minister for Defence if the Curragh forum has discussed the infilling of the hollow next to Donnelly’s Hollow; the details of the discussions; the actions taken arising from such discussions; and if he will make a statement on the matter. [28864/20]
View answerIn Summer 2017, Property Management Branch of my Department became aware that soil had been deposited at the former quarry site in the vicinity of Donnelly's Hollow. The Department subsequently engaged environmental consultants to carry out an environmental risk assessment of the site. The material deposited was identified as clay which matched the profile of indigenous Curragh soil with trace amounts of construction and demolition materials.
The Department has the site monitored on a quarterly basis and there is no evidence that any environmental pollution or degradation of the infill material on the site has occurred. I have been advised that the local authority has acknowledged this assessment. I am advised that this matter did not arise in meetings of the Curragh Forum.
429. Deputy Catherine Murphy asked the Minister for Defence if he engaged a third-party company in each of the years from 2017 to 2019 and to date in 2020 to conduct online and-or social media monitoring and-or to provide reports on social media coverage of his Department; if so, the cost of same; and if the names of the social media platforms being monitored will be provided. [28912/20]
View answerMy Department does not engage a third-party company to conduct online or social media monitoring. The social media platforms Twitter, Facebook and Instagram are monitored by staff in my department’s Communication’s Unit who also have a number of other duties and responsibilities.
430. Deputy Catherine Murphy asked the Minister for Defence the number of staff in his Department on sick leave between March and September by month in 2019 and to date 2020; the pay arrangements that exist for staff on sick leave for an extended period of time; the number of sick days accounted for by his Department over the period; and if he will make a statement on the matter. [28930/20]
View answerThe pay arrangements that exist for staff in my Department on sick leave for an extended period of time are those that pertain across the Civil Service. The Sick Leave Scheme in the Civil Service are set out in Circular 05/2018 – Arrangements for Paid Sick Leave, and operate in conjunction with the Public Service Management (Sick Leave) Regulations (SI 124 of 2014) and Public Service Management (Sick Leave) (Amendment) Regulations 2015 (S.I. 384 of 2015).
The Scheme provides for a maximum of 92 days on full pay in a rolling 1 year period followed by a maximum of 91 days on half pay in a rolling one year period subject to a maximum of 183 days paid sick leave in a rolling four year period. The Scheme also has provision for Temporary Rehabilitation Remuneration and Critical Illness Provisions, informed by consideration of Occupational Health advice and assessment.
The number of sick days taken by staff in my Department between March and September 2019 and to 31st August 2020, the latest date for which figures are available, is set out in tabular format.
|
Month |
No. of Staff on Sick Leave |
No. of sick days |
|
March 2019 |
41 |
198 |
|
April 2019 |
42 |
195 |
|
May 2019 |
43 |
212 |
|
June 2019 |
47 |
231 |
|
July 2019 |
37 |
208 |
|
August 2019 |
38 |
213 |
|
September 2019 |
55 |
298 |
|
2020 |
No. of staff on sick leave |
No. of sick days |
|
January 2020 |
65 |
335 |
|
February 2020 |
49 |
266 |
|
March 2020 |
30 |
187 |
|
April 2020 |
6 |
84 |
|
May 2020 |
12 |
103 |
|
June 2020 |
10 |
96 |
|
July 2020 |
13 |
103 |
|
August 2020 |
9 |
96 |
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]
View answerThe 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. |
432. Deputy Pa Daly asked the Minister for Education if adherence to distancing, capacity and other anti-Covid-19 measures on buses serving a school (details supplied) will be investigated. [28092/20]
View answerSchool Transport is a significant operation managed by Bus Éireann on behalf of the Department of Education. In the 2019/20 school year over 120,000 children, including over 14,200 children with special educational needs, were transported in over 5,000 vehicles on a daily basis to primary and post-primary schools throughout the country covering over 100 million kilometres at a cost of over €219m in 2019.
Based on the public health advice published in early July, and the updated advice received from the HPSC on 7th August and from NPHET on the 18th August, the Department has been planning for School Transport Scheme services for the 2020/2021 school year to fully operate, but with additional measures and hygiene requirements in place and with the rolling implementation of measures on post-primary services as required to provide physical distancing, in line with those required on public transport, which is using 50 per cent of passenger capacity. The planning to date is in accordance with the Government decision of 18th August, which set out that arrangements for school transport would proceed as planned for re-opening but the Minster for Education and Skills and the Minister for Health and other relevant Ministers will review measures, including any additional resources, to ensure the safe operation of school transport for secondary school children.
School Transport Scheme services commenced operation on the 26th August 2020. All children who are eligible for school transport and who completed the application and payment process on time have been accommodated on transport services for the 2020/2021 school year where such services are in operation.
My Department has issued detailed information and guidance to parents and children on the operation of school transport services for the 2020/2021 school year. All children using school transport scheme services are asked to comply with a number of guidelines including that all children on post-primary transport services are required to wear facemasks while waiting for and on-board transport services (with the exception of children who for medical or special educational needs reasons are not in a position to wear a facemask or face covering).
The Department has been engaging intensively with Bus Éireann in regard to the logistics for the safe operation of School Transport Scheme services for the 2020/2021 school year. The Department has also been engaging with Bus Éireann on the logistics involved with the rolling implementation of measures on post-primary services as required to provide physical distancing, in line with those required on public transport, which is using 50 per cent of passenger capacity. An assessment of the resources required to implement physical distancing on all post-primary services has been undertaken and, in line with the Government decision of 18th August, the Department has reviewed this information in consultation with other relevant Departments.
I am pleased to announce that, following a Government Decision on the 29th of September, Government has agreed to provide the necessary funding to ensure full implementation of the measures required for the operation of school transport for post-primary children that is aligned to updated health advice received from NPHET on the 18th of August, for which the estimated full year cost to operate all services at 50% capacity is between €87m and €135m with an estimated requirement for an additional 1,600 drivers and vehicles and 650 additional School Bus Escorts.
If there are individual concerns about a particular service, parents/guardians are advised to contact School Transport Section of my Department or their local Bus Éireann office.
433. Deputy Duncan Smith asked the Minister for Education if enough buses are contracted to ensure that every child in Ballyboughal, County Dublin, who requires a school bus service can have one; the timeline in this regard; and if she will make a statement on the matter. [28189/20]
View answerSchool Transport is a significant operation managed by Bus Éireann on behalf of the Department.
In the 2019/20 school year over 120,000 children, including over 14,200 children with special educational needs, were transported in over 5,000 vehicles on a daily basis to primary and post-primary schools throughout the country covering over 100 million kilometres at a cost of over €219m in 2019.
The purpose of my Department's School Transport Scheme is, having regard to available resources, to support the transport to and from school of children who reside remote from their nearest school. Under the terms of my Department’s School Transport Scheme, children are eligible for transport where they reside not less than 3.2 kms at primary and 4.8kms at post-primary and are attending their nearest School/Education Centre as determined by the Department/Bus Éireann, having regard to ethos and language.
All children who are eligible for school transport and who completed the application and payment process on time have been accommodated on school transport services in the 2020/2021 school year where such services are in operation. Children who are eligible for school transport but for whom no service is available may be offered the Remote Area Grant towards the cost of making private transport arrangements.
Children who apply but who are not eligible for school transport are considered for spare seats that may exist after eligible children have been facilitated; such seats are referred to as concessionary seats.
434. Deputy Dara Calleary asked the Minister for Education the status of additional accommodation for a school (details supplied) in County Mayo. [28097/20]
View answerI can confirm to the Deputy that my Department has received an application for capital funding, under the Additional School Accommodation Scheme, from the school in question.
The application is being assessed and as soon as the assessment process is completed my Department will be in direct contact with the school authority.
435. Deputy John Brady asked the Minister for Education the number of autism spectrum disorder class places at primary level for new enrolment available for the year 2021-2022 in Bray, County Wicklow; and if she will make a statement on the matter. [28114/20]
View answer436. Deputy John Brady asked the Minister for Education her policy if there are no autism spectrum disorder class spaces for primary level available for incoming students; and if she will make a statement on the matter. [28115/20]
View answerI propose to take Questions Nos. 435 and 436 together.
Ensuring that every child has a suitable school placement is a key objective of this Department. Significant resources are allocated each year to ensure that appropriate supports are available for children with special educational needs.
The National Council for Special Education (NCSE) has responsibility for coordinating and advising on the education provision for children nationwide; has well established structures in place for engaging with schools and parents; and seeks to ensure that schools in an area can, between them, cater for all children who have been identified as needing special education placements.
The NCSE is planning a further expansion of special class and special school places nationally, including Wicklow, to meet identified need for this school-year and beyond. This process is ongoing.
It is open to any school to make an application to the NCSE for the establishment of a specialised provision and where sanctioned, a range of supports, including capital funding, is made available to the school. My Department works closely with the NCSE in this regard.
The NCSE's local Special Education Needs Organisers (SENOs) are available to assist and advise both schools and the parents of children with special educational needs. Parents may contact SENOs directly using the contact details available at: https://ncse.ie/regional-services-contact-list
There are currently three schools with a total of five special classes for Autism at primary level in Bray Co. Wicklow.
While NCSE has confirmed that there are available places in these schools for the 2021/2022 school year, NCSE will be contacting all schools in the area shortly to develop provision based on projected need in the area.
In circumstances where no placement is available for a child with special educational needs, the Department can provide Home Tuition grant funding towards the provision of 20 hours home tuition per week as an interim measure until the NCSE confirms that a placement is available.
Home Tuition will not however be available where a school placement has been identified by the NCSE. Similarly, failure to enrol a child in school will not give rise to eligibility for home tuition.
437. Deputy Seán Canney asked the Minister for Education if an example will be published of the way in which the algorithm used in calculating leaving certificate grades works; the measures taken to preserve accuracy and fairness in the results; the way in which the algorithm was validated; the parameters used to ensure that the marks generated by the system reflected student performance; and if she will make a statement on the matter. [28121/20]
View answerTechnical details of the Calculated Grades model and standardisation process were published on the date of issue of the Calculated Grades results and are available here.
The design of the Calculated Grades model was informed by advice from a Technical Working Group comprising experts drawn from the State Examinations Commission, the Inspectorate of my Department, the Educational Research Centre, and international external expertise.
Schools provided an estimated percentage mark and a rank order for each student’s subjects. The process of national standardisation was then applied to the school information in order to ensure comparability between the standards applied by individual schools and the national standard.
The integrity, validity and reliability of the process of national standardisation was overseen by the National Standardisation Group whose role was to oversee the application of the statistical model to the school data.
In order to make sure that the standardisation process was doing what it was supposed to do, a separate additional process was carried out called validation.
Validation is an inherent element of any statistical system, and in the Calculated Grades model the purpose of validation is to ensure that the statistical model is behaving as expected, and is achieving its objectives. The validation process has been part of the design from the beginning.
The workings of the statistical model were reviewed and validated in a number of ways. There was a review of the distributions of results for each subject and level. There was also a review of the demographic characteristics of the outcomes, which included gender and socioeconomic status of the school.
The purpose of the review of the outcomes of the statistical model was to check whether the Calculated Grades model was resulting in any particular group being advantaged or disadvantaged relative to previous years’ outcomes. It is important to note that this assessment was being made relative to previous years. For example, the validation checked whether or not disadvantage effects, or gender effects are being exacerbated under the model. This was to ensure that the model presented outcomes that were as fair and equitable as possible given its constraints, and were in line with previous outcomes as much as is possible.
The purpose of the Calculated Grades system is to arrive at the grade that each student would have achieved if the examinations had taken place as normal. The validation process checked whether the interactions between these characteristics and the calculated results were similar to the interactions in the historical data between these characteristics and examination results.
The system of Calculated Grades is a complex and sophisticated system which had to be developed from scratch within an extremely tight timeframe in order for students to get their Calculated Grades results in time. The statistical model itself was developed specifically for the Irish Leaving Certificate. The Department had checks at a number of stages to ensure that data was collected correctly from schools and transferred correctly between the various stages of the standardisation process, the validation process and the grading processes.
