Gino Kenny
Question:121. Deputy Gino Kenny asked the Minister for Defence his views on reports in relation to the number of persons leaving the Defence Forces; and if he will make a statement on the matter. [47151/21]
View answerThursday, 30 September 2021
Questions (121)
Written answers
Personnel leave the Permanent Defence Force for a number of reasons including on age grounds, at the end of contract and voluntary discharges. More than 50% of those who leave the Defence Forces do so with some form of pension. This can make taking up a position in the private sector very attractive where a full-time position, even at the same rates as those in the Defence Forces, could lead to an increase in an individual’s earnings.
In that context, I have fully acknowledged the retention issues affecting both officers and enlisted personnel. A range of actions have been taken to address these issues which includes the 15 projects undertaken to facilitate the implementation of the PSPC Report on Recruitment and Retention. Most of these projects have been completed with others being considered in the context of wider public sector pay arrangements. These include:
- 4 projects relating to immediate pay have provided immediate benefits to PDF members totalling some €10m, as well as initiatives that will lead to further improvements.
- Also completed are projects on non-pay retention measures, enhanced professional military education; bespoke leadership training, development of a mental health and wellbeing strategy, the consideration of the provision of additional specialist posts in certain areas and a review of technical pay groups.
- A project to examine workforce planning in the Defence Forces has been progressed through a joint civil/military Strategic Human Resources Group and will inform recruitment and retention policy.
Other measures undertaken, aimed at retaining capacity, include:
- The Service Commitment Scheme for pilots, introduced in 2019, which has had a stabilising effect on Air Corps pilot numbers, with 25 officers currently participating. A further iteration of the Scheme is scheduled in Q4 2021.
- A Naval Service Sea-going Service Commitment Scheme, aimed at retaining experienced personnel and incentivising sea going duties, was also introduced this year with 81 applications received to date. .
- A sea going naval personnel tax credit of €1,270, which was applied in the 2020 tax year, has been extended for the 2021 tax year, and has been increased to €1,500.
Complementing these retention measures, the following recruitment initiatives are playing a role in countering the current staffing challenges:
- Ongoing General Service recruitment, maximising the Defence Forces training capacity.
- The expanding scope of direct entry competitions along with reviews of direct entry terms and conditions to further improve intakes.
- The re-entry campaign for former members of the PDF which resulted in 1 re-commissioning officer and 28 re-enlisting personnel in 2021.
The Deputy will be aware that as part of the terms of reference of the Independent Commission on the Defence Forces, the Commission is considering appropriate turnover and retention approaches, having regard to work undertaken to date and international best practice, to deliver the capabilities required of a modern military force. I look forward to receiving the Commission’s recommendations.
With the support of the Chief of Staff, I remain committed to maximising recruitment and retention of both men and women to maintain the capacity of the Defence Forces to operate effectively across all roles and to undertake the tasks laid down by Government, both at home and abroad.