Written Answers Nos. 421-440
421. Deputy Brendan Smith asked the Minister for Foreign Affairs if he will convey again to the Secretary of State for Northern Ireland the widespread and serious concerns in relation to the British Government proposals concerning legacy issues; and if he will make a statement on the matter. [39301/22]
View answerThe British Government’s 'Northern Ireland Troubles (Legacy and Reconciliation) Bill' was introduced on 17 May. The House of Commons have voted for the Bill to pass through its remaining stages, and the Bill will now go to the House of Lords for First Reading, though the date for this is not yet confirmed.
It is deeply disappointing that the British Government has chosen to unilaterally introduce legislation, moving away from the process agreed in the Stormont House Agreement -a process that was agreed by both Governments and the majority of the political parties in Northern Ireland. We have consistently maintained that any way forward on legacy must be based on a collective approach and a broad measure of consensus, with victims at its centre.
I met the new Secretary of State for Northern Ireland Shailesh Vara MP in London on Monday 11 July, following a phone call immediately upon his appointment. We discussed a broad range of issues including legacy, and I raised our serious concerns regarding this legacy Bill. I urged the Secretary of State against moving forward with unilateral action in this deeply sensitive space, and against taking an approach that does not have the support of victims or any political party in Northern Ireland. I will continue to remain in close contact with the Secretary of State, and our officials will also continue to engage on this issue, to communicate the profound concerns and upset being expressed by victims and their families.
I have also outlined our significant concerns by writing to the British Government in some detail. They include, but are not limited to, the status of the ‘reviews’ proposed in the Bill, serious questions around the independence of the proposed process and of course, fundamentally, compliance with Article 2 of the European Convention on Human Rights and other international human rights obligations.
The Government is firmly committed to making progress on this issue for the families and victims that have been waiting for too long for truth and justice, and will continue to engage with the British Government to make clear our serious concerns and urge them to reconsider their approach.
422. Deputy Bernard J. Durkan asked the Minister for Foreign Affairs if original documentation submitted with an application for a passport will be returned to the parent of a child (details supplied); and if he will make a statement on the matter. [39325/22]
View answerWith regard to the specific application about which the Deputy has enquired, the Passport Service has returned the original documentation that was submitted in support of the application. The documentation was dispatched with An Post from the Passport Service on 07/07/2022.
425. Deputy Jennifer Whitmore asked the Minister for Foreign Affairs the current average waiting time for the processing of foreign birth registrations; his plans to address delays and backlogs due to Covid-19; and if he will make a statement on the matter. [39512/22]
View answerDue to the complex nature of the Foreign Birth Registration process, the large increase in applications received following the Brexit vote in the UK, and the pause in the Service due to necessary Covid-19 restrictions, applicants should allow approximately 2 years from the receipt of supporting documentation for processing of FBR applications at this time.
Arising from Covid-19 restrictions, and the subsequent reassignment of FBR staff to assist in the provision of essential passport services, the Foreign Birth Registration Service was paused for nearly 15 months across the 2020-2021 period.
The processing of Foreign Birth Registration (FBR) resumed in November 2021. FBR staff have since processed over 7,500 FBR applications while also continuing to provide support to passport services due to the unprecedented levels of passport demand.
The FBR Service provides an emergency service for Foreign Birth Registration in cases of exceptional urgency, such as expectant parents, or stateless persons. Such applicants may continue to contact the Passport Service directly. For other applications, the FBR service operates a transparent general policy of processing applications in order of receipt.
The Passport Service has been scaling up resources to deal with anticipated demand for passports and FBRs since June of last year. Over 570 staff have been assigned to the Passport Service since June 2021, including 200 who have started since May of this year.
The unprecedented level of staff currently working in the Passport Service will be maintained in the months ahead. This will allow for the reassignment of additional staff to the processing of FBR applications with the aim of significantly reducing turnaround times for these applications by the end of this year.
426. Deputy Patricia Ryan asked the Minister for Defence the progress being made with the mid-life extension programme for the LÉ Niamh; and if he will make a statement on the matter. [38921/22]
View answerThe White Paper on Defence sets out an ambitious programme of capital investment, including mid-life refit and upgrade of the P50 class vessels, LÉ Róisín and LÉ Niamh.
The P50 class of vessels in the Naval Service ship flotilla were built in Appledore Shipyard in the UK. LÉ Róisín (P51) was commissioned in 1999, with LÉ Niamh (P52) commissioned in 2001. The service life of an Irish Naval Service ship is determined by the level of operational activity. It is, however, normal practice in a ship’s life to carry out a Mid-Life Extension Programme so as to extend the useful life of a ship to thirty (or more) years.
LÉ Róisín returned to operational service last year following a pre-planned Mid-Life Extension Programme of works. A similar programme of work is currently progressing on LÉ Niamh, with the majority of the work on schedule to be completed this year. Following completion of work in early 2023 and the subsequent re-equipping of military equipment, trials are expected to be completed by mid-year after which LÉ Niamh will return to maritime operations.
I am satisfied that the Defence Forces have the necessary resources available to them, including a modern and effective range of equipment which is line with best international standards in order to fulfil all roles assigned to them by Government.
427. Deputy Dara Calleary asked the Minister for Defence the number of staff who are abated under his Department in accordance with the Public Service Pensions (Single Scheme and Other Provisions) Act 2012, in tabular form. [38947/22]
View answerThe number of staff on the civil service payroll who are abated in my Department in accordance with the Public Service Pensions (Single Scheme and Other Provisions) Act 2012, is as follows.
|
Number of staff abated under Public Service Pensions (Single Scheme and Other Provisions) Act 2012 |
2 |
428. Deputy John Brady asked the Minister for Defence if he will detail both the maximum and the current strength levels of the Defence Forces; and if he will make a statement on the matter. [38988/22]
View answer429. Deputy John Brady asked the Minister for Defence if he will detail both the maximum and the current strength levels of the Naval Service; and if he will make a statement on the matter. [38989/22]
View answerI propose to take Questions Nos. 428 and 429 together.
As at 31 May 2022, the strength of the Permanent Defence Force was 8,243 personnel, or 87% of the establishment strength of 9,500 personnel. This strength was comprised of:
- Army 6,670 personnel (establishment strength 7,520)
- Air Corps was 728 personnel (establishment strength 886)
- Naval Service was 845 personnel (establishment strength 1,094)
I have previously acknowledged the ongoing challenges in relation to recruitment and retention in the Defence Forces. I have also previously emphasised the Governments ongoing commitment to returning to the agreed strength and, in that context, a number of initiatives are being implemented to counter current staffing challenges and will play a role in restoring and retaining capacity.
Furthermore, the work of the Commission on the Defence Forces included, inter alia, consideration of staffing, recruitment and retention. I received Government approval on Tuesday, 12 July, to move to Level of Ambition 2, as set out in the capability framework devised by the Commission on the Defence Forces. Government also approved a High Level Action Plan which sets out the response of Government in relation to each of the 130 recommendations in the Commission's report.
430. Deputy John Brady asked the Minister for Defence the current total strength of Air Corps personnel; and if he will provide a breakdown of the numbers of qualified military pilots, cadet pilots in training, qualified military aircraft maintenance technicians, qualified military avionics technicians and military apprentices in training of both aforementioned disciplines. [38990/22]
View answerI am advised by the military authorities that the strength of the Air Corps, as at 30 June 2022, is 748 wholetime equivalent personnel.
The table below shows the strength by requested stream.
|
Personnel Stream |
Strength as at 30/06/2022 |
|
Qualified pilots |
97 |
|
Cadets currently completing military training* |
6 |
|
Young officers in pilot training |
15 |
|
Qualified Military Aircraft Technicians |
185 |
|
Qualified Military Avionics Technicians |
35 |
|
Apprentice Military Aircraft Technicians |
47 |
*Cadets are scheduled to commence their Pilot Wings course once they graduate as Officers.
A Military Aircraft Technician (MAT) is an individual who has qualified from an Air Corps apprenticeship, or a direct entrant deemed to have the appropriate qualifications to work on aircraft in the various maintenance roles. Personnel in these roles cover the broad range of disciplines within the Air Corps e.g. avionics technicians, aircraft mechanics, crew leaders, and aircraft inspectors.
All MATs are employed in the maintenance of aircraft. At any one time, they may be employed in any of the broad range of maintenance disciplines, be in training, or serving overseas. The total number of qualified MATs is therefore inclusive of those who may be assigned to avionics duties, or any of the other disciplines, at any one time.
As outlined, there is a strong training pipeline for MATs consisting of 47 apprentices. Of these apprentices, all 47 are undergoing their qualification process and will, on successful completion, be streamed into rotary, fixed-wing or avionics technician categories. The military authorities advise that while there are other schemes conducted under the auspices of the national Generation Apprenticeship Scheme through SOLAS, in addition to other technical training schemes, the Air Corps Aircraft Technician scheme is the only Defence Forces scheme strictly defined as an apprenticeship.
My focus remains on retaining/restoring all branches of the Defence Forces to their full capacity. Furthermore, the work of the Commission on the Defence Forces included, inter alia, consideration of, recruitment and retention matters. I received Government approval on Tuesday, 12th July, to move to Level of Ambition 2, as set out in the capability framework devised by the Commission on the Defence Forces. Government also approved a High Level Action Plan which sets out the response of Government in relation to each of the 130 recommendations in the Commission's report.
431. Deputy John Brady asked the Minister for Defence the current number of women in the Defence Forces, by rank; and if he will make a statement on the matter. [38991/22]
View answer432. Deputy John Brady asked the Minister for Defence if he will detail the number of women in the Defence Forces who are currently serving overseas; and if he will make a statement on the matter. [38992/22]
View answer433. Deputy John Brady asked the Minister for Defence if he will detail the number of women members of the Defence Forces who have left in 2022, by month; and if he will make a statement on the matter. [38993/22]
View answer442. Deputy John Brady asked the Minister for Defence if he will detail the number of women members of the Defence Forces who have served overseas in the past five years, by year, in tabular form; and if he will make a statement on the matter. [39002/22]
View answer443. Deputy John Brady asked the Minister for Defence the number of women recruited to the Defence Forces in the past five years, by year; and if he will make a statement on the matter. [39003/22]
View answer446. Deputy John Brady asked the Minister for Defence the number of women members who have left the Defence Forces in the past five years, by year; and if he will make a statement on the matter. [39006/22]
View answer447. Deputy John Brady asked the Minister for Defence if the Defence Forces have undertaken any recruitment drives or campaigns specifically targeted at women; and if he will make a statement on the matter. [39007/22]
View answer448. Deputy John Brady asked the Minister for Defence if the Defence Forces have undertaken any recruitment drives or campaigns specifically targeted at citizens from an ethnic background; and if he will make a statement on the matter. [39008/22]
View answerI propose to take Questions Nos. 431 to 433, inclusive, 442, 443 and 446 to 448, inclusive, together.
As at 31 May, 2022, the latest date for which such figures are available, 33 of the 586 female Permanent Defence Force personnel were serving overseas.
The requested breakdown of the total female strength of 586, by rank, is as follows.
|
OFFICER |
LT GEN |
MAJ GEN |
BRIG GEN |
COL |
LT COL |
COMDT |
CAPT |
LT |
|
0 |
0 |
1 |
1 |
2 |
59 |
51 |
52 |
|
|
OTHER RANKS |
SM |
BQMS |
CS |
CQMS |
SGT |
CPL |
PTE |
CADET |
|
0 |
0 |
5 |
8 |
67 |
104 |
231 |
5 |
The table below details the number of females who, in each of the past 5 years, were inducted and discharged from the Permanent Defence Force (PDF) and the number of PDF female personnel who served overseas.
|
Year |
Total Females Inducted |
% of Total Inductions |
Females discharged |
Females Served Overseas |
|
2017 |
69 |
9.2% |
42 |
79 |
|
2018 |
50 |
8.2% |
53 |
78 |
|
2019 |
44 |
7.3% |
47 |
101 |
|
2020 |
42 |
7.8% |
32 |
105 |
|
2021 |
44 |
7.6% |
47 |
92 |
As of 31st May 2022, 26 females were discharged from the PDF, as follows.
|
Month |
January |
February |
March |
April |
May |
|
Discharges |
2 |
6 |
14 |
2 |
2 |
Typically, discharges include personnel who left for a variety of reasons including on age grounds, at end of contract and voluntary discharges and would also include any trainees who exited prior to completion of their initial training.
The Government remains committed to a policy of equal opportunity for men and women throughout the Defence Forces and a number of initiatives have been implemented to increase the level of female participation. In the context of the White Paper on Defence, a specific project is ongoing to conduct a survey to identify any impediments to the advancement of women in the Permanent Defence Force.
Current recruitment campaigns have an enduring requirement to reach out to females within the recruitment demographic via a variety of channels, including social media, sporting organisations and schools. The military authorities further advise that potential applicants from an ethnic background are included in the target demographic that the Defence Forces seeks to reach in regular campaigns and ongoing promotions through various channels.
Furthermore, the work of the Commission on the Defence Forces included, inter alia, consideration of diversity, recruitment and retention matters. I received Government approval on Tuesday, 12th July, to move to Level of Ambition 2, as set out in the capability framework devised by the Commission on the Defence Forces. Government also approved a High Level Action Plan which sets out the response of Government in relation to each of the 130 recommendations in the Commission's report.
434. Deputy John Brady asked the Minister for Defence if he will detail the current strength of the Reserve Defence Force; and if he will make a statement on the matter. [38994/22]
View answerThe Reserve Defence Force (RDF) is comprised of the First Line Reserve, the Army Reserve (AR) and the Naval Service Reserve (NSR). The Government remains absolutely committed to the advancement of the RDF. The White Paper on Defence is quite clear that there is a continued requirement to retain and develop the Reserve and the Government remains fully committed to this.
The strength of the Reserve Defence Force, as of 31 May 2022, is set out below.
|
Service |
Total Effective Personnel |
|
Army Reserve |
1372 |
|
Naval Reserve |
104 |
|
First Line Reserve |
274 |
The Deputy will be aware that the Report of the Commission on the Defence Forces, published last February, contains many detailed recommendations, including on the future structure and role of the RDF.
Following Tuesday’s Cabinet meeting, I announced that the Government has approved a move to ‘Level of Ambition 2’ (LOA2), as set out in the capability framework devised by the Commission on the Defence Forces.
This will result in the Defence budget rising from €1.1 billion to €1.5 billion, in 2022 prices, by 2028, the largest increase in Defence funding in the history of the State. This will allow for the required substantial transformation and investment in recruitment and equipment that were identified by the Commission.
A High Level Action Plan (HLAP) that sets out the Government’s response to the recent report of the Commission on the Defence Forces has also been approved.
Some specific initiatives include the immediate commencement of planning for the establishment of an Office of Reserve Affairs with the priority objective of developing a regeneration plan for the Reserve Defence Force.
435. Deputy John Brady asked the Minister for Defence if he will detail the number of women in the Reserve Defence Force; and if he will make a statement on the matter. [38995/22]
View answerIt is Government policy to increase female participation rates at all levels of the Defence Forces, including the Reserve Defence Force (RDF), in order to increase capability and to better reflect the society from which the Defence Forces are drawn and serve. As of 31 May 2022, the effective female strength of the RDF is 194 members.
In line with current policies and commitments, a number of initiatives have been implemented to increase the level of female participation in the Defence Forces. For example:
- Special consideration is paid to women as a target group for recruitment within the general recruitment framework, including a Female Recruitment Standing Committee reporting on initiatives for 2022, with dedicated female recruitment teams proposed. In addition, a female specific "Always on" (constant targeting of the female demographic) campaign commenced in October 2021.
- The Defence Forces actively engage with schools to conduct career talks and regularly attend events aimed at future career choices for schools.
- A Gender Equality and Diversity Officer has been appointed to promote gender equality policies and training within the Defence Forces. The Defence Forces are committed to gender equality and employ a gender perspective in the planning and execution of operations both at home and overseas and in all policies and regulations. Gender Advisors are available to all Brigades and Services and trained Gender Focal Points are deployed with all overseas units and ships in order to promote a gender perspective in operations.
- A Defence Forces Women's Network was established with the aim of increasing the participation of female personnel at all levels of the organisation.
Over the lifetime of the White Paper on Defence, a number of projects will be progressed to ensure the development and promotion of strategies that continue to support increased female participation in the Defence Forces.
Initiatives in place to recruit individuals to the Reserve include supports provided to maximise RDF recruitment, including use of social media, promotion through the DF Press Office, outreach activities by RDF members, and the use of PDF exit interviews which contain information on applying to the RDF. In addition, a number of measures to streamline the recruitment and induction process for the RDF are in train and it is hoped that they will yield a positive outcome.
Finally, as the Deputy will be aware, the recently published Report from the Commission on the Defence Forces includes a number of recommendations relating to gender and diversity in the Defence Forces.
As the Deputy will be aware, following Tuesday’s Cabinet meeting, I announced that the Government has approved a move to ‘Level of Ambition 2’ (LOA2), as set out in the capability framework devised by the Commission on the Defence Forces.
A High Level Action Plan (HLAP) that sets out the Government’s response to the recent report of the Commission on the Defence Forces has also been approved.
Some specific initiatives include the immediate commencement of planning for the establishment of an Office of Reserve Affairs with the priority objective of developing a regeneration plan for the Reserve Defence Force.
The Government remains committed to a policy of equal opportunity for men and women throughout the Defence Forces and to the full participation by women in all aspects of Defence Forces activities.
436. Deputy John Brady asked the Minister for Defence if he will detail the strength of the Reserve Defence Force for the past five years, in tabular form; and if he will make a statement on the matter. [38996/22]
View answerThe Reserve Defence Force (RDF) is comprised of the First Line Reserve (FLR), the Army Reserve (AR) and the Naval Service Reserve (NSR). The combined effective strength of the AR and NSR, at year end, for the past five years is set out below.
|
Year |
AR & NSR Effective Personnel (at year end) |
|
2021 |
1,489 |
|
2020 |
1,588 |
|
2019 |
1,673 |
|
2018 |
1,799 |
|
2017 |
1,856 |
The strength of the First Line Reserve, at year end, for the same period is as follows.
|
Year |
FLR Personnel (at year end) |
|
2021 |
271 |
|
2020 |
262 |
|
2019 |
272 |
|
2018 |
288 |
|
2017 |
271 |
The Government remains committed to on-going recruitment in the RDF. I am very cognisant of the fact that the RDF strength level remains lower than the Establishment figure. However, I am aware of the many initiatives in place to recruit individuals to the Reserve. These include supports provided to maximise RDF recruitment, including use of social media, promotion through the DF Press Office, outreach activities by RDF members, and the use of PDF exit interviews which contain information on applying to the RDF. In addition, I'm advised by the Military Authorities that a number of measures to streamline recruitment and induction process for the RDF are in train and it is hoped that they will yield a positive outcome.
While the commitment to restoring the strength of the RDF is not in doubt, the same personnel and resources are utilised for both PDF and RDF recruitment. Given the competing recruitment demands at present, PDF recruitment is, and will remain a priority. However, RDF recruitment will continue to be progressed to the greatest extent possible.
Heretofore, there was no provision in the Defence Acts to allow RDF personnel to be deployed overseas. However, the Defence (Amendment) Act 2021 has been signed into law, which serves to update the Defence Legislation on the use of the RDF on a voluntary basis, on-island and overseas in support of the Permanent Defence Force.
The Deputy will be aware that the Report of the Commission on the Defence Forces, published last February, contains many detailed recommendations, including on the future structure and role of the RDF. As the Deputy will also be aware, following Tuesday’s Cabinet meeting, I announced that the Government has approved a move to ‘Level of Ambition 2’ (LOA2), as set out in the capability framework devised by the Commission on the Defence Forces.
This will result in the Defence budget rising from €1.1 billion to €1.5 billion, in 2022 prices, by 2028, the largest increase in Defence funding in the history of the State. This will allow for the required substantial transformation and investment in recruitment and equipment that were identified by the Commission.
A High Level Action Plan (HLAP) that sets out the Government’s response to the recent report of the Commission on the Defence Forces has also been approved.
Some specific initiatives include the immediate commencement of planning for the establishment of an Office of Reserve Affairs with the priority objective of developing a regeneration plan for the Reserve Defence Force.
437. Deputy John Brady asked the Minister for Defence if he will detail the cost of increasing the establishment figure of the Defence Forces by 2,000 to 11,500 personnel; and if he will make a statement on the matter. [38997/22]
View answerThe Government has approved a move to ‘Level of Ambition 2’ (LOA2), as set out in the capability framework devised by the Commission on the Defence Forces. The move to LOA2 will require an additional 2,000 personnel (civil and military) over and above the current establishment of 9,500. Work has already commenced on this with the recently announced recruitment campaign, ‘BE MORE’.
Ultimately, the costing of the additional numbers will be subject to detailed workforce planning. In that context, and commensurate with the associated levels of organisational change required, final, definitive costings are currently not available.
438. Deputy John Brady asked the Minister for Defence the number of naval operations and patrols that have had to be cancelled between 2015 and 2022; the reason for the cancellation; and if he will make a statement on the matter. [38998/22]
View answerThe Naval Service is the State's principal sea-going agency and is tasked with a variety of defence and other roles. The primary day-to-day tasking of the Naval Service is to provide a fishery protection service in accordance with the State's obligations as a member of the European Union. The Naval Service is tasked with patrolling all Irish waters from the shoreline to the outer limits of the Exclusive Economic Zone. These patrols are carried out on a regular and frequent basis and are directed to all areas of Irish waters as necessary. Notwithstanding some mechanical and staffing challenges being experienced, the Naval Service continues to carry out the roles assigned by Government.
Scheduled patrol days can be impacted by a range of factors including adverse weather conditions, unscheduled maintenance as well as staffing issues. In more recent times, personnel issues included the impact of Covid 19 on Naval Service patrols.
The following table sets out the material requested.
|
- |
2015 |
2016 |
2017 |
2018 |
2019 |
2020 |
2021 |
2022 |
|
Scheduled Patrol Days Lost: Mechanical Reasons |
276 |
104 |
72 |
154 |
42 |
53 |
44 |
0 |
|
Scheduled Patrol Days Lost: Personnel Issues |
0 |
0 |
0 |
53 |
52 |
28 |
196 |
21 |
439. Deputy John Brady asked the Minister for Defence if he will provide an update on the progress that has been made to date on the high-level implementation plan; and if he will make a statement on the matter. [38999/22]
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 and an extensive High Level Plan titled "Strengthening our Defence Forces” was also agreed and published on the same date.
All projects undertaken to facilitate the implementation of the recommendations of the PSPC report have now been completed, and/or are being progressed as part of normal business. The Project Management Office (PMO) has been stood down. This was communicated by a civil/military team in a final briefing on the status of the HLIP projects, to which the representative organisations of the Permanent Defence Force were invited.
By way of an update on the status of the projects, four projects, relating to pay provided immediate benefits to PDF members totalling some €10m, as well as initiatives that have led to further improvements. Also completed are projects on enhanced professional military education, bespoke leadership training, development of a mental health and wellbeing strategy, non-pay retention measures, consideration of the provision of additional specialist posts in certain areas, a review of recruitment process and a review of technical pay groups. The first tranche of payments to the Permanent Defence Force personnel who fulfil the eligibility criteria under the Technical pay grades 2-6 review, were received on the 13 July 2022.
The Workforce Planning Project report has been presented and is being progressed through the joint civil/military Strategic Human Resources Group.
The Review of Pay Structures project was intended to examine pay structures in the Permanent Defence Force and to fall under the public service pay agreement “Building Momentum”. However, in the intervening period, one of the tasks set for the Commission on the Defence Forces was also to examine pay structures in the Permanent Defence Force. The recommendations of another project dealing with incentivised long service arrangements for certain Officer and NCO ranks, fell to be considered in the context of the sectoral bargaining element of “Building Momentum”.
The project examining Barriers to Extended Participation in the PDF was split into two phases. Phase 1 focussed on reviewing mandatory retirement ages for Officers. A review has been completed by civil and military staff and their Report contains a number of recommendations for extension in service limits.
Phase 2 examined the contracts of service and mandatory retirement ages for enlisted personnel. In December 2021, agreement was secured with the Department of Public Expenditure and Reform which will allow for an extension in service limits for all Privates and Corporals to remain in service up to 50 years of age, subject to them meeting certain criteria including medical and fitness standards.
Arrangements were also secured which will allow for Sergeants to continue to serve beyond 50 years of age the details of which will be finalised following further discussions with the Department of Public Expenditure and Reform.
Other recommendations in this project (both Phase 1 and Phase 2) will be considered in the forum of an Inter-Departmental Working Group, which the Department of Public Expenditure and Reform has established to consider mandatory retirement ages for all public service groups with fast accrual pension arrangements.
440. Deputy John Brady asked the Minister for Defence if he will detail the rates of pay for civilian workers in Defence Forces facilities; and if he will make a statement on the matter. [39000/22]
View answerMy Department employs civilian staff at various military installations to support the work of the Defence Forces. The grades employed are spread across a wide spectrum and include craft workers (Electricians, Carpenters, Plumbers, Fitters, Welders etc.), services (General Operatives), administrative (Clerks, Storemen), healthcare professionals (Social Workers, Physiotherapists, Pharmacists) and other specialist grades (Archivists, Aircraft Inspector/Instructor, Technicians, Quantity Surveyors, Draughtsmen).
Public Sector pay and allowance rates are determined centrally by the Department of Public Expenditure and Reform, I will arrange for my officials to forward a copy of the most recent pay scales to the Deputy.
