Written Answers Nos. 41-60
44. Deputy Aindrias Moynihan asked the Tánaiste and Minister for Defence the measures being examined to address the high level of discharge rates in the Defence Forces; if he is satisfied that the current level of recruitment can address the major gaps appearing in the ranks throughout the Defence Forces; and if he will make a statement on the matter. [14094/23]
View answer49. Deputy Peadar Tóibín asked the Tánaiste and Minister for Defence the steps his Department is taking to address the retention and recruitment crisis within the Defence Forces. [13943/23]
View answer245. Deputy Bernard J. Durkan asked the Tánaiste and Minister for Defence the current strength of the Defence Forces; the extent to which this is in line with the recent report on the Defence Forces; and if he will make a statement on the matter. [14601/23]
View answerI propose to take Questions Nos. 44, 49 and 245 together.
As of the 28 February 2023, the strength of the Permanent Defence Force stood at 7,917 personnel.
Recruitment and retention difficulties in the Defence Forces have been previously acknowledged and the Defence Forces are developing strategies to achieve increased recruitment and to address the current shortfall in numbers. The longer-term target is to realise a Defence Forces strength of 11,500 by 2028, incorporating an appropriate civilian component, in line with the recommendation of the report of the Commission on the Defence Forces. However, in the short-term the focus is on stabilising current numbers.
In that context, there are a number of recruitment and retention initiatives currently underway. There is ongoing general service and direct entry recruitment and the re-entry schemes remain open. A specific general service stream is also now open for Air Corps recruits. The 'Be More' recruitment campaign, launched last year, highlights the career opportunities available in the Defence Forces and also the wider benefits of membership.
Retention measures include service commitment schemes in the Air Corps and Naval Service, and the sea-going naval personnel tax credit. Agreement has also been secured to allow for an extension in service limits for Privates and Corporals and on an interim arrangement, for Sergeants.
There has been significant progress on pay as a result of increases arising from the Public Service Pay Commission report and from recent pay agreements. The early implementation of some of the recommendations of the Commission on the Defence Forces report, have also had a substantial impact on starting pay rates in the Defence Forces, which compare very well to starting pay rates across the public service.
As noted, my immediate focus is on stabilising the numbers of personnel and thereafter increasing strength to meet the agreed level of ambition arising from the report of the Commission on the Defence Forces.
45. Deputy Brendan Smith asked the Tánaiste and Minister for Defence if he plans any review of existing defence structures in the Border counties; and if he will make a statement on the matter. [14234/23]
View answerThe Commission on the Defence Forces was established on foot of a commitment in the Programme for Government. The report of the Commission was published on 9th February 2022. The Commission undertook a significant body of work, encompassing wide-ranging terms of reference. It recommended significant changes for the Defence Forces and Defence provision in Ireland. It covers high level Defence Forces structures, defence capabilities, organisation, culture and human resources, the Reserve Defence Force and funding.
In July last year Government approved a High-Level Action Plan in response to the Commission report. As part of this, approval was given for a move, over a six-year period, to a level of Defence Forces’ capability equivalent to ‘Level of Ambition 2’ (LOA2), as set out in the capability framework devised by the Commission, which will entail funding increases to reach a defence budget of c. €1.5 billion (at January 2022 prices) by 2028 through the annual Estimates process.
Implementation structures have been put in place encompassing an Implementation Oversight Group, a High-Level Steering Board and an Implementation Management Office (IMO) to support the implementation of the overall transformation programme required to implement recommendations from the report of the Commission on the Defence Forces.
The High-Level Action Plan also sets out all the recommendations contained within the report and designates a response of Accept, Accept in Principle, Further Evaluation or Revert.
There are a number of recommendations contained in the report which may impact on the structure of the Defence Forces including that the structure of the Army be reviewed, and in that context, the disposition of Units across the Defence Forces may be considered.
The recommendation, that the structure of the Army be reviewed, was identified as an Early Action in the High-Level Action Plan. Military authorities are progressing the establishment of an office of Army Force design which will undertake the work required to give effect to this recommendation. The Implementation Management Office is working on the production of a detailed implementation plan for the remaining recommendations which will include those which may assist with informing any decision about the future structure and organisation of the Defence Forces.
Another of the Early Actions identified is the commencement of the Strategic Defence Review. This review is the second in the cycle of reviews as proposed in the White Paper on Defence and follows the 2019 White Paper Update. These cycles of reviews are to give assurance that defence policy remains up to date and relevant to the changing circumstances and bring certainty and regularity to defence planning.
As set out in the White Paper these reviews will be based on an updated security assessment and a fresh consideration of the implications of this assessment for policy requirements, associated tasks, capability development and resourcing.
The first stage of this review will be a security environment analysis to be conducted by an interdepartmental working group which has commenced recently.
46. Deputy Brendan Howlin asked the Tánaiste and Minister for Defence if he has any plans to review the triple lock process for authorising Irish military participation in overseas deployment; and if he will make a statement on the matter. [13680/23]
View answerThe so-called “Triple Lock” mechanism, which sets out the requirements for the deployment of the Defence Forces for peacekeeping operations overseas, is set down in legislation, in particular the Defence (Amendment) (No. 2) Act 1960 and the Defence (Amendment) Act 2006, as amended.
The legislation provides that:
- the operation must be mandated by the United Nations;
- it must be approved by the Government; and
- it must be approved by way of a resolution of Dáil Éireann
Any modification to the triple lock requirements for peacekeeping operations overseas, where the Irish Government can deploy DF personnel, would require a change in primary legislation to remove the requirement for the operation to be mandated by the United Nations.
While there are no immediate plans to change the triple lock requirements, my Department has recently commenced work on a Strategic Defence Review, which will provide an opportunity to review all aspects of defence policy, including the conditions under which Defence Forces' personnel are deployed overseas.
Arising from the implementation of the recommendations of the Commission on the Defence Forces, a significant overhaul of the Defence Acts will be required. This will provide an opportunity to modernise the legislation in a range of areas, including, if considered appropriate, in relation to the legal requirements for overseas deployments.
47. Deputy Ruairí Ó Murchú asked the Tánaiste and Minister for Defence if he will provide an update on the discussions with the Defence Forces and with the United Nations regarding the possibility of providing an increase in troop contribution to the UNIFIL mission; and if he will make a statement on the matter. [13879/23]
View answerFollowing an assessment of overseas commitments and on military advice, I have taken the decision to withdraw an Infantry Group, comprising some 130 personnel, from the United Nations Disengagement Observer Force (UNDOF) with effect from April 2024.
The decision to withdraw the Infantry Group personnel was taken in order for the Defence Forces to undertake a process of consolidation with regard to their overseas commitments and to prepare for future peace-keeping missions.
Following the withdrawal in April 2024 the United Nations Interim Force in Lebanon (UNIFIL) will continue to be the primary focus of Army resources and operations overseas, with over 340 personnel deployed to that mission.
The number of posts that Ireland can fill in UNIFIL is a matter for the United Nations, in consultation with other troop contributing countries. In view of the decision to withdraw the Infantry Group from UNDOF, I have asked my Department to explore with the United Nations the possibility of providing a modest increase in our troop contribution to UNIFIL. I expect that discussions in this regard will commence shortly.
48. Deputy John Brady asked the Tánaiste and Minister for Defence if he will provide details of plans to recruit more civilians for the Defence Forces; and if he will make a statement on the matter. [14313/23]
View answerCivilian Employees are employed by my Department to support the operational capability of the Defence Forces. The recruitment of Civilian Employees for military instillations is an ongoing process, informed by prioritisation of posts by military management.
In addition, there are 15 civil servants embedded in military units providing a range of specialist inputs including procurement, analytical, and financial expertise.
Arising from the recommendations of the Commission on the Defence Forces, a Top Level Appointments Committee recruitment process is currently in process to select a Head of Transformation and a Head of Strategic HR for the Defence Forces. Both appointees will be civil servants.
The report of the Commission on the Defence Forces made it clear that the level of ambition (LOA) for the Defence Forces needed to be elevated beyond that at which it was operating. In that context, Government approved a move, over a six-year period, to a level of Defence Forces’ capability equivalent to LOA 2. This will require an additional 2,000 personnel beyond the current establishment figure of 9,500. The Defence Forces are developing strategies to achieve increased recruitment and to address the current shortfall in numbers. The target is to realise a Defence Forces strength of 11,500 by 2028, incorporating an appropriate civilian component.
As is clear both from the experience to date and the Commission on the Defence Forces' analysis, there are areas which lend themselves to civilian expertise and skill sets and which do not of necessity require to be filled by military personnel. This will inform the development of workforce planning for the Defence Forces in the coming years.
50. Deputy Robert Troy asked the Tánaiste and Minister for Defence if there will be a new army headquarters in Athlone; and if he will make a statement on the matter. [14164/23]
View answerThe Commission on the Defence Forces was established on foot of a commitment in the Programme for Government and the Government decision in December 2020 which also agreed its terms of reference and membership. The report was published on the 9th February 2022.
The Commission undertook a significant body of work, encompassing wide-ranging terms of reference. It recommended significant changes for the Defence Forces and Defence provision in Ireland. It covers high level Defence Forces structures, defence capabilities, organisation, culture and human resources, the Reserve Defence Force and funding.
In July last year Government approved a High-Level Action Plan in response to the Commission report. As part of this, approval was given for a move, over a six-year period, to a level of Defence Forces’ capability equivalent to ‘Level of Ambition 2’ (LOA2), as set out in the capability framework devised by the Commission, which will entail funding increases to reach a defence budget of c. €1.5 billion (at January 2022 prices) by 2028 through the annual Estimates process.
Implementation structures have been put in place encompassing an Implementation Oversight Group, a High-Level Steering Board and an Implementation Management Office (IMO) to support the implementation of the overall transformation programme required to implement recommendations from the report of the Commission on the Defence Forces.
The High Level Action Plan also sets out all the recommendations contained within the report and designates a response of Accept, Accept in Principle, Further Evaluation or Revert.
There are a number of recommendations contained in the report which may impact on the structure of the Defence Forces including that the structure of the Army be reviewed, and in that context, the disposition of Units across the Defence Forces may be considered.
The recommendation, that the structure of the Army be reviewed, was identified as an Early Action in the High Level Action Plan. Military authorities are progressing the establishment of an office of Army Force design which will undertake the work required to give effect to this recommendation. The Implementation Management Office is working on the production of a detailed implementation plan for the remaining recommendations which will include those which may assist with informing any decision about an Army headquarters.
As the Deputy will appreciate, it would not be appropriate for me to engage in speculative discussion on this matter prior to completion of the ongoing process.
52. Deputy Mark Ward asked the Tánaiste and Minister for Defence the actions that he is taking to improve pay and conditions for members of the Defence Forces; and if he will make a statement on the matter. [14200/23]
View answerThere have been a number of recent key pay improvements for Defence Forces personnel, which I will outline.
With its approval of the Report of the Commission on the Defence Forces in 2022, the Government committed to a range of measures which have (and will) positively impact pay and conditions for personnel. My Department has already implemented two of the pay-related recommendations of the Report; namely,
- All personnel of Private 3 Star/Able Seaman rank are paid the full rate of Military Service Allowance (MSA) applicable to the rank, and
- The requirement for that cohort to ‘mark time’ for the first three years at the rank has been removed.
These measures resulted in the pay rates (including MSA) for Private 3 Star and Able Seamen, in their first three years of service, starting at €37,147 in Year 1, rising to €38,544 in Year 2, and €39,832 in Year 3. These rates compare very favourably with starting rates of pay across the public service, and there is scope for further income from duty allowances.
For newly recruited Officers, starting Pay, including MSA, amounts to: - €46,406 for a graduate cadet on commissioning, and - €41,123 for a school leaver cadet on commissioning.
As with the enlisted, there is scope for further income from duty allowances. There are also opportunities for frequent career advancement to higher ranks & to qualify for additional allowances.
Further measures delivered included:
- Access to the Sea-going Service Commitment Scheme for personnel with one year’s service in the Naval Service (reduced from three years),
- Extensions of the Naval Service Sea Going Commitment Scheme and the Naval Service Tax Credit, and
- Extending service limits for Privates, Corporals and Sergeants.
My Department also delivered the Commission recommendation on temporary associate membership for the Representative Associations with the Irish Congress of Trade Unions (ICTU) for the purpose of participation in public sector pay negotiations in mid-2020. This allowed RACO and PDFORRA, for the first time, to take part in discussions on the extension to the Building Momentum Pay Agreement under the ICTU umbrella.
The Commission Report makes a range of further recommendations impacting on remuneration, and the Government’s High-Level Action Plan (HLAP) on the Report, commits to further evaluation of:
1. Replacing existing sea-going allowances with less complex sea-going duty measures,
2. Introducing Long Service Increments to the pay scales of all ranks of enlisted personnel, and
3. On the basis that all personnel should, in the first instance, be paid the full rate of MSA applicable to their rank, MSA should be abolished and the full applicable rate integrated into core pay.
Discussions on the first are underway between my Department and the Department of Public Expenditure & Reform, and work in ongoing within my Department on the latter two.
In addition, the Plan states a commitment to commence examination of options in relation to a mechanism for review of existing specialist pay rates and allowances.
Aside from these improvements, and specifically in terms of pay, the Defence Forces are paid increases in pay and allowances in line with Public Service pay agreements.
The most recent agreement, the extension to ‘Building Momentum’, provided for increases in pay and allowances of 6.5% to members of the Defence Forces in 2022 and 2023. This includes:
- 3%, backdated to 2nd Feb 2022
- 2 % on 1st March 2023
- 1.5% or €750, whichever is the greater, on 1st October 2023.
Pensionable allowances in the nature of pay also benefit from this.
The 3% increase, back-dated to February 2022, was paid to all serving members of the Defence Forces by 30th November 2022 last. The remaining Building Momentum 1% increase, due on October 2022, was also paid by this date.
I am also pleased to inform the Deputy that the latest increase of 2%, due on 1st March last, has also been paid to Enlisted personnel, while Officers will see their increases on 31st March.
In addition, the implementation of the Sectoral Bargaining Fund element of the original Building Momentum Agreement has resulted in additional payments totalling €373,000 extra per annum - payments which primarily benefit over 471 of the Defence Force’s lower paid members. The implementation of the Technical Pay Groups 2-6 review has also resulted in almost €1 million in additional technical pay to those covered by the Review, to date.
In addition to general round pay increases arising out of ongoing national pay agreements, members of the Permanent Defence Forces have also benefitted from the implementation of increases in Defence Forces duty allowances, as recommended by the Public Service Pay Commission in 2019. It is important to note also that for those Defence Force personnel who have specialist appointments, based on training or qualifications, there is a range of additional allowances available to them. For example, members of the Army Ranger Wing receive an allowance of €225 per week, on top of their salary.
Finally, it has to be noted that the Defence Forces offers opportunities for education and personal development, to include fully funded opportunities to gain professional and academic qualifications, while receiving full pay and allowances, as well as providing training for career advancements and promotion opportunities.
58. Deputy Christopher O'Sullivan asked the Minister for Education if she will report on the retrofitting of schools under the national retrofit programme; the number that have been refitted to date; the target building energy rating for schools; and if she will make a statement on the matter. [14093/23]
View answerMy Department has a strong record with respect to sustainable energy in school buildings and this performance has been recognised at both National and International level with sustainable energy awards for excellence in design and specification.
My Department’s approach to the decarbonisation of the school sector is predicated on establishing a credible phased pathway to zero emissions, and meeting 2030 public sector targets through an evidence based approach, informed by the Department’s Energy Research Programme which has been in place from 1997 with over 54 different research strands.
There has been a strong early focus on energy efficiency in the school sector. In 2009 my Department provided 100% funding for a school sector insulation scheme. This programme enabled all schools to apply for 100% funding to upgrade the fabric insulation in their school buildings with the focus on cavity wall and attic insulation.
An enhanced water conservation scheme for the school sector was completed in 2010 via a 100% funded programme of works that saw existing school buildings improving hot and cold water conservation and reducing costs in use.
Since 2009, schools designed and built in accordance with the Department’s schools technical guidance documents have achieved A3 Building Energy Ratings.
Schools built in recent years typically achieve up to 20% higher energy performance and 25% better carbon performance than required by Building Regulations.
In addition, 10% of primary energy in these schools is provided via solar photovoltaic panels. Electric vehicle charging infrastructure is also provided.
The National Development Plan 2021-2030 published on 4th October 2021, provides capital funding of over €4.4bn for investment in school infrastructure during the period 2021 to 2025. There continues to be a strong Climate Action dimension to the school building programme.
My Department and the Department of Environment, Climate and Communications have developed a jointly funded school sector decarbonisation pathfinder programme. It is administered by the Planning and Building Unit in my Department and the Sustainable Energy Authority of Ireland in partnership with devolved delivery support from Limerick and Clare Education Training Board.
This Pathfinder programme is paving the way for, and informing, a much larger national decarbonisation school sector programme.
The budget for the pathfinder programme of works from 2017 to 2023 is circa €110 million.
This pathfinder is a great example of collaboration ensuring the deployment of new design approaches and technologies are introduced to the school sector on an evidence based approach. This programme continues to assist my Department to explore options and test various solutions for decarbonised energy efficiency solutions in our broad range of school building types.
It is facilitating research on a range of typical retrofit options for schools, which will be tried and tested. It is providing valuable development information for a solution driven delivery strategy which will be founded on a solid evidence base that has proven the robustness and scalability of renewable solutions within the school sector.
Each school undergoes a comprehensive assessment to ensure that the measures are suitable for that school and will deliver value to both the school and learnings for the national retrofit programme.
The works typically involve upgrades to the building fabric including wall and roof insulation, doors and windows, air tightness improvements, LED lighting and heating upgrades as well as renewable technologies.
This pathfinder programme has completed work to date in 48 schools across Ireland. Work is progressing in an additional 16 schools. A Building Energy Rating (BER) of B is the targeted energy rating for these schools.
