Dáil Éireann Debate, Tuesday - 20 June 2023
74. Deputy David Stanton asked the Tánaiste and Minister for Defence if he will report on the outcome of the current recruitment campaign in respect of all branches of the Defence Forces; and if he will make a statement on the matter. [29073/23]
View answer83. Deputy Pádraig O'Sullivan asked the Tánaiste and Minister for Defence the initiatives he will undertake to improve recruitment and retention in the Defence Forces; and if he will make a statement on the matter. [29459/23]
View answerAccording to the Defence Forces website there are currently 15 competitions open for vacancies in the Defence Forces. More than half of those are in the Naval Service. Will the Tánaiste tell the House the level of interest in these 15 competitions? How many people have applied, how many people does he expect to be recruited into the various areas, and when does he expect the Defence Forces Reserve to open up for recruitment?
I propose to take Questions Nos. 74 and 83 together.
The Defence Forces remain committed to optimising the number of personnel inducted and current recruitment initiatives include ongoing general service recruitment, targeted service specific recruitment, direct entry recruitment, and the re-entry schemes. The maximum age of entry was recently increased to 29 years old for general service recruits, cadets, Air Corps apprentices and certain specialists. As I mentioned earlier, sanction has recently been received for 100 extra positions to facilitate the implementation of the Report of the Commission on the Defence Forces. This is in addition to the recent appointment of the civilian head of transformation and the pending appointment of a civilian head of strategic human resources within the Defence Forces.
The military authorities have advised that, as of 31 May, a total of 150 personnel had been inducted into the Defence Forces. Applications for general service recruits, ten direct entry specialists’ competitions and for the re-entry schemes are received and processed on an ongoing basis. A direct entry competition for Defence Forces school of music instrumentalists closed on Sunday. Additionally, the applications received for the recently closed 2023 cadetship competition are being processed and those placed highest in order of merit are due to be called for interview shortly. The Be More recruitment campaign highlights the career opportunities available in the Defence Forces, and also the wider benefits of membership. As part of a Naval Service specific recruitment campaign, a Naval Service recruitment advertisement launched last week and will be rolled out across all media platforms in coming weeks. A contract has recently been awarded to a marine specialist recruitment body to target individuals with the skills and expertise required by the Naval Service.
In addition to these recruitment initiatives, a range of financial and non-financial retention measures have also been introduced by Government to counter the previously acknowledged staffing difficulties. These include service commitment schemes, tax measures, and recent agreement to further extend the service of post-1994 privates, corporals and sergeants, allowing for their continuance in service to the end of 2024. As outlined already, there has also been significant progress on pay. Current pay rates, including military service allowances for recruits on completion of their training start at €37,147 in year 1, rising to €38,544 in year 2, and €39,832 in year 3 of service. A school leaver cadet is paid €41,123 on commissioning. After two years they are promoted to lieutenant and their pay rises to €46,406. Where a graduate joins, the pay rate on commissioning begins at €46,406.
My immediate focus is on stabilising the numbers of personnel in the Defence Forces and thereafter increasing strength to meet the agreed level of ambition arising from the report of the Commission on the Defence Forces.
I thank the Tánaiste for his response. He said that 150 were inducted. Will he provide a breakdown of how many are in the Army, Naval Service and Air Corps? Over what timescale was the recruitment campaign that led to the induction of those 150 taken place? Does he have any targets in respect of the various other competitions? He can send those to me if he does not have them now. I also asked about the Reserve. Are there any plans to start recruitment there as it is a branch of the Defence Forces? Finally, has the Tánaiste attempted any of the mandatory psychometric tests? Does he agree they could be a turn off? More than half of the people who attempt them and complete them fail. Those are the people who go all the way with those tests. Would he consider abandoning those tests if they are considered to be a turn off to people who may be interested in joining the Defence Forces?
In a recent interview the general secretary of the Representative Association of Commissioned Officers, RACO, said that he still thinks the military is undoubtedly an attractive job for many and the role still has many benefits. However, as was mentioned earlier, he also concluded that the Defence Forces cannot recruit itself out of a retention crisis, because no amount of water will fill a leaky bucket. He also conceded that work will need to be done to ensure the organisation is transformed into an employer of choice. To be fair, the Tánaiste referenced that earlier, and the competition is currently running in the labour market. I also heard him mention much of the progress that has been made in terms of attracting new recruits, improving pay and conditions and so on. He said that was being done, and I suppose his priority now is to sustain the numbers that are there. On that basis, how do we fix the aforementioned leaky bucket? My supplementary question was also mentioned by Deputy Stanton, which relates to a specific campaign in the Reserve.
I will take the question on the Reserve first. There was recruitment last year, but I do not think the procedures and processes were sufficient to accommodate those who had expressed an interest. An office has now been created in respect of recruitment to the Reserve force and its organisation.
There is huge potential there. In speaking with the Chief of Staff, the military leadership and the Secretary General, I have stressed that I want to see a rapid improvement in recruitment to the Reserve Defence Force.
In terms of the broader issues, the cumulative impact of all of the various measures we are taking can arrest the decline. That we have full employment and are at 3.8% unemployment is a huge factor, as is the fact the private sector is poaching and endeavouring to recruit.
Deputies Stanton and O'Sullivan raise an interesting issue regarding the psychometric tests.
The Minister should have a go and see what he thinks.
I have told the military my view on it. I would not be rushing to be a candidate. The Deputies make a fair point. The military authorities are keeping it under review.
In respect of the Naval Service, the military authorities have advised me of the position. I have made the point that the first thing you get when you press a button is a psychometric test. I am not convinced that is the best way to attract people into the military. I have said this. In any event, the Naval Service has advised that in addition to the number of applicants who do not undertake the psychometric tests, an analysis of Naval Service general service recruitment application figures showed 56% of candidates who undertook the psychometric testing element of the selection process failed it. It was therefore decided to pause psychometric testing on a pilot basis for Naval Service general service recruitment for six months with effect from 9 June 2023 to investigate its effect on recruitment induction numbers. I am not an expert on this, nor will I pretend to be, but I think it is an issue for inquiry. They will do an analysis of this revised approach after six months and that will be interesting.
I thank the Tánaiste for his most recent response. I put it to him that a lot of people do not go ahead with the psychometric test. They do not even attempt it or go any further with the application process. As the Tánaiste has said himself, up to half of those who attempt it fail, which is very worrying.
Will the Tánaiste make any comment with respect to the recommissioning of officers and their re-enlistment in the PDF, which is another area of recruitment? Does he have any figures with respect to how that is going and what kind of energy and effort is being put behind it? There are people there who have served in the past and who have experience. I think the idea is to get them to re-enlist. My question is about the recommissioning of officers and the re-enlistment of the PDF. Will the Tánaiste give us a breakdown of the number of people involved in the Army, Navy and Air Corps? Of the 150 he said had been inducted, how many are in each of the services? Over what period of time did the recruitment campaign that gave rise to the 150 enlistments take place?
I will follow up in the same vein as Deputy Stanton. We attracted 17,000 applicants to the various facets of the Defence Forces last year. That said, the number of Naval Service personnel has dropped below 700, which is almost 400 off the Department's target. The Tánaiste acknowledged in an earlier contribution that current labour market factors are not helping. I think he said many capable recruits are being poached by other sectors. That is understandable as many of them are highly desirable candidates.
Regarding the working time directive, I believe the Tánaiste stated earlier that he has given an instruction to his Department on the implementation of the working time directive. Will he clarify what he means by the reference to that instruction? Is it to comply fully with the rules that are there or is it to perhaps come up another version, which would also be acceptable, because obviously there are exemptions under EU regulations in that regard? Does the instruction relate to the full implementation of the directive or is it another version of it?
I will reply first to Deputy Stanton. In terms of the breakdown for the first six months, 150 have been inducted, comprising 141 general service recruits, 125 in the Army, three in the Air Corps and 13 in the Naval Service, with one Naval Service engine room artificer. Of the eight re-enlisted personnel, seven are in the Army and one is in the Air Corps. A total of 435 personnel were inducted in 2022. As of 31 May, a total of 293 personnel were discharged, comprised of 34 officers and 259 enlisted personnel. A total of 891 personnel were discharged in 2022.
On the working time directive, the instruction is to bring the negotiations to a conclusion, so all parties really need to knuckle down to bring it to conclusion and get it implemented.
Re-enlistment is going well. I am just looking for figures. There are well over 100. The re-entry is working. There is probably more we can do there. Not only is it working, those who have come back in are expressing considerable satisfaction with their experience. That definitely is one that will continue.
The other key issue is the early retirement question. Historically, as a country we have been slow to accept the fact that lifespan has increased very significantly. People's capability and fitness levels are much higher at an older age now. There are complex issues in terms of pensions and fast accruals, but given the real seriousness of this issue, I am very concerned about the Naval Service and the numbers we have. We have to take meaningful and radical action to maintain and retain those who are in the services. These are discussions that the Government is engaging in at the moment.
