Vol. 1043 No. 2
76. Deputy Gino Kenny asked the Tánaiste and Minister for Defence if he will outline the detail of the Defence Forces' vision statement, mentioned in the Strategic Framework: Transformation of the Defence Forces document; if it would have any impact on Irish neutrality; and if he will make a statement on the matter. [42519/23]
I would like to ask the Tánaiste if he could outline for the Dáil the detail of the Defence Forces vision statement in Strategic Framework: Transformation of the Defence Forces, and if he would refer to No. 42 on page 12, the new Defence Forces vision statement that is to be developed and published. In his understanding of the vision, would it have any impact on Irish neutrality? Will he make a statement on the matter?
I published Strategic Framework: Transformation of the Defence Forces on 26 September. The purpose of the strategic framework is to bring together into one overarching document the immediate actions to be taken to support the transformation of the Defence Forces into a fit-for-purpose organisation that can defend the State and meet the challenges of today and the future. My priority within this transformation is cultural change above all else. It consolidates into one document key actions under a number of defence sector reports and plans which will underpin this transformation.
The report of the independent review group that was established to examine dignity and equality issues in the Defence Forces was published in March 2023. The report of the Commission on the Defence Forces was published in February 2022. Other relevant issues include specific actions to support the recruitment and retention of the Defence Forces, the Defence Forces equipment development plan and the infrastructure development plan as well as the legislative programme necessary to underpin the transformation efforts. All of that is covered by the framework. The framework is designed to be fully understood by everyone, to have appropriate governance and reporting mechanisms, to oversee this transformation and to bring transparency and accountability to the work.
The timescale for this strategic framework is to the end of 2024, with an update report published every six months, commencing in March 2024. One of the early actions to be delivered under the Commission for the Defence Forces and referenced in the strategic framework is the development of a Defence Forces vision statement by the Chief of Staff for my approval. The Defence Forces has progressed work on this, including comprehensive internal consultation and the use of external expertise. As the vision statement has yet to be finalised and approved by me as Minister of Defence I am not in a position to comment comprehensively on it currently. I assure the Deputy that the vision statement will align with our policy of military neutrality. It has to.
If I could expand on the question, I am sure the cultural changes the Tánaiste talks about are all that he touched on, but he will notice that a lot of us were alarmed when he was in Ukraine that he announced that Irish forces would be providing rifle training. Hitherto, casualty care training was provided with the German army, and demining and explosives clearance were provided with the Polish army. When asked if he considered rifle training as non-lethal aid, his answer was that: "Our support for Ukraine is multifaceted and it is important we ensure that it continues to be relevant, flexible and fit for purpose." He said that this is a basic self-defence issue and it is humanitarian to defend your own people. If I fired a rifle, a bullet would come out of it, and if that bullet hit somebody, it is likely to kill them, yet he described it as non-lethal and humanitarian. Would the Tánaiste apply the same logic to supplying weapons training, for example, to Hamas if it wants to defend its community on a humanitarian basis against the Israeli army tearing down their villages and their lives?
First, I will refer to the training so far provided to the Ukrainians. By the way, military neutrality means non-alignment with a military alliance. Ireland is not militarily aligned. That is how our neutrality has been defined for decades. We are not a member of NATO. We have no intention of becoming a member of NATO. We have no plans to become a member of NATO. We are signatories to the United Nations charter. The Russian invasion of Ukraine is a flagrant violation of that charter in respect of the sovereignty and the territorial integrity of Ukraine. I hope Deputy Bríd Smith accepts that.
The two modules we have provided so far were medical combat and demining. There is a further one on basic drilling. We instruct our people in terms of giving basic drilling. It is not any precision sniper training or anything like that. It is just basic training of people who are defending their country against attack. The biggest issue facing Ukraine right now and the people of Ukraine is Russia's decision, which will probably intensify over the winter period, to tackle civilian infrastructure, residential energy supplies and suchlike.
We are over time. The Tánaiste will get a chance to come back.
I agree that the biggest obstacle facing the Palestinian people is defending their territory against attack by Israeli army forces. The biggest challenge facing the people of Yemen is to defend themselves against the attack by the Saudi army. We are seeing similar aggressive attacks happening around the world, into which the description of the UN charter the Tánaiste just quoted would fall.
Does the Tánaiste not consider rifle training to be lethal rather than non-lethal? Bullets come out of rifles and they are intended to kill. They are built to kill and to cause serious damage to another human being. Is this not stretching our neutrality to a point of a flexibility that does not fit the bill? Are we in danger of seeing more and more of this? That is why we asked about the strategic vision for the armed forces. How far will this go in terms of breaching our neutrality? To that end, I and other Deputies in this House will be partaking in a demonstration to defend our neutrality on 4 November. I am sure the Tánaiste will not be there. How far does he think he can stretch the understanding of military neutrality when we are providing rifle training?
We do not provide lethal aid to Ukraine in terms of the European peace facility.
That was a commitment in the programme for Government. Military neutrality is defined in terms of our membership or non-membership of a military alliance.
That is a new definition.
It is not a new definition. Maybe it is to you on the far left, with your view. I am always struck by the degree to which you engage in significant whataboutery. In your comments today there was no reference to the ongoing Russian aggression in Ukraine-----
We do not get an answer to the whataboutery. You have not answered-----
I have answered you. I said there are no plans to change Ireland's policy in respect of military neutrality.
You still regard rifle training as non-lethal.
I have to put it to you that what Ireland is doing in this respect is very, very limited-----
So you said in the media.
-----in the face of the extraordinary attack on ordinary men, women and children by Russian forces.
Would you apply the definition to the Palestinian people?
I have met Mahmoud Abbas. He is committed to a non-violent approach to a two-state solution. He told me that only three weeks ago. You should not be wishing him to become involved in a violent engagement. He does not want to. There is an obligation on Israel to deal with that. The bottom line is that it is clear to the entire world that Russia went in within a half an hour of Kyiv, killing and brutally torturing people. We are talking about very basic drill training.
The bottom line is clear. You are stretching the meaning of neutrality beyond its limits.
I think you are overstating it and are distorting the argument. That is wrong. You did the same with the consultative forum.
We are moving on. We are way over time.
77. Deputy David Stanton asked the Tánaiste and Minister for Defence if he has considered a retention payment to encourage personnel to remain in the Naval Service; and if he will make a statement on the matter. [41037/23]
I want to ask the Minister if he has considered a retention payment to encourage personnel to remain in the Naval Service, given the fact that there is an issue with the number of personnel. As part of that, has he looked at the single pension scheme which, RACO told us today, seems to be the trigger for a lot of people leaving the Defence Forces? Has he considered a specialised instructors allowance in order to retain people in the Naval Service?
I thank the Deputy for raising the issue. I fully acknowledge the challenges currently facing the Defence Forces in regard to recruitment and retention including, in particular, the Naval Service. Ireland is not alone, however, in these challenges, which are being experienced by a number of other militaries across the world, with particular challenges for navies internationally.
There are a number of specific financial retention measures already in place in the Naval Service to recognise service at sea, including a patrol duty allowance, a Naval Service seagoing service commitment scheme and a seagoing naval personnel tax credit. The implementation of early actions from the Commission on the Defence Forces report, in addition to the most recent pay increases provided under the building momentum pay agreement, have contributed to significant progress on pay for all personnel, including those in the Naval Service.
Other initiatives undertaken to address recruitment and retention issues in the Naval Service include: changes to recruitment practices with the assistance of external specialists; a targeted recruitment campaign for the Naval Service; the extension of service limits for privates, corporals and sergeants and Naval Service equivalents recruited after 1 January 1994; the expansion of access to the Naval Service commitment scheme, with service requirements reduced from three years to one year; ongoing general service and direct entry recruitment as well as the re-entry schemes for former personnel; the extension of private secondary healthcare to all ranks in the Defence Forces, a benefit that previously was only available to officers; significant investment in equipment and physical infrastructure; and participation in the overseas mission Operation Irini.
A further range of financial and non-financial retention measures are also being advanced, including progressing with the Department of Public Expenditure, National Development Plan Delivery and Reform an examination of the existing seagoing allowances with less complex seagoing duty measures, the examination of mandatory retirement ages in all ranks in the Permanent Defence Force, progressing with the Department of Public Expenditure, National Development Plan Delivery and Reform the introduction of a mechanism to provide for the ongoing review of the application of existing specialist pay rates and allowances, a review of medical services in the Defence Forces, associate membership of ICTU for the representative associations to be underpinned by legislation and the finalisation of the policy position on the working time directive.
My focus is to stabilise the Naval Service. The immediate action required is to provide for less complex sea going duty measures, which will encourage and reward sea going in the Naval Service.
I thank the Minister for his response and encourage him to continue with the work of advancing the suggestions and proposals he put forward. Can he give us any idea as to when the Commission on Defence Forces recommendation that the naval seagoing tax credit and the Naval Service seagoing commitment scheme be replaced with a less complex seagoing duty measure? Could he also give any idea what is happening with the working time directive implementation? Can he provide an indicative timescale as to when that might happen? Has he had a look at the RACO and Amárach Research, which indicates that the single pension scheme was a trigger for almost half of those leaving the Defence Forces to leave, due to the reduction in pension and consequent reduction in quality of life afterwards? Could he tell me anything about the specialised instructors' allowance, in particular in the Naval Service? Would he agree that if it was active it would help to retain personnel in the Naval Service?
My understanding of the specialised instructors' allowance is that there are ongoing discussions with RACO, but RACO agreed with it some time back as part of an earlier deal. I outlined a fairly lengthy list of measures. The personal tax credit is worth about €1,500 for those at sea over a particular period. The measures have not been effective on the recruitment side.
The pension issue continues. An interdepartmental group is working on that because if we do it for the Defence Forces it clearly has a read across to other uniformed services. We are considering the patrol allowance. We have had discussions with the Department of Public Expenditure, National Development Plan Delivery and Reform. Again, the objective is meant to be to get more people onto ships out at sea. That would mean amalgamating the personal tax credit into a new simplified allowance. We have to be very clear sighted that it will have the impact that is being claimed for it, namely that it will result in more people being incentivised go to sea. I want to do the best I possibly can in that regard. That is why we will retain the personal tax credit for this year while we are finalising other matters. The pay agreement is coming. We might be able to come up with a better package.
I thank the Minister for his response, the work he is doing and his commitment to this. Would he agree that this is now urgent? For example, the number of people who were approved last year for the seagoing commitment scheme was 32, something the Secretary General of the Department of Defence told us last week. These schemes are extraordinarily complex, and hard to understand and qualify for.
Could the Minister give us an indication that he is minded to change the single pension scheme and revert to the pre-emergency payments that were in place, where people had a guarantee and commitment that they would have a good income? Could he give us an indication as to what is happening with the implementation of the working time directive and work-life balance which, I am sure he will agree, is important? I understand it at the very preliminary stages of discussion between the Department of Enterprise, Trade and Employment and his Department. Is there any imperative to drive that forward?
I have moved very quickly on the organisation of the working time directive. There has been acceleration and significant engagement with the representative associations and bodies, Department and military management. I see the attainment and realisation of the working time directive as very important.
We have to change culture in the Naval Service and Defence Forces. I was somewhat concerned that the RACO presentation seemed to have issues with highlighting culture and talked about it being used in a maligned way. I was worried by that. The report of the independent review group was very clear that culture needed to change. I noticed a certain resistance to that idea, and I do not think it is a hundred miles away from some of the issues we have had. That needs to be faced up to, in addition to other measures on the financial and pension sides. We are looking at the pension side.
78. Deputy Niamh Smyth asked the Tánaiste and Minister for Defence how it is proposed to strengthen the Reserve Defence Force; and if he will make a statement on the matter. [42231/23]
How is it proposed to strengthen the Reserve Defence Force? Will the Minister make a statement on the matter?
I thank the Deputy for the question. The Government remains fully committed to the advancement of the Reserve Defence Force. The 2015 White Paper on Defence is quite clear that there is a continued requirement to retain and develop the Reserve.
The report of the Commission on the Defence Forces equally serves to reinforce that commitment. The report contains many recommendations on the future role and structure of the RDF. The ultimate goal is the development of a reserve force that can seamlessly train, operate and deploy on a voluntary basis with the Permanent Defence Force both on-island and overseas. On foot of the recent amendment to the Defence Act pertaining to the Reserve, for the first time, an RDF member has deployed overseas on a voluntary basis in support of the Permanent Defence Force.
A number of early actions were identified to progress prioritised recommendations of the Commission on the Defence Forces report. Two of the early actions directly relate to the Reserve, namely, the establishment of a dedicated Office of Reserve affairs and the commencement of RDF regeneration planning. The Office of Reserve Affairs is now up and running and the immediate focus is on the development of a regeneration plan.
In the interim and recognising the critical requirement to address significant and ongoing issues that can and will impact on Reserve revitalisation, the Office of Reserve Affairs has directed its attention to a number of areas, in particular around recruitment, and the removal of hurdles that limit the enlistment process in the Reserve. Upper recruitment and mandatory retirement ages for the RDF will also be examined, including in the context of ongoing deliberations on these matters for the Permanent Defence Force. I understand that a food for thought paper prepared by the military authorities is currently with the general staff for consideration on the specific matter of mandatory retirement ages. I understand also that the Defence Forces are actively engaged on matters relating to the conduct of pre-enlistment medicals and fitness testing, which will facilitate the concerted, sustained and much-needed induction effort.
I am pleased to advise that a RDF recruitment campaign will recommence this month with an initial application window of two months. This welcome development, along with other initiatives under consideration, will assist in ensuring that the momentum behind my absolute commitment to the regeneration of the RDF will be maintained throughout 2023 and beyond.
As the Tánaiste noted, the Commission on the Defence Forces called for a detailed regeneration plan for the Reserve Defence Force with clear and specific timelines to be developed and published setting out how a reformed Reserve would be operationalised and funded. Could we get more information on that? What communications and campaigns is the Department looking at? The commission also said that the establishment of the RDF should include at a minimum an Air Force Reserve of 200 and a Navy Reserve of 400. It stated that the Army Reserve establishment should stand at 3,900 with a 50-50 split between combat-combat support and combat service support. How many are in the Reserve? Did the number increase during 2023? What timeframe does the Tánaiste envisage to achieve a Reserve on the level called for by the commission?
I think I gave a reply earlier to those specific questions on numbers. I think 90 were recruited in 2022 and a further 20 have been recruited so far in 2023. I mentioned earlier accelerating procedures and medical tests. In a previous campaign, about 1,000 applied but the follow through was not as strong. Now that we have an Office of Reserve Affairs, there is additional capacity to plan properly and recruit in a more effective way members of the RDF.
That is very welcome. That is so important. We are so lucky with our Defence Forces. Loads of people come to my clinic asking me about the family income support scheme because their wages do not give them a standard of living. I know pay scales are part of the public pay talks but can the Tánaiste tell me whether we will see an increase for our Defence Forces personnel in this year's budget? We have seen a 25% drop in numbers in our Defence Forces. What urgent steps are being taken to reinvigorate this? I am taking this question on behalf of Deputy Niamh Smyth. We are so lucky to have what we have within our Defence Forces. I know the Tánaiste's commitment to them but there are significant issues that need to be addressed. I welcome the Tánaiste's plan.
I might be surprised at this stage in respect of family income support. I would like to hear about the cases if the Deputy would show me them. The improvement in basic pay has been quite dramatic. If you go straight in with your leaving certificate, you will be on €36,000 to €37,000 while on commissioning with your leaving certificate as a cadet, you will be on €41,000. A graduate after commissioning will be on €46,000 starting out.
We recently brought in entitlement to secondary healthcare for all enlisted personnel - private healthcare - which is a huge advance for any family member and military personnel more generally. There have been a number of measures for the Naval Service as was mentioned in an earlier reply to Deputy Stanton in respect of the personal tax credit. We are consistently trying to see if we can do more about terms and conditions but I might engage with Deputy Murnane O'Connor.
79. Deputy Barry Cowen asked the Tánaiste and Minister for Defence if he will report on the Defence Force's training engagement with the EU Military Assistance Mission in Ukraine and if he will make a statement on the matter. [42528/23]
125. Deputy Catherine Connolly asked the Tánaiste and Minister for Defence further to Parliamentary Question No. 12 of 16 May 2023, to provide an update on Ireland's involvement in the EU Military Assistance Mission in support of Ukraine; the number of Defence Forces personnel deployed to the mission to date; and if he will make a statement on the matter. [42547/23]
I wish to ask about the training engagements the Defence Forces will be conducting with the European Union Military Assistance Mission in support of Ukraine and the extent, nature and locations of those. Could the Tánaiste give us an outline?
I propose to take Questions Nos. 79 and 125 together.
As part of the European Union’s response to Russia’s attack on Ukraine, the Council of the EU launched the European Union Military Assistance Mission in support of Ukraine, EUMAM Ukraine.
Formally established on 17 October 2022, the aim of the mission is to enhance the military capability of the Ukrainian armed forces, UAF to defend Ukraine's territorial integrity and sovereignty within its internationally recognised borders as well as to protect the civilian population.
The mission provides training to the UAF at basic, advanced and specialised levels in a range of areas. On 21 February 2023, the Government approved the participation of Defence Forces personnel in EUMAM Ukraine in such areas as counter improvised explosive devices training, explosive ordnance disposal training, combat medical training and engineering training.
On 25 July, the Government approved the Defence Forces' enhanced engagement in the mission and agreed an extended list of training modules for delivery by the Defence Forces, which includes basic military training; Do-King Mine Flail training, which is training on machinery which is used to clear mines; leadership training; and drill instructor training.
The number of Defence Forces personnel who may be deployed to the training mission at any given time is limited to 30 in line with the Government approval. This number includes the trainers who will be delivering training directly to UAF personnel as well as the Defence Forces’ personnel deployed in the mission’s operational headquarters in Brussels and the multinational special training command, STC, in Strausberg, Germany.
Together with partners, the Defence Forces have since delivered training to members of the UAF in de-mining and clearance in Cyprus with six personnel deployed from 16 April to 12 May. Mining is a significant issue. I was speaking to ministers from Croatia during the week. It has taken Croatia 30 years to de-mine following the conflict in which it was involved. Training has also been provided in tactical combat casualty care-combat life saver in Germany with six personnel deployed from 18 June to 2 July with a second iteration of the tactical combat casualty care-combat life saver in Germany with six personnel deployed from 18 Sept to 3 October and a module of drill instructor training with 12 personnel deployed that is ongoing in Germany. These trainers are supplemented by one member of the Defence Forces deployed in the mission’s operational headquarters in Brussels and three personnel in the STC in Strausberg, Germany.
Additional information not given on the floor of the House.
The DF have a draft programme of training to be provided up to March 2024, which is subject to regular updating.
I know the Tánaiste had the opportunity to meet earlier this week with the Ukrainian President to outline and reiterate our ongoing support for him and his people in that conflict. Did the Tánaiste have the opportunity to discuss at that point the various different supports we would have been putting in place such as de-mining training, the various forms of medical training and so on? Could he outline the situation regarding basic training to military personnel, including training in using weapons; whether such training was being conducted; or if there was any concern about our military neutrality with regard to that?
It would be interesting to know if that got discussed or what the position would be on that.
I am horrified at the Tánaiste's recent comments on the use of rifles to the effect that they are non-lethal. On this grouped question, it is really difficult to keep up with what is happening and with the logic of the Government. I deplore the Russian invasion of Ukraine; let us get that out of the way. However, we are a neutral country. We should offer any humanitarian assistance we can. We are joining up more and more with a military alliance, despite what the Tánaiste tells us. The figures are absolutely horrific from what I can see. The original cost for the two-year mission to which the Tánaiste refers was about €167 million. I am not sure what we have given to that. Maybe the Tánaiste could tell us. Separate from that is the European Peace Facility, EPF. The total cost for all of that was €5.6 billion when it was set up. That has gone through the roof now and we have given €125 million to that alone. I am running out of time on this. All I can do is put on the record my horror at what is being done in our name.
Some of that commentary is incredible. It is an incredible overstatement. I did not discuss the training with President Zelenskyy because it is on a very minor scale compared to what every other member of the European Union is doing bar Ireland, Malta, and Austria. Get real here. We are not providing any military support in the form of hardware or weaponry to Ukraine, nor should we suggest we are. This is hyperbole beyond hyperbole. I have outlined what we have done so far, namely, de-mining and medical combat. That is all we have done; two or three programmes involving six personnel. That is all we have done and people are horrified and say this represents a flagrant breach of our military neutrality. Could we have some perspective? The big issue in Ukraine right now is an aerial bombardment that will freeze them to death over the next winter. That is the enormity of the issues they are facing.
Regarding the European Peace Facility, we are very clear that the funding from the EPF is for non-lethal assistance. I have to stress that. Nobody envisaged the brutal invasion by Russia of Ukraine.
To return to the original question on the nature, extent and where that training may be taking place, are Defence Forces personnel deployed to Ukraine or is the training taking place in other locations? Will the Tánaiste provide an outline on that? We had heard previously about the de-mining and the hospital and casualty training. I want to establish where those various training exercises are taking place and if Irish soldiers are being deployed to Ukraine.
I am not given to hyperbole or to exaggeration. I repeat my horror at what is happening in a neutral country. The Tánaiste shaking his head does not help the situation. Deputy Bríd Smith already mentioned the horror related to what Israel is doing in Palestine and we have really stood idly by, other than expressing our deep concern.
I will give some figures from the European fact sheet entitled EU Solidarity with Ukraine. As of September 2023, the EU and its members individually had provided approximately €25 billion in support of Ukraine, including €5.6 billion under the European Peace Facility. This is the misplaced and misnamed European Peace Facility. The total budget for that facility was €5.6 billion. It has gone way over that now with its allocation to Ukraine alone. In 30 seconds, I cannot go through the figures but that is what we are left to do; go through the figures while the Tánaiste tells us this does nothing to our neutrality. I am 100% behind giving humanitarian aid but I am also behind using our voice to bring peace and to have a peaceful settlement at some stage, which will happen, as in every war. In the meantime, we chose one country over another even though we are a neutral country. I mention Palestine. Yemen has been mentioned and so on.
Come on.
Shaking your head does not-----
I will shake my head.
-----add to the argument.
The time is up.
I think it is shocking. It is shocking what is going on here.
Absolutely, Tánaiste. I agree with you.
Whataboutery all of the time. What Russia did is absolutely appalling-----
Absolutely.
-----and continues to be appalling. What do you expect people in Ukraine to do? Let them the whole way in?
It is what I am expecting Ireland to do.
Is that what we are expected to do? This is double standards. We are consistent on Palestine. We have done much more than the Deputy has suggested on Palestine, and the evidence of that is how we were treated in Palestine by the Palestinian authorities or by other neighbouring states who acknowledge Ireland's commitment, which is not only in terms of words but also in support of the United Nations Relief and Works Agency, UNRWA, in financial supports, and in supporting the Palestinian authority in civil society in Palestine.
We have consistency across the board in terms of the application of international law and UN resolutions which Russia has flagrantly abused. To train in de-mining and in medical combat in no way undermines military neutrality. As to the drill instruction, it is drill instructing the trainer of trainers. We have done no training of any basic training, and from my understanding there will not be any for 2023. Cyprus is the location for the de-mining and Germany for the drill instructors. I suggest to Deputy Connolly that other EU member states are entitled to take their position. If she lived closer to Russia, she would see this as an existential threat, and they do. On the 12-point peace plan-----
We are out of time.
-----we discussed it at the United Nations.
We cannot discuss it now.
However, Russia should pull out. That is where we can get a bit of progress of this.
80. Deputy Aindrias Moynihan asked the Tánaiste and Minister for Defence what measures are being taken to address the current recruitment and retention issues in the Defence Forces; if career progression can be included in the recently published Strategic Framework – Transformation of the Defence Forces under recruitment initiatives; and if he will make a statement on the matter. [42598/23]
I ask the Tánaiste about the current recruitment and retention issues in the Defence Forces and, in particular, about career paths, promotion and progression opportunities and how they might be part of supporting retention within the Defence Forces.
I thank the Deputy for raising the question. There is no doubt there is a significant recruitment and retention issue within our Defence Forces. Work is under way to counter these. Current recruitment initiatives include ongoing general service and direct entry recruitment, the re-entry schemes, and the Be More recruitment campaign. An important development is the joint induction training centre which has been established in Gormanston with a view to increasing the throughput of recruits destined for all branches of the Defence Forces, and the training syllabus for these recruits has been refined. The maximum age of entry has been increased to 29 years for general service recruits, cadets, apprentices and certain specialists. Fitness test scoring has also been amended to maximise induction levels. External human resources expertise has recently been engaged. This will assess Defence Forces recruitment and the candidate’s recruitment journey with a view to validation of current processes and appropriate recommendations, where required.
To address specific challenges in the Naval Service and in an effort to maximise the recruit pool, psychometric testing for Naval Service general service recruitment has been paused on a pilot basis for six months, with an analysis of the revised approach to take place at this point. A specific Naval Service recruitment campaign is in train, and 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. A range of financial and non-financial retention measures have been introduced, such as service commitment schemes in the Air Corps and the Naval Service; tax measures; extension of private secondary medical care to all Defence Forces personnel; and significant progress on pay, which compares favourably with other areas in the public service. My immediate focus is on stabilising the numbers of personnel and facilitating the capacity for further increases. This will enable us to align ultimately with the level of ambition recommended in the report of the Commission on the Defence Forces and agreed by Government.
I assure the Deputy that career progression is comprehended in the Strategic Framework on the Transformation of the Defence Forces, which brings together into one plan the actions to be taken to support the transformation agenda. All relevant recommendations of the report of the Commission on the Defence Forces, including those pertaining to career progression, are included. Career and talent processes and promotion systems are specifically mentioned under the strategic human resources and cultural change to be delivered section.
The strategic framework, where it refers to recruitment and retention, has a great deal of focus on recruitment and allowances for retention but not so much on career paths.
I am puzzled as to why promotion or career paths would not be considered there for retention. Earlier this year, in March, the independent review group, IRG, report highlighted a range of real cultural issues and difficulties within the Defence Forces that would have directly influenced retention of staff. It pointed towards the need for cultural change and specific actions that would need to be implemented, and that that would be led by the leadership - not just the current leadership but also the new or the forthcoming leadership. One needs to be able to promote people through the ranks and to promote that fresh culture. That is essential. When champions of the new culture have been identified, people need to see them rising through the organisation. I am just trying to understand why promotion would not be part of that.
I revert to RACO's appearance before the Joint Committee on Foreign Affairs and Defence earlier. It made a very powerful presentation. One of the criticisms that was set out was that the organisation, that is, the Defence Forces, continues to prioritise costly labour-intensive recruitment policies in favour of tangible retention initiatives. We know there is a need for recruitment initiatives, but we have to deal with the retention issue. It was set out today by RACO, it has been put on the record by PDFORRA, and it has been stated to me and, I am sure, every Member of this House by every serving member of the Defence Forces I have spoken to that the number one retention initiative that can be taken is the working time directive. The Tánaiste is on the record as saying he is prioritising that, yet we have no timeframe at all. What does that prioritising look like, and when will we see the working time directive implemented?
Would the Tánaiste agree that it would be important to try to find out why personnel are leaving the Defence Forces? Is he aware of the quantitative analysis carried out by RACO which states that 78% of respondents did not receive an exit interview? There is very little attempt being made to find out why they are leaving.
What was the other thing the Deputy said?
Some 78% have not received an exit interview.
Deputy Moynihan made some very important points not only about culture but also about progression. That is an issue, without question, and the independent oversight group that has been appointed in respect of the IRG is looking at that issue, at the whole promotional system within the Defence Forces and how we can encourage more women in terms of promotion. Traditionally and historically, the system of promotion was negative towards women, without question. That has come across in any engagement with women within the Defence Forces. That has to change. Approaches to the career progression have to change also and have to be more broad-minded in attitude.
I would not accept the presentation made by RACO that we are overdoing recruitment at the expense of retention. We have to do both. The decision to make secondary health treatment available to all members of the Defence Forces for the first time is a retention measure. It is also a recruitment measure, but I would argue that it is a significant retention measure in addition to other measures we have taken, such as improving the basic rates at which people are paid when they become officers or members of the Defence Forces more generally. We are not prioritising one over the other; we are working on both. They are not that costly, given what we have to do.
Deputy Stanton asked a fair question. We need to do a deeper-dive analysis on that matter.
81. Deputy Jennifer Murnane O'Connor asked the Tánaiste and Minister for Defence the measures he is taking to support the retention of Defence Forces personnel; and if he will make a statement on the matter. [42248/23]
120. Deputy Seán Haughey asked the Tánaiste and Minister for Defence the key challenges he has identified with regard to Defence Forces retention; and if he will make a statement on the matter. [42463/23]
I ask the Tánaiste the measures he is taking to support the retention of Defence Forces personnel and if he will make a statement on the matter.
I propose to take Questions Nos. 81 and 120 together.
The ongoing staffing challenges in the Defence Forces with regard to retention are fully acknowledged and well documented. In this we are no different from other international militaries that, in a competitive labour market, are experiencing similar difficulties. The immediate focus is on stabilising the numbers of personnel and on facilitating capacity for further increases.
In light of the Commission on the Defence Forces report and the report of the IRG, I have also prioritised a significant programme of reform and culture change within the Defence Forces to ensure that it is an equal opportunities employer, reflective of contemporary Irish society and providing a safe workplace.
The strategic framework for transformation of the Defence Forces, approved by the Government last week, which I have published, sets out the vital work that is under way relating to the transformation of the Defence Forces and outlines the necessary actions to be delivered by the end of 2024. The framework aims to support the transformation of the Defence Forces into a fit-for-purpose organisation to defend the State and meet the challenges of today and the future. There is a focus on strategic human resources and cultural change which will serve to transform the internal working environment for serving members. It covers the recommendations made in the IRG report and the Commission on the Defence Forces report, together with measures to address recruitment and retention challenges, and the legislative changes needed to modernise our Defence Forces. Action 50 of the framework sets out the retention initiatives to be actioned over the next 15 months.
The implementation of early actions from the commission's report in 2022, in addition to the most recent pay increases provided under the Building Momentum pay agreement, have contributed to significant progress on pay in recent years. Starting rates of pay in the Defence Forces compare very well to comparable rates of pay across the public service. In addition, there is scope for further income from duty allowances. All personnel of private 3 star-able seaman rank are now paid the full rate of military service allowance applicable to the rank, and there is the removal of the requirement for that cohort to mark time for the first three years at that rank. The seagoing service commitment scheme for Naval Service personnel and the Air Corps service commitment scheme have been implemented to address particular difficulties that exist in certain specialist areas. A seagoing naval personnel tax credit was introduced in the Finance Act 2019 to incentivise seagoing duties for members of the Naval Service. This tax credit has since been extended to the 2023 tax year.
Other non-pay initiatives introduced to address retention challenges include commissioning from the ranks, the re-entry of former Permanent Defence Force personnel with specific skills, and extending service limits for privates, corporals and sergeants. Last month I secured sanction from the Department of Public Expenditure, National Development Plan Delivery and Reform for the extension of private healthcare to all ranks in the Defence Forces, on foot of a programme for Government commitment and a Commission on the Defence Forces recommendation. In addition to access to medical, physiotherapy, pharmacy and dental care, the Defence Forces provide fitness training and sports facilities across their installations. Fully funded opportunities to continue education to gain professional and academic qualifications are also available. There is the 2023-27 Defence Forces infrastructure development plan underpinning the development and maintenance of the necessary operational and training infrastructure with the highest level of financial resources in the State's history. There is the piloting of new work-life balance initiatives including facilitating jobsharing for overseas deployments and the review of how career courses are conducted, to make them more accessible to those with family commitments. A range of harmony measures have also been implemented, including hot-desking for certain enlisted and commissioned personnel who have been posted away from their home address, and remote working is considered for a limited number of personnel, depending on the circumstances.
A further range of financial and non-financial retention measures are also being advanced. There is a review of mandatory retirement ages in all ranks in the Permanent Defence Force. Officials in the Department are actively engaging with the Department of Public Expenditure, National Development Plan Delivery and Reform on the manner by which the recommendations of the commission can be implemented.
Additional information not given on the floor of the House
The introduction of a mechanism to provide for the ongoing review of the application of existing specialist pay rates and allowances to groups and categories of military personnel, in line with the commitments from the Commission on the Defence Forces report, will also be progressed with the Department of Public Expenditure, National Development Plan Delivery and Reform. Any recommendations will be progressed within public pay policy parameters. There is a review of medical services in the Defence Forces, with the review being progressed during 2024. Associate membership of ICTU for the representative associations is to be underpinned by legislation. There is the finalisation of the policy position on the working time directive.
I assure the Deputy that the recruitment and retention of Defence Forces personnel continues to be a key priority for me. This is demonstrated by the priorities I have set out for the coming 15 months in the strategic framework.
I thank the Tánaiste. I am learning an awful lot tonight.
We have committed to implementing the action plan which arose from the Commission on the Defence Forces. Just last week, however, of the just two naval vessels operating, patrolling our seas, one discovered and intercepted a massive €150 million of cocaine on the MV Matthew just off the coast of Wexford, which borders Carlow. It is very important to mention that. I pay tribute to and compliment the Defence Forces on such a massive find. It is absolutely huge. Well done to all involved. However, we had to borrow a helicopter from the National Ambulance Service to carry out this important seizure. I wondered when I was reading about it, and we saw it in all the news, how many boats have not made it ashore because of lack of resources.
We must put the tools in place for the Defence Forces, and I know how committed the Tánaiste is. This is urgent and I note the Tánaiste's commitment on this
Well done to the Deputy on getting Carlow into that question.
I got it in twice.
Charlie O'Connor will be proud of her.
I want to pay tribute to all involved in the joint task force involving the Defence Forces, the Garda and the Revenue, in particular. It also involved the deployment of: the LÉ William Butler Yeats; two AgustaWestland AW139 Army helicopters, one of which was in medical service but they are Army helicopters; one Casa CN 235 fixed wing aircraft; one Pilatus PC12 fixed wing aircraft; and a team from the Army Ranger Wing, ARW. That was the full complement of the entire Defence Forces. It was not that they suddenly discovered it but this was a result of working with agencies internationally and of working with the Garda, and with the Defence Forces monitoring the operation. Our forces would have been alerted and the joint task force worked well together. We have provided significant resources, including two new aircraft, Airbus C295s, one of which was not ready as it has just been purchased and one more is coming. Two new ships have been provided to the Naval Service. There is unprecedented investment in infrastructure in the barracks and so on.
I want to pay tribute to the Tánaiste for his passion and commitment to this. Even in his answers tonight, when I asked him about the strengthening of the Reserve, he showed his commitment to that. Also, when I asked the Tánaiste about the support we are giving to the retention of Defence Forces members, he showed his commitment in answering that question. Most critical is that we get more women into the Defence Forces. That is so important to me because women can play a huge role in this and it is something we need to work on more. I welcome the Tánaiste's commitment and that big find last week was important. It was huge, with a €150 million value, and I am sure that had been worked on for months. All agencies were involved and all the different bodies worked together. Again I want to say well done to all.
I agree with the Deputy that we need more women in our Defence Forces, at all levels. We need change in that respect and that is something that I am focused on, as is the independent oversight group, particularly on the role of women within the Defence Forces and on career progression for women. As Deputy Aindrias Moynihan said earlier, it is vitally important that we develop mechanisms to facilitate that. It cannot be put into the long or the medium term.
I would make a general comment that I understand and agree that there are shortcomings. We have the infrastructure, including ships, and we are increasing that but there is a tendency that if there is any positive at all we need to rush to knock it. I am not saying the Deputy does this but I noted the commentary afterwards. We cannot allow an hour to pass without making a positive story into a negative one as well. A lot of young people saw in the operation last week, particularly in regard to the role of the ARW and so on, how all that training matters, and how professional they are, along with the Revenue and the Garda, and that they did the nation proud. We have to provide additional services and so on. I get that but we should keep the positives to the fore as well as the negatives that are there.
I join others in commending the Tánaiste on leading reform within the Defence Forces and in restoring the high value our nation has in those who serve. The Tánaiste mentioned the non-financial measures he is looking at in retaining those who serve and housing should come into that mix as well. Around 1982 or 1983 the Department of Defence owned a huge land bank in Knockalisheen, Meelick, County Clare. A lot of the men and women from that locality would be based out of Sarsfield Barracks in Limerick but the Department of Defence partnered with the Reverend Father Harry Bohan at the time, who was leading what we would now call an affordable housing scheme, although I am not sure what term they used 40 years ago. It was successful in delivering a scheme of about 75 affordable houses. To this day, people who served in the 1980s, and second and third generations who are still serving the Army, live in this estate. It breathed incredible life into the village. The school was struggling at the time and it just gave us a huge boost. I would love to see those land banks similarly used. They are considerable and a lot of them lie within the Department of Defence. Maybe they could be part of Housing for All or at least as housing for those who serve in the armed forces.
I thank the Deputy for that interesting vignette of history of the success of rural development which Fr. Harry Bohan was a pioneer of. We need more partnerships like that. We are investing in a lot of accommodation in existing barracks and in Haulbowline, where significant refurbishment has already taken place. We want to increase the specification and quality of this accommodation. It is primarily being used by those who are training for prolonged periods, for six-month training periods and so forth. There is a construction programme under way in respect of that nature of accommodation. I am not inclined to dispose of any more barracks where we have personnel because there is a link between where we have Army barracks and recruitment. One of the downsides of closing or transforming barracks has been a loss of military tradition within those communities. If you meet any of the groups going off to the United Nations Interim Force in Lebanon, UNIFIL, and so on, invariably when you ask them where they are from you find that there has been a military tradition in that town or location. We have to keep that in mind in terms of recruitment and retention into the future. However I take the Deputy's point on accommodation.
82. Deputy Willie O'Dea asked the Tánaiste and Minister for Defence if he will report on the implementation of the Defence Forces infrastructure plan; and if he will make a statement on the matter. [42529/23]
Deputy O'Dea has nominated Deputy Aindrias Moynihan to take this question.
Can the Tánaiste give an overview of the implementation of the infrastructure plan for the Defence Forces?
I thank the Deputy for raising the question and I want to outline the significant progress we have made in recent years in improving the Defence Forces' built infrastructure. Since taking office I have made a point of visiting several military installations and I have witnessed at first hand the improvements being made and the positive impact these improvements make to our personnel. Since its launch in 2020, there has been a rapid roll-out of projects from the plan. The updated plan estimates infrastructure requirements to be in the region of some €300 million for the coming years and there are currently over €130 million worth of projects under way at different stages of development. At present there are 18 active construction sites providing modernised facilities for our personnel throughout the country.
The 2023 allocation stands at €45 million, and taken together with the maintenance allocation of €10 million, this represents the biggest yearly allocation towards the building programme. Some of the most notable projects progressing this year include: construction of a new military medical facility at Casement Aerodrome; upgrade of office accommodation at McKee Barracks; upgrade of former USAC block, Galway; upgrade of block 4 accommodation, Haulbowline; new communications and information services, CIS, workshop facility and a purpose-built ARW facility at the Defence Forces training centre.
I would also draw attention to a key feature of the plan, which is to target investment at modernising and upgrading accommodation facilities for personnel. Since the plan was launched, completed accommodation projects have provided 365 bed spaces at several barracks around the country. There are more accommodation projects planned for 2024 and beyond. Taken together these projects will provide several hundred bed spaces for serving personnel. I am sure the Deputy will agree that taken together this represents significant progress and illustrates my firm commitment to improving conditions for our personnel. The Deputy can be assured that I have impressed upon my officials and senior military management the imperative of maintaining and building on the momentum we have witnessed in recent years.
There is quite an extensive, expensive and huge capital programme moving there and it is well-deserved by the people working in the various Defence Forces, in recognition of the huge work they are doing. I want to focus in on the Naval Service base, the works that were being planned there and progressing on those. I ask the Tánaiste to give an outline on whether it is making timelines on that. The Tánaiste mentioned block 4 accommodation but are there plans for other refurbishments and for dredging in the basin?
I want to speak on this because as we move forward and improve infrastructure in the Defence Forces, which is important, there will be the inevitable sale of equipment as equipment is upgraded. It is important that some of the mistakes of the past are not repeated, including the one made a decade ago with those iconic Dauphin helicopters with the bubble front cockpit on them.
They were sold to a company in Las Vegas for €360,000 and subsequently sold on for approximately €19 million. I do not suggest we will ever get to that phase again but if assets are being replaced it is important that in the first instance we look at a national repurposing of them. We have a fabulous museum in Collins Barracks. There is also a lovely one on Spike Island with incredible equipment in storage on public display. We should look at domestic repurposing of them and maximising the asset value if it gets to that point. I hope that a lot of this equipment can still be used in training the new recruits we will see. There should be oversight in the Department on this.
We have a nice military museum on the Curragh also.
I must visit it.
I agree with Deputy Moynihan. Haulbowline is complete and I visited it recently. It has very fine accommodation and there will be further developments there also. For the information of the Deputies, at present there are approximately 4,509 military accommodation bed spaces for Defence Forces personnel throughout the country. This is a significant number. It is used predominantly for training purposes but not always. Recently I instructed that some housing stock at the Curragh Camp originally marked down for demolition was to be renovated and modernised for accommodation purposes. In addition, I have instructed that an assessment be carried out of all other housing stock under the Department's control to ascertain its suitability for a return to modern accommodation usage and to bear in mind that some of these buildings have a heritage context and value. I do not believe they should be demolished.
It has been established policy since 1990 to withdraw from the provision of married quarters for serving personnel. This is moving away from the historic provision of tied housing for State employees. It is a gradual programme, understanding the sensitivities for families. I have a list of projects but I do not have time to go through what has been completed and what is under way. There is a substantial number of projects.
83. Deputy Aindrias Moynihan asked the Tánaiste and Minister for Defence the number of females who applied under the most recent Defence Forces recruitment campaign; how many of these are progressing through the recruitment stages; and if he will make a statement on the matter. [42599/23]
The military authorities have advised that, as of 31 August 2023, 6,844 initial applications had been made to join the Permanent Defence Force across all competitions, of which 858 were from female applicants. Of these applications, 6,081 were deemed eligible applications. A total of 244 personnel have been inducted as of the same date, of whom 18 are female. In addition to ineligible applications, a large number of candidates fail to attend or are unsuccessful at various stages of selection process. For example, 2,399 candidates, of whom 323 were female, did not attend for psychometric testing, which is the first stage in the recruitment process following the submission of an eligible application.
The military authorities keep all aspects of recruitment under ongoing review to ensure they determine effectively a candidate's suitability for entry to the Defence Forces. On this basis, psychometric testing in the Naval Service general service recruitment was paused in June 2023, on a pilot basis, for six months. An analysis of the revised approach will take place that will inform future decisions on this process. Fitness test scoring has also been amended to a traffic light system, where reduced capacity does not necessarily preclude an individual from the recruitment process.
A specialist external company has recently been retained to validate and assess the Defence Forces current recruitment process and the candidate's recruitment journey in the Naval Service. This will entail best practice research to identify possible opportunities for improvement of the current Defence Forces recruitment process, and an examination of the causes for the drop-off at various stages.
Efforts to increase the number of female applicants is continuing, with special consideration being paid to women as a target group for recruitment in the general recruitment framework. Military management advises that a female-specific recruitment team is being established with the aim of highlighting the career opportunities available for women in the Defence Forces.
