Dáil Éireann Debate, Wednesday - 9 November 2016
20. Deputy Brendan Ryan asked the Taoiseach and Minister for Defence if he has read the report on the Defence Forces well-being entitled Your Say Climate Survey 2015; his views on the report and its findings; and if he will make a statement on the matter. [33828/16]
Amharc ar fhreagraI ask if the Minister of State has read the report to which I refer, and if he has set about implementing any of its recommendations.
The third and most recent report of the implementation monitoring group was published in September 2014. Among its recommendations was that a climate survey be conducted within 12 months and subsequently at reasonable intervals. A similar survey was conducted in 2008. The aim of the survey, which was conducted by the University of Limerick, UL, was to identify trends to inform best practice in human resources management and training and education within the Defence Forces. As with the 2008 survey, approximately 11% of the workforce, 1,055 personnel, was sampled.
The key findings of the survey are grouped under topics such as work-life balance, peer support, organisational justice within the organisation, procedural justice, organisational fairness, Defence Forces integrity and supervisory justice. The University of Limerick researchers who undertook the project point out that the findings of the report and the recommendations are interconnected and caution should apply to reading any one particular finding in isolation.
I have reviewed the report in detail. I have also received a briefing on the findings from the University of Limerick. The survey findings clearly point to challenges for the Defence Forces, particularly in the areas of leadership, communication, organisational culture, the working environment and active management of personnel expectations. However, many positives also emanated from the survey, especially in regard to the commitment of personnel to the values and mission of the organisation, high levels of work satisfaction, pride in the organisation and positive views on culture and work support.
The response to the issues raised in the report of the climate survey is being led by the Chief of Staff by way of an action plan which involves the engagement of all levels of management within the organisation. RACO and PDFORRA were recently briefed by the University of Limerick researchers on the findings and conclusions of the report. Following on from that briefing, I met recently with the representative associations to hear their views and concerns in regard to the report. It was agreed at that meeting that the representative associations would be fully engaged in the response to the report through the IMG framework, where they could put forward their views on appropriate responses. It was also agreed that there would be a further meeting with the University of Limerick and the IMG to consider the findings and to tease out the quantitative data in the report. The associations will also attend planned focus groups to be facilitated by the University of Limerick to further explore the issues raised in the climate survey report.
In the time between 2008 and 2015, the Defence Forces underwent significant changes, an economic downturn, a moratorium on promotions and recruitment and a major reorganisation involving the restructuring of many units, all of which had a major impact on it, as outlined in the report. The study was commissioned to identify trends to inform practice in HR and-or training and education. I note the Minister of State's response in terms of some of the actions already taken. However, the findings would suggest that the individual's perception and experience of the work will be dependent on a number of factors, including his or her rank within the Defence Forces, gender, tenure and the service in which he or she works and so on. What I am seeking from the Minister of State on behalf of the Defence Forces is an assurance that this report will not be left sitting on a shelf but will inform an agenda for change and that in respect of that change an implementation plan, inclusive of targets and timelines, will be put in place and a commitment from the Minister of State and senior personnel to delivery of that plan, including progress reports in terms of its implementation, will be given.
I can assure the Deputy that this report will not be left sitting on any shelf. I have met both representative organisations. I have also met Defence Forces staff, including the Chief of Staff, on this matter. I have asked the Chief of Staff to develop an action plan in response to the findings of the survey, with consideration to be given to how best we might gain a more detailed insight into the underlying issues which have given rise to the positive and negative perceptions mentioned in the report so as to inform the way forward. I have agreed to full engagement of the representative associations in the process and to their having an input into the review and proposed action plan through the framework of the IMG. While the response to the issues raised by the survey report will be led from the top by the Chief of Staff, management at all levels within the organisation will be required to engage with and communicate effectively, knowledgeably and frankly with the personnel with whom they work.
In terms of my engagement with the Defence Forces, I talk to the people on the ground, the soldiers, who are the heart of the organisation. It is courageous and forward-looking of the Defence Forces to take on such an initiative. I would encourage other organisations to engage in a similar exercise. It is important that as Minister of State with responsibility in this area I and the Secretary General of my Department and the Chief of Staff know the thoughts and concerns of all members of the Defence Forces.
I must ask Members to respect the time limits.
We owe it to our Defence Forces to act expeditiously and comprehensively on this report. I hope this will be done in the context of benchmarking best practice against other forces. I would ask the Minister of State to ensure this is factored into the response.
Absolutely. I have spoken to the Chief of Staff and he is aware that as leader of the organisation it is important he would interact with other defence organisations and armies not only within the European Union but further afield to determine best practice going forward. I would welcome that. There are many similar organisations to ours in Canada, Australia and so on that we can learn from. I credit the Defence Forces on the establishment within that organisation of an LGBT group. That is very welcome. We are a changing society and, as in the case of other organisations, our Defence Forces must change with society.
