Written Answers Nos 263-272
263. Deputy Jan O'Sullivan asked the Minister for Children and Youth Affairs if her attention has been drawn to the fact that some preschools and child care providers are having difficulty with the online application forms for EYC and after-school grants recently announced; if her Department and Pobal will engage with the sector as soon as possible to ensure that difficulties are addressed; and if she will make a statement on the matter. [24874/17]
Amharc ar fhreagraIn 2017, I made €4m in funding available under the Early Years Capital Programme and a separate €3 million in capital funding for services providing school age childcare. The application process for both funds has now closed. Pobal is responsible for administering capital programmes on behalf of my Department. In addition to providing the online application system, Pobal support the application process with a range of dedicated materials including application guidelines, user videos and a dedicated client services helpdesk. In addition, County Childcare Committees (CCCs) are available to support childcare providers at a local level.
Pobal has advised my Department that approximately *1,800 applications across both capital programmes have been submitted and assured my officials that the application process was satisfactory from a technical and applicant support perspective. In particular, with regard to the IT system, the system did not experience downtime throughout the duration of the application process and no issues presented with how the IT system was operating and processing applications.
As with all funding programmes a deadline is required for receipt of applications. Late applications are not accepted, in fairness to more than 1,800 applicants who made their applications on time.
Pobal are dealing with a small number of complaints in relation to programme design and one in relation to a late application. All complaints are dealt with under Pobal's complaint procedure detailed on the Pobal website.
*tentative figure and subject to change.
264. Deputy Robert Troy asked the Minister for Children and Youth Affairs if she will re-examine the 2016 child care regulation requirements whereby only persons who are qualified with a major level 5 in early childhood care and education can be included in adult child ratios. [24979/17]
Amharc ar fhreagraThe majority of the Child Care Act 1991 (Early Years Services) Regulations 2016 came into effect on 30th June 2016.
The Regulations provide that each employee working directly with children attending the service must hold at least a major award in Early Childhood Care and Education at Level 5 on the National Qualifications Framework or a qualification deemed by the Minister to be equivalent. The Regulations clearly state that the service provider must ensure that their staff meet this standard.
This section of the regulations took effect on 30th June 2016 for services registering after that date and for all other services on 31st December 2016.
My Department introduced this regulatory change following many years consultation with the sector. Mindful of the challenge that it would present to the sector, my Department introduced the following supportive measures:
- Learner Funds to provide sector workers with an opportunity to upskill to a Level 5 qualification.
- In 2017, my Department made funding available to provide a bursary to childcare staff who have undertaken higher level courses at their own expense.
- The Regulations provide an exemption up to 1st September 2021 for certain existing childcare staff who intend to retire from the sector in the near future, do not hold the minimum qualification and who do not wish to undertake a course of training at this stage. This option was first publicised through the City / County Childcare Committees in 2014. The deadline for availing of this exemption was 30 June 2016.
- Considerable lead-in time was given, during which the sector was aware that a minimum qualification requirement was going to be introduced.
The recently published Country Specific Recommendations 2017 state that 'Ireland should enhance social infrastructure....including quality childcare'. The minimum qualification requirement contained in the Regulations has an important role to play with regard to ensuring the provision of quality childcare by centre based childcare providers. Consequently, I have no plans to amend the Regulations.
265. Deputy Robert Troy asked the Minister for Children and Youth Affairs her plans to implement the proposals which have been put forward by a group (details supplied) in a submission relating to the 2016 child care regulation requirements. [24980/17]
Amharc ar fhreagraThe majority of the Child Care Act 1991 (Early Years Services) Regulations 2016 came into effect on 30th June 2016.
The Regulations provide that each employee working directly with children attending the service must hold at least a major award in Early Childhood Care and Education at Level 5 on the National Qualifications Framework or a qualification deemed by the Minister to be equivalent. The Regulations clearly state that the service provider must ensure that their staff meet this standard.
This section of the regulations took effect on 30th June 2016 for services registering after that date and for all other services on 31st December 2016.
In light of the implementation of the Childcare Regulations, from December 31 2016, Community Employment Scheme participants working in childcare services who do not have relevant childcare qualifications can no longer count towards the ratio of staff to children required.
The Department is aware that some community/not-for-profit services have relied on Community Employment workers as a core component of their business model. The Department commissioned Childcare Committees Ireland (CCI) to investigate the extent of likely issues and to work with community childcare services to minimise the impact of this change.
As of end 2016, 201 Community Services had undertaken a review. Of these, CCI have indicated that 60 are likely to be significantly impacted by the qualifications requirement. The Department has indicated that funding may be available to assist these services, and is currently considering proposals in this regard.
CCI, with the approval of the Early Years Unit of the Department, have developed a business planning/cost analysis template and is continuing to work with services to identify a sustainable path forward, incorporating the cost of staff to replace CE scheme workers, based on a ‘cost per FTE child’ analysis.
The recently published Country Specific Recommendations 2017 state that 'Ireland should enhance social infrastructure....including quality childcare'. The minimum qualification requirement contained in the Regulations has an important role to play with regard to ensuring the provision of quality childcare by centre based childcare providers. Consequently, I have no plans to amend the Regulations.
266. Deputy Aengus Ó Snodaigh asked the Taoiseach and Minister for Defence if a military police investigation has been commenced to ascertain under whose orders documentation of Air Corps air quality tests were destroyed; and if he will make a statement on the matter. [24894/17]
Amharc ar fhreagraAs I indicated to the Deputy in my letter of 17 May 2017, an extensive search was undertaken by the military authorities to locate the two reports compiled by Forbairt in 1995 and 1997. The military authorities also consulted with Enterprise Ireland (which superseded Forbairt). However, it has not been possible to locate the reports. I am advised by the military authorities that there are no plans to carry out an investigation into why these reports cannot be located.
267. Deputy Aengus Ó Snodaigh asked the Taoiseach and Minister for Defence if a military police investigation has commenced to ascertain whether the failure to maintain health and safety standards and the subsequent illnesses caused to staff of the Air Corps breached military law; and if he will make a statement on the matter. [24895/17]
Amharc ar fhreagraAs I indicated in my responses to other recent Parliamentary Questions on this issue, a small number of former and serving Air Corps personnel are suing the Minister for Defence alleging personal injuries arising from exposure to workplace chemicals. You will appreciate that given that these matters are subject to litigation, I am constrained in relation to commenting.
However, I am advised by the military authorities that there is no military police investigation into this matter. The statutory authority for dealing with health and safety matters in the workplace is the Health and Safety Authority.
The Deputy will be aware that following a number of inspections at the Air Corps premises at Casement Aerodrome, Baldonnel, in 2016, the Health and Safety Authority issued a report of inspection with a number of general improvements and recommendations for follow up. The Air Corps committed to addressing these recommendations as part of an eight phase improvement plan. The military authorities have advised me that six of the eight phases have now been fully completed and a further phase is progressing well and will be completed shortly. The final phase is a continuous ongoing process.
You will also be aware that in September 2016 I appointed an independent third party to review allegations made in a number of protected disclosures relating to health and safety issues in the Air Corps which were received in late 2015 and early 2016. Once a final review is to hand, I will determine any further steps required and ensure that all recommendations, whether arising from the work of the Health and Safety Authority or the ongoing protected disclosure review, will be acted upon to ensure the safety of the men and women of the Air Corps.
268. Deputy James Browne asked the Taoiseach and Minister for Defence the way in which he plans to improve the pay and conditions of the Defence Forces personnel whose families have been reliant on the family income supplement; and if he will make a statement on the matter. [24899/17]
Amharc ar fhreagraRates of remuneration and conditions of employment in each part of the Irish public sector have traditionally been set by reference to levels of pay available in related public sector employments.
I believe that measures contained in the Lansdowne Road Agreement (LRA) and the provisions introduced in Budget 2016 and 2017 will be of benefit generally to members of the Permanent Defence Force (PDF). The provisions set out in the LRA are an extension of the provision of the Haddington Road Agreement and all existing dispute resolution procedures continue to apply.
The LRA provided for increased salaries during 2016 and 2017 in a manner which benefited the lower paid. These benefits come in the form of increases in gross pay in 2016 for those earning up to €31,000 and in 2017 for all those earning up to €65,000. In addition the Government has introduced legislation which has commenced the process to reduce the pay reduction applied under the FEMPI Acts.
In relation to the Pensions Related Deduction (PRD), which is commonly referred to as the ‘Pension Levy’, the exemption threshold for payment of the ‘Levy’ will increase substantially during the course of the agreement from €15,000 to €28,750 which means that annual income subject to the levy below €28,750 will no longer be liable to the deduction.
In terms of remuneration going forward, following the publication of the Pay Commission’s report on 9 May 2017, the Government intends to initiate negotiations on a successor to the Lansdowne Road Agreement ahead of Budget 2018 considerations. Future remuneration of Defence Forces personnel will be dealt with within this process. I understand that both RACO and PDFORRA have been invited to the discussions.
269. Deputy James Browne asked the Taoiseach and Minister for Defence if he will address the findings of the Public Service Pay Commission's report published in May 2017 which found that there are issues surrounding the recruitment and retention of members of the Defence Forces, especially among aviation personnel; and if he will make a statement on the matter. [24900/17]
Amharc ar fhreagra270. Deputy James Browne asked the Taoiseach and Minister for Defence his plans to counter the discharge rates among Defence Forces personnel which have risen due to better remuneration rates within the private sector; and if he will make a statement on the matter. [24904/17]
Amharc ar fhreagra271. Deputy James Browne asked the Taoiseach and Minister for Defence his plans to enhance career progression, job satisfaction and professional development within the Defence Forces which may be linked to current exit levels; and if he will make a statement on the matter. [24905/17]
Amharc ar fhreagra272. Deputy James Browne asked the Taoiseach and Minister for Defence the way in which he plans to address working conditions within public services which the pay commission recommended should be addressed by the provision of an appropriate mechanism; with specific reference to the Defence Forces and if he will make a statement on the matter. [24906/17]
Amharc ar fhreagraI propose to take Questions Nos. 269 to 272, inclusive together.
As you will be aware the Pay Commission Report was published on 9 May last and contains a very comprehensive and detailed analysis of pay and pensions issues in the public sector and notably addresses issues surrounding recruitment and retention. My Department made a detailed submission to the Commission setting out these very matters and this is specifically referenced by the Commission in paragraph 6.13 of their Report. In the context of the Defence Forces, I note that the Commission in paragraph 6.29 accepts that there are challenges surrounding the recruitment and retention of personnel in specialist streams such as ICT, pilots, Air Traffic Controllers and avionic technicians. The Commission also go on to state that while remuneration is important in this regard there are other significant factors at play such as working environment, career advancement etc. These matters will be addressed as part of the framework which facilitates the Representative Associations engaging with the official side in talks parallel to those taking place between ICTU and the official side at National level. This process has begun this week.
In relation to staffing, the manpower requirements of the Permanent Defence Force (PDF) are monitored on an ongoing basis in accordance with the operational requirements of each of the three services. Personnel are posted on the basis of operational needs across the Defence organisation, both at home and abroad. As there is a significant turnover of personnel in the Defence Forces, targeted recruitment takes place on a regular basis so as to maintain the personnel numbers at or near the agreed strength levels. In terms of overall strength, the Government remains committed to maintaining the stabilised strength of the PDF at 9,500 personnel.
With regard to recruitment, I am advised by the military authorities that their planned target is to induct approximately 850 new entrants to the Defence Forces across all services and competition streams in 2017. A new General Service Recruitment campaign was launched on 23 February 2017 and the 2017 Cadetship competition was launched in March 2017. Direct Entry Competitions are also held as required from which specialist appointments are filled. An Air Corps apprentice class was also inducted in March 2017. Promotions are ongoing within Officer ranks in order to fill rank vacancies. A new NCO promotions competition to fill vacancies to the ranks of Sergeants and above has been launched from which promotions will commence in Q3 2017. With regard to job satisfaction, career prospects and related issues, a Climate Survey completed in the Defence Forces in 2015/16 as part of the Independent Monitoring Group process has provided valuable feedback for military and civilian management. The Climate Survey, while clearly indicating the challenges facing the Defence Forces, particularly in the areas of leadership, communication, organisational culture, the working environment and active management of personal expectations, also points out the many positives, especially in relation to the commitment of personnel to the values and mission of the Organisation, the high levels of work satisfaction, pride in the Organisation and positive views on culture and work support.
In response to the issues raised in the Climate Survey, an Action Plan was formulated involving engagement with all levels of management within the Organisation. The initiatives in this Action plan included conducting additional Focus Group Surveys in order to provide further Data on conditions within the Defence Forces; the implementation of White Paper projects relating to HR issues; the continuation and improvement of Exit surveys; the improvement of the Defence Forces internal communications plan and the adoption of an Integrated Competency Framework.
