Written Answers Nos. 46-65
46. Deputy Aengus Ó Snodaigh asked the Taoiseach and Minister for Defence the action which will be taken on the Air Corps chemical exposure scandal in view of the receipt of the whistleblowers' views on the O'Toole report. [3606/18]
Amharc ar fhreagraThe health and welfare of the men and women of the Defence Forces is a priority for me. 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.
The report of the independent third party was received by the Department in June 2017. Although the report found that the regime in the Defence Forces appears to be capable of meeting statutory requirements, the report makes a number of observations; including in relation to documentation, health surveillance, and exposure monitoring. It also notes that the Health and Safety Authority (HSA) is the appropriate statutory body to deal with such matters. I sent the report to those who had made disclosures for their views and I am considering the next steps in the process having received those views and in the context of ongoing litigation.
Separately and in parallel to the independent review, following an inspection in 2016, the Air Corps has continued to work with the HSA to improve its health and safety regime. The military authorities have informed me that the HSA has formally noted the considerable progress made to-date by the Defence Forces towards implementation of a safety management system for the control of hazardous substances. Subject to completion of the improvement plan, the HSA investigation is closed. However, it must be noted that in the Air Corps health and safety is a matter of ongoing monitoring, supervision and adjustment.
47. Deputy Clare Daly asked the Taoiseach and Minister for Defence the criteria regarding admission to the ranks of the Defence Forces for transgender persons; if those criteria differ from other applicants; and if there are legal impediments to transgender persons pursuing a career in the Defence Forces. [3634/18]
Amharc ar fhreagraThe Government believes that the Defence Forces should reflect the modern demographics of Irish society. To that end, the Defence Forces operate in an environment without discrimination in areas covered by the Equality Acts as they apply to the Defence Forces. In addition the Defence Forces comply with the legal provisions of the Gender Recognition Act 2015. They also ensure that the principles of equality are adhered to in all aspects of recruitment, induction, employment and daily routine, training, education and promotion
In keeping with this ethos, the Defence Forces are committed to the principle of equal opportunities in all of its employment policies and welcome applications from all members of Irish society, irrespective of religion, sexual orientation or gender.
Each recruit must undergo the same application process which consists of:
- Psychometric test,
- Fitness test and interview
- Medical test and security check.
Any legal impediments to joining the Defence Forces that do exist (such as age, disability and residency requirements) apply equally to all applicants.
48. Deputy Brendan Ryan asked the Taoiseach and Minister for Defence the number of qualified physical training instructors the Defence Forces have who oversee annual fitness tests, recruit induction fitness tests and general physical training; and if he will make a statement on the matter. [3655/18]
Amharc ar fhreagra50. Deputy Brendan Ryan asked the Taoiseach and Minister for Defence the length of time it takes between a potential member submitting the online application to join the Defence Forces and when he or she formally begins training; the steps being taken to speed up the process; and if he will make a statement on the matter. [3657/18]
Amharc ar fhreagraI propose to take Questions Nos. 48 and 50 together.
Application for General Service Recruitment to the Defence Forces in conducted on-line and all correspondence with applicants is conducted via e-mail. Candidates must successfully complete fitness testing, online psychometric testing and interview in order to progress through the competition. Following these stages of the recruitment process, successful applicants may be placed on panels and may be offered a position, subject to successfully completing a medical examination and obtaining security clearance.
The interview and fitness test take place on the same day and applicants are afforded some flexibility with regard to the date for this as is the case regarding the medical test.
The length of time from initial application to readiness for attestation is approximately four months. However, applications may take longer, depending on the specific circumstances of the application and the timing of recruit intakes.
I am informed by the military authorities that there are currently one hundred and eighty eight (188) qualified military personnel in service who can oversee recruit induction fitness tests, annual fitness tests and general physical training. These personnel undertake a fifteen (15) week course of training which qualifies them for the role of Physical Training Instructors.
49. Deputy Brendan Ryan asked the Taoiseach and Minister for Defence the timeframe for the full implementation of the White Paper on Defence; when it will be fully completed; and if he will make a statement on the matter. [3656/18]
Amharc ar fhreagraThe 2015 White Paper on Defence sets the defence policy agenda over a ten year planning horizon and encompasses all work carried out by the Department of Defence, the Defence Forces and Civil Defence. It comprehends the Government’s policy on defence of the State from armed aggression, the defence contribution to domestic security, the defence contribution to international peace and security and a broad range of other “non-security” roles which the Government require the Defence Forces and Civil Defence to undertake. It considers the defence capabilities required so that the Defence Forces can successfully deliver on the roles assigned by Government. Finally, the White Paper also considers implementation and the actions required to ensure that defence planning and provision processes are further developed.
During scoping of the White Paper implementation programme 88 actions or projects were specifically identified. These actions represent a subset of the totality of the work being carried out as part of the implementation programme for the White Paper. While it is currently intended to have all 88 projects initiated or completed by the end of the ten year implementation programme, work in certain areas will continue beyond 2025 in order to ensure that changes, improvements and actions envisaged in the White Paper are fully implemented and to assure that positive outcomes endure and are embedded in the day to day business of the Defence Organisation.
Implementation of the specific actions identified in the White Paper is being carried out on a phased basis over a ten year period out to 2025. Implementation on a phased basis is necessary in order to reflect Programme for Partnership Government and Strategy Statement commitments, the related nature of some projects and resourcing implications. This process is being kept under review and will be subject to change as issues arise and other business dictates.
Progress on implementation will be reported on as part of the Annual Report and be comprehended within the development of the planned fixed cycle of defence reviews.
51. Deputy Brendan Ryan asked the Taoiseach and Minister for Defence the number of members of the Defence Forces who are in receipt of FIS and HAP; and if he will make a statement on the matter. [3658/18]
Amharc ar fhreagraThe circumstances surrounding an application for Family Income Supplement or Housing Assistance Payment, is a private matter between the applicant and the Department of Employment Affairs and Social Protection or Local Authority, as appropriate. Various factors can give rise to such claims, with household income and the number of dependents being key variables.
It should be noted that despite the difficult economic environment we have witnessed over the last few years, these types of payments have acted as an important safety net for families who by virtue of their particular circumstances require financial support.
The Government recognises the contribution made by all public servants, including members of the Permanent Defence Force, during the economic crisis. Under Public Service Pay Agreements, pay is being restored to public servants. Successful negotiations with the Permanent Defence Force Representative Associations have provided for pay increases under the Lansdowne Road Agreement. These pay increases were weighted in favour of the lower paid.
Improved pay scales for general service recruits and privates who joined the Permanent Defence Force post 1 January 2013, were backdated to 1 July 2016 and paid in August 2017. Gross annual earnings for this cohort is €27,000 (inclusive of military service allowance). This is a significant increase in pay which was approximately €21,800 per annum previously.
The Public Service Stability Agreement 2018-2020 contains proposals for increases in pay ranging from 6.2% to 7.4% over the lifetime of the agreement. I welcome the fact that the Defence Forces Representative Associations have accepted this agreement.
52. Deputy Brendan Ryan asked the Taoiseach and Minister for Defence the employment protections in place for RDF members to allow them to attend training and courses which overlap with their employment; and if he will make a statement on the matter. [3659/18]
Amharc ar fhreagra63. Deputy Bernard J. Durkan asked the Taoiseach and Minister for Defence the extent to which the appropriate leave of training remains available to the Defence Forces Reserve; and if he will make a statement on the matter. [3683/18]
Amharc ar fhreagraI propose to take Questions Nos. 52 and 63 together.
The primary function of training and education in both the Permanent Defence Force and the Reserve Defence Force is to develop and maintain capabilities necessary to enable personnel to fulfil the roles laid down by Government. The scheduling of training in the Defence Forces, including the Reserve, is underpinned by an analysis of training needed to meet operational output requirements and capability development needs. A long term strategy is adopted with current planning horizons out to 2021. In addition the White Paper on Defence sets out a developmental path for the Reserve and confirms that the primary role of the Reserve is to augment the PDF in crisis situations.
For the current year, Subhead A.5 provides for a budget of €2.15 million of which €2.068 million is allocated for Paid Training Mandays for members of the Reserve. This allocation will provide seven days annual paid training for all effective members of the Reserve, fourteen days paid training for all additional personnel recruited to the Reserve in 2018 and provide for career and specialist courses for selected members of the Reserve in line with Reserve priorities. This provision is sufficient having regard to the existing strength of the RDF and the voluntary nature of Reserve training.
The type of training undertaken varies between the Army Reserve and Naval Service Reserve.
In the Army Reserve, recruits undergo varied training in areas such as combat first aid, military law and tactical training. A major part of Recruit training is training in the use of the Steyr 5.56mm Assault Rifle. After recruit training is complete, personnel are then trained in the operation of basic radio communications, map reading, Nuclear, Biological & Chemical warfare defence and the Light Machine Gun. Each Corps also carries out specialist training in its particular field. For example, the Infantry and Cavalry Corps train in weapons and tactics and the Corps of Engineers train in engineering tasks, such as demolition, construction and mine warfare.
In the Naval Service Reserve, the two main courses undertaken as a recruit are Sea Survival and Damage Control & Fire Fighting. Naval Service Reserve personnel also undergo training in the operation of various crafts operated by the Naval Service, such as Motor Training Launches and Rigid Inflatable Boats. As in the Army Reserve, Naval Service Reserve personnel are trained in the use of the Steyr 5.56mm Assault Rifle. Naval Service Reserve personnel also receive full training in VHF Radios, including voice procedure at sea and operation of the VHF systems. Courses are also run for personnel on the Global Maritime Distress and Safety System.
Members of the Army Reserve and Naval Service Reserve are volunteers who undertake training in their spare time. In order to facilitate the voluntary nature of Reserve Service and to maximise attendance of Reserve personnel, training continues to be organised both in and out of normal working hours, at weekends and during academic and traditional holiday periods. There are no plans to introduce legislation to compel employers to allow members of the Reserve to attend training.
I am satisfied that the extensive and professional training provided to the Reserve is a major motivating factor in encouraging people to join it as well as encouraging retention of existing members.
53. Deputy Bernard J. Durkan asked the Taoiseach and Minister for Defence the extent to which he remains satisfied with the strength of all branches of the Defence Forces; and if he will make a statement on the matter. [3673/18]
Amharc ar fhreagraThe Government is committed to maintaining the strength of the Permanent Defence Force at 9,500 personnel, as set out in the White Paper on Defence.
To achieve this, there is significant on-going recruitment. In 2017 some 751 new personnel were inducted into the Permanent Defence Force, comprising of General Service Recruits, Cadets and specialists for the Army, Air Corps and Naval Service. As of the 31st of December 2017, the strength of the Permanent Defence Force was 9,173 Whole Time Equivalent (WTE) personnel, broken down as follows:
- Army: 7,386 personnel
- Air Corps: 724 personnel
- Naval Service: 1,063 personnel
In 2018, similar recruitment will take place and plans for this are currently being finalised between civil and military management. At this point it is not possible to predict precise numbers that will be recruited but it is anticipated that this will be in the region of 800 personnel.
Certain specialist posts such as Pilots and Air Traffic Controllers and certain Technicians are presenting challenges for recruitment and retention. I have previously acknowledged this fact which is reflective of the current economic circumstances and attractive job opportunities in the private and commercial semi-state sectors. The extensive professional training that such specialists receive within the Defence Forces makes such personnel very attractive within these sectors. This is not a unique challenge for the Defence Forces and is also faced by military forces elsewhere.
The Public Service Pay Commission is further examining the issue of the recruitment and retention of specialist personnel within the Defence Forces, in accordance with the provisions of the Public Service Stability Agreement 2018 – 2020. The Department of Defence is currently preparing a submission on this issue.
I am addressing the issue of specialist vacancies throughout the Permanent Defence Force with a range of recruitment methods including direct entry competitions for specialist positions. The scope to further expand direct entry is being considered. I have also directed civil and military management to develop proposals to facilitate former PDF personnel with appropriate skill-sets to re-enter the Defence Forces.
Following acceptance by the Permanent Defence Force Representative Associations, the pay increases available under the Lansdowne Road agreement were applied to the Defence Forces. I was delighted that both PDFORRA and RACO have also signed up to the Public Service Stability Agreement 2018-2020 which is an extension of the Lansdowne Road agreement. This provides for further pay increase of between 6.2% and 7.4% over its lifetime.
I remain committed to maximising recruitment of capable personnel, developing serving personnel, and so achieving the best personnel and skills combination to ensure the Defence Forces retain the capacity to operate effectively across all roles.
54. Deputy Bernard J. Durkan asked the Taoiseach and Minister for Defence if research has been undertaken to determine whether the Defence Forces as a career remain an attractive option; and if he will make a statement on the matter. [3674/18]
Amharc ar fhreagraGiven the unique and demanding nature of military life, there is understandably a relatively high level of turnover among Defence Forces personnel. However, this is not new and the Defence Forces have always had a level of turnover that far exceeds other areas of the public service.
I remain committed to ensuring ongoing recruitment to the Defence Forces and that, where possible, the terms and conditions of service are as favourable as they can be within the current budgetary parameters.
In order to balance personnel turnover there is significant ongoing recruitment at both enlisted and officer level. This includes general service recruits, apprentices, cadets and direct entry officers.
A range of recruitment methods are being employed including direct entry competitions for specialist positions and the scope to further expand direct entry is being considered. The conduct of two recruitment campaigns in 2017 for general service recruits yielded just over 8,000 applicants.
In terms of pay, following PDFORRA’S acceptance of the terms of the Lansdowne Road Agreement last year, adjustments have been applied to salary scales with the focus on the lower paid. On completion of recruit and three star training newly qualified 3 star Privates and their Naval Service equivalent can expect minimum gross annual earnings of €27,000 (inclusive of military service allowance) an increase of over €5,000 on the previous total of €21,828.
The terms of the Public Service Stability Agreement 2018-2020 have been accepted by PDFORRA and RACO. This Agreement also provides for further pay increases ranging from 6.2% to 7.4% over the lifetime of the agreement.
I have announced a number of initiatives ranging from a review of the C&A Scheme, a review of the criteria governing Contracts for enlisted personnel and a comprehensive skills gap analysis across the Defence Forces. These directly address issues raised in the Climate Study. In addition, the Chief of Staff is actively addressing matters relating to military management of work practices in the Defence Forces.
I am satisfied that membership of the Defence Forces is an attractive career prospect for men and women who wish to serve their country in a military context.
55. Deputy Bernard J. Durkan asked the Taoiseach and Minister for Defence if he remains satisfied that the territory equipment available to all branches of the Defence Forces remains up-to-date and comparable to the best available internationally in view of the importance of this in the context of PESCO and in the future; and if he will make a statement on the matter. [3675/18]
Amharc ar fhreagra57. Deputy Bernard J. Durkan asked the Taoiseach and Minister for Defence the pressing improvements in respect of military hardware needing upgrading throughout the Defence Forces that have been brought to his attention; and if he will make a statement on the matter. [3677/18]
Amharc ar fhreagra60. Deputy Bernard J. Durkan asked the Taoiseach and Minister for Defence if he is satisfied regarding the extent to which rescue aircraft fixed-wing helicopters continue to be upgraded; and if he will make a statement on the matter. [3680/18]
Amharc ar fhreagra61. Deputy Bernard J. Durkan asked the Taoiseach and Minister for Defence the extent to which seagoing vessels continue to be upgraded in line with international standards; and if he will make a statement on the matter. [3681/18]
Amharc ar fhreagra62. Deputy Bernard J. Durkan asked the Taoiseach and Minister for Defence the extent to which a replacement programme exists in respect of all equipment including aircraft in the Air Corps; and if he will make a statement on the matter. [3682/18]
Amharc ar fhreagraI propose to take Questions Nos. 55, 57 and 60 to 62, inclusive, together.
My priority as Minister with Responsibility for Defence is to ensure that the operational capability of the Defence Forces is maintained to the greatest extent possible so as to enable the Army, Air Corps and Naval Service to carry out their roles as assigned by Government.
Ireland’s participation in PESCO will not result in a requirement for additional investment or expenditure on Defence. It provides a means of enhancing interoperability with project partners and ensuring that our troops are equipped with the latest and best equipment and training.
The acquisition of new equipment and equipment upgrades for the Defence Forces remains a clear focus for me, and the White Paper on Defence recognises that there are several new and or enhanced platforms to be procured. Future equipment priorities for the Army, Air Corps and Naval Service are being considered in the context of the lifetime of the White Paper on Defence as part of the capability development and equipment planning priorities planning process.
Budget 2018 includes an increased provision of €25 million for Defence for 2018, and an additional €98 million for capital expenditure out to 2021. This allocation will facilitate the investment necessary to ensure that the Defence Forces have the equipment and infrastructure to deliver on all their roles as set out in the White Paper.
The White Paper provides that the Army will continue to retain all-arms conventional military capabilities, and the principal aim over the period of the White Paper will be to replace and upgrade, as required, existing capabilities in order to retain a flexible response for a wide range of operational requirements both at home and overseas.
There is focus on the essential force protection provided by armoured vehicles, and in this regard a maintenance and upgrade programme has commenced for the current fleet of 80 Armoured Personnel Carriers (APCs) which will seek to ensure viability of the fleet out to 2030. 24 armoured utility vehicles have recently been procured for force protection, and a small number of armoured logistical vehicles are also being procured.
In relation to the Air Corps, the White Paper sets out that the Cessna fleet will be replaced with three larger aircraft suitably equipped for Intelligence, Surveillance, Target Acquisition and Reconnaissance tasks. In December 2017, following an open tender competition advertised on the eTenders website and on the Official Journal of the European Union (OJEU) in accordance with national and EU procurement regulations, a contract was placed with Pilatus Aircraft Ltd at a cost of some €32m for the provision of three PC-12 fixed wing utility aircraft suitably equipped for ISTAR tasks which will replace the Cessna fleet.
The White Paper also provides for the replacement of two CASA 235 Maritime Patrol Aircraft with consideration of their replacement with larger more capable aircraft to enhance maritime surveillance and provide a greater degree of utility for transport and cargo carrying tasks. The planning process for the replacement of the CASA aircraft has recently commenced in my Department.
With regard to rescue aircraft, as the Deputy will be aware, since 2004 the Irish Coast Guard has overall responsibility for the provision of Search and Rescue services within the Irish search and rescue region, and while the Air Corps and the Naval Service provide support to the Irish Coast Guard in maritime Search and Rescue operations this is on an “as available” basis in line with a Service Level Agreement which sets out their roles and responsibilities in this regard. The Air Corps does not operate any dedicated search and rescue aircraft.
The White Paper underpins the ongoing replacement of the Naval Service fleet. A significant investment over recent years has been on the procurement of new Off-Shore Patrol Vessels for the Naval Service. The third ship in the programme, LÉ William Butler Yeats, was commissioned in to service in October 2016. A contract for an additional sister ship was placed with Babcock International, a British company, in June 2016 bringing investment in the new ships programme to over €250 million since 2010. The fourth ship, to be named LÉ George Bernard Shaw is scheduled for delivery in mid 2018.
Future Naval Service capabilities are being planned as part of the White Paper project planning process which will determine the Defence Organisation’s maritime capability requirements. The White Paper provides for the replacement of the current Naval Service flagship LÉ Eithne with a multi role vessel which will be enabled for helicopter operations and will also have a freight carrying capacity. It is the intention to hold a public tender competition in due course to cover the supply of the MRV subject to the availability of funding within the overall Defence capital funding envelope. The cost of the MRV will only be known once the tender competition is concluded.
I am satisfied that the current provisions, together with the courses of action in the White Paper, will continue to ensure that the Defence Forces is suitably equipped, in line with international best practice, to fulfil all roles assigned by Government.
56. Deputy Bernard J. Durkan asked the Taoiseach and Minister for Defence the number of members of the Defence Forces who have returned in each of the past five years to date; the number of new recruits by way of replacement in the same period; and if he will make a statement on the matter. [3676/18]
Amharc ar fhreagraThe table shows the number of personnel who were discharged over the past five years and the number of new personnel inducted for the same period.
|
|
2013 |
2014 |
2015 |
2016 |
2017 |
|
Discharges |
445 (of which 85 Recruits) |
469 (of which 105 Recruits) |
556 (of which 62 Recruits) |
655 (of which 128 Recruits) |
700 (of which 175 Recruits) |
|
Inductions |
445 |
508 |
405 |
690 |
751 |
Discharges includes personnel who left for a variety of reasons including on age grounds, at end of contract and voluntary discharges. Included in this number is the number of recruits who exited prior to completion of training (shown in brackets). Inductions includes general service recruits, cadets, apprentices and direct entry posts.
I can confirm that similar recruitment to 2017 levels will take place this year and plans for this are currently being finalised between civil and military management. At this point it is not possible to predict precise numbers that will be recruited but it is anticipated that this will be in the region of 800 personnel, comprising of General Service Recruits, Apprentices, Cadets and Direct Entry Officers.
As I have previously outlined there are particular challenges with vacancies in certain specialist posts such as Pilots, Air Traffic Controllers and certain Technicians. These specialists can prove difficult to retain where, as in the current economic circumstances, there are ongoing private sector and commercial semi-state sector job opportunities.
To address these difficulties, a range of recruitment methods are being employed including direct entry competitions for specialist positions. I have directed the civil and military management to develop proposals for expanding such direct entry recruitment of specialists and a scheme to facilitate former PDF personnel with appropriate skill-sets to re-enter the Defence Forces.
The Public Service Pay Commission will further examine the issue of retention of specialist personnel in accordance with the provisions of the Public Service Stability Agreement 2018-2020
In tandem with these actions my Department is also engaged in planning on a longer term basis. Projects arising from the White Paper on Defence around topics such as medium term manpopwer planning and encouraging as wide a pool as possible for recruitment are already underway. Further projects, scheduled to begin shortly will address issues such as age profiles and a gap analysis of skill-sets within the PDF. The gap analysis will help to identify the frequency of such gaps and identify appropriate measures to address them.
With the support of the Chief of Staff, I remain committed to maximising recruitment to ensure that the Defence Forces are staffed in a manner that will enable them to continue to deliver the services required of them by Government.
58. Deputy Bernard J. Durkan asked the Taoiseach and Minister for Defence the extent to which he remains satisfied regarding the ability of the Defence Forces to meet all emergencies; and if he will make a statement on the matter. [3678/18]
Amharc ar fhreagraMy priority as Minister with Responsibility for Defence is to ensure that the operational capability of the Defence Forces is maintained to the greatest extent possible to enable the Army, Air Corps and Naval Service to carry out their roles as assigned by Government.
In relation to equipment, priorities for the Army, Air Corps and Naval Service are being considered in the context of the lifetime of the White Paper on Defence as part of the capability development and equipment planning process.
The primary function of training and education in the Defence Forces is to develop and maintain the capabilities necessary to deliver on the roles assigned by Government. Engagements with national and international educational institutions, military and civilian, aim to ensure that the Defence Forces retain currency with regards to best international practice and employ relevant modern training methods.
At National level, representation on the Government Task Force on Emergency Planning, by both the Department of Defence and the Defence Forces, ensures the fullest coordination and cooperation in the event of an emergency.
In accordance with the Framework for Major Emergency Management, primary responsibility for responding to emergencies such as severe weather events or terrorist attacks rests with the three designated principal response agencies, namely, the relevant Local Authority, An Garda Síochána, and the Health Service Executive. The Defence Forces provide the fullest possible support in the event of a natural disaster or emergency situation in its Aid to the Civil Authority and Aid to the Civil Power roles. Major Emergency Plans have been developed by local and regional authorities and these Plans identify the procedures for requesting assistance from the Defence Forces.
The Defence Forces retains a wide range of specialist skills and equipment, which can be deployed in such circumstances. The full spectrum of Defence Forces personnel and equipment are available for deployment in response to any emergencies that may arise.
I am committed to ensuring that the Defence Forces continue to be equipped and trained to best international standards and that this position is kept under on-going review.
59. Deputy Bernard J. Durkan asked the Taoiseach and Minister for Defence the number of members of the Defence Forces serving overseas in various locations; and if he will make a statement on the matter. [3679/18]
Amharc ar fhreagraAs of 1 January 2018, Ireland is contributing 589 Permanent Defence Force personnel to 9 different missions throughout the world. The main overseas missions in which Defence Forces personnel are currently deployed are the United Nations Interim Force in Lebanon (UNIFIL) with 379 personnel, the United Nations Disengagement Observer Force (UNDOF) in Syria with 136 personnel.
Ireland has, in addition, pledged to the United Nations Peacekeeping Capability Readiness System to make certain additional capabilities (troops and equipment) available to the United Nations on request. Also, at the United Nations Defence Ministerial summit held in Vancouver in November 2017, Ireland pledged certain training capabilities for delivery in Ireland and in partner countries overseas. Any additional deployments will be subject to the provision of the Defence Acts and the triple lock as appropriate.
The overall current contribution of some 589 personnel to overseas missions reflects the Government’s continued commitment to the United Nations and to our responsibilities in the area of international peace and security.
Details of all personnel currently serving overseas are listed below.
Members of the Permanent Defence Force Serving Overseas
As of 1 st January 2018
UN MISSIONS
(I) UNIFIL (United Nations Interim Force in Lebanon) HQ- 30
UNIFIL 111th Infantry Battalion- 341
UNIFIL Sector West HQ - 8
(ii) UNTSO (United Nations Truce Supervision Organisation) Israel and Syria - 12
(iii) MINURSO (United Nations Mission for the Referendum in Western Sahara) - 3
(iv) MONUSCO (United Nations Stabilisation Mission in the Democratic Republic of the Congo) - 4
(v) UNDOF (United Nations Disengagement Observer Force) HQ (Yafour Damascus) - 1
UNDOF Staff Appointments (Camp Ziouani) - 5
UNDOF 56th Infantry Group (Camp Ziouani) -130
TOTAL - 534
UN MANDATED MISSIONS
(vi) EUFOR (EU-led Operation in Bosnia and Herzegovina) - 5
(vii) EUTM Mali (EU-Led Training Mission) - 20
(viii) KFOR (International Security Presence in Kosovo ) HQ - 12
(ix) OHQ/FHQ (Op Sophia HQ) - 3
TOTAL NUMBER OF PERSONNEL SERVING WITH UN MISSIONS - 574
ORGANISATION FOR SECURITY AND CO-OPERATION IN EUROPE (OSCE)
(I) Staff Officer, High Level Planning Group, Vienna - 1
TOTAL NUMBER OF PERSONNEL SERVING WITH OSCE - 1
EU MILITARY STAFF
Brussels - 4
MILITARY REPRESENTATIVES/ADVISERS/STAFF
(I) Military Adviser, Permanent Mission to UN, New York - 1
(ii) Military Adviser, Irish Delegation to OSCE, Vienna - 1
(iii) Military Representative to EU(Brussels) - 4
(iv) Liaison Officer of Ireland, NATO /PfP (Brussels) - 2
(v) EU OHQ Operation Althea, Mons, Belgium - 1
(vi) Irish Liaison Officer to SHAPE & Military Co-Op Division, Mons, Belgium - 1
TOTAL NUMBER OF DEFENCE FORCES PERSONNEL SERVING OVERSEAS - 589
64. Deputy Bernard J. Durkan asked the Taoiseach and Minister for Defence the extent to which women continue to be attracted to all branches of the Defence Forces; and if he will make a statement on the matter. [3684/18]
Amharc ar fhreagraAs of the 31st of December, 2017 the strength of the Permanent Defence Force stood at 9,173 Whole Time Equivalent (WTE) personnel. Of this some 6.6%, or 600 personnel, were female, broken down as follows:
- Army: 496 Female Personnel
- Air Corps: 34 Female Personnel
- Naval Service: 70 Female Personnel
The Government is committed to a policy of equal opportunity for men and women throughout the Defence Forces and to the full participation by women in all aspects of Defence Forces activities. This is underlined by a commitment in the Programme for Government to increase the level of female participation in the Defence Forces. In each of the two general service recruitment campaigns conducted in 2017, approximately 13% of the Applicants were female. The figure for cadet Applicants was approximately 15%.
One impediment in achieving greater numbers of women serving in the Defence Forces is the lack of women recruitment applicants relative to men which may be as a result of societal perception and attitudes to female soldiers and officers.
A number of specific initiatives have been implemented to increase the level of female participation such as the targeting of female websites as part of recruitment campaigns and visits to female schools by Defence Forces personnel to promote a career in the Defence Forces to women. Other initiatives include:
- The introduction of best practices in recruitment, such as the adjustment of physical standards for female applicants,
- Special consideration is paid to women as a target group for recruitment,
- A balanced composition between men and women on recruitment and selection boards,
- All promotions and career courses are open to both sexes on merit,
- A Gender Advisor has been appointed to promote gender equality policies and training within the Defence Forces.
The White Paper on Defence recognised a requirement to develop a Diversity and Inclusion Strategy and this, along with the associated Action Plan, has been achieved.
Notwithstanding the recent proactive initiatives, over the lifetime of the White Paper further projects will be progressed to ensure that the development and promotion of strategies that support increased female participation in the Defence Forces is continued. Such projects include:
- Developing further initiatives to encourage more women to apply for the Defence Forces and to increase female participation at all ranks.
- Conducting a survey to identify any impediments to the advancement of women in the PDF.
With the support of the Chief of Staff, I remain committed to maximising recruitment of both men and women to retain the capacity of the Defence Forces to operate effectively across all roles and to undertake the tasks laid down by Government, both at home and abroad.
65. Deputy Stephen S. Donnelly asked the Tánaiste and Minister for Foreign Affairs and Trade if the Government has put forward or plans putting forward specific policy proposals for phase two of the Brexit negotiations; and if he will make a statement on the matter. [3507/18]
Amharc ar fhreagraBased on the additional Guidelines on the Article 50 negotiations adopted by the European Council on 15 December 2017, work during phase 2 of the negotiations will focus on three distinct areas: completing work on the withdrawal issues and on drafting the Withdrawal Agreement; transitional arrangements and; preparatory work for discussions on the future EU-UK relationship.Ireland has clear positions across all three of these areas and I will continue to articulate these at the General Affairs Council (Art. 50) as well as during my bilateral contacts with EU counterparts and with the EU Chief Negotiator, Michel Barnier, in the coming weeks and months. Through the Permanent Representation in Brussels, Irish officials are engaging on a daily basis with the Commission Taskforce and with the relevant Article 50 preparatory bodies. Their work is being informed and prepared by the cross-Governmental coordination structures convened by my Department. As concerns the withdrawal issues, I welcome that the Guidelines agreed in December underline that negotiations in phase two can only progress as long as all commitments undertaken regarding citizens’ rights, the financial settlement and the Irish-specific issues during the first phase are respected in full and translated faithfully into legal terms as quickly as possible. A key focus in the coming weeks and months will therefore be on completing work on the withdrawal issues and on drafting the relevant parts of the Withdrawal Agreement.
It will also be important to maintain a clear focus on the unique challenges faced by Ireland and I welcome that all aspects of the Irish specific issues will continue to be worked on in a distinct stream of work in phase 2.
As concerns transitional arrangements, I welcome that these have been identified as an early priority in phase 2 and that the European Commission Taskforce proposed additional negotiating Directives on transitional arrangements on 20 December. These draft Directives, which propose a ‘status-quo’ transitional arrangement, are currently being discussed by the EU27 Member States with a view to their agreement at the General Affairs Council (Art. 50) on 29 January which I will attend. Once these additional negotiating directives are agreed by the Council, the Commission will be in a position to begin negotiations with the UK on this issue.
In the Guidelines of 15 December, the European Council also invited the Commission and the Council to continue preparations for the negotiations on the framework for the EU-UK future relationship with a view to agreeing additional Guidelines at the European Council on 22-23 March 2018. In this regard, I welcome that the Guidelines reaffirm the EU’s desire to establish a close partnership with the UK. This is in line with Ireland’s objective of having the closest possible relationship between the EU and the UK, including on trade. It is now important for the UK to provide further clarity on what it wants for the future relationship with the EU. The EU remains open to all options, in line with the principles agreed by the European Council.
In the coming weeks and months, Ireland will continue to work closely with its EU partners and the European Commission Task Force, and with the UK, to ensure the commitments made in phase one are delivered in full and that Ireland’s wider interests are protected and advanced in the EU’s approach to the negotiations on transitional arrangements and the future relationship. In the course of these engagements, as has been the case to date, Ireland will continue, in contacts with the Commission, the European Parliament and other member States, and in the structures of the Council of Ministers, to seek to deliver on our objectives and priorities for the Brexit negotiations. At the same time, I would stress that it is the Commission which is the Union’s negotiator, operating within the scope of the guidelines adopted by the European Council and the more detailed negotiating directives adopted by the General Affairs Council.
