Written Answers Nos 101-110
101. Deputy Thomas Byrne asked the Minister for Education and Skills his plans to provide the necessary funding for third level institutions; the amount identified in the Cassells report in this regard; and his views on the requirements for funding set out therein. [21834/18]
Amharc ar fhreagraHigher education is a central part of our plan as a Government to support a strong economy and deliver a fair society. The Report of the Expert Group on Future Funding (Cassells Report) which was published in July 2016, clearly outlines the funding challenges in the higher education sector and offers a number of potential policy approaches for consideration.
While Cassells deals with the medium and long term funding needs of higher education we also have to consider the immediate challenges. In advance of receiving the recommendations of the joint committee, the government has moved to increase funding into the sector. We have therefore prioritised this area in Budgets 2017 and 2018.
As a result, my Department is investing €100m more in higher education in 2018 compared to 2016. Separate to this is the provision which I have made for pay restoration costs in 2018. We will seek to build on this progress in Budget 2019. This additional funding will allow for targeted initiatives in higher education including skills programmes, performance and innovation funding, technological university development and apprenticeship costs in the sector. It will also allow for places to be provided for 2,100 additional students in 2018.
As part of Budget 2018, the Government decided to raise the National Training Fund levy by 0.1% in 2018 to 0.8% and by a further 0.1% in both 2019 and 2020. The increase in funding from the National Training Fund is a key strategic element of the overall funding increase for higher and further education.
In addition, In January I published an independent review of the current allocation model for funding higher education which provides a roadmap for transitioning towards a reformed funding model that is more transparent, consistent across higher education institutions, incentivises actions in key strategic areas such as research and STEM provision, and supports improved accountability while also respecting institutional autonomy.
This comprehensive approach is being taken in order to contribute to the development of a long-term sustainable funding model for the sector. As such, it will be important to build broad political and societal consensus on achieving the most appropriate future funding model and my Department and I continue to work to that end.
102. Deputy Thomas Byrne asked the Minister for Education and Skills if, in the context of a rearrangement of schools in locations (details supplied), extra supports will be provided to the schools concerned in view of the unique circumstances, particularly the split campus nature, of one of the schools. [21835/18]
Amharc ar fhreagraThe Department agreed to the proposed amalgamation of Scoil Bhride Girls and Scoil Phadraig Naofa and also the re-organisation of Presentation Primary School and St. Joseph’s CBS from the start of the school year 2018/19. The proposal was agreed subject to all 5 primary school including Scoil Oilibheir Naofa agreeing a Common Application and Enrolment Policy and having a commitment to grow naturally. The Patron also agreed to ensure that all schools will not act outside the remit of the Common Application and Enrolment Policy and on this basis, schools will not be allowed to develop at the expense of other schools.
My Department has, for the first time, introduced an objective, statistics based model for deciding which schools merit inclusion in the DEIS Programme, so that all stakeholders can have confidence that we are targeting extra resources at those schools with the highest concentrated levels of disadvantage. My Department will be in touch with the schools concerned shortly regarding DEIS status.
The criteria used for the allocation of teaching posts is published annually on the Department website. The key factor for determining the level of staffing resources provided at individual school level is the staffing schedule for the relevant school year and pupil enrolments on the previous 30 September.
The criteria for the appointment of an administrative deputy principal to a school, which are enrolment related, are set out in Appendix B of Circular, 0010/2018. There is no scope to deviate from these arrangements.
The staffing schedule operates in a clear and transparent manner and treats all similar types of schools equally irrespective of location.
The general approach taken in cases of amalgamation is that the existing staff of the pre-amalgamation schools can remain in the newly amalgamated school. Where this results in the newly amalgamated school having more staff than that warranted by the staffing schedule, a concessionary allocation is given to the school to allow all of the teachers remain in place. The concessionary post is only retained until such time as one of the existing cohort of teachers leaves the newly amalgamated school and, as such, is not a permanent allocation but is a temporary measure to assist in the amalgamation process.
103. Deputy Thomas P. Broughan asked the Minister for Education and Skills if a school (details supplied) in Dublin 13 will continue to have an administrative principal; and if he will make a statement on the matter. [21836/18]
Amharc ar fhreagraThe criteria used for the allocation of teaching posts is published annually on the Department website. The key factor for determining the level of staffing resources provided at individual school level is the staffing schedule for the relevant school year and pupil enrolments on the previous 30 September.
The criteria for the appointment of an administrative principal to a school, which are enrolment related, are set out in Appendix B of Circular, 0010/2018. The school referred to by the Deputy does not meet this criteria. There is no scope to deviate from these arrangements.
The staffing schedule operates in a clear and transparent manner and treats all similar types of schools equally irrespective of location.
104. Deputy Michael Moynihan asked the Minister for Education and Skills the status of an application by a school (details supplied) for the replacement of a portakabin; if the application will be expedited in view of the need for extra accommodation at the school; and if he will make a statement on the matter. [21860/18]
Amharc ar fhreagraI can confirm to the Deputy that my Department is in receipt of an application from the school referred to for the replacement of prefabricated accommodation. The application is currently under consideration and my Department will be in direct contact with the school authorities when the assessment process has concluded.
105. Deputy Jackie Cahill asked the Minister for Education and Skills if he will meet with a group (details supplied) to discuss issues regarding the rules governing the allocation of release days to teaching principals; and if he will make a statement on the matter. [21916/18]
Amharc ar fhreagraCircular 12/2016, which is available on the Department website, outlines the number of days that teaching principals may take as release time in a school year in order to assist them fulfilling their principal duties. Under these arrangements my Department pays for a substitute teacher to be employed by a school to facilitate administrative functions to be undertaken by the teaching principal. Under the current arrangements the number of days that principal teachers may take as release time in each school year ranges between 15 and 25 days depending on the size of the school.
Building on measures in previous budgets to enhance school leadership, Budget 2018 made €0.4 million available to fund additional release days for teaching principals in primary schools. This additional funding will see an increase in the number of release days available to teaching principals in the 2018/19 school year.
Enabling teaching principals to have one release day per week would cost approximately €12 million per annum.
I recently announced an extension to the arrangements for schools with teaching principals to cluster their release days into full-time posts, with one teacher covering the release days of all the schools in the cluster. Up to 50 principal release cluster posts will be put in place for the 2018/19 school year. Such arrangements will provide consistency in substitute cover and allow principals to plan their administrative days effectively.
Any invitations or meeting requests can be forwarded to diary@education.gov.ie and they will be considered.
106. Deputy Billy Kelleher asked the Minister for Education and Skills if his Department is preparing or has completed a formal application to the European Commission seeking an adaptation to the European Globalisation Adjustment Fund to enable it to be used and ensure exposed companies can avail of grant aid from the economic fallout of Brexit. [21976/18]
Amharc ar fhreagraThe European Globalisation Adjustment Fund (EGF) is an EU co-funding instrument to assist workers who are made redundant as a result of globalisation or due to a global financial and economic crisis. To be eligible for assistance there must be at least 500 redundancies in a specific company (including suppliers / downstream producers) in a 4 month period, or at least 500 redundancies in a specific sector in a 9 month period. In small labour markets or in exceptional circumstances, applications can be made where the minimum threshold number of redundancies is not entirely met and the Member State can substantiate that there is a serious impact on employment and the local, regional or national economy.
The package of measures that can be co-financed by the EGF include personalised active labour market measures targeted at the redundant workers. Before an application for EGF assistance can be submitted to the EU Commission, the redundancies in question must have been announced by the enterprise(s) concerned.
While the EGF could potentially assist workers made redundant following Brexit, there is no scope under the existing regulatory framework for the EGF to be used to support companies at risk. There are a range of measures being put in place to support companies impacted by Brexit, such as the Brexit Loan Scheme, the Brexit SME Scorecard and the Be Prepared Grant. The Department of Business, Enterprise and Innovation are examining the potential for a new longer-term Business Investment Loan Scheme while the EU Commission has approved a rescue and restructuring scheme which can be drawn on in exceptional circumstances for companies severely affected by Brexit.
107. Deputy Fiona O'Loughlin asked the Minister for Justice and Equality the position regarding the right to work of non-EEA citizens here who are partners or spouses of Irish citizens. [21737/18]
Amharc ar fhreagraI am assuming that the Deputy is referring to non-EEA nationals who have applied to come to Ireland or remain here by virtue of being a spouse or partner of an Irish national and not by any other basis. I am advised by the Irish Naturalisation and Immigration Service (INIS) of my Department that immediate family members of Irish citizens who apply and are granted immigration status by INIS through the family reunification process have the right to work without employment permits and to establish or manage/operate a business in the State. They should receive a "stamp 4" immigration permission. Further details of the relevant Domestic Residence Schemes can be found on the INIS website under the heading of‘Family, spouses & partners’ at http://www.inis.gov.ie/en/INIS/Pages/immigration-permissions.
Queries in relation to the status of individual immigration cases may be made directly to the INIS of my Department by e-mail using the Oireachtas Mail facility, which has been specifically established for this purpose. This service enables up to date information on such cases to be obtained without the need to seek information by way of the Parliamentary Questions process. The Deputy may consider using the e-mail service except in cases where the response from the INIS is, in the Deputy’s view, inadequate or too long awaited.
108. Deputy Pearse Doherty asked the Minister for Justice and Equality the methodology used by the Garda Training College for the purpose of determining the allocation of new Garda recruits to Garda divisions and individual Garda stations; and if he will make a statement on the matter. [21780/18]
Amharc ar fhreagra109. Deputy Pearse Doherty asked the Minister for Justice and Equality the criteria employed for the purpose of determining if a Garda station can be assigned new Garda recruits; if the number of existing gardaí employed at a station, station grade, vehicle numbers and so on are all discernible factors which are taken into account when making such a decision; and if he will make a statement on the matter. [21781/18]
Amharc ar fhreagraI propose to take Questions Nos. 108 and 109 together.
As the Deputy will appreciate, it is the Garda Commissioner who is responsible for the distribution of resources, including personnel, among the various Garda Divisions and I, as Minister, have no direct role in the matter. Garda management keeps this distribution of resources under continual review in the context of crime trends and policing priorities so as to ensure that the optimum use is made of these resources.
I am informed by the Commissioner that in regard to the deployment of Garda personnel, a distribution model is used which takes into account all relevant factors including population, crime trends and the policing needs of each individual Garda Division. Where a deficiency in resources is identified the matter is considered fully and addressed accordingly. In addition, as the Deputy will appreciate, in order to deliver an effective policing service, it is essential that Garda management have the flexibility to deploy Garda resources to meet operational policing needs and address critical issues as they arise. For this reason, the number of Garda available in any one Garda Station on a particular day is subject to the operational requirements of the overall Division.
I am further informed that the Cohort model of resource allocation is currently utilised for the allocation of personnel within An Garda Síochána, including newly attested probationer Gardaí from the Garda College. The allocation and transfer of Garda Personnel using the Cohort Model is determined by a number of factors, including crime and non-crime workload, minimum establishment, population, area, policing arrangements, operational strategies and transfers applications, including welfare issues. When allocations are taking place, comprehensive consultation is carried out with Local Management during which all factors are taken into consideration. Where a deficiency in resources is identified the matter is considered fully and addressed accordingly.
In relation to the allocation of newly attested Gardaí is concerned, it is important to keep in mind that they have a further 16 months of practical and classroom based training to complete in order to receive their BA in Applied Policing. To ensure that they are properly supported and supervised and have opportunities to gain the breadth of policing experience required, the Commissioner's policy is to allocate them to specially designated training stations which have the required training and development structures and resources in place, including trained Garda tutors and access to a permanently appointed supervisory Sergeant who is thoroughly familiar with their responsibilities under the training programme.
I am further informed by the Commissioner that while not all Garda Stations are training stations it is important to note that the allocation of probationer Gardaí to a Divisional training station facilitates the reassignment of Gardaí to other stations within the Division, if required, by the Divisional Officer.
110. Deputy Pearse Doherty asked the Minister for Justice and Equality the number of new Garda recruits assigned to each Garda division in each of the years from 2012 to 2017, inclusive, and to date in 2018, in tabular form; and if he will make a statement on the matter. [21782/18]
Amharc ar fhreagraAs the Deputy will appreciate, the Garda Commissioner is responsible for the distribution of resources, including personnel, among the various Garda Divisions and I, as Minister, have no direct role in the matter. Garda management keeps this distribution of resources under continual review in the context of crime trends and policing priorities so as to ensure that the optimum use is made of these resources.
I am informed by the Commissioner that in regard to the deployment of Garda personnel, a distribution model is used which takes into account all relevant factors including population, crime trends and the policing needs of each individual Garda Division. Where a deficiency in resources is identified the matter is considered fully and addressed accordingly.
I am further informed by the Commissioner that on the 30 April 2018, the latest date for which figures are readily available, the strength of An Garda Síochána was 13,632. There are also 562 Garda Reserves and more than 2,280 civilians attached to An Garda Síochána.
This Government is committed to ensuring a strong and visible police presence throughout the country in order to maintain and strengthen community engagement, provide reassurance to citizens and to deter crime. To achieve this the Government has put in place a plan for an overall Garda workforce of 21,000 personnel by 2021 comprising 15,000 Garda members, 2,000 Reserve members and 4,000 civilians. We are making real, tangible progress on achieving this goal.
Since the reopening of the Garda College in September 2014, just under 1,800 recruits have attested as members of An Garda Síochána and have been assigned to mainstream duties nationwide. Garda numbers, taking account of retirements, increased to 13,551 at the end of 2017 – a net increase of over 600 since the end of 2016.
I am pleased that funding is in place to maintain this high level of investment in the Garda workforce to ensure that the vision of an overall workforce of 21,000 by 2021 remains on track. This year a further 800 new Garda Recruits will enter the Garda College, some 400 of whom have already done so. In total, 800 Garda trainees are scheduled to attest during the year which will see Garda numbers, taking account of projected retirements, reach 14,000 by the end of this year.
In addition, a further 500 civilians will also be recruited to fill critical skills gaps across the organisation and to facilitate the redeployment of Gardaí from administrative and technical duties to front-line operational duties. There are plans to strengthen the Garda Reserve with new Reserves expected to commence training in 2018.
In so far as the allocation of newly attested Gardaí is concerned, this is a matter for the Commissioner. I am assured by the Commissioner that the needs of all Garda Divisions are fully considered when determining the allocation of resources. However, it is important to keep in mind that newly attested Gardaí have a further 16 months of practical and classroom based training to complete in order to receive their BA in Applied Policing. To ensure that they are properly supported and supervised and have opportunities to gain the breadth of policing experience required, the Commissioner's policy is to allocate them to specially designated training stations which have the required training and development structures and resources in place, including trained Garda tutors and access to a permanently appointed supervisory Sergeant who is thoroughly familiar with their responsibilities under the training programme.
This focus on investment in personnel is critical. The moratorium on recruitment introduced in 2010 resulted in a significant reduction in the strength of An Garda Síochána. We are now rebuilding the organisation and providing the Commissioner with the resources needed to deploy increasing numbers of Gardaí across every Division.
Due to the moratorium on recruitment there were no attestations in the period 2012-2014. For the Deputy's information I have set out in the following table the Garda Divisions to which new recruits have been allocated from 2015 to date in 2018 as advised by the Commissioner:
Probationer Garda Allocations by Division - 2015 to 2018
|
DIVISION |
2015 |
2016 |
2017 |
2018 |
Total |
|
D.M.R. EAST |
9 |
19 |
37 |
5 |
70 |
|
D.M.R. NORTH |
19 |
34 |
70 |
17 |
140 |
|
D.M.R. NORTH CENTRAL |
22 |
44 |
69 |
35 |
170 |
|
D.M.R. SOUTH |
19 |
33 |
66 |
18 |
136 |
|
D.M.R. SOUTH CENTRAL |
21 |
42 |
78 |
19 |
160 |
|
D.M.R. WEST |
29 |
35 |
73 |
18 |
155 |
|
KILDARE |
14 |
19 |
47 |
5 |
85 |
|
LAOIS / OFFALY |
9 |
20 |
42 |
5 |
76 |
|
MEATH |
5 |
19 |
30 |
5 |
59 |
|
WESTMEATH |
5 |
5 |
22 |
0 |
32 |
|
WICKLOW |
7 |
19 |
5 |
31 |
|
|
CAVAN / MONAGHAN |
10 |
8 |
22 |
13 |
53 |
|
DONEGAL |
10 |
5 |
13 |
4 |
32 |
|
LOUTH |
10 |
17 |
34 |
8 |
69 |
|
SLIGO / LEITRIM |
5 |
5 |
8 |
0 |
18 |
|
KILKENNY/CARLOW |
9 |
10 |
30 |
4 |
53 |
|
TIPPERARY |
5 |
14 |
21 |
4 |
44 |
|
WATERFORD |
14 |
10 |
30 |
7 |
61 |
|
WEXFORD |
14 |
10 |
34 |
6 |
64 |
|
CORK CITY |
7 |
5 |
26 |
10 |
48 |
|
CORK NORTH |
0 |
5 |
15 |
0 |
20 |
|
CORK WEST |
5 |
15 |
0 |
20 |
|
|
KERRY |
9 |
0 |
17 |
3 |
29 |
|
LIMERICK |
9 |
17 |
18 |
9 |
53 |
|
CLARE |
10 |
5 |
10 |
4 |
29 |
|
GALWAY |
5 |
5 |
10 |
2 |
22 |
|
MAYO |
5 |
14 |
0 |
19 |
|
|
ROSCOMMON / LONGFORD |
|
5 |
10 |
0 |
15 |
|
Totals |
286 |
391 |
880 |
206 |
1763 |
