Dáil Éireann Debate, Wednesday - 3 October 2018
63. Deputy Jack Chambers asked the Taoiseach and Minister for Defence his views on the fact that Army units are being forced to operate with less than 50% of their commissioned officer ranks; his further views on whether this compromises command, safety, governance and well-being of those who serve; and if he will make a statement on the matter. [40003/18]
Amharc ar fhreagraThe 2015 White Paper on Defence commits to maintaining the strength of the Permanent Defence Forces at 9,500 personnel, comprising of 7,520 Army, 886 Air Corps and 1,094 Naval Service.
The whole time equivalent strength of the Permanent Defence Force for the end of September is estimated at 9,000 personnel which includes the 95th Cadet Class of 85 recruits which was inducted on the 24th September.
The 9,500 establishment provides for the full staffing of each Unit within the Defence Forces organisational structures. The strength versus establishment for each Unit is determined by the extent to which vacancies within the establishment for each Unit is filled. There are vacancies across most Units and recruitment efforts are underway to address those vacancies.
As of 31 August 2018, the number of whole-time equivalent officers was 1,115 representing 90.4% of the agreed establishment strength of 1,233 officers. The suggestion that there are 50% vacancies in Officers in Units is clearly at variance with these figures.
In this context, personnel deployed from Units or engaged in development training should not be confused with vacancies. Units are maintained in order that personnel can deploy, not for Units to remain fully manned in barracks. The Defence Forces have always drawn personnel from Units for overseas service and other deployments, and personnel also engage in training on an ongoing basis. Such commitments can result in Permanent Defence Force personnel normally garrisoned in a Barracks not being present at a particular moment in time, but present on other occasions.
The Permanent Defence Force has a higher level of turnover than other areas of the Public Service and this is a feature of military organisations. This is not a new development, although there are recruitment and retention challenges, particularly with regard to certain specialists. Under my direction, these issues have been raised with the Public Service Pay Commission, which is currently further examining these matters. Additionally there is ongoing recruitment and a range of alternative recruitment approaches are being developed.
I have brought forward a White Paper project to examine skills gaps across the Defence Forces. This will provide an opportunity to examine any gaps arising across the Defence Forces and to bring forward recommendations having regard to work practices, training practices and other issues arising.
The manpower requirement of the Defence Forces is 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 organisation both at home and abroad.
With the support of the Chief of Staff and within the resources available, it is intended to retain the capacity of the Defence Forces to operate effectively across all roles and to undertake both the home and overseas tasks laid down by Government.
