Written Answers Nos. 68-85
69. Deputy Clare Daly asked the Taoiseach and Minister for Defence if he is satisfied that the Naval Service has sufficient operationally deployable personnel and resources to carry out sea fisheries protection duties effectively in view of the decline in sightings and boardings to July 2018 relative to previous years. [40028/18]
Amharc ar fhreagra79. Deputy Clare Daly asked the Taoiseach and Minister for Defence if the Naval Service has sufficient capacity in terms of personnel to fulfil its sea fisheries protection duties as well as maintaining the participation of a ship in Operation Sophia; and if he will make a statement on the matter. [40029/18]
Amharc ar fhreagraI propose to take Questions Nos. 69 and 79 together.
As the Deputy may be aware, the main day to day role of the Naval Service is to provide a fishery protection service in accordance with the State's obligations as a member of the European Union.
To this end, the Sea Fisheries Protection Authority (SFPA) has a Service Level Agreement with the Department of Defence. This is intended to ensure efficient enforcement of sea-fisheries law at sea through the support provided by the Naval Service and the Air Corps. In accordance with this Agreement, the 2018 Annual Control Plan includes a target range of between 1,090 and 1,267 patrol days. The Naval Service is working in close cooperation with the SFPA in relation to a re-emphasis of a risk based approach to fishery protection to better utilise national resources - that is, delivering fewer boardings but of a much higher quality. The detention of a Spanish registered fishing Vessel recently for alleged infringements relating to the removal of shark fins is one example of this approach working.
The Naval Service deployment to the Mediterranean is factored into the overall Patrol Plan. Notwithstanding some mechanical and staffing restrictions experienced at present, the Naval Service continues to fulfil all roles assigned by Government, including fishery protection, security operations and other policies, including a deployment in the Mediterranean.
71. Deputy Aengus Ó Snodaigh asked the Taoiseach and Minister for Defence his views on whether the current level of turnover in the Defence Forces is dysfunctional; and his plans to address same. [39962/18]
Amharc ar fhreagraGiven the unique and demanding nature of military life, it is understandable that there is a relatively high level of turnover among Defence Forces personnel. This is not a new phenomenon and the Permanent Defence Force has always had a level of turnover that exceeds other areas of the public service. This is a feature of military organisations worldwide and is not unique to Ireland.
The selective use of short-term statistics in relation to turnover can be misleading and confusing. Based on figures provided to me by the military authorities, the overall numbers departing the Permanent Defence Force in recent years are broadly consistent with the long term trends.
However there are some exceptions and as the Deputy will be aware, under my direction, the Department brought the issue of recruitment and retention of certain specialists to the attention of the Public Service Pay Commission. The Government will study any recommendations arising from the Public Service Pay Commission when they are published.
To address vacancies in these specialist positions, I have initiated a range of actions including a new scheme to provide for former members of the Permanent Defence Force, who retain required specialist skills, to re-enter the Defence Forces. Additionally the scope to further expand direct entry of personnel with specialist skills is being considered.
Applicants from the general service recruitment campaign held earlier this year will be inducted between September and end November. A second general service recruitment campaign was launched on 10 September 2018 and will close on 7 October 2018.
The pay of the Defence Forces is also increasing in accordance with public sector pay agreements. The pay of a newly qualified 3 star Private has increased by 25% in the last twelve months and at €27,257 is very favourable when compared to entry rates across the public service. The starting rates for newly qualified Officers is €35,000 and for new graduate Officers is in excess of €40,000. These amounts are inclusive of Military Service Allowance. This compares favourably to the average starting pay for graduates across other sectors of employment.
By the end of the current public service pay agreement the pay of all public servants, including members of the Defence Forces, earning under €70,000 per annum will be restored to pre-FEMPI levels. The restoration of cuts to military allowances will also be considered in the context of the agreement.
New entrants to the Defence Forces will benefit from the measures which were recently announced in relation to amendments to the pay scales for new entrant public servants recruited since January 2011.
I remain committed to ensuring that the Defence Forces retain the capacity to operate effectively across all roles required of them by Government at home and overseas.
72. Deputy Gino Kenny asked the Taoiseach and Minister for Defence if his attention has been drawn to the hardship experienced by members of the Defence Forces as a result of poor pay and conditions; if he will recognise and engage with a group (details supplied) as a trade union; and if he will make a statement on the matter. [39912/18]
Amharc ar fhreagraSimilar to other areas of the public service, the pay of Permanent Defence Force personnel was reduced during the financial crisis.
The recovery in the economy has afforded the opportunity for the Government to begin the restoration of pay to all public servants. Defence Forces pay is continuing to increase in accordance with public sector pay agreements. The focus of these increases is weighted in favour of those on lower pay.
Members of the Permanent Defence Force have received the pay increases due under the Lansdowne Road Agreement. In addition in 2017, following negotiations with PDFORRA improved pay scales for general service recruits and privates, who joined the Permanent Defence Force post 1 January 2013, were implemented.
The Public Service Stability Agreement 2018-2020 provides for increases in pay ranging from 6.2% to 7.4% over the lifetime of the Agreement. The first increase due from 1 January 2018 has been paid to Permanent Defence Force personnel and a second increase is due to be applied from 1 October 2018. Further increases in pay are scheduled for 2019 and 2020.
By the end of the current Public Service Pay agreement the pay of all public servants (including members of the Defence Forces), earning under €70,000 per annum, will be restored to pre FEMPI levels. The restoration of the 5% reduction to allowances cut under FEMPI is also scheduled in the agreement.
New entrants to the Defence Forces will also benefit from the measures which were recently announced in relation to amendments to the pay scales for new entrant public servants recruited since January 2011.
The Public Service Pay Commission was established to provide objective advice to Government in relation to Public Service remuneration policy. In 2017, under my direction, the Department of Defence brought issues of recruitment and retention in the Defence Forces to the attention of the Public Sector Pay Commission (PSPC). As a direct result of that initiative the PSPC is conducting an in-depth evidence based examination of those issues.
The Department of Defence has provided data as requested by the PSPC for consideration. The Commission's work is on-going. The Department of Defence will continue to engage with the Public Service Pay Commission throughout the process and will give due consideration to the findings and recommendations that arises from the work of the Commission.
The Defence (Amendment) Act 1990 and Defence Force Regulations S6 provided for the establishment of representative associations for members of the Permanent Defence Force. The associations that have since been established are RACO (for commissioned officers) and PDFORRA (for enlisted personnel).
The scheme of Conciliation and Arbitration (C&A) for members of the Permanent Defence Force provides a formal mechanism for the determination of claims and proposals from the Permanent Defence Force Representative Associations relating to remuneration and conditions of service.
Having regard to the many changes in the industrial relations landscape since the C&A scheme for members of the Permanent Defence Force began, I considered it appropriate to conduct a fundamental review of the scheme, at this time, to ensure that it remains efficient and effective for all parties.
I appointed Mr. Gerard Barry to chair the review. I received Mr. Barry's report last week and I am considering the findings and recommendations. While I asked Mr. Barry to consider the issue of the representative associations affiliating with ICTU in the course of his review, there are no plans to provide full trade union rights to the Permanent Defence Force representative associations.
75. Deputy Clare Daly asked the Taoiseach and Minister for Defence if a review of Defence Forces human resources strategies has been completed in line with the commitment in the White Paper on Defence 2015 to do so (details supplied); the recommendations of that review in regard to dealing with the recruitment and retention crisis in the Defence Forces; and the recommendations made in regard to addressing the increased workload of remaining members caused by vacancies in the Defence Forces. [40030/18]
Amharc ar fhreagraThe White Paper on Defence sets the defence policy agenda for the next ten years. As a subset of the totality of the work being carried out to implement the White Paper, nearly 90 actions or projects were specifically identified. The extract on page 73 (Chapter 7) of the White Paper, to which the Deputy refers, does not relate to an individual review but rather encompasses the 29 White Paper projects identified as pertaining to Chapter 7.
Of these 29 projects, work has been initiated and is underway on 11 projects. These projects range from a commissioning from the ranks programme to a project aimed at developing further initiatives to encourage more women to apply for the Defence Forces & participate at all ranks. A gap analysis of skills sets in the Permanent Defence Forces has also been brought forward.
Implementation of all remaining projects will be carried out on a phased basis over the remainder of 10 year programme period. This process is being kept under review and will be subject to change as issues arise and other business dictates.
Other HR reviews and revision, outside of these 29 projects, have been undertaken, i.e. the criteria for extending service beyond twelve years have been revised and an examination of retirement ages for enlisted personnel has been prioritised. The effect of the application of the Working Time Directive to the Defence Forces is expected to be a consideration in any review of Defence Forces Human Resources strategy. Furthermore the military authorities have introduced additional initiatives to enhance work-life balance and this is also to be welcomed.
Last year I initiated a review of the C&A Scheme for the Permanent Defence Force and I have recently received the report from the independent chair, Mr. Gerard Barry. I am currently reviewing the recommendations contained therein and I look forward to engaging fully with all parties in progressing reforms to the existing Scheme.
76. Deputy Martin Heydon asked the Taoiseach and Minister for Defence the engagement between his Department and Kildare County Council regarding ongoing land management and maintenance of the Curragh Plains. [40066/18]
Amharc ar fhreagraAs the Deputy will be aware, both the Department of Defence and Kildare County Council are members of the Curragh Forum which was established in March 2016 and provides "stakeholders with an opportunity for the consideration / progress of a wide range of issues regarding the use, management and long term development of the Curragh Plains".
My Department met with Kildare County Council on 18 September 2018 to discuss the vision paper commissioned by the Council reflecting on the potential of the Curragh Plains and to highlight some of the challenges currently faced in the management of the Plains.
The Department and Kildare County Council are currently exploring the potential for collaboration on addressing issues and identifying opportunities for the improved management and presentation of the Plains.
To this end, the Department has confirmed its support of Kildare County Council's recent application for funding from the Rural Regeneration and Development Fund, administered by the Department of Rural and Community Development, to appoint a multidisciplinary consultancy team in order to examine the current and future challenges arising for the Curragh Plains, in the context of the conservation & management of the Curragh Plains and the scope for branding and the development potential as a high value visitor and cultural amenity attraction.
77. Deputy Jack Chambers asked the Taoiseach and Minister for Defence his views on the fact that Air Corps air traffic control continues to operate on restricted timelines due to inadequate trained manning levels. [40002/18]
Amharc ar fhreagraAs with other areas of the public service, challenges have arisen in relation to the recruitment and retention of personnel in particular areas of expertise. The loss of experienced personnel is driven by a range of factors, including the availability of attractive job opportunities in the wider economy.
The Air Corps is experiencing a shortage of trained Air Traffic Control (ATC) personnel which has necessitated a reduction in operating hours. Actions are underway to return to previous levels of ATC services. ATC training is taking place. Options to ensure the longer term sustainability of ATC services in Baldonnel are also being identified.
It is important to note that while actions are underway, there is a requirement to continue to build the capacity of the Air Corps and it will take some time for a return to previous levels of capability.
78. Deputy Clare Daly asked the Taoiseach and Minister for Defence if he has made a submission to the Public Service Pay Commission; and if not, the reason for the delay in making this submission. [40031/18]
Amharc ar fhreagra82. Deputy Fergus O'Dowd asked the Taoiseach and Minister for Defence the status of submissions relating to his Department made to the Public Service Pay Commission; and if he will make a statement on the matter. [39924/18]
Amharc ar fhreagraI propose to take Questions Nos. 78 and 82 together.
The Public Service Pay Commission was established to provide objective advice to Government in relation to Public Service remuneration policy. In 2017, under my direction, the Department of Defence brought issues of recruitment and retention in the Defence Forces to the attention of the Public Sector Pay Commission (PSPC). As a direct result of that initiative the PSPC is now beginning an in-depth evidence based examination of those issues.
The Department of Defence has provided data as requested by the PSPC, for consideration. This data was sourced by a civil-military working group. The Commission's work is ongoing and I am aware that the Commission has surveyed certain members of the Defence Forces. It was assisted in this regard my military management.
My Department will continue to engage with PSPC throughout the process and due consideration will be given to the findings and recommendations that arise from the work of the Commission.
80. Deputy Clare Daly asked the Taoiseach and Minister for Defence if he is satisfied that the systems and structures in place to encourage and facilitate the promotion of female officers and ratings to higher ranks within the Naval Service are adequate in view of the fact that no female chief petty officer has been appointed since 1995. [40027/18]
Amharc ar fhreagraThe Defence Forces are an inclusive, equal opportunity organisation that encourages participation of women at all levels. All promotion competitions are open to female members of the Naval Service and, while no female personnel have been promoted to the rank of Chief Petty Officer in the Naval Service to date, female Petty Officers have competed in the competitions.
Such competitions are merit based and the gender of the candidate plays no role in the selection process. They are competency based competitions and require candidates to meet qualifying criteria as laid down in the promotion agreements.
The Defence Forces are committed to promoting equality in all aspects of their work and this is clearly set out in the Defence Forces Equality Policy, which commits to ensuring that the principles of equality are adhered to in all its employment policies, procedures, instructions and regulations. A Gender Advisor has been appointed to promote gender equality policies and training within the Defence Forces.
A Women's Network was established in 2016 and its aim is to support women in their work and to lead to their greater participation at all levels. There are also 30 trained facilitators within the Defence Forces which conduct female-only meetings in order to allow women to explore gender equality and military professional themes in an atmosphere of confidentiality and trust.
In addition, the Naval Service has a Female Forum, for all ranks, that meets regularly to discuss issues relevant to female personnel in the Naval Service and to develop a network to extend support opportunities and enhance their naval experience.
Career advice and mentoring is provided to all Naval Service Personnel through Branch Warrant Officers and the Naval Service HR Officer.
Notwithstanding these 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
81. Deputy Brendan Smith asked the Taoiseach and Minister for Defence his plans to recruit personnel to the Permanent Defence Force; and if he will make a statement on the matter. [40057/18]
Amharc ar fhreagraThere are significant recruitment opportunities available in the Permanent Defence Force, at both enlisted and officer level, for eligible individuals who wish to have a rewarding and positive career in service to the State. General service recruitment campaigns, an officer cadetship competition, a competition for Air Corps apprentices and a competition for instrumentalists in the DF School of Music were all undertaken in 2018.
In addition, the Defence Forces Medical Corps are currently accepting applications from suitably qualified medical doctors and the Naval Service has a number of opportunities for Bridge Watch-keeping Officers (Operations Branch), Marine Engineering Officers and Electrical Engineer Officers.
Arising from the general service recruitment campaign held earlier this year, new recruits are being inducted between September and November. The 95th Cadet Class of 85 recruits was inducted on the 24th September.
A second general service recruitment campaign was launched on 10 September 2018 and will close on 7 October 2018. This will provide recruits for Q1/Q2 of 2019.
The position will be reviewed towards the end of 2018 and recruitment plans for 2019 will then be finalised.
83. Deputy Bríd Smith asked the Taoiseach and Minister for Defence his plans to deal with the outstanding issues of low pay across the Defence Forces; and if he will make a statement on the matter. [40062/18]
Amharc ar fhreagraThe Defence Forces continue to offer excellent career prospects with opportunities for lifelong learning and self development for new and serving members.
Similar to other sectors in the public service, the pay of Permanent Defence Force personnel was reduced as one of the measures to assist in stabilising national finances during the financial crisis.
Pay is being restored to members of the Defence Forces and other public servants in accordance with public sector pay agreements. The focus of these increases is weighted in favour of those on lower pay.
Members of the Permanent Defence Force have received the pay increases due under the Lansdowne Road Agreement. In addition in 2017, following negotiations with PDFORRA improved pay scales for general service recruits and privates, who joined the Permanent Defence Force post 1 January 2013, were implemented.
The Public Service Stability Agreement 2018-2020 provides for increases in pay ranging from 6.2% to 7.4% over the lifetime of the Agreement. The first increase due from 1 January 2018 has been paid to Permanent Defence Force personnel and a second increase is due to be applied from 1 October 2018. In fact enlisted members of the Permanent Defence Force will see the increase in today's wage packet. Further increases in pay are scheduled for 2019 and 2020.
By the end of the current Public Service Pay agreement the pay of all public servants (including members of the Defence Forces), earning under €70,000 per annum, will be restored to pre FEMPI levels. The restoration of the 5% reduction to allowances cut under FEMPI is also scheduled in the agreement.
New entrants who joined the Defence Forces since 2011 will also benefit from the measures which were recently announced in relation to amendments to the pay scales for all such new entrants to the public servants. This amendment should it be accepted by the Representative Associations will be effective from 1 March 2019.
The Public Service Pay Commission was established to provide objective advice to Government in relation to Public Service remuneration policy. In 2017, under my direction, the Department of Defence brought issues of recruitment and retention in the Defence Forces to the attention of the Public Sector Pay Commission (PSPC). As a direct result of that initiative the PSPC is conducting an in-depth evidence based examination of those issues.
The Department of Defence has provided comprehensive data, as requested by the PSPC, for consideration. This data was sourced by a joint civil-military group. The Commission's work is on-going. I am aware that the Commission has been surveying members of the Defence Forces and have been facilitated in doing this by Defence Forces military management. The Department of Defence will continue to engage with the Public Service Pay Commission throughout the process and will give due consideration to the findings and recommendations that arise from the work of the Commission.
84. Deputy Jack Chambers asked the Taoiseach and Minister for Defence if regulations that exclude members of the Defence Forces from participating in marches or parades will be reviewed; and if he will make a statement on the matter. [39999/18]
Amharc ar fhreagraGiven the unique roles assigned to the Defence Forces, there are a range of restrictions that apply to members of the Defence Forces relating to political and industrial relations matters.
Section 103 of the Defence Act prohibits members of the Permanent Defence Force from membership of, or subscription to, any political organisation or society; DFR A9 prohibits participation by uniformed members of the Defence Forces in any demonstration, meeting or function of a political character; DFR A7 prohibits at any time unauthorised communications that pertain to service matters by members of the Defence Forces. Members of the Defence Forces are also prohibited from striking. There are no plans to review this legislation.
In recognition of these restrictions, there is a statutory based system of representation and a dedicated conciliation and arbitration scheme which provides the framework for claims regarding pay and conditions for members of the Permanent Defence Force. Under these arrangements PDFORRA and RACO are the representative bodies for members of the Permanent Defence Force. In addition, there is also statutory provision for dealing with complaints by members of the Defence Forces including a dedicated Ombudsman for the Defence Forces.
The Department of Defence, the Department of Public Expenditure and Reform and military management continue to fully engage with PDFORRA and RACO through the C&A scheme on matters relating to pay and conditions.
85. Deputy Aengus Ó Snodaigh asked the Taoiseach and Minister for Defence if all decisions made under the conciliation and arbitration scheme for the Defence Forces have been implemented; and the reason for the delay in implementing outstanding decisions. [39961/18]
Amharc ar fhreagraThe Conciliation and Arbitration scheme for members of the Permanent Defence Force (PDF) provides a formal mechanism for the PDF representative associations, i.e. RACO and PDFORRA, to engage with the Official side. Having regard to commitments under national public service pay agreements, the representative associations can make representations in relation to the pay and conditions of their members. Where agreement is not reached, it is open to both official and representative sides to refer the matter to an Adjudicator or an Arbitration Board.
There are a number of outstanding adjudication findings across the public service, including the Defence Forces, which cannot be implemented at this time having regard to the provisions of the Financial Emergency Measures in the Public Interest Act, 2009-2015.
The Public Service Stability Agreement 2018-2020, provides for consideration of a process to address any outstanding adjudications, having due regard to the question of their continued validity and cost implications. The process to initiate discussions in this regard has commenced.
