Tuesday, 11 May 2021

Written Answers Nos. 421-440

Defence Forces

Ceisteanna (421)

Patricia Ryan

Ceist:

421. Deputy Patricia Ryan asked the Minister for Defence the steps he is taking to address the low pay of enlisted personnel in the Defence Forces; and if he will make a statement on the matter. [24412/21]

Freagraí scríofa

Minister for Defence

A career in the Defence Forces offers a range of benefits, which includes pay and significant training and education and career developpment opportunities. As the Deputy will be aware Public Service pay policy is determined by the Department of Public Expenditure and Reform having regard to Public Sector Pay Agreements. The Department of Defence does not have discretion to award separate pay increases.

The stabilisation of the national finances following the financial crisis has led to improvements within the economy which have allowed the Government to restore pay to members of the Defence Forces and other public servants in accordance with public sector pay agreements. The focus of these increases has been weighted in favour of those on lower pay and pay rates for newly qualified members of the Defence Forces remain competitive when compared to other areas within the Public Service and the Private Sector.

The Defence Forces have received pay increases in line with the Public Service Stability Agreement 2018-2020, the most recent of which was a 2% increase on annualised salaries from 1st October 2020.

The restoration of the 5% cut in allowances imposed under the Financial Emergency in the Public Interest (FEMPI) legislation, was also restored from 1st October 2020.

In addition to the general round of pay increases awarded to public servants, members of the Permanent Defence Force have also benefitted from the implementation of increases in Defence Forces allowances as recommended by the Public Service Pay Commission. These included:

- a 10% increase in military service allowance,

- the restoration of a 10% cut applied to a number of Defence Forces allowances under the Haddington Road Pay Agreement

- the restoration of premium rates for weekend security duty allowances.

- the restoration of a service commitment scheme for pilots

The introduction of a new sea-going service commitment scheme for Naval Service personnel came into effect from 1st January 2021, is aimed at retaining highly trained and experienced personnel and incentivising sea going duties.

A sea going naval personnel tax credit of €1,270 was applied in the 2020 tax year for members of the Naval Service who served 80 days or more at sea on board a naval vessel in 2019. This tax credit has been extended for a further year and is increased to €1,500 for the 2021 tax year.

Negotiations on a new public service agreement were held in late 2020 with public service trade unions and representative associations. A new agreement ‘Building Momentum – A New Public Service Agreement 2021 – 2022’ has subsequently been ratified by the overwhelming majority of public sector unions. The Permanent Defence Force representative associations have yet to ballot their members and accordingly advise the Workplace Relations Commission (WRC) of formal acceptance, or otherwise, of this agreement.

The agreement provides for further increases in pay to all public servants including members of the Defence Forces should the Representative Associations advise the WRC of formal acceptance of the agreement.

- A general round increase in annualised basic salary for all public servants of 1% or €500, whichever is greater, on October 2021.

- The equivalent of a 1% increase in annualised basic salaries to be used as a Sectoral Bargaining Fund, in accordance with Chapter 2 of the Agreement, on 1 February 2022.

- A general round increase in annualised basic salaries for all public servants of 1% or €500, whichever is greater on, 1 October 2022.

The Government remains fully committed to addressing pay and conditions in the Defence Forces and this is reflected in the Programme for Government which provided for the establishment of a Commission on the Defence Forces was established on the 15th December 2020. Upon completion of the Commissions work, I will consult with the Minister for Public Expenditure and Reform on the establishment of a a permanent pay review body, reflecting the unique nature of military service in the context of the public service.

Remuneration for individual members of the Permanent Defence Force is dependent on a range of factors relating to the role and duties they perform. The minimum for trained personnel is comprised of Basic Pay and Military Service Allowance (as set out below). Other remuneration relates to Technical Pay Duty Allowances or other Special Allowances.

The pay scales for enlisted ranks (including military service allowance) for line Army personnel following the implementation of a 10% increase in Military Service Allowance are:

- Private 3 Star (Post 2013 entrant) €29,326 - €40,569

- Corporal (pre 2013 entrant) €39,747 - €41,518

- Sergeant (pre 2013 entrant) €42,493 - €45,001

- Company Sergeant (pre 2013 entrant) €49,115 - €52,227

- Sgt Major (pre 2013 entrant) €53,861 - €57,415

The pay scales for commissioned ranks (including military service allowance) for line Army personnel are currently:

- Lieutenant (PRSI Class A) €42,643 - €53,104

- Captain (PRSI Class C) €51,619 - €63,846

- Captain (PRSI Class A) €54,234 - €67,107

- Commandant (PRSI Class C) €64,217 - €77,689

- Commandant (PRSI Class A) €67,503 - €81,638

- Lieutenant Colonel (PRSI Class C) €76,609 - €84,652

- Lieutenant Colonel (PRSI Class A) €80,506 - €88,971

- Colonel (PRSI Class C) €87,082 - €104,162

- Colonel (PRSI Class A) €91,532 - €109,518

Departmental Staff

Ceisteanna (422)

Peadar Tóibín

Ceist:

422. Deputy Peadar Tóibín asked the Minister for Defence the number of persons employed by his Department; and the collective total salary received by employees of his Department. [24436/21]

Freagraí scríofa

Minister for Defence

My Department employs both civil servants and civilian employees. Civilian employees are employed to directly support the operational capability of the Defence Forces and work in military installations.

As of 31 December 2020, there were 374 civil servants employed in my Department, or 360.18 Whole Time Equivalents (WTE), taking account of those availing of family friendly policies and reduced attendance schemes, with an associated total expenditure for the year of €19.691m. There were 455 civilian employees employed by my Department, equivalent to 446.42 WTE, with an expenditure of €19.868m.

These expenditure figures are inclusive of all salaries, allowances, overtime and employer PRSI.

Departmental Contracts

Ceisteanna (423)

Peadar Tóibín

Ceist:

423. Deputy Peadar Tóibín asked the Minister for Defence if he or his Department employ persons or firms to deal with public relations; if so, the number of persons employed by his Department to deal with public relations; the names of any firms involved; and the total amount spent on public relations by his Department. [24437/21]

Freagraí scríofa

Minister for Defence

My Department does not employ persons or firms to deal with public relations and therefore does not incur any related or associated costs.

Defence Forces

Ceisteanna (424)

Jim O'Callaghan

Ceist:

424. Deputy Jim O'Callaghan asked the Minister for Defence the strength of the Permanent Defence Forces as of 1 May 2021 or the latest date for which figures are available; the breakdown of all ranks across the three services; the gender breakdown of same in tabular form; and if he will make a statement on the matter. [24685/21]

Freagraí scríofa

Minister for Defence

The attached table shows the strength of the Permanent Defence Force (PDF) as at 31st March 2021, the latest date for which such information is available, broken down by rank, service and gender.

As at 30th April 2021, 149 personnel have been inducted into the Defence Forces, comprised of:

-	Male	Female	Total
Army	123	5	128
Air Corps	6	0	6
Naval Service	14	1	15
Total	143	6	149

The Government remains committed to returning to, and maintaining the agreed strength of the Permanent Defence Force at 9,500 personnel as set out in the White Paper on Defence (2015).

https://data.oireachtas.ie/ie/oireachtas/debates/questions/supportingDocumentation/2021-05-11_pq424-11-5-21_en.xlsx

Defence Forces

Ceisteanna (425)

Jim O'Callaghan

Ceist:

425. Deputy Jim O'Callaghan asked the Minister for Defence the strength of the Reserve Defence Forces as of 1 May 2021 with regard to all three services and all ranks; the gender breakdown of same; and if he will make a statement on the matter. [24686/21]

Freagraí scríofa

Minister for Defence

The Reserve Defence Force (RDF) is comprised of the First Line Reserve (FLR), the Army Reserve (AR) and the Naval Service Reserve (NSR).

End of month strength returns are collated at the mid-month point of the following month. The most up to date figures available therefore for the effective strength of the Army Reserve (AR) and Naval Service Reserve (NSR) are, as of 31 March 2021, and the effective strength at that point is 1,569 which is broken down as follows:

	LT COL	COMDT	CAPT	LT	TOTAL OFFR	SM	BQMS
AR	5	46	75	96	222	1	4
NR	0	4	8	11	23	0	3

table cont.

CS	CQMS	SGT	CPL	TOTAL NCO	PTE	TOTAL
30	40	256	225	556	668	1446
5	0	13	13	34	66	123

The breakdown of female Officers, NCOs and Privates in the Army Reserve and Naval Service Reserve, is 212 in total as of 31 March 2021, and is as follows:

	LT COL	COMDT	CAPT	LT	TOTAL OFFR	SM	BQMS
AR	0	3	9	18	30	0	0
NSR	0	0	0	2	2	0	0

table cont.

CS	CQMS	SGT	CPL	TOTAL NCO	PTE	TOTAL
0	2	23	41	66	95	191
0	0	1	3	4	15	21

The substantive strength of the First Line Reserve (FLR) as of 31 March 2021 is as follows:

	OFFR	NCO	PTE	TOTAL
Army	-	14	118	132
Air Corps	-	4	19	23
Naval Service	3	16	87	106
TOTAL	3	34	224	261

*The gender breakdown of the FLR is not available

Defence Forces

Ceisteanna (426)

Jim O'Callaghan

Ceist:

426. Deputy Jim O'Callaghan asked the Minister for Defence if he will report on the involvement of the Permanent Defence Forces in the Covid-19 vaccination programme; the number of personnel involved; the locations in which they provided support; and if he will make a statement on the matter. [24687/21]

Freagraí scríofa

Minister for Defence

Whilst the Defence Forces are not a primary response agency for non-security related emergencies, as defined in the Framework for Major Emergency Management, they provide the fullest possible assistance to the appropriate Lead Department in the event of a natural disaster or emergency situation in its Aid to Civil Authority (ATCA) role. In this regard, the full spectrum of Defence Forces personnel and equipment, commensurate with operational requirements, is made available for deployments, within current means and capabilities, as the need arises.

At the beginning of the COVID-19 pandemic, a Joint Task Force was established to coordinate the Defence Forces contribution to the whole-of-Government COVID-19 response. It has the authority to draw together, in a joint manner, the contribution of all of the elements of the Defence Forces – Army, Air Corps, Naval Service, Reserve, etc. This was provided for in a Defence Forces Regulation signed by and under the authority of the Minister for Defence.

The Defence Forces Joint Task Force is based in McKee Barracks and its priority from the beginning has been to provide support to the HSE, while retaining, at all times, a contingent capacity to provide Aid to the Civil Power support.

The Defence Forces has provided a wide range of supports to the HSE, as coordinated by the Joint Task Force as part of the national response to Covid 19. As the vaccine programme is rolled out the main effort and focus of Defence Forces assistance to the HSE has shifted from test and trace supports to the national vaccination programme and to suppporting the mandatory hotel quarantine system.

In terms of the national vaccination programme, the Defence Forces are represented on the High Level Task Force for Covid-19 Vaccination, providing planning advice and staffing support to the Vaccine Supply Chain and Logistics work stream.

At the present time, the Defence Forces deploy approx 75 personnel on a daily basis to support the HSE National Vaccination Programme. This support includes the provision of vaccinators through Defence Forces medical staff (Doctors, Advanced Paramedics, Paramedics and Emergency Medical Technicians). This also includes Defence Forces personnel providing assistance across 9 vaccination sites in the area of site management, administrative and logistical support.

In addition through the Joint Task Force, the Defence Forces continues to support the rollout of the vaccination programme through:

- Secure storage supports

- Transportation of vaccinators in adverse weather conditions

- Transportation of vaccines, consumables and vaccinators by air at the request of the National Ambulance Service.

Defence Forces

Ceisteanna (427, 428)

Jim O'Callaghan

Ceist:

427. Deputy Jim O'Callaghan asked the Minister for Defence if measures are being taken to bridge the gap of ten years between forced early retirement on age grounds in the Defence Forces and access to the State pension. [24688/21]

Jim O'Callaghan

Ceist:

428. Deputy Jim O'Callaghan asked the Minister for Defence his plans to extend the supplementary pension provision to post-2013 new entrants to give them the option of a lengthy career in the Defence Forces. [24689/21]

Freagraí scríofa

Minister for Defence

I propose to take Questions Nos. 427 and 428 together.

I take it that the Deputy is referring to the absence of the concept of “supplementary pensions” from the provisions of the Single Public Service Pension Scheme.

The occupational pension scheme terms of post-1 January 2013 new entrants to the public service, including the Permanent Defence Force (PDF), are governed by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. All first-time new entrants to pensionable public service employment on or after that date are members of the Single Scheme.

The Single Scheme is a key structural fiscal reform introduced to help significantly reduce the cost of public service pensions in the long term, while at the same time continuing to provide valuable pension benefits for employees. In the general context of that policy objective, the terms and rules of the Single Scheme – which are fundamentally different to previous superannuation public service arrangements – make no provision for the concept or award of supplementary pensions for any new entrants joining any public service group from 1 January 2013 onwards.

Notwithstanding the distinguishing features of the Single Scheme, members of the PDF in that Scheme retain the minimum pension age of 50 to reflect operational needs, as already applies to new entrant military personnel recruited since April 2004. Importantly, the Single Scheme also retains ‘fast accrual’ pension terms for groups such as the Defence Forces.

Under the 2012 Act, overall statutory responsibility for the Single Scheme pension terms and rules rests with my colleague, the Minister for Public Expenditure and Reform. In that regard, the absence from the Single Scheme of provision for the concept of supplementary pensions for any new entrants joining any public service group – including the PDF – on or after 1st January 2013, has previously been confirmed by the Official Side, which includes the Department of Public Expenditure and Reform, to the Defence Forces Representative Associations.

Access to the State Pension is a matter for my colleague the Minister for Social Protection. As the Deputy will be aware, the Government have established a Commission on Pensions under a Programme for Government commitment. The Commission’s remit is to examine sustainability and eligibility issues with the State Pension and the Social Insurance Fund and also consider the issue of retirement ages in employment contracts and consider how the pension system can further accommodate carers.

In accordance with its terms of reference, the Commission will submit a report on its work, findings, options and recommendations to the Minister for Social Protection by 30 June 2021.

I am also advised that the Public Service Pay Commission considered certain aspects of military superannuation provisions, which were submitted as an influencing factor on military recruitment and/or retention outcomes. The Commission’s report on recruitment and retention in the Permanent Defence Force which was accepted in full by Government in July 2019 considered the concerns expressed by the military Representative Associations in relation to various aspects of pension scheme provisions for the Defence Forces. The Commission made no recommendations advocating any improvements to the pension scheme terms of the PDF.

However, the PSPC report did recommend a range of measures relating to pay and non-pay aspects that would result in immediate and future benefits for members of the PDF. The High Level Plan- "Strengthening Our Defence Forces" provides for actions or projects to be undertaken to deliver on the PSCP recommendations. A project to consider options to tackle barriers to extended participation in the PDF (including the possibility of extending retirement ages for members of the PDF) is underway. This project is divided into two phases. The first phase, focusing on reviewing mandatory retirement ages for officers and the second phase to review contracts of service for enlisted personnel. As this review is currently underway, it would be inappropriate to pre-empt any recommendations that may arise regarding mandatory retirement ages in the PDF.

Defence Forces

Ceisteanna (429)

Jim O'Callaghan

Ceist:

429. Deputy Jim O'Callaghan asked the Minister for Defence the status of the implementation of the Strengthening our Defence Forces high-level implementation plan. [24690/21]

Freagraí scríofa

Minister for Defence

The Government’s high level plan “Strengthening Our Defence Forces – Phase 1” sets out a range of actions to be undertaken in the short, medium and longer term. The plan is complemented by a range of other HR actions which were already underway.

The immediate pay measures set out in the plan i.e. an increase in Military Service Allowance, the reversal of 10% cuts to allowances and the restoration of weekend premium rates for overtime were implemented immediately upon their acceptance by the PDF Representative Associations. A service commitment scheme for pilots was also re-introduced, with very positive uptake. The remaining projects in the plan contain both pay and non-pay measures.

The table below summarises the current status for each of the 15 projects included in the plan:

Project	Title	Status
V1	Review of Pay Structures	This project is being considered in light of the current Public Sector Pay Agreement.
V2	Increase MSA	Project completed – Payments made in Oct/Nov 2019.
V3	Restore Allowances cut under Haddington Road Agreement	Project completed – Payments made in Oct/Nov 2019.
V4	Restore weekend premium rates	Project completed – Payments made in Oct/Nov 2019.
R1	Restore Pilot Service Commitment Scheme	Project completed – Scheme Promulgated November 2019.
R2	Tech 2 - 6 arrangements	2 Reports completed in October 2019 and January 2020. These Reports are being considered in light of the current Public Sector Pay Agreement.
R3	Incentivised long service arrangements - NCO and Officer ranks	Report completed - October 2019. This project is being considered in light of the current Public Sector Pay agreement.
R4	Barriers to extended participation in the PDF	Project divided into 2 Phases. Phase 1 – Review of Mandatory Retirement Ages for Officers - Draft Report completed and a number of issues under discussion with DPER. Phase 2 – Review of Contracts of Service for Enlisted Personnel is progressing.
R5	Bespoke Management training for leaders and managers	Project completed - July 2020.
R6	Professional Military Education [PME] Strategy	Project completed - March 2021.
R7	Mental Health and Wellbeing Strategy	Project completed - December 2020.
R8	Non-Pay Retention Measures in the PDF	Project completed - October 2020.
R9	Additional specialist posts for high turnover/long lead in appointments.	Project completed - April 2021.
A1	Review of Recruitment methods for PDF	This Report is at an advanced stage of completion and will be finalised by the end of May 2021.
A2	Workforce Planning	This project is being progressed through the Strategic Human Resources Group as embedding and monitoring workforce planning in the Defence Forces will be an ongoing task.

In tandem with the the implementation of the high level plan, the Commission on the Defence Forces is also conducting a comprehensive review of the pay structures within the Defence Forces.

Defence Forces

Ceisteanna (430)

Jim O'Callaghan

Ceist:

430. Deputy Jim O'Callaghan asked the Minister for Defence the status of the implementation of the EU working time directive in relation to the Defence Forces. [24691/21]

Freagraí scríofa

Minister for Defence

The EU Working Time Directive has been transposed into national legislation by way of the Organisation of Working Time Act, 1997. The Defence Forces are currently excluded from the provisions of the Organisation of Working Time Act 1997. The Government, however, has committed to amending this Act and bringing both the Defence Forces and An Garda Síochana within the scope of its provisions, where appropriate.

Responsibility for preparing an appropriate legislative framework in this regard transferred to the Department of Enterprise, Trade and Employment (DETE) in October 2020. My Department is working closely with DETE to progress the regulatory amendment required to remove the blanket exclusion and bring the Defence Forces within the parameters of the Act whilst having regard to the unique nature of some of their activities which may require exemption or derogation from the provisions of the Act.

The Working Time Directive recognises the unique nature of certain military activities and allows for derogations and exemptions of such activities. A significant amount of work has been undertaken by civil and military management in determining the military activities that fall within the scope of the Directive. I have been advised that a high percentage of the normal everyday work of the Defence Forces is already in compliance with the Working Time Directive and that a range of activities also qualify for exemption. Deliberations on these matters are continuing between civilian and military management and will feed into amendments to the legislative framework.

A subcommittee of the Defence Conciliation and Arbitration Council (comprising of the Representative Associations, military and civil management) has been established to discuss matters relating to implementation of the Working Time Directive, where appropriate. Arising from those discussions, amended practices regarding compensatory rest have been introduced. This builds upon existing work practices relating to compensatory rest which comply with the Directive. Further discussions with the Defence Forces Representative Associations will be undertaken, through this forum, as the current work evolves.

My Department and the Defence Forces remain fully committed to ensuring that the provisions of the Working Directive are applied throughout the Defence Forces and I can assure the Deputy that the health and safety of personnel in the Defence Forces remains a priority for myself and the Chief of Staff.

Departmental Expenditure

Ceisteanna (431)

Jim O'Callaghan

Ceist:

431. Deputy Jim O'Callaghan asked the Minister for Defence his plans for additional defence investment in strategic airlift, air intercept and airspace monitoring primary radar capability and cyber defence and intelligence. [24692/21]

Freagraí scríofa

Minister for Defence

My priority as Minister for Defence is to ensure that the operational capability of the Army, Air Corps and Naval Service is maintained to the greatest extent possible. This is primarily to enable the Defence Forces to carry out their roles as assigned by Government as set out in the White Paper on Defence. 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 Development Planning (EDP) process.

In this context, the principal aim over the period of the White Paper is to replace and upgrade, as required, existing capabilities in order to retain a flexible response for a wide range of operational requirements at home and overseas. Budget 2021 provides a Capital allocation of €131m for investment in Defence equipment and barracks infrastructure and will enable continued investment in major equipment platforms. The increased capital funding for 2021 builds on increased levels of capital expenditure totalling €392m over the years 2018 – 2020.

In relation to air-based capability, my immediate priorities have been the acquisition of three Pilatus PC-12 aircraft in the Intelligence, Surveillance, Target Acquisition and Reconnaissance (ISTAR) role and for two Airbus C295 maritime patrol aircraft. An additional PC-12 was also acquired in response to the Covid 19 situation. No decisions have been made for the acquisition of additional aircraft in other roles. Some €276 million, including VAT, has been committed to the acquisition of these enhanced capabilities.

While the option of acquiring a wider military lift capability has been mentioned, it is not identified as an action in the present EDP. Much of this longer range lift capability is provided by way of chartering aircraft through a competitive procurement process on an as-required basis. To date, this has been considered to be the most cost effective approach taking account of the acquisition, running and maintenance costs of larger aircraft in the context of their expected usage and contingency requirements. The overall priorities in the EDP will remain under review as it is progressively implemented and taking account of funding availability.

It remains Government policy, as per the 2015 White Paper on Defence, that should additional funding, beyond that provided for in existing plans becomes available, the development of a more capable air combat/intercept capability and/or a radar surveillance capability will be considered.

In terms of cyber security, at national level, the Minister for the Environment, Climate and Communications has the lead role with inputs in the security domain from An Garda Síochána and the Defence Forces. The National Cyber Security Centre, which is part of the Department of Environment, Climate and Communications, is the primary authority responsible for cyber security in the State, including incident response, cyber resilience and information provision. While the primary role of the Defence Forces with regard to Cyber Security relates to the defence and security of its own networks and systems, the Department of Defence and the Defence Forces are committed to participating, under the leadership of the Department of Environment, Climate and Communications, in the delivery of measures to improve the Cyber Security of the State. This is being done in line with the Programme for Government commitment to implement the National Cyber Security Strategy, recognising the potential and important role of the Defence Forces.

I am satisfied that the Defence Forces have the necessary resources available to them, including a modern and effective range of equipment which is line with best international standards in order to fulfil all roles assigned to them by Government.

Defence Forces

Ceisteanna (432)

Jim O'Callaghan

Ceist:

432. Deputy Jim O'Callaghan asked the Minister for Defence the number of additional recruits to the Permanent Defence Force to date in 2021 with regard to all three services; the gender breakdown of same; and if he will make a statement on the matter. [24693/21]

Freagraí scríofa

Minister for Defence

As at 30th April 2021, a total of 149 personnel were inducted into the Permanent Defence Force comprised of 132 General Service recruits, 2 Direct Entry personnel, 14 re-enlisted personnel and 1 re-commissioned officer.

The following table contains the requested breakdown of the 132 General Service Recruits:

Branch	Male	Female	Total
Army	114	5	119
Naval Service	12	1	13
General Service Recruits Total	126	6	132

*The Air Corps do not recruit directly but transfer recruits from the Army

Further inductions will take place throught the year as recruitment continues. The Air Corps Apprentice competition, closed in March 2021, and attracted 663 applications and these are currently being processed. General Service recruitment is ongoing and the Cadet competition was launched recently. This is in addition to the 9 current Direct Entry competitions and the Re-commissioning and Re-enlistment schemes.

The Government remains committed to returning to, and maintaining the agreed strength of the Permanent Defence Force at 9,500 personnel as set out in the White Paper on Defence (2015).

Overseas Missions

Ceisteanna (433)

Jim O'Callaghan

Ceist:

433. Deputy Jim O'Callaghan asked the Minister for Defence the overseas missions in which the Defence Forces are currently involved; the number of personnel involved in each mission; and if he will make a statement on the matter. [24694/21]

Freagraí scríofa

Minister for Defence

As of 7 April 2021, Ireland is contributing 551 personnel to 10 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 341 personnel and the United Nations Disengagement Observer Force (UNDOF) in Syria with 128 personnel. Ireland also contributes observers and staff to various United Nations and OSCE missions and personnel to staff appointments at UN, EU, NATO/PfP and OSCE headquarters.

Ireland has always been a strong supporter of the United Nations and UN Peacekeeping. Our commitment and support for the primary role of the United Nations, in the maintenance of international peace and security, is expressed in Ireland's long-standing tradition of participating in UN peacekeeping operations. This commitment is also expressed in our engagement in the EU's Common Security and Defence Policy (CSDP).

Full details of all personnel currently serving in missions overseas are listed in the following tabular statement.

MEMBERS OF THE PERMANENT DEFENCE FORCE SERVING OVERSEAS AS OF 7 April 2021

UN MISSIONS
UNIFIL (United Nations Interim Force in Lebanon) HQUNIFIL 117th Infantry BattalionUNIFIL Sector West HQ	93284
UNTSO (United Nations Truce Supervision Organisation) Israel & Syria	10
MINUSMA (United Nations mission in MALI)	14
MINURSO (United Nations Mission for the Referendum in Western Sahara)	2
MONUSCO (United Nations Stabilisation Mission in the Democratic of the Congo)	3
UNDOF (COS Staff/FHQ Staff - Camp Faouar - Bravo side)UNDOF 62nd Infantry Group (Camp Faouar - Bravo side)	7121
TOTAL	498
UN MANDATED MISSIONS
EUFOR (EU-led Operation in Bosnia and Herzegovina)	4
EUTM Mali (EU-led Training Mission)	14
KFOR (International Security Presence in Kosovo) HQ	13
Naval Service EU Mission (Op Irini HQ)	3
TOTAL NUMBER OF PERSONNEL SERVING WITH UN MISSIONS	532
ORGANISATION FOR SECURITY AND CO-OPERATION IN EUROPE (OSCE)
Staff Officer, High Level Planning Group, Vienna	1
EU MILITARY STAFF
Brussels	6
MILITARY REPRESENTATIVES/ADVISERS/STAFF
Military Adviser, Permanent Mission to UN, New York	2
Military Adviser, Irish Delegation to OSCE, Vienna	1
Military Representative in PSC Delegation (Brussels)	4
Liaison Office of Ireland, NATO/PfP (Brussels)	3
EU OHQ Operation Althea, Mons, Belgium	1
Irish Liaison Officer to SHAPE & Military Co-Op Division, Mons, Belgium	1
TOTAL NUMBER OF DEFENCE FORCES PERSONNEL SERVING OVERSEAS	551

European Defence Agency

Ceisteanna (434)

Jim O'Callaghan

Ceist:

434. Deputy Jim O'Callaghan asked the Minister for Defence the European Defence Agency projects which Ireland is currently involved in tabular form; and if he will provide an overview of the nature of the projects. [24695/21]

Freagraí scríofa

Minister for Defence

The European Defence Agency (EDA) was established by a joint action of the Council of the European Union in 2004 (revised on 12th July 2011 Council Decision 2011/411/CFSP), "to support the Member States and the Council in their effort to improve the Union’s defence capabilities in the field of crisis management and to sustain the European Security and Defence Policy as it stands now and develops in the future”.

On 6 July 2004, the Government approved Ireland’s participation in the framework of the European Defence Agency. The primary reason for Ireland's participation is to support the development of Defence Forces capabilities for peacekeeping and international crisis management operations.

Ireland's participation in EDA projects and programmes is underpinned by legislation, the Defence (Miscellaneous Provisions) Act 2009, which stipulates Government and Dáil approval is required for participation by Ireland in the adhoc projects of the agency.

Ireland's current involvement in EDA adhoc projects, with an overview of each project, is set out in the following tabular form:

Project Title:	Project Overview:
Co-operation on Cyber Ranges in the European Union	This project aims to maintain and improve cyber resilience as well as the levels of cyber awareness, insight and expertise of Member States’ personnel. The project offers a platform for information exchange which will contribute to common standards, transfer of knowledge and common practices, and will provide opportunities for joint training and exercises. This project commenced in 2016 and is due to be completed in 2021. There is no financial contribution for this project.
European Centre for Manual Neutralisation Capabilities (ECMAN)	The aims of the ECMAN project is to develop Manual Neutralisation capabilities at the highest standards to contribute to an overall Countering Improvised Explosive Devices Strategy and to have personnel trained with the highest possible qualification and an extensive up-to-date knowledge on the current and expected future development of the multinational Manual Neutralisation capability. This project commenced in 2017 for a term of 6 years. Ireland's contribution to this project is €75,000 per year.
Joint Procurement Arrangements for the EU SatCom Market	This project aims to provide commercially available satellite communications (fixed and mobile) as well as related services and options for other communication services for operations through the establishment of one or more FrameworkAgreements on behalf of the contributing Members, to promote ease of access, improve efficiency and secure economies of scale through joint procurement. This project commenced in 2017 for a term of 4 years. There is no finanical contribution applicable to this project unless you drawdown services from the joint procurement arrangements.
Military Search	The overall aim of the Military Search programme is to develop common processes, techniques and procedures for military search for contributing Member States. This project commenced in 2018 for a term of 6 years where Ireland's contribution will be €70.000 over the term of the project.
Maritime Surveillance (MARSUR) Networking - Operations Support & Development (MARSUR III) (Awaiting Dáil approval to participate in this project)	This is the third iteration of the MARSUR projects. The main objective of the EDA Maritime Surveillance programme is to further develop a Recognised Maritime Picture (RMP) exchange network amongst Member States. An RMP is a picture or map that shows all vessels and activities that are present in a particular maritime area. It links to national and international data and information on vessels, the marine environment, infrastructure etc. that has been compiled from various monitoring and surveillance systems. The MARSUR Project continues to enhance, upgrade and develop the capability for participating Member States to share different levels of classified information across the network. This project commenced in 2020 and will run for a term of 6 years with an annual contribution of €50.000 per year. We are currently awaiting the approval of Dáil Éireann to participate in this third iteration of the project.

Special Educational Needs

Ceisteanna (435)

Seán Sherlock

Ceist:

435. Deputy Sean Sherlock asked the Minister for Education the timeframe for the opening of ASD units in schools in the areas of Dublin 2, 4 and 6. [24591/21]

Freagraí scríofa

Minister of State at the Department of Education

Enabling children with special educational needs to receive an education appropriate to their needs is a priority for this Government.

This year, over 20% of the total Education budget or €2bn will be invested in supporting children with special educational needs. As a result, the numbers of special education teachers, SNAs and special class and school places are at unprecedented levels.

Through better planning at both national and local level, it is my objective that specialist education places should come on stream to meet emerging demand on a timely basis. However, the active collaboration of school communities is essential in this regard.

The NCSE has responsibility for coordinating and advising on the education provision for children nationwide. NCSE is planning a further expansion of special class and special school places nationally, to meet identified need. This process is ongoing.

Notwithstanding the extent of the investment in special education and the supports which have been put in place, I am also very conscious that there are some parts of the country, including South Dublin, where increases in population and other issues have led to concerns regarding a shortage of school places.

NCSE is continuing its engagement with schools, patron bodies, parents and others across South Dublin to bring the required additional special education placements on stream. The NCSE have specific plans in place to open additional special classes in the areas referenced and are engaged in consultation with schools in these areas. My Department and the NCSE are grateful to those schools that have responded, and continue to respond positively to meet the educational needs of children in their communities.

Minister Foley and I have also secured a significant expansion of special school provision in South Dublin through the establishment of a new special school - Our Lady of Hope School, on the campus of the former Scoil Colm in Crumlin, Dublin 12. This is a much needed development which will help to meet the demand for students with autism and general learning disabilities in the area.

My Department will continue to support the NCSE and schools through the provision of the necessary funding and capital investment to ensure all children are successful in accessing an education.

Departmental Programmes

Ceisteanna (436)

Donnchadh Ó Laoghaire

Ceist:

436. Deputy Donnchadh Ó Laoghaire asked the Minister for Education the number of staff who took part in the summer provision programme both school-based and home-based and the DEIS summer programme in 2020. [23620/21]

Freagraí scríofa

Minister of State at the Department of Education

A significantly expanded Summer Programme was provided in 2020 for children with complex needs as a discrete response to Covid-19. The programme included a number of strands and options from which parents could choose, involving either in-school, or home-based supports by teachers and special needs assistants (SNAs) to help to prevent regression among children with SEN.

The programmes aim was to support children to reintegrate / transition into their planned education setting for the 2020/21 school year with their peers.

Over 14,000 children participated in the 2020 special education summer programmes developed by the Department including 3,881 in the school based programme in 255 schools, 9,716 children in the home based programme and 450 families in the HSE programme. Approximately 6,100 teachers and 3,000 SNAs participated in the SEN summer provision programmes.

In 2020 the school based programme cost €6.5m, the home based programme cost 12.3m giving a total cost of €18.8m

In 2020 all 198 DEIS post-primary schools were offered the opportunity to run a new week long programme which was developed focusing on encouraging those students deemed most in need to reconnect with school, supporting their physical, social and emotional wellbeing and providing them with the skills they need to engage in a meaningful way with learning in the future. The summer programmes was funded to target educational and social disadvantage. 72 DEIS post-primary schools ran the week long summer programme with over 2,240 students attending with a total cost in the region of €575,000. Approximately 340 staff were involved in the DEIS post-primary summer programmes in 2020 on either a part or a full time basis.

Special Educational Needs

Ceisteanna (437, 438)

Donnchadh Ó Laoghaire

Ceist:

437. Deputy Donnchadh Ó Laoghaire asked the Minister for Education if she will take steps to secure a special school place for a child (details supplied). [23658/21]

Donnchadh Ó Laoghaire

Ceist:

438. Deputy Donnchadh Ó Laoghaire asked the Minister for Education if she will take steps to allow a child (details supplied) to undertake their allocated home tuition hours in a school setting as a temporary measure until a permanent special school place is found. [23659/21]

Freagraí scríofa

Minister of State at the Department of Education

I propose to take Questions Nos. 437 and 438 together.

Enabling children with special educational needs to receive an education appropriate to their needs is a priority for this Government.

This year, over 20% of the total Education budget or €2bn will be invested in supporting children with special educational needs. As a result, the numbers of special education teachers, SNAs and special class and school places are at unprecedented levels.

The purpose of my Departments Home Tuition Grant Scheme is to provide funding towards the provision of a compensatory educational service for children who, for a number of specific reasons, are unable to attend school.

However, it should also be noted that the Home Tuition Grant Scheme is not an alternative to a school placement and is provided in very limited and specific circumstances.

In certain circumstances Home tuition hours may be used to support the reintegration of children into their school placement.

In relation to the particular case raised by the Deputy, I understand that the relevant support services and agencies, including NEPS and the National Council for Special Education (NCSE) are aware of the case and are working towards ensuring that the child can be reintegrated into a school placement.

The relevant support services and agencies will consider whether home tuition hours are required to support this work.

The Deputy will also be aware that the NCSE has responsibility for coordinating and advising on the education provision for children nationwide. NCSE continues to be available to provide support to this family.

Schools Building Projects

Ceisteanna (439)

Alan Kelly

Ceist:

439. Deputy Alan Kelly asked the Minister for Education if she will provide a copy of the technical inspection of a school (details supplied) on 1 May 2019. [23662/21]

Freagraí scríofa

Minister for Education

The Deputy will be aware that a building project for the school in question is included in my Department's school building programme.

My Department is currently finalising the project brief which will incorporate the outcome of the site visit with the aim of progressing the project into the architectural planning process as soon as possible. The project brief will be provided to the patron when completed.

Irish Sign Language

Ceisteanna (440)

Fergus O'Dowd

Ceist:

440. Deputy Fergus O'Dowd asked the Minister for Education if matters (details supplied) raised in relation to Irish Sign Language will be examined; and if she will make a statement on the matter. [23666/21]

Freagraí scríofa

Minister for Education

The Irish Sign Language Act 2017 provides inter alia that the Minister will establish a scheme for the provision of Irish Sign Language (ISL) classes for the family of deaf children and education and support for children whose primary language is ISL attending recognised schools; and training for teachers of children who are deaf or hard of hearing. Many pupils who are Deaf or hard of hearing are integrated into mainstream classes at primary and post-primary level, while other children may attend special schools or classes.

I wish to advise that, in line with the Act, my Department provides for an extensive range of supports to assist pupils and young persons with special educational needs, including children who are Deaf or hard of hearing, to ensure that children can have access to an education appropriate to their needs.

The NCSE’s Visiting Teacher Service for children who are Hearing Impaired, work in partnership with parents to advise and offer guidance in matters pertaining to the child’s education and overall development. The NCSE also provides funding for individual teachers and whole school staff in mainstream schools, special schools, and special classes to undertake courses in Irish Sign Language. The Department provides funding to schools for assistive technology, special transport arrangements and enhanced levels of capitation in special schools and in special classes. The Department also provides funding for a weekly home tuition service to provide training in ISL for deaf and hard of hearing children, their siblings and parents.

As regards the curriculum at post primary school level, The Post-Primary Languages Ireland (PPLI) has developed a specification for a short course in Irish Sign Language (ISL) which is available as part of the new Junior Cycle. The emphasis is on developing communication skills in ISL at level A1 (Common European Framework of Reference for Languages). This course develops students' ability to understand ISL in live, and in recorded situations, to produce the language and to interact with other signers in a simple way and on familiar topics. A link to the course is available at: http://languagesinitiative.ie/images/ISL/MFL_Gen_Spec_ISL_28_May__Short_Course.pdf.

Currently, there are four modules on Sign Language available as part of the Leaving Certificate Applied Programme. This course introduces students to Irish Sign Language and aims to develop their expressive and receptive communication skills. The course also develops awareness and appreciation of the Irish deaf community and its culture. There are four modules in this course. Deaf students may take all four modules instead of the Gaeilge and Modern Language courses. The first two modules of this course may be taken as elective modules by all students.

There is also an opportunity for students to learn sign language in the course of Transition Year. Each school designs its own Transition Year programme, within set guidelines, to suit the needs and interests of its students. In establishing its own distinctive programme content, the school takes into account the possibilities offered by local community interests.

Working along with other Government Departments and agencies, my Department is fully committed to the full implementation of the United Nations Convention on the Rights of Persons with Disabilities and is contributing to completion of Ireland’s Initial State Report, which will be submitted to the UN later this year. The policy of my Department is to ensure that all children with special education needs are provided with an education appropriate to their needs and where possible within mainstream placements with additional supports provided.

The Department of Education supports a continuum of education through a range of dedicated supports in line with the needs of the child. These supports include the provision of teachers, special needs assistants and psychological support from the National Psychological Service. In addition, there are specialist supports provided by the National Council for Special Education (NCSE) including extensive professional development programmes for principals and teachers and advice for schools, parents and families. The overall aim of the continuum is to ensure that every child is supported in the journey of realising its potential through education in an inclusive and caring school environment.

Less than 2% of children with special education needs are educated outside of mainstream provision. The NCSE is currently developing policy advice on special education provision. An interim Progress Report on its preliminary findings was published in 2019 and is available on its website. The final report on the advice is due in 2021.