Written Answers Nos. 362-385
363. Deputy Peter Fitzpatrick asked the Minister for Defence the reason the Defence Forces are having serious difficulties with the retention of personnel; and if he will make a statement on the matter. [47620/21]
Amharc ar fhreagra365. Deputy Peter Fitzpatrick asked the Minister for Defence the current plans for new recruitment for the Defence Forces; and if he will make a statement on the matter. [47622/21]
Amharc ar fhreagra366. Deputy Peter Fitzpatrick asked the Minister for Defence the current strength of the Defence Forces; and if he will make a statement on the matter. [47623/21]
Amharc ar fhreagraI propose to take Questions Nos. 363, 365 and 366 together.
As at 31st August 2021, the strength of the Permanent Defence Force was 8,550 personnel. The Government remains committed to returning to, and maintaining the agreed strength of the Permanent Defence Force at 9,500 personnel and significant work continues in order to restore the PDF to its full capacity.
Personnel leave the Permanent Defence Force for a number of reasons including on age grounds, at the end of contract and voluntary discharges. More than 50% of those who leave the Defence Forces do so with some form of pension. This can make taking up a position in the private sector very attractive where a full-time position, even at the same rates as those in the Defence Forces, could lead to an increase in an individual’s earnings.
In that context, I have fully acknowledged the retention issues affecting both officers and enlisted personnel. A range of actions have been taken to address these issues which includes the 15 projects undertaken to facilitate the implementation of the PSPC Report on Recruitment and Retention. Most of these projects have been completed with others being considered in the context of wider public sector pay arrangements.
Other measures undertaken, aimed at retaining capacity, include two Commitment Schemes, one in the Air Corps which has had a stabilising effect on pilot numbers and one in the Naval Service to incentivise sea going duties. A sea going naval personnel tax credit has been extended for the 2021 tax year and has been increased to €1,500.
Recruitment in 2021 has resulted in 406 inductions as at 27th September. The current recruitment initiatives, complementing the above retention measures in countering current staffing challenges, include:
- Traditional recruitment is ongoing and further inductions are expected. This includes:
- Continuing General Service recruitment which, in October 2021, will result in 95 further recruits commencing training.
- The 2021 Cadet offers process, expected to conclude on 22nd October.
- The scope of ongoing direct entry competitions remains under consideration and expanded in 2021 which, along with reviews of direct entry terms and conditions, will further improve intakes.
- The re-entry campaign for former members of the PDF continues and resulted in 1 re-commissioning officer and 28 re-enlisting personnel in 2021.
The Deputy will be aware that as part of the terms of reference of the Independent Commission on the Defence Forces, the Commission is considering appropriate recruitment and retention approaches, having regard to work undertaken to date and international best practice, to deliver the capabilities required of a modern military force. I look forward to receiving the Commission’s recommendations.
364. Deputy Peter Fitzpatrick asked the Minister for Defence if he will report on pay and conditions in the Defence Forces; and if he will make a statement on the matter. [47621/21]
Amharc ar fhreagraPublic Service pay policy is determined by the Department of Public Expenditure and Reform having regard to Public Sector Pay Agreements.
Similar to other sectors in the public service, Pay has been restored to members of the Defence Forces in accordance with public sector pay agreements. The focus of these increases is weighted in favour of those on lower pay.
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 Force 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, which came into effect from 1st January 2021, is aimed at retaining highly trained and experienced personnel, while also incentivising sea going duties.
Furthermore, a sea going naval personnel tax credit of €1,270 was applied in 2020 for members of the Naval Service who served 80 days or more at sea 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. Following a ballot of their members the Permanent Defence Force Representative Associations, namely RACO and PDFORRA, formally notified the Workplace Relations Commission (WRC) of their intention to comply with this agreement.
In return for ongoing reform and productivity measures the agreement provides for further increases in pay to all public servants, including members of the Defence Forces. This agreement includes the following increases:
- A general round increase in annualised basic salary for all public servants of 1% or €500, whichever is greater, on 1st 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 1st February 2022.
- A general round increase in annualised basic salaries for all public servants of 1% or €500, whichever is greater on, 1st October 2022.
Notably, all Defence Force personnel also receive three additional public holidays over and above the public sector norms. These additional holidays are specific only to members of the Permanent Defence Force.
The Government remains fully committed to addressing pay and conditions in the Defence Forces and this is reflected in the Programme for Government. This provided for the establishment of a Commission on the Defence Forces, which was established on the 15th December 2020 and completion of the Commissions work, I will consult with the Minister for Public Expenditure and Reform on the establishment of a permanent pay review body for the Defence Forces.
367. Deputy Peter Fitzpatrick asked the Minister for Defence the current measures that are in place to encourage more women to join the Defence Forces; and if he will make a statement on the matter. [47624/21]
Amharc ar fhreagraIt is Government policy to increase female participation rates at all levels of the Defence Forces in order to increase capability and to better reflect the society from which the Defence Forces are drawn and serve.
As of 31 August 2021, the strength of the Permanent Defence Force (PDF) stood at 8,550 Whole Time Equivalent (WTE) personnel. Of this some 603 personnel or 7% were female, broken down as follows:
- Army: 492 Female Personnel
- Air Corps: 39 Female Personnel
- Naval Service: 72 Female Personnel
In line with current policies and commitments a number of initiatives have been implemented to increase the level of female participation in the Permanent Defence Force. For example:
- Special consideration is paid to women as a target group for recruitment within the general recruitment framework.
- A Gender, Equality and Diversity Officer has been appointed to promote gender equality policies and training within the Defence Forces. The Defence Forces are committed to gender equality and employ a gender perspective in the planning and execution of operations both at home and overseas and in all policies and regulations. Gender Advisors are available to all Brigades and Services and trained Gender Focal Points are deployed with all overseas units and ships in order to promote a gender perspective in operations.
- A Defence Forces Women's Network was established with the aim of increasing the participation of female personnel at all levels of the organisation.
Over the lifetime of the White Paper on Defence, a number of projects will be progressed to encourage more women to apply for the Defence Forces and to increase female participation at all ranks.
In addition, 15 projects, undertaken to facilitate the implementation of the Public Service Pay Commission Report on Recruitment and Retention, are mostly completed.
I listened with concern to the women who recounted their experiences on the Women of Honour programme on RTÉ Radio on the 11 September 2021.
Last week, I met with participants from the Women of Honour group and with a group of serving female members of the Defence Forces, where I had the opportunity to listen carefully to their experiences, in what were very informative meetings. I would like to express my deep appreciation to the women, both former and serving members, for highlighting this serious matter and for taking the time to meet with me. Participants from the Women of Honour group met with the Secretary General and a senior official from my Department recently and I understand this was also a productive meeting.
It is clear to me, the Chief of Staff, and the Secretary General that there are very strong views that the culture that is pervading, and the application of the current policies, systems and procedures in place for dealing with bullying, harassment, discrimination, sexual harassment and sexual assault have not, and are not, serving all Defence Forces personnel well. I would like to take this opportunity to apologise to anyone who has suffered during their time in the Defence Forces and to assure them that the State will carry out an Independent Review, which will be undertaken by external and entirely independent and unbiased experts in this field. This Review will examine the effectiveness of these policies, systems and procedures.
The terms of the Review, which are in the process of being finalised, are being reviewed in light of recent meetings with the Women of Honour group and with serving female personnel. Further engagement with the Women of Honour Group on the Terms of the Review is proposed. In addition engagement with other stakeholders, including with the Representative Associations, is also scheduled, and will additionally inform the terms.
In addition, I will be shortly announcing interim measures for the Defence Forces supporting Dignity in the Workplace which will be open to both serving and former members.
The Commission on Defence Forces established in December 2020, is due to report by end December 2021 and their views will additionally be an important aid to the Independent Review.
Finally, I wish to assure the Deputy that I, as Minister, and both the Chief of Staff and the Secretary General are fully committed to ensuring that each and every single member of the Defence Forces, both male and female, has the right to be treated with respect, equality and dignity and to carry out their duties in a safe workplace, underpinned by a culture of zero-tolerance for any kind of bullying, discrimination, or harassment.
The Government remains committed to a policy of equal opportunity for men and women throughout the Defence Forces and to the full participation by women in all aspects of Defence Forces activities.
368. Deputy Dara Calleary asked the Minister for Defence if his attention has been drawn to a settlement between a State agency (details supplied) and the Revenue Commissioners; if there are any agencies under his Department’s remit that have had a similar issue or have made a settlement with the Revenue Commissioners in relation to any issue in the past five years; and if he will make a statement on the matter. [48019/21]
Amharc ar fhreagraMy Department has made the following settlements with the Revenue Commissioners in the last 5 years:
|
Year |
Amounts |
|
2016 |
€465,745 |
|
2017 |
€167,069 |
|
2018 |
€36,038 |
|
2019 |
€13,151,342 |
|
2020 |
€74,797 |
The settlements in question were reached following a comprehensive internal Departmental review and co-operative compliance with the Revenue Commissioners. The settlements mainly covered historical liabilities for certain accommodation and medical arrangements in relation to the Permanent Defence Force (PDF). Many of the arrangements in question were in place since the foundation of the State. The Finance Act 2018 exempted the medical and accommodation issues in question from benefit in kind (BIK) for members of the PDF with effect from 1 January 2018. The settlement in 2020 relates to BIK in relation to statutory hospital charges for the dependants of enlisted members of the PDF in 2019.
I note from the details supplied and your further clarification that issues arose in the case referred to with regard to overpayments. In this regard, I have set out below the details of overpayments in the Defence Organisation over the last 5 years:
Overpayments breakdown 2016-2020:
|
- |
2020 |
2019 |
2018 |
2017 |
2016 |
|
Totals |
€175,210 |
€196,132 |
€162,198 |
€90,623 |
€51,117 |
The above figures include Defence Forces' personnel, civil servants and civilian employees. In some of these instances, overpayments are unavoidable (i.e. an inherent overpayment) as the relevant information may not be received by the Department prior to the payroll closedown date, which is in advance of the date of payment. As a result, it is unavoidable that a number of overpayments occur on the payroll. There are processes and procedures in place to minimise overpayments, to identify and recoup those that do occur and to manage those overpayments.
The amount of overpayments written off in the same 5 year period is as follows:
|
2020 |
2019 |
2018 |
2017 |
2016 |
|
€9,481 |
€556 |
0 |
0 |
€10,578 |
The only State body under the aegis of my Department is the Army Pensions Board. The Army Pensions Board is an independent statutory body established under the Army Pensions Act 1927 to provide for the payment of pensions, allowances and gratuities in certain circumstances to members of the Defence Forces. No overpayments arose in respect of the Army Pensions Board over this period.
369. Deputy John Brady asked the Minister for Defence the current total strength of Air Corps personnel; and the number of qualified military pilots, cadet pilots in training, qualified military aircraft maintenance technicians, qualified military avionics technicians and military apprentices in training of both disciplines. [48259/21]
Amharc ar fhreagraI am advised by the military authorities that it has not been possible to gather the required information within the time allotted. I will revert to the Deputy when the information has been gathered.
|
Personnel Stream |
Strength |
|
Qualified pilots |
90 |
|
Cadets currently completing military training* |
14 |
|
Young officers in pilot training |
16 |
|
Qualified aircraft maintenance technicians |
135 |
|
Qualified avionics technicians |
34 |
|
Apprentices** |
69 |
370. Deputy Sorca Clarke asked the Minister for Defence if he plans to invite his French counterpart to Ireland before the end of 2021. [48364/21]
Amharc ar fhreagraI do not have any plans currently to invite my French counterpart to Ireland before the end of 2021.
I do however plan to attend the November FAC (Defence) meeting in Brussels, which will present an opportunity to meet fellow EU Defence Ministers including my French colleague.
371. Deputy Sorca Clarke asked the Minister for Defence the number of full-time civilian carpenters, roofers and electricians employed by his Department working in Gormanston Camp as of 27 September 2021. [48365/21]
Amharc ar fhreagraCivilian Employees are employed by my Department to support the operational capability of the Defence Forces. There is one civilian craft worker, a Barrack Foreman Electrician, employed in Gormanston Camp. A recruitment campaign is currently under way to fill an electrician vacancy.
The recruitment of Civilian Employees for military installations is an ongoing process, informed by prioritisation of posts by military management.
372. Deputy Sorca Clarke asked the Minister for Defence the estimated cost in 2022 if the budget for the Civil Defence increased by 12%. [48366/21]
Amharc ar fhreagraThe allocation provided to Civil Defence from my Department in 2021 was €4.64 million. The full year cost of increasing this allocation by 12% would be €0.56 million. (An additional €1 million was also provided for Civil Defence from the 2021 Dormant Accounts Action Plan through my Department.)
373. Deputy Alan Dillon asked the Minister for Education the status of programme for Government commitments (details supplied); if they have been completed; if not, the timeline on their progress; and if she will make a statement on the matter. [48008/21]
Amharc ar fhreagraUnder Section 38 of the Teaching Council Act, initial teacher education (ITE) programmes are subject to review and accreditation by the Teaching Council, for registration purposes. New ITE programme standards (entitled ‘Céim: Standards for Initial Teacher Education’) and new post-primary subject curricular requirements were published by the Teaching Council in November 2020.
The Standards set out essential requirements for ITE programmes across foundation studies, professional studies and school placement. The Standards state that professional studies shall develop the pedagogical expertise of student teachers, including subject specific pedagogical content knowledge.
All new programmes submitted to the Teaching Council for accreditation must now be in alignment with Céim and all existing ITE programmes must be realigned in accordance with Céim for commencement in September 2022 for first year student teachers.
374. Deputy Richard Boyd Barrett asked the Minister for Education if she will consider re-establishing the school library fund that was cut in 2008 in Budget 2022; and if she will make a statement on the matter. [47471/21]
Amharc ar fhreagraAn arrangement was made through An Chomhairle Leabharlanna in 1971, whereby the local authority librarians would provide services for schools. At that time my Department made a grant available for this purpose based on the number of pupils enrolled in primary schools in the local authority areas.
The amount of the grant payable to each local authority was based on the number of primary pupils in the relevant area and amounted to €4.52 per pupil. The full year estimated cost of reinstating the library grant is circa €2.5m
As Minister for Education, I am very conscious of the importance of library services and the value of these in the context of the supports available to schools.
375. Deputy Cian O'Callaghan asked the Minister for Education if her attention has been drawn to the lack of a co-educational, non-denominational secondary school in the Killester, Raheny and Clontarf school planning area; her plans to address same; and if she will make a statement on the matter. [47489/21]
Amharc ar fhreagraAs the Deputy may be aware, in order to plan for school provision and analyse the relevant demographic data, my Department divides the country into 314 school planning areas and uses a Geographical Information System, utilising data from a range of sources including information on planned and current residential development, to identify where the pressure for school places across the country will arise and where additional school accommodation is needed at primary and post-primary level.
The level of demand volume across school planning areas with an increasing net requirement ranges from small to medium increases that are likely to be accommodated by existing schools through to significant projected growth that may require additional provision.
Where data indicates that additional provision is required at primary or post-primary level, the delivery of such additional provision is dependent on the particular circumstances of each case and may be provided through either one, or a combination of, the following:
- Utilising existing unused capacity within a school or schools,
- Extending the capacity of a school or schools,
- Provision of a new school or schools.
My Department's most recent projections do not indicate significant increases in school place requirements at post-primary level in the Killester_Raheny_Clontarf school planning area. Nevertheless, my Department will continue to work to ensure that there is sufficient capacity in the area to meet school place demand and will keep the requirements in Killester_Raheny_Clontarf, as with all other school planning areas, under review.
Should it be decided in the future, based on demographic analysis, that a new school is required, a patronage process would be conducted to determine the patronage of the school. Parental preferences in relation to patronage and language of instruction (Irish or English) from parents of children who reside in the school planning areas concerned, together with the extent of diversity of provision in these areas, are key to decisions in relation to the outcome of such processes.
376. Deputy Thomas Gould asked the Minister for Education if her attention has been drawn to the fact that a person (details supplied) will miss school next week due to a lack of transport and that a parent has had to take time off work to provide transport for the child. [47506/21]
Amharc ar fhreagraThe School Transport Scheme is a significant operation managed by Bus Éireann on behalf of the Department. In the 2020/2021 school year over 114,100 children, including over 14,700 children with special educational needs, were transported on a daily basis to primary and post-primary schools throughout the country at a cost of over €224.7m in 2020.
The purpose of the Department's School Transport Scheme for Children with Special Educational Needs is, having regard to available resources, to support the transport to and from school of children with special educational needs arising from a diagnosed disability.
In general, children with special educational needs are eligible for school transport if they are attending the nearest school that is resourced to meet their special educational needs. Eligibility is determined following consultation with the National Council for Special Education through its network of Special Education Needs Organisers (SENO).
A new application for transport for the pupil referred to by the Deputy was received on 23/09/21. This application is being processed and the family of the pupil has been contacted by Bus Éireann in this regard.
377. Deputy Aengus Ó Snodaigh asked the Minister for Education further to Parliamentary Question No. 1079 of 27 July 2021, the position regarding the emergency works application; and if she will make a statement on the matter. [47557/21]
Amharc ar fhreagraI wish to inform the Deputy that no application for funding has been received from the school in question under the Emergency Works Scheme since the 27th of July 2021.
If the school wish to submit an Emergency Works application for consideration they may do so via the Esinet portal.
378. Deputy David Cullinane asked the Minister for Education if she will address a matter raised in correspondence (details supplied); and if she will make a statement on the matter. [47606/21]
Amharc ar fhreagraThe Programme for Government states that ‘this Government will develop inclusive and age appropriate curricula for Relationships and Sexuality Education (RSE) and Social, Personal and Health Education (SPHE) across primary and post-primary schools, including an inclusive programme on LGBTI+ relationships and make appropriate legislative changes, if necessary’.
In April 2018, the then Minister for Education and Skills asked the National Council for Curriculum and Assessment (NCCA) to undertake a major review of Relationships and Sexuality Education (RSE) in schools across all stages of education to ensure that it is fit for purpose and meets the needs of young people today in modern Ireland.
The Final Report on the Review of RSE in Primary and Post-primary Schools was published by the NCCA in December, 2019.
The NCCA has established two development groups, one for primary and one for post-primary, to oversee the work in this area and support the development of guidance material for schools.
The immediate focus of the work is on creating support materials for teachers for publication online as part of the Interim Guidance Toolkit. The toolkit's purpose is to support effective teaching and learning of SPHE/RSE linked to the current curriculum. This work is progressing well, with sections of the toolkit linked to the Primary SPHE Curriculum, the SPHE Junior Cycle Short Course and Senior Cycle SPHE Framework.
These curriculum materials being developed by the NCCA, both in the short and long term, will include updated materials to facilitate the effective coverage of LGBTQ+ matters as part of the curriculum.
In addition, as the Deputy may be aware, I attended the Oireachtas Joint Committee on Education, Further and Higher Education, Research, Innovation and Science recently to provide an update on a number of issues including the measures that are being taken to prevent and tackle bullying in schools.
During my appearance at the Joint Committee, I announced that my Department will commence a review of my Department’s 2013 Action Plan on Bullying and the 2013 Anti-bullying Procedures for Primary and Post-primary Schools.
This review will take account of developments and relevant research since the action plan and procedures were published in 2013 and will specifically consider areas such as cyber bullying and gender identity bullying.
This work will involve significant consultation and collaboration across my Department, with other Government Departments and Bodies including the Ombudsman for Children, and will also involve consultation with a broad range of education stakeholders, including parents and students.
I also announced that during this school year, my Department’s Inspectorate is prioritising monitoring and gathering information about the implementation of anti-bullying measures in schools across all its inspection types.
As part of this work, the Inspectorate will also identify and report on examples of effective practice in relation to preventing and tacking bullying in schools. This will help provide evidence of the type of bullying that is occurring in our schools and examples of approaches that can be successful in dealing with it. An important part of the Inspectorate’s work will be a focus on the priority actions of schools in relation to promoting a positive school culture and climate.
379. Deputy Pádraig O'Sullivan asked the Minister for Education if a grant will be issued to a person (details supplied) in County Cork; and if she will make a statement on the matter. [47617/21]
Amharc ar fhreagraThe School Transport Scheme is a significant operation managed by Bus Éireann on behalf of the Department. In the 2020/2021 school year over 114,100 children, including over 14,700 children with special educational needs, were transported on a daily basis to primary and post-primary schools throughout the country at a cost of over €224.7m in 2020.
The purpose of my Department's School Transport Scheme is, having regard to available resources, to support the transport to and from school of children who reside remote from their nearest school.
School Transport Section of my Department has no record of an application for transport for this pupil.
A child who is eligible for school transport but for whom no transport service is available may, following an application for transport within the prescribed time limits, receive a Remote Area Grant towards the cost of private transport arrangements.
The parent is advised to contact School Transport Section of my Department in regard to this case.
380. Deputy Joe O'Brien asked the Minister for Education if she will consider a review of the scheme of reasonable accommodations at certificate examinations and consider broadening the current set of allowable reasonable accommodations with a view to making examinations a more accessible and equal experience for children with a disability. [47633/21]
Amharc ar fhreagraThe State Examinations Commission has statutory responsibility for operational matters relating to the certificate examinations. The Commission in this regard operates a scheme of Reasonable Accommodations in the Certificate Examinations. In view of this I have forwarded your query to the State Examinations Commission for direct reply to you.
381. Deputy Chris Andrews asked the Minister for Education if a school (details supplied) will be granted another special needs assistant to allow it to enrol more pupils with additional needs. [47643/21]
Amharc ar fhreagra382. Deputy Chris Andrews asked the Minister for Education if a child (details supplied) will be granted special needs assistance support to allow them to attend their local school. [47644/21]
Amharc ar fhreagraI propose to take Questions Nos. 381 and 382 together.
The NCSE has responsibility for planning and coordinating school supports for children with special educational needs including the allocation of SNAs and reviews.
The Special Needs Assistant (SNA) scheme is designed to provide schools with additional adult support staff who can assist children with special educational needs who also have additional and significant care needs. Such support is provided in order to facilitate the attendance of those pupils at school and also to minimise disruption to class or teaching time for the pupils concerned, or for their peers, and with a view to developing their independent living skills.
SNAs are not allocated to individual children but to schools as a school based resource. The deployment of SNAs within schools is a matter for the individual Principal/Board of Management of the school. SNAs should be deployed by the school in a manner which best meets the care support requirements of the children enrolled in the school for whom SNA support has been allocated.
It is a matter for schools to allocate support as required, and on the basis of individual need, which allows schools flexibility in how the SNA support is utilised.
In light of the disruption caused by the Covid-19 pandemic, the introduction of the new Frontloaded Allocation Model for SNAs for students in mainstream classes in primary and post -primary schools is to be deferred for a further year to the beginning of the 2022/23 school year.
In order to minimise disruption for schools, in the current circumstances, and to provide for continuity of allocations the following arrangements for the allocation of Special Needs Assistants for mainstream classes for the 2021/22 school year:
- Existing mainstream class SNA allocations in schools on 30 April 2021 will be maintained and will automatically rollover into the 2021/22 school year.
- No school will therefore receive an allocation less than that which they had on 30 April 2021.
- SNAs currently in mainstream settings can continue in post for the next school year in the normal way.
- Priority consideration will now be given by the NCSE to applications for increased support for the 2021/22 school year, in particular, applications from schools with no SNAs and developing schools will be prioritised. Determinations will be made before 30 June. Other applications will be processed in order of date received.
- As in previous years, where circumstances change during the course of the 2021/22 school year that materially increase the level of care need in a school to the extent that the school can clearly demonstrate that it cannot be met within the existing SNA allocation, the school may apply to the NCSE for a review. Detailed information on the NCSE exceptional review process is published on the NCSE website, ncse.ie/for-schools
The NCSE have published the SNA allocations on their website, www.ncse.ie.
SNA allocations for special classes and special schools are not affected by this arrangement.
Circular 0029/2021 has been published and advises schools of the arrangements for the allocation of SNAs for the 2021/22 school year.
Provisions set out in Circular 0030/2020 have been extended for the 2021/22 school year.
Circulars 29/2021 and 30/2020 are available on the Departments website.
My Department does not have a role in making individual school determinations. Accordingly your correspondence has been forwarded to the NCSE for direct reply.
383. Deputy Brendan Griffin asked the Minister for Education the options available in the case of a person (details supplied); and if she will make a statement on the matter. [47663/21]
Amharc ar fhreagraThe recruitment and appointment of teachers to fill teaching posts is a matter for the individual school authority, subject to procedures agreed under Section 24(3) of the Education Act 1998 (as amended by the Education (Amendment) Act 2012).
In accordance with Department Circulars 0044/2019 and 31/2011, schools are required to employ appropriately qualified and registered teachers and ensure that unemployed teachers should be offered employment in preference to those who have retired.
The core function of the redeployment arrangements is to facilitate the redeployment of all surplus permanent teachers to other schools that have vacancies. Thereafter, schools are required under the panel arrangements to fill permanent vacancies from supplementary panels comprised of eligible fixed-term (temporary/substitute) and part-time teachers. The criteria, reviewed annually with the Education Partners, are published on the Department website.
384. Deputy Darren O'Rourke asked the Minister for Education the number of SNAs employed in each primary and secondary school (details supplied) in County Meath in tabular form; and if she will make a statement on the matter. [47666/21]
Amharc ar fhreagra385. Deputy Darren O'Rourke asked the Minister for Education the number of vacant SNA positions in each primary and secondary school (details supplied) in County Meath; and if she will make a statement on the matter. [47667/21]
Amharc ar fhreagraI propose to take Questions Nos. 384 and 385 together.
The provision of education for children with special needs is an ongoing priority for Government. The numbers of special classes, special education teachers and Special Needs Assistants are at unprecedented levels.
The Department will spend approximately €2 Billion, or over 20% of its total educational budget on making additional provision for children with special educational needs in 2021.
This represents an increase of over 50% in total expenditure since 2011, at which point €1.247 Billion per annum was provided.
Budget 2021 provided for an additional 990 additional SNAs for allocation to schools, bringing the total numbers to 18,000 by December 2021.
This allocation of SNAs is to meet the care needs of pupils in 2021 and will enable the establishment of new special classes, creation of new places in special schools, support children in mainstream classes for the 2021/22 school year.
This will represent an increase of increase of 70% in the number of SNAs provided since 2011 at which point 10,575 SNAs were available.
Where circumstances change during the course of the 2021/22 school year that materially increase the level of care need in a school to the extent that the school can clearly demonstrate that it cannot be met within the existing SNA allocation, the school may apply to the NCSE for a review. Detailed information on the NCSE exceptional review process is published on the NCSE website, ncse.ie/for-schools.
The NCSE has responsibility for planning and coordinating school supports for children with special educational needs including the allocation of SNAs and reviews. The Department does not have a role in making individual school determinations.
The NCSE has published statistical information regarding SNA allocations for all schools which can be accessed on the NCSE website at www.ncse.ie or by using the following link: ncse.ie/statistics.
When a school has been allocated an SNA, the Board of Management, as the employer, is responsible for filling the vacancy and the decision on whether to employ a full time SNA to fill a full time post or to employ an equivalent number of part time SNAs rests with the employer.
My Department acts as paymaster to over 3,700 schools whose Boards of Management are the direct employers of the SNAs in those schools. SNAs in the Education and Training Board sector are employed and paid by the ETBs.
The information requested in relation to vacancies at school level is not available as the filling of vacancies is a matter for the employer.
