Written Answers Nos. 90-106
90. Deputy Richard Bruton asked the Minister for Defence the recruitment options that he is considering to attract more individuals towards joining the Defence Forces; and if he will make a statement on the matter. [33668/22]
Amharc ar fhreagraI have previously acknowledged the staffing challenges in the Defence Forces, both in specialist and general roles, and a range of measures are being implemented to tackle these.
In this regard, I recently launched the new Defence Forces recruitment rebrand ‘Be More with the Irish Defence Forces’. The new marketing strategy aligns the desire to continuously improve and learn new skills with ensuring long term career advancement, by demonstrating the opportunities and skills a career in the Defence Forces offers.
The Defence Forces continue to engage with the education sector through career talks in schools, regularly participating in virtual career discussions through career guidance websites, and hosting 'Question and Answer' sessions on social media channels with the desired demographic. Transition year students can avail of placements within the Defence Forces to undertake various programmes demonstrating career opportunities, also serving to raise awareness of the requirements of a career in the military.
Additionally, recruitment teams frequently attend recruitment and career fairs/events to promote career opportunities within each Branch of the Organisation and, to date in 2022, have attended 22 such events.The attractiveness of a career in the Defence Forces is emphasised at such events including the opportunity for continuous upskilling and availing of third level education. A recently developed infographic on the benefits of a career in the Defence Forces, also highlights this point.
The Defence Forces have also engaged a marketing and media partner to assist with recruitment advertising to ensure engagement with the recruitment demographic across social media and other media platforms. Advertising for specialist recruitment by direct entry is placed in industry specific publications and websites. In the past few years the scope for direct entry has expanded and total of 12 direct entry competitions are being utilised in 2022.
My focus is on restoring all Branches of the Defence Forces to full strength, facilitated by ongoing staffing initiatives and the promotion of careers within the organisation. Furthermore, consideration of the recommendations of the report of the Commission on the Defence Forces is ongoing. I intend to revert shortly to Government with a proposed response to those recommendations and a high-level action plan, which will set out proposed timelines and oversight arrangements for its implementation.
91. Deputy Sorca Clarke asked the Minister for Defence the number of transfers to alternative barracks that have been refused due to concerns in relation to staffing levels and the inability to replace experienced personnel. [34160/22]
Amharc ar fhreagraThe Military Authorities have advised that data on the number of transfers to alternative barracks that have been refused is not retained.
I have been further advised by the Military Authorities that in general, transfer requests are considered on a case by case basis.
An individual member submits an application for transfer from one service corps to another or a posting (within service corps) through the chain of command, for the consideration of the relevant Brigade/Formation Commanders. An important factor in considering the approval of a transfer request is the existence of a vacancy of appropriate rank and skill set. Where Formation Commanders disagree, the final determination is made by the Deputy Chief of Staff (Support).
In this regard, the operational needs of the organisation are balanced with the needs of the individual. I am advised that there is a requirement for Unit Commanders to create conditions where members are afforded the opportunity to meet their contractual obligations for extension of service.
A situation may arise where the movement of an individual to another unit is detrimental to their ability to meet the contractual requirements for extension in service as laid out in Defence Forces Regulations.
In addition, I would advise the Deputy that under the terms of the Promotion Scheme for Non-Commissioned Officers of Sergeant rank and higher, as agreed with the Representative Association, PDFORRA, applications for transfer are ordinarily not administered during the lifetime of the Order of Merit list, of any particular promotion competition.
This allows for vacancies to be filled through promotion as opposed to transfer or posting.
In exceptional circumstances, the filling of vacancies by way of posting/ transfer during a live promotion competition may be sanctioned by the Deputy Chief of Staff (Support).
Where the Deputy Chief of Staff (Support) sanctions a posting or transfer during this period, every effort is made to ensure that no individual on a live Order of Merit list. will be adversely affected.
93. Deputy John Brady asked the Minister for Defence the discussions that have taken place regarding the purchasing or leasing of a specialist troop carrying cargo aircraft for the Air Corps; and if he will make a statement on the matter. [34176/22]
Amharc ar fhreagraThe Government’s priority 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 assigned by Government, as set out in the White Paper on Defence.
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.
Equipment priorities for the Army, Air Corps and Naval Service are being considered as part of the capability development and Equipment Development Planning (EDP) process. A five year Equipment Development Plan for continued re-equipment was developed on a civil military basis and was published in June 2020. The Equipment Planning process recognises the need to maintain and upgrade military capabilities having regard to emerging priorities, operational requirements and changes in technology. This is an ongoing iterative process.
The development of a strategic airlift capability for the Air Corps although desirable and while at pre planning stage requires an informed approach and full consideration. It has not been prioritised in light of other equipment priorities and funding availability and no decisions have been made in respect of the purchase or leasing of aircraft in other roles such as specialist troop or cargo carrying capability.
As with all capital investment decisions, costing over €10 million, the requirements of the Public Spending Code would need to be met, covering the various steps required in assessing the viability of the proposal and those associated with relevant decision-making and potential subsequent public investment in any additional aircraft.
The White Paper provides for the replacement of the CASA 235 Maritime Patrol Aircraft with larger more capable aircraft, which would enhance maritime surveillance and provide a greater degree of utility for transport and cargo carrying tasks. A contract for the supply of two C295 Maritime Patrol Aircraft was signed with Airbus Defence and Space in December 2019. The cost of the contract, including equipment fit-out and ancillary support, is approximately €228.3 million including VAT. The aircraft are scheduled for delivery in 2023.
The principal role of the C295 is maritime surveillance, particularly fishery protection. It also enables the Air Corps to provide a wide range of services including logistics support and transport of troops and equipment, medical evacuation and air ambulance, search and rescue and a general utility role.
This investment in new Maritime Patrol Aircraft for the Air Corps, which is underpinned by the White Paper on Defence, is an indication of the Government’s commitment to ensuring that all branches of the Defence Forces continue to retain a range of flexible conventional military capabilities in order to meet the roles assigned.
94. Deputy James Lawless asked the Minister for Defence the timeframe for increasing the strength of the Defence Forces by 3,000; and if he will make a statement on the matter. [34150/22]
Amharc ar fhreagraThe report of the Commission on the Defence Forces has made it clear that the level of ambition (LOA) for the Defence Forces must be elevated beyond that at which it is operating at the moment.
The report outlines three levels of ambition. LOA 1 is essentially proceeding as we are at present and seeking to move back to a full establishment figure of 9,500. The Commission has concluded that this would leave the Defence Forces unable to mount a credible defence of the State. LOA 2 would address specific priority gaps to improve on-island and overseas capabilities. LOA 3, would bring Ireland in line with other small neutral European countries in terms of spend.
I am on the record as saying that we need to aim for LOA 2. This level of ambition will require an additional 2,000 personnel beyond the establishment figure of 9,500 and an increase in the defence budget of some 50%. I have asked the Defence Forces to develop a strategic plan to examine their recruitment practices and structures to facilitate this increase in numbers and an
appropriate action plan.
This Commission report also includes, inter alia, consideration of issues relating to culture, recruitment and retention, working hours, work-life balance, training, promotion, diversity and a host of other matters all of which will have an impact on job satisfaction and morale. Following relevant consultation, I will revert to Government with a proposed response to the Commission's recommendations and a high-level action plan, which will set out arrangements for its implementation.
In the interim, my focus remains on restoring all branches of the Defence Forces to the current agreed strength and in that context, there are a number of initiatives which are presently being implemented to counter ongoing staffing challenges. There is ongoing general service and direct entry recruitment and some 110 personnel have been inducted to date in 2022. Retention measures include service commitment schemes in the Air Corps and Naval Service, and the sea-going naval personnel tax credit. Pay has improved as a result of increases arising from the Public Service Pay Commission report and from recent pay agreements. Agreement has also been reached on the extension of service limits for privates and corporals, with discussions ongoing relating to sergeants.
95. Deputy John Brady asked the Minister for Defence the details of the recent exercises engaged in by the 1st Brigade Artillery Regiment with NATO Forces in Cork; the breakdown of similar exercise which have taken place over the past five years; and if he will make a statement on the matter. [34177/22]
Amharc ar fhreagraThe recent exercise referred to was an Operational Capabilities Concept Self Evaluation undertaken by a Battery from the 1st Brigade Artillery Regiment in Kilworth Camp, Cork.
Operational Capability Concept (OCC) is an evaluation and feedback process that provides for external evaluation by trained evaluators of declared military capabilities in accordance with NATO standards. The Defence Forces joined the OCC Programme in 2016. It is an aspect of Ireland’s participation in Partnership for Peace, which is seen as fundamental to Ireland being able to meet its obligations in providing professional peacekeepers for multinational crisis management and peacekeeping operations mandated by the UN.
NATO forces did not participate in this exercise. A small number of military evaluators from NATO member states were there as observers as part of the evaluation and feedback process.
The Defence Forces has conducted the OCC process on three previous occasions - once in 2018 with 1 Armoured Cavalry Squadron and twice in 2021 with the Naval Service and Army Ranger Wing.
Self-determination is the fundamental underpinning of OCC, in that it affords Partners the flexibility to choose not only to participate in a specific programme but also to choose their level of participation. It is an entirely voluntary process.
The White Paper on Defence 2015 refers to utilising NATO as the standard and benchmark for the Defence Forces, it being the ‘ISO of the military world’. The Defence Forces involvement with OCC is a reflection of how they strive to reach that standard and benchmark.
96. Deputy Neale Richmond asked the Minister for Defence if he will report on Ireland’s role in the European Union Strategic Compass Programme; and if he will make a statement on the matter. [33649/22]
Amharc ar fhreagraThe Strategic Compass is an exercise intended to provide enhanced political and strategic direction for EU security and defence policy for the next five to ten years.
It sets out an analysis of the strategic environment and, in particular, the security and defence challenges faced by the EU, including emerging threats, the increasingly contested multi-polar world and the strategic implications for the EU. The recent invasion of Ukraine shows the value of having such a strategic document.
Following the presentation and consideration of several revisions of the text, a final draft was approved by Foreign and Defence Ministers at the Foreign Affairs Council on 21 March 2022 and endorsed by EU leaders at the European Council on 24-25 March.
Ireland engaged with and inputted fully into the work on the Compass, as reflected in our co-signature of non-papers during the dialogue phase covering broad areas of the Compass’s work including Partnerships, Crisis Management, and Civilian CSDP. We also produced a paper on Force Generation, which presents a practical solution to the manpower issues faced by military CSDP missions.
The Strategic Compass is a welcome means of setting out our shared strategic vision for CSDP and of enhancing the role of the EU in international peace and security. The Compass reflects the core values that underpin our approach to CSDP, including the commitment to effective multilateralism and the rules-based international order, notably through our partnership with the UN.
Recently, an overview and proposed timelines of the Implementation of the Strategic Compass was shared with Member States. While discussions continue on the actions and associated proposed timelines, it should be noted that decision-making power in relation to the individual actions proposed in the Compass, remains a national competence. Nothing in the Compass prejudices the specific character of the security and defence policy of any Member State and this must remain the case through the implementation phase.
97. Deputy Niamh Smyth asked the Minister for Defence the way that it is proposed to strengthen the Reserve Defence Forces; and if he will make a statement on the matter. [34155/22]
Amharc ar fhreagraI can confirm that the Government remains committed to the advancement of the Reserve Defence Force (RDF). The White Paper on Defence is quite clear that there is a continued requirement to retain, develop and strengthen the Reserve and that requirement will be addressed.
I am very cognisant of the fact that the RDF strength level remains lower than the Establishment figure. However, I am aware of the many initiatives in place to recruit individuals to the Reserve. Supports currently provided to maximise RDF recruitment include use of social media, promotion through the DF Press Office, outreach activities by RDF members, and the use of Permanent Defence Force (PDF) exit interviews which contain information on applying to the RDF. In addition, I'm advised that the military authorities have developed a number of measures to streamline the recruitment and induction process for the RDF which, it is hoped, will yield positive results.
I should mention that the ability to conduct RDF inductions during 2021 was severely impacted by the COVID-19 public health pandemic. Nevertheless, 41 new members were inducted during 2021. A recruitment drive for the RDF was launched this year on 21 March 2022, which was advertised across a number of media channels. Recruit Liaison Officers across the RDF have been conducting local recruitment to attract applicants for this campaign. Eligible applicants are undergoing recruitment processing following which, on completion of all processing and assessments, successful applicants are inducted into the RDF for recruit training. 37 additional new members have been inducted into the Reserve so far this year, with further induction training planned.
While the commitment to restoring the strength of the RDF is not in doubt, given the competing recruitment demands at present, PDF recruitment is and should remain a priority. I would add that the same personnel and resources are utilised for both PDF and RDF recruitment. Nonetheless, RDF recruitment will continue to be progressed to the greatest extent possible.
The Deputy will be aware of the publication earlier this year of the Report of the Commission on the Defence Forces containing many detailed recommendations, including on the future structure and role of the RDF.
The process to consider the full set of recommendations in the Report in consultation with Ministerial colleagues and stakeholders is almost completed and I intend, before the Summer recess, to bring to Government, significant proposals encompassed in a high-level action plan. It would be inappropriate therefore, for me to pre-empt this deliberative process in advance of the Government's consideration.
98. Deputy James O'Connor asked the Minister for Defence his plans for an accelerated programme of Naval Service vessel replacement to ensure a balanced fleet of nine; and if he will make a statement on the matter. [34199/22]
Amharc ar fhreagraMy 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 to enable the Defence Forces to carry out their roles as assigned by Government, including overseas deployments.
The Department of Defence has received a capital allocation under the national development plan of €566 million over the 2022 to 2025 timeframe. Within that capital allocation, the defence annual capital budget for 2022 is €141 million. This level of capital funding will allow the Defence Organisation to undertake a programme of sustained equipment replacement and infrastructural development across the Army, Air Corps and Naval Service as identified and prioritised in the Defence White Paper and builds on the significant investment programme over recent years.
The Equipment Development Plan (EDP) published in June 2020 was completed following extensive joint civil-military work. It provides a comprehensive list of planned equipment projects which will be progressed over five years. This plan builds on the intentions set out in the White Paper in relation to equipment acquisition, modernisation and upgrade and has been developed to ensure that our Defence Forces have the major equipment platforms, ancillary equipment and force protection equipment to carry out their important roles both at home and overseas.
The Equipment Planning process recognises the need to maintain and upgrade military capabilities having regard to emerging operational requirements and changes in technology and this is an ongoing process.
The Naval Service Vessel Renewal and Replacement Programme is ongoing and the programme includes radar and other equipment upgrades along with the replacement of Naval Service Reserve motor launches. The programme of works for the midlife refit and upgrade of LÉ Róisín has been completed, while works are ongoing on LÉ Niamh. Marine Advisors have been appointed to support the procurement of multi-role vessel to replace the flagship, LÉ Eithne, with work underway that will inform a public tender competition in due course. Two Inshore Patrol Vessels have been purchased from the New Zealand Government to replace LÉ Orla and LÉ Ciara, it is expected these vessels will be transported to Ireland in 2023 following the completion of a programme of works. The planned replacement of three vessels maintains a 9 ship fleet for the Naval Service.
The Deputy will be aware that the Government established an independent Commission on the Defence Forces in December 2020. The work of the Commission encompassed the consideration of appropriate military equipment capabilities, structures and staffing, and their report will inform decisions regarding the future development of the Defence Forces.
99. Deputy Cathal Berry asked the Minister for Defence if members of the Defence Forces are being paid at least the national minimum wage of €10.50 per hour in accordance with the National Minimum Wage Act 2000; and if he will make a statement on the matter. [33770/22]
Amharc ar fhreagraThe Government remains fully committed to addressing pay and conditions in the Defence Forces in the context of national Public Service Pay Agreements, and where specific issues arise.
It is worth noting in this regard that the recent report of the Commission on the Defence Forces observed that much of the commentary surrounding issues of pay in the Defence Forces does not seem to fully reflect the totality of the remuneration package and believes that this needs to be better communicated.
A recently developed infographic on the benefits of a career in the Defence Forces aims to address this, which has been posted on social media and the Defence Force website.
I am further advised by the military authorities that the Personnel Management System (PMS) operated by the Defence Forces, contains information on the range, type and quantity of duties performed by PDF personnel. This informs the calculation of remuneration for individual members. The military authorities have undertaken a feasibility study with a view to implementing a time and attendance system which will capture the hours work for serving members, which will provide further clarity in this regard. The proposed system is currently under review but I’m further advised that my officials are continuing to engage with the military authorities on the possibility of applying interim enhanced time recording measures.
As the Deputy will be aware, unlike other areas of the Public Service and due to the nature of the duties performed, overtime payments are not available to members of the Defence Forces and comparisons with other areas of the Public Service must be cognisant of the unique role, structure, duties and working conditions of service which are particular to military personnel.
In that regard a Military Service Allowance, which is designed to compensate for the special disadvantages associated with military life including long and unsocial hours, is paid to all ranks up to the level of Colonel. It is of course also the case that in addition to basic pay and military service allowance, certain positions in the Defence Forces also attract specialist and technical pay and that a range of duties also attract additional allowances. These duty based allowances are not analogous to overtime as such payments are in addition to basic pay and MSA and are related to the duties undertaken.
I would also like to highlight that in instances where members of the Defence Forces acquire technical qualifications and/or fill associated appointments, there is associated technical pay. Defence Force personnel also receive tax free payments for certain overseas deployments and duties. Furthermore, Defence Force personnel 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.
As you are also aware, the Commission's Report included an examination of the evolution of all remuneration systems and structures currently in place in the Defence Forces, and made a number of recommendations in this area. Given the significant recommendations contained in this Report, I have been engaging with all interested stakeholders on the content, including my Ministerial colleagues, members of the Defence Forces, and the Representative Associations. I will revert to Government very shortly with a proposed response and a high-level action plan in this regard.
100. Deputy Niamh Smyth asked the Minister for Defence the action that will be taken in response to the report of the Commission on the Defence Forces finding that there is an evident culture across the Defence Forces which is masculine and has a limited appreciation of diversity of all kinds. [34154/22]
Amharc ar fhreagraThe Report of the Commission on the Defence Forces contains many detailed recommendations. A process to consider these recommendations in consultation with Ministerial colleagues and other stakeholders has been completed. I intend to return to Government with a response and a high-level action plan in advance of the summer recess.
It would therefore, be inappropriate for me comment further in advance of Government's consideration.
Notwithstanding this, I believe that it is critically important that the Defence Forces reflects the modern demographics of today’s Irish society. To that end, the Defence Forces is committed to supporting a diverse workforce through its various policies and strategies. These include the "Diversity and Inclusion Strategy Statement and Action Plan" launched in 2016. In addition, in 2016, the Defence Forces LGBTA Network "Defend with Pride" was established to provide support and guidance to LBGT personnel and allies.
On 30 November 2021, the Chief of Staff convened the Organisational Culture Standing Committee (OCSC), to provide an enduring structure to drive and co-ordinate the process of cultural change into the future. The OCSC aims to raise the consciousness of the personnel currently serving in the Defence Forces.
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.
The Government is also committed to ensuring that every member of the Defence Forces has the right to undertake their duties in a safe environment underpinned by dignity and equality. It is clear that the systems, policies and pervading culture in the Defence Forces, have not, and are not serving all Defence Forces personnel well.
Accordingly, as the Deputy will be aware, I established the Judge-led Independent Review Group (IRG), on 25 January last, following Government approval, to examine issues relating to bullying, harassment, discrimination and sexual misconduct, as well as workplace culture, in the Defence Forces. I can confirm to the Deputy that the work of the Review Group is well underway.
I, along with the Secretary General and Chief of Staff, are fully committed to ensuring that every member of the Defence Forces has the right to undertake their duties in a safe environment underpinned by dignity and equality.
101. Deputy Catherine Connolly asked the Minister for Defence further to Parliamentary Question No. 11 of 12 May 2022, if he will provide an update on the independent review to examine the effectiveness of the policies, systems and procedures in place for dealing with bullying, harassment, discrimination, sexual harassment and sexual assault in the Defence Forces; the details of any monthly reports received by him to date from the review group; if the review group is on track to produce an interim report by July 2022; his plans to publish the interim report; and if he will make a statement on the matter. [34096/22]
Amharc ar fhreagra104. Deputy Ruairí Ó Murchú asked the Minister for Defence the status of the work of a group (details supplied) in addressing the serious concerns arising from the experiences of some members of the Defence Forces in particular women serving and retired members; and if he will make a statement on the matter. [34228/22]
Amharc ar fhreagraI propose to take Questions Nos. 101 and 104 together.
I can confirm to the Deputy that the work of the Judge-led Independent Review Group (IRG), established on 25 January last, to examine issues relating to bullying, harassment, discrimination and sexual misconduct, as well as workplace culture, in the Defence Forces, is well underway.
In accordance with the Terms of Reference the Group will:
- Advise me on whether the current legislative frameworks, policies, procedures and practices for addressing incidents of unacceptable behaviour in the workplace are effective;
- Independently assess whether the pervading culture in the workplace is fully aligned with the principles of dignity, equality, mutual respect, and duty of care for every member of the Defence Forces and thirdly;
- Will provide recommendations and guidance on measures and strategies required to underpin a workplace based on dignity, equality, mutual respect, and duty of care for every member of the Defence Forces.
As I have confirmed previously, the Independent Review is seen as a critical first step in ensuring that there is zero tolerance of unacceptable behaviour for serving members of the Defence Forces. Quite simply, the members expect, and deserve, nothing less.
To-date, I have received four monthly reports from the Chair of the Review Group outlining the progress of the Review. I look forward to further monthly reports, in line with the Terms of Reference, including any interim assessments or recommendations on addressing any issues arising which may require immediate action. In addition, it is expected that the six-month interim assessment will be submitted to me at the end of July.
In line with the Terms of Reference, the monthly reports and interim assessment will not be published. The final report which is to be presented to me at the end of the year, will be brought to Government, and will thereafter be published.
As previously advised, I had a very fruitful meeting with the Group namely, Ms. Justice Bronagh O’Hanlon, Ms. Jane Williams and Mr. Mark Connaughton, on 25 April last and plan to meet the Group again in the coming weeks.
The Deputy will also be aware that I received a Report from Raiseaconcern, on the work undertaken by the Confidential Contact Person (CCP), which was established last October as part of interim supports in assisting members of the Defence Forces affected by issues relating to bullying, harassment, discrimination or sexual misconduct in the workplace. As agreed, this Report, which is entirely anonymised, has been passed to the Review Group and will be an important input into their ongoing deliberations.
I wish to add that the Independent Review will include the receipt of the views and experiences from both current and former Defence Forces personnel of workplace incidents of alleged unacceptable behaviour. The sharing of such views and experiences by interviewees will be entirely voluntary and treated in confidence.
The Independent Review Group is also continuing to accept submissions from individuals and organisations on issues relevant to its Terms of Reference. These submissions will also form an important input to the Group’s final review report. Details of how to make a submission are available on its website.
102. Deputy Brendan Griffin asked the Minister for Defence the up-to-date position in relation to efforts to recruit more members to the Defence Forces; the number of recruitments and retirements and resignations in each of the past five years from each branch of the Defence Forces; and if he will make a statement on the matter. [34189/22]
Amharc ar fhreagra113. Deputy Fergus O'Dowd asked the Minister for Defence the number of persons who have left the Defence Forces since 2018; and if he will make a statement on the matter. [33621/22]
Amharc ar fhreagraI propose to take Questions Nos. 102 and 113 together.
The following table details the number of members of the Permanent Defence Force who have left, by year and Branch, since 2018. Discharges include personnel who left for a variety of reasons including retirement on age grounds, at end of contract and voluntary discharges. More than 50% who leave the Defence Force do so with some form of pension.
|
|
Army |
Naval Service |
Air Corps |
Total |
|
2018 |
529 |
148 |
63 |
740 |
|
2019 |
655 |
139 |
88 |
882 |
|
2020 |
488 |
100 |
48 |
636 |
|
2021 |
533 |
103 |
50 |
686 |
|
*2022 |
254 |
36 |
23 |
313 |
*As at 31 May 2022
The following table contains the requested induction figures, by year and Branch, since 2018:
|
|
Army |
Naval Service |
Air Corps |
Total |
|
2018 |
496 |
104 |
27 |
627 |
|
2019 |
465 |
114 |
36 |
615 |
|
2020 |
421 |
73 |
44 |
538 |
|
2021 |
458 |
78 |
40 |
576 |
|
*2022 |
102 |
7 |
1 |
110 |
*As at 31 May 2022
I have previously acknowledged the ongoing staffing challenges in the Defence Forces and to tackle these there are a number of recruitment and retention initiatives which are presently being implemented.
There is ongoing general service and direct entry recruitment and, as of 31 May 2022, 110 personnel have been inducted. The Defence Forces have engaged a marketing and media partner to assist with recruitment advertising to ensure engagement with the recruitment demographic across social media and other media platforms. I recently launched the new Defence Forces recruitment rebrand ‘Be More with the Irish Defence Forces’. The new marketing strategy aligns the desire to continuously improve and learn new skills with ensuring long term career advancement, by ably demonstrating the opportunities and skills a career in the Defence Forces offers.
Further, the work of the Commission on the Defence Forces included, inter alia, consideration of recruitment, retention and staffing. Consideration of the recommendations of the report of the Commission on the Defence Forces is ongoing. I intend to revert shortly to Government with a proposed response to those recommendations and a high-level action plan, which will set out proposed timelines and oversight arrangements for its implementation
103. Deputy Pádraig O'Sullivan asked the Minister for Defence when he will bring forward an implementation plan for the recommendations of the Commission on the Defence Forces; and if he will make a statement on the matter. [33670/22]
Amharc ar fhreagra105. Deputy Ruairí Ó Murchú asked the Minister for Defence the status of the work of the Commission on the Future of the Defence Forces; and if he will make a statement on the matter. [34227/22]
Amharc ar fhreagraI propose to take Questions Nos. 103 and 105 together.
The Commission on the Defence Forces was established on foot of a commitment in the Programme for Government, and I, as Minister for Defence, welcomed the publication of the report of the Commission on 9th February last. The Commission has undertaken a significant body of work, encompassing wide-ranging terms of reference. It recommends significant changes for the Defence Forces and Defence provision in Ireland. It covers high level Defence Forces' structures, defence capabilities, organisation, culture and human resources, the Reserve Defence Force and funding.
Given the significant recommendations contained in the Report, detailed consideration of these recommendations has been undertaken over the last four months by my Department and the Defence Forces. This has involved significant inter-departmental consultation, and I and my officials have engaged with key stakeholders to ascertain their views. Following this engagement, I intend to return to Government with a proposed response to the Commission’s recommendations and a high-level action plan before the Summer recess.
106. Deputy Christopher O'Sullivan asked the Minister for Defence if the Defence Forces monitor naval exercises by other countries off the Irish coast; and if he will make a statement on the matter. [34149/22]
Amharc ar fhreagraThe Naval Service is the State's principal sea-going agency tasked with a variety of defence and other roles. The main day-to-day tasking 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, the Naval Service also carries out a number of other non-fishery related tasks.
From a Defence Organisation perspective, the Naval Service and the Air Corps currently patrol the entire 200 mile limit in respect of sea fisheries protection and periodically patrol beyond these limits to protect specific fisheries. These patrols are carried out on a regular and frequent basis and are directed to all areas of Irish waters as necessary including coastal areas. Naval Service vessels are multi-tasked in that they undertake general surveillance, security and other duties such as search and rescue, diving operations, drugs interdiction among others.
The Fisheries Monitoring Centre (FMC) located at Naval Base Haulbowline carries out monitoring and surveillance of all vessels equipped with a Vessel Monitoring System (VMS) that are operating in and adjacent to the Irish EEZ.
Naval Service patrols are complimented by assistance provided by the Air Corps. The Air Corps Maritime Squadron carries out regular aerial surveillance of our EEZ using the CASA maritime patrol aircraft.
In a military context, under international law other State's naval ships or vessels are within their rights to carry out a training exercise in Ireland's EEZ or to traverse the Irish EEZ. Should another State's naval vessel seek to enter inside Ireland's Territorial Waters, inside 12 nautical miles, then diplomatic clearance must be requested via the Department of Foreign Affairs.
