Dáil Éireann Debate, Thursday - 6 July 2023
237. Deputy Jennifer Murnane O'Connor asked the Minister for Housing, Local Government and Heritage if he has had any engagement or correspondence with the Minster for Public Expenditure, NDP Delivery and Reform or with his Department in relation to issues concerning retained firefighters; and if he will make a statement on the matter. [30909/23]
Amharc ar fhreagra239. Deputy Ruairí Ó Murchú asked the Minister for Housing, Local Government and Heritage to outline the nature and extent of his Department's interaction with other departments in relation to improved pay for retained firefighters; and if he will make a statement on the matter. [30971/23]
Amharc ar fhreagraI propose to take Questions Nos. 237 and 239 together.
The provision of a fire service in its functional area, including the establishment and maintenance of a fire brigade, the assessment of fire cover needs and the provision of fire station premises, is a statutory function of individual fire authorities under the Fire Service Acts, 1981 and 2003.
My Department supports fire authorities by establishing policy, setting national standards for fire safety and fire service provision, providing a central training programme, issuing guidance on operational and other related matters and providing capital funding for priority infrastructural projects and the procurement of essential front-line fire appliances, ancillary vehicles and equipment.
Fire services are provided in Ireland by local authorities in accordance with the provisions of the Fire Services Acts, 1981 and 2003. Under this legislation, 31 local authorities provide fire prevention and fire protection services for communities through 27 service delivery structures. Local authority fire services are delivered by approximately 3,300 local authority staff engaged at 217 fire stations nationwide, with 16 of these stations staffed by full-time firefighters, a further 4 are mixed full-time and retained, and 197 are staffed by retained firefighters
I am acutely aware that Retained firefighters provide an invaluable service, safeguarding lives and property that is essential to their communities. That is why, in May 2021, following my direction, the Management Board of the National Directorate for Fire and Emergency Management commissioned a review report into Retained Fire Services with a particular emphasis on the issues of ‘Recruitment and Retention’
My Department published that report, entitled “Retained Fire Services in Ireland – A Review of Recruitment and Retention and the Future Sustainability of Service Delivery” in December 2022.
I brought a Memo to Cabinet in January 2023 to inform the Government of the report’s conclusions. Government noted and accepted the thirteen recommendations contained to address the issues of recruitment and retention and to ensure the sustainability of retained fire services into the future.
Discussions on behalf of the local authorities are led by the (LGMA) and supported by representatives of the Chief Fire Officers Association (CFOA) and officials from my Department.
Throughout the development of the Retained review report, Management had engaged with the union side through the Fire Services National Oversight and Implementation Group (FSNOIG), which is chaired by Mr David Begg. Discussions between staff and employer representatives on the implementation of recommendations began in January 2023 via the FSNOIG forum.
Following a proposal by SIPTU staff representatives, it was agreed that the priority issues to be addressed would be more appropriate for discussion through an independently mediated facilitation forum. Mr Ultan Courtney was subsequently engaged by the Local Government Management Agency (LGMA) at the behest of SIPTU to chair those discussions. The key deliverable, agreed by all stakeholders, is a revised composite agreement that will standardise future retained fire service employment terms and conditions across all local authorities.
To date however, it has not been possible to reach a positive conclusion to the satisfaction of all parties of that process, which has ultimately led to the intervention of the Labour Court.
The implementation of the report recommendations are currently part of a sensitive deliberative process of industrial relations negotiations under the auspices of the Labour Court.
As part of the Management response to this issue, the Department of Public Expenditure, NDP Delivery and Reform (DPENDR) and my Department supported the LGMA in the development of a new model of retained fire service delivery. Those agreed proposals, outlined below, were tabled during discussions on the priority IR issues and substantial progress was made on the provision of a revised model of retained fire service delivery that would provide both an effective service delivery and a suitable work/life balance,
1. An increase in overall staff number circa 20% with a minimum of 12 firefighters in all fire stations (currently ranges from 8 to 18)
2. Structured time off (up to 20 weeks per annum)
3. Individual flexibility with regard to availability
4. 50 additional promotional positions nationally for retained fire fighters
5. Flexibility to attend calls when scheduled on leave, if desired
6. More earnings potential from additional community based activity
7. Increased premium rate payment hours (day/night bands would become 8am – 8pm, 8pm – 8am respectively)
8. Introduction of a new standardised Sick Pay Scheme
9. No reduction of the retainer payment despite a much lower level of commitment to be available.
Following the dissolution of the facilitation forum discussions chaired by Mr Ultan Courtney on 10 May, SIPTU Retained firefighters commenced a period of Industrial Action on 6 June. This action was significantly escalated on 13 June; however, following the intervention of the Labour Court on Monday 19 June, SIPTU Retained firefighters suspended the operational aspects of their industrial action pending the outcome of a formal hearing of the Labour Court that was held on 26 June.
In the intervening period, officials from my Department have supported the LGMA in maintaining an open dialogue with officials from DPENDR on the consequent financial implications for the implementation of the priority IR issues.
The intervention of the Labour Court in the Industrial relations aspects of the dispute is to be welcomed. The Management side were represented at the Labour Court hearing by the LGMA and supported by officials from my own Department and DPENDR. In the event that a recommendation is issued, it will be considered fully by management representatives.
The LGMA recognises the positive steps SIPTU have taken in suspending the operational aspects of their industrial action to allow the resumption of fire service provision on the basis of the full Labour Court hearing.
While a low level of industrial action through non-cooperation remains in place affecting, training and records, the de-escalation of the operational elements of industrial action by SIPTU is a commendable act of good faith, indicative of retained firefighters enduring commitment to public safety and in recognition of the vital role they play ensuring the safety of their communities.
The tabled proposals are a strong foundation to build on in addressing retained firefighters concerns. It is acknowledged that the fixed element of retained firefighter remuneration needs to be addressed to meet of the legitimate needs of firefighters within the confines of Building Momentum.
As Minister for responsibility for fire services in Ireland I have committed, in good faith, to advocate for retained firefighters in the upcoming national pay talks to ensure that the retainer payment is positively dealt with.
Another key finding of the retained review report was in relation to substantial issues around inclusion and diversity that will require significant change in the service to alleviate aspects of the recruitment and retention issue. Less than 3% of firefighters are female, for example, which is an entirely unsustainable situation. A broader cultural study of fire services in Ireland is planned to investigate underlying barriers to recruitment of a more diverse workforce that is more reflective of the communities which they serve.
It is acknowledged that no single ‘silver bullet’ solution exists to resolving the issues of recruitment and retention facing the retained fire services. The issues can only be addressed through the aggregated full implementation of each of the Retained Review report’s thirteen recommendations.
