Mr. Daithí Ó Caigne:

That is the current situation. It would, therefore, appear at this point in time that supply is greater than demand. In terms of the 20%, we recognise that we are not attracting native Irish speakers to the extent that we would like and, at this stage, we have run two significant competitions. They would normally be recruited at the clerical officer and executive officer level. We have reviewed the way we run those competitions and, following the first review, we targeted media and various other outlets with which we felt Irish speakers would be familiar and increased the cadre of people who have proficiency in Irish. As we seek to embed workforce planning in the Civil Service, the next iteration will be far more targeted on schools and colleges and will try to indicate the career possibilities individuals might have as and when they graduate from school or college. That is the criticality in terms of the three year workforce plan. We need to be able to say to people what possibilities will be there in 2019, 2020 or 2021. We think that would significantly improve the uptake or the interest of people with Irish in roles in the Civil Service.