Paul Kehoe (Wexford, Fine Gael) | Oireachtas source

As I have previously outlined, the Naval Service continues to carry out its sea fishery protection duties. The most recent figures provided by the military authorities give the whole-time equivalent strength of the Permanent Defence Force, PDF, as just below 9,000 personnel. The establishment for the Naval Service is 1,094 personnel. The current strength of the Naval Service is just below 1,000 personnel. The number of personnel departing the Naval Service can fluctuate year on year. While the level of turnover may exceed other areas of the public service, this is a feature of military organisations.

Recruitment to the Permanent Defence Force has continued in 2018 and, as I have previously outlined, particular challenges exist in recruiting and retaining certain specialists. I understand that the retention of such specialists, for example, pilots, has proved challenging for many military forces internationally and it is not unique to Ireland. A range of alternative recruitment approaches are being developed aimed at addressing vacancies in specialist areas. My Department has introduced a scheme which permits former officers with specialist skills to re-enter the PDF and arrangements are in train to provide a similar scheme for former enlisted personnel. Currently, there is direct entry provision for those with professional qualifications which is utilised for the recruitment of medical officers and engineers. A working group is examining the scope for greater use of such direct entry recruitment for certain specialist positions.

As the Deputy will be aware, the Public Service Pay Commission has been tasked with examining recruitment and retention issues in the Defence Forces organisation and requested material has been forwarded to the Department of Public Expenditure and Reform. I am very much in favour of allowing the commission to undertake its analysis objectively and independently, and I do not wish to pre-empt that process. When the Public Service Pay Commission reports, its findings will be considered at that point.

With regard to other retention measures, there are a range of actions outlined in the White Paper on Defence of 2015 which are aimed at enhancing the capabilities of the Defence Forces.

Additional information not given on the floor of the House

These include human resources initiatives which impact on retention such as providing career development opportunities and accreditation. The criteria for extending service beyond 12 years have been revised and this has ensured that personnel who would have had to depart could remain. An examination of age profiles for enlisted personnel has been prioritised and this is being progressed. A gap analysis of skill sets in the Permanent Defence Force has also been brought forward. In addition, the military authorities have introduced further initiatives to enhance work-life balance and this is also to be welcomed.

The conciliation and arbitration, CA, scheme for members of the Permanent Defence Force provides an established mechanism for the PDF representative associations to engage with the official side. The scheme has provided the framework to progress many successful negotiated agreements between defence management and the PDF representative associations. I initiated a fundamental review of the scheme and have recently received the report from the independent chair. Currently, the parties to the scheme are considering the process for implementing the recommendations contained in this report. The Government is committed to retaining the capacity of the Defence Forces to operate effectively across all roles and to undertake the tasks laid down by Government both at home and overseas.

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