Eoghan Murphy (Dublin South East, Fine Gael)
Link to this: Individually | In context

Question 318: To ask the Minister for Defence the measures that have been taken to clarify the difference between bullying and robust training for new recruits in the Defence Forces, for both recruits and their instructors, as recommended in a report on military human resources, conducted by the independent monitoring group and published in December 2008. [6891/11]

Eoghan Murphy (Dublin South East, Fine Gael)
Link to this: Individually | In context

Question 319: To ask the Minister for Defence the measures that have been taken to ensure greater emphasis during initial training on ensuring new entrants in the Defence Forces understand what is and what is not bullying and harassment and inappropriate behaviour, as recommended in a report on military human resources, conducted by the independent monitoring group and published in December 2008. [6892/11]

Eoghan Murphy (Dublin South East, Fine Gael)
Link to this: Individually | In context

Question 320: To ask the Minister for Defence the measures that have been taken in the Defence Forces to put in place reviews of instructors' workshops on corrective action and whether or not wider use is being made of case studies in training instructors for implementing corrective action, as recommended in a report on military human resources, conducted by the independent monitoring group and published in December 2008. [6893/11]

Eoghan Murphy (Dublin South East, Fine Gael)
Link to this: Individually | In context

Question 321: To ask the Minister for Defence the outstanding recommendations from the report on military human resources, conducted by the independent monitoring group and published in December 2008, that are still to be implemented. [6894/11]

Alan Shatter (Dublin South, Fine Gael)
Link to this: Individually | In context

I propose to take Questions Nos. 318 to 321, inclusive, together.

The 2008 report of the Independent Monitoring Group included 46 recommendations to chart the way ahead in continuing to meet the demands for dignity and equality in the military workplace. The 2008 report highlighted the initiatives undertaken by the Defence Forces in the area of human resource management and workplace culture in the period from 2004. The Report confirmed that the culture of the Defence Force organisation had evolved positively and noted that the recorded number of incidents of unacceptable behaviour was low. Of the 46 recommendations contained in the 2008 Report, 23 have been implemented, with work underway in respect of the majority of the remaining 23. As the implementation of these recommendations requires the concerted and combined effort of both the military and the Department and in some cases ongoing monitoring, the Independent Monitoring Group report is considered monthly by the joint military/civilian Standing Committee on Defence Forces Personnel Policy Issues.

Turning to the specific issues raised in the questions, I am advised that the syllabus for induction training has been revised. Greater emphasis is placed during initial training on ensuring that new entrants understand what is and is not bullying/harassment and inappropriate behaviour. Pre-course orientation for Instructors is included in annual seminars for Cadet School/Brigade Training Centres including the Naval Service and Air Corps and is revised as necessary. Defence Forces Training Establishment Standing Orders are updated where necessary prior to the commencement of a course. Pre-course training for attached instructors must include familiarisation with the revised Standing Orders. Relevant and realistic case studies are included as part of the annual seminar for Cadet School/Brigade Training Centres including the Naval Service and Air Corps. In addition, the role of Unit/Sub-unit Commander in the area of corrective action is included in the revised Junior Command and Staff course.