Written answers
Tuesday, 28 March 2017
Department of Defence
White Paper on Defence
Aengus Ó Snodaigh (Dublin South Central, Sinn Fein)
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638. To ask the Taoiseach and Minister for Defence the 88 actions to be progressed in the Government’s White Paper on defence. [15040/17]
Paul Kehoe (Wexford, Fine Gael)
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The White Paper on Defence sets the defence policy agenda for the next ten years. The following table sets out the 88 actions or projects which have been specifically identified as a subset of the totality of the work being carried out to implement the White Paper. I would note that one project in relation to capability development is divided into 7 sub projects.
Implementation of these specific actions will be carried out on a phased basis over a ten year period. Implementation on a phased basis is necessary in order to reflect Programme for Partnership Government and Strategy Statement commitments, the related nature of some projects and resourcing implications. This process is being kept under review and will be subject to change as issues arise and other business dictates.
No. | Page | Commitments |
|---|---|---|
Chapter 3 | ||
1 | 24 | It is important that the approach to the assessment of security and associated arrangements governing this are kept under review. Any necessary measures to enhance these will be taken in the light of consideration of developments and approaches at national and international levels. |
2 | 29 | The Defence Organisation will develop both civil and military capabilities and capacity across the full spectrum of activity, including defence policy and administration, so as to support the comprehensive approach to crisis management, post conflict stabilisation and Security Sector Reform. It will also develop, in concert with partners and other like-minded states, joint initiatives to this end. |
3 | 29 | Review Ireland's declared contribution to UNSAS and the EU Headline Goal; to include consideration of the potential deployability of the full range of Defence Forces' capabilities including Army, Air Corps and Naval Service capabilities and assets on peace support and crisis management operations. |
4 | 29 | Progress options for building on existing bilateral relations through staff exchanges, exploring the option of Defence Attaché appointments to key EU member states/third countries where appropriate, developing bilateral MOUs and more regular civil/military staff to staff engagements. |
5 | 30 | Engagement with the Connected Forces Initiative (CFI), the Planning and Review Process (PARP), and the Operational Capabilities Concept (OCC). |
6 | 31 | Opportunities will continue to be identified to expand Ireland’s participation in multi-national capability development projects within the framework of the EDA in support of Defence Forces’ operations, capacity and capability .... |
7 | 31 | Engage with other stakeholders, in response to matters raised by the United Nations Secretary General, to explore the contribution of gender focused measures in peacekeeping, particularly in relation to the appropriate deployment of female personnel. |
8 | 34 | Develop the new Institute for Peace Support and Leadership Training at the Curragh by (1) Evaluating the new concept; (2) Advancing its objectives; to s howcase the initial concept during 2016. |
9 | 40 | Explore further areas of greater synergy with departments and agencies with responsibility in the maritime area to ensure the best and most efficient use of all state resources. This will encompass a more risk based approach and the use of new technologies. |
10 | 40 | Ask the Chair of the National Maritime Security Committee to initiate an examination of maritime security arrangements, including governance arrangements with a view to bringing forward recommendations, if required, to enhance the provision of maritime security. |
11 | 41 | A review of Ireland’s NRA, including those emergencies/crises that may threaten or impact on national security, will be undertaken in late 2015 by a subgroup of the Government Task Force on Emergency Planning. |
12 | 43 | Develop an SLA with DCENR with regard to support CSIRT-IE. |
13 | 47 | Develop an SLA with Irish Aid relating to participation by members of the Defence Forces in the emergency Civil Assistance Team (ECAT) initiative. |
Chapter 4 | ||
14 | 51 | The Department and the Army Equitation School will develop more formal arrangements with equitation bodies such as Horse Sport Ireland, Teagasc, Royal Dublin Society, National Sports Campus and the Institute for Sport. The School will be reviewed to maximise its utility for nurturing talent while promoting the Irish horse. |
15 | 51 | To develop the Defence Forces School of Music, including possible linkages with relevant educational institutions. |
16 | 52 | Based on the outcome of the pilot, and having considered the report of the [EAS]Working Group, the establishment of a permanent service was approved by Government in July 2015. The Government’s decision provided that whilst the current service model will continue, the service will be subject to ongoing review in the context of ensuring a sustainable long term service arrangement. |
17 | 53 | The Department will identify opportunities for co-operative collaborative engagement between the Defence Forces and Irish-based enterprise and research institutes, including third level colleges. |
18 | 54 | Develop the Defence Enterprise Initiative further including establishing a Security and Defence Enterprise Group to support Irish-based enterprise in their engagement with the EDA and in accessing EDA and Horizon 2020 programmes, to the benefit of Irish Enterprise and Defence Forces capability. |
19 | 54 | In the context of ongoing engagement it will be necessary to resolve the issues of intellectual property rights and possible endorsement of such products or research. Develop a policy on intellectual property rights and endorsement. |
20 | 54 | In consultation with Enterprise Ireland, the Department and Defence Forces will examine current procurement processes with a view to improving the potential for Irish enterprise to compete for Defence contracts. |
21 | 55 | In pursuing its overall goal and consistent with capability requirements, the Department will give appropriate stimulation to innovation networks which may include state actors, institutes of higher education, research centres and progressive entrepreneurial companies. |
22 | 55 | Develop a new employment support scheme with the direct involvement of the Defence Forces. |
23 | 56 | The Department will give serious consideration to developing renewable energy solutions on defence lands and installations. |
24 | 56 | The Department will initiate a new Bill which will revoke all existing Red Cross legislation with certain provisos. |
Chapter 6 | ||
25 | 62 | Fuse information from the land, air and maritime domains into a joint Common Operational Picture (COP). |
26 | 63 | The Secretary General and Chief of Staff will jointly undertake a review of the current high level command and control structures in the Defence Forces, having regard to international best practice on military command and control and drawing upon external expertise. This will include a review of structures for managing joint operations and intelligence. |
27 | 65 | From a national view point and having regard to the need to minimise threats to the safely of personnel, the Department of Defence will examine the option of maintaining a rapid deployment capacity, at Company level, to support or reinforce overseas contingents if the situation so demands. |
28 | 65 | Measures will be taken to further enhance the capabiilties of the Army Ranger Wing in particular with the aim of increasing the strength of the Unit considerably. |
29 | 66 | Incorporate the following into the HLPPG's work agenda and in due course a new equipment plan, which will form a sub-set of a broader capability development plan. |
A | Implement the most cost effective approach to maintaining APC capabilities | |
B | Replace existing five Cessnas, with three larger aircraft suitably equipped for ISTAR tasks. | |
C | Replace existing CASA 235s with consideration being given to larger more capable aircraft. | |
D | Procure a small number of Armoured Logistic Vehicles for Overseas missions | |
E | Replace the LÉ Eithne with a multi-role vessel (MRV). enabled for helicopter operations and have a freight carrying capacity. | |
F | Replace the two existing Coastal Patrol Vessels, the LÉ Ciara and LÉ Orla with similar vessels with counter-mine and counter-IED capabilities. | |
G | In the event of additional funding becoming available, beyond that required to maintain existing capabilities, consideration will be given to the development a primary radar surveillance capability, acquisition of additional ships for the NS and additional APCs and varients, Light Tactical Armoured vehicles and additional air defence capabilities for the Army in line with the Capability Development Plan. | |
30 | 68 | Consider the development of a more capable air combat/intercept capability as part of the White Paper update |
31 | 68 | The Department will develop a detailed capability development plan, building on the work completed as part of the White Paper process. |
32 | 69 | Fulfil requirement to carry out major building refurbishment in areas including Haulbowline, Casement Aerodrome, McKee Barracks and the Curragh Camp. |
33 | 70 | Develop a co-ordinated 5 year infrastructure development plan that reflects, on a priority needs basis, an approach for all infrastructure development requirements for the life time of the White Paper. The first step of the plan is to assess the main barracks and facilities. |
34 | 71 | Review the current training lands portfolio and the necessary infrastructure to develop them to meet the standards required by the Defence Forces. |
35 | 71 | Undertake a review of the legislative framework to ensure that it is fit for purpose. |
Chapter 7 | ||
36 | 73 | Implement the Defence Forces' competency framework, currently being developed, for recruitment, development, performance management and promotion. |
37 | 73 | Design, develop and implement a merit based promotion system for all ranks . |
38 | 74 | Undertake, in the medium term, a review of civil and military roles/functions to determine the optimum mix of civil service, civilian and military personnel to address both operational and support roles within the Defence Organisation. |
39 | 74 | Conduct a gap-analysis of skill-sets within the PDF to identify the frequency of gaps and appropriate measures to address them. |
40 | 75 | Conduct, in the medium term, a review of HR policies in relation to recruitment, training and education, performance management, reward systems, and retention and retirement policies alongside appropriate age profiles for personnel across the Defence Forces. |
41 | 75 | The Defence Forces will review and develop rolling medium term manpower planning requirements so as to deliver an effective and efficient workforce mix. Current personnel policies to support this will be further developed and implemented. |
42 | 75 | The Defence Forces will raise awareness and attract recruits from all backgrounds so the Defence Forces, both Permanent and Reserve, reflect the society that they serve. The Defence Forces will assess the effects of ongoing initiatives in the medium term. |
43 | 76 | Review external accreditation to ensure an appropriate balance is achieved between maintaining required skills and capability, and retention and retirement/exit objectives. |
44 | 77 | The Defence Forces will review its performance management and annual appraisal systems to ensure that they fully support the Defence Forces capability requirements consistent with the new Integrated Competency Framework. (Linked to No. 36) |
45 | 77 | Develop and incorporate a scheme of commissioning officers from enlisted personnel ranks. |
46 | 77 | Consider a scheme to enable lateral career moves within the Defence Forces across the three services. |
47 | 77 | Develop succession planning and smoother processes for filling key posts. (Linked to 36) |
48 | 78 | Identify and examine any impediments to maximise the candidate field for promotion consistent with service and performance. |
49 | 78 | The Department will undertake a review of the overall pay and allowance structures with a view to the simplification and standardisation of the remuneration system in the Defence Forces. |
50 | 78 | Conduct a programme of reviews of the terms and conditions applying across the services, ranks and technical staff with a view to greater standardisation within the overall system. |
51 | 78 | Implement a range of systems, procedures & scheduled training to ensure PDF preparedness for transition to civilian life after military service. |
52 | 78 | Develop a career platform or portal for exiting personnel to give them a direct bridge to employers to assist them in making the transition to a career in civilian life. |
53 | 78 | Defence Forces Human Resources will create a career portfolio for interested exiting members of the PDF listing their military qualifications alongside the level of the qualification on the national framework of qualifications (NFQ) where relevant. |
54 | 78 | The Department's Human Resources Branch will provide support in CV preparation for exiting civilian employees. |
55 | 79 | Develop further initiatives to encourage more women to apply for the Defence Forces and to increase female participation at all ranks. |
56 | 79 | Conduct a survey to identify any impediments to the advancement of women in the PDF. |
57 | 79 | Develop and actively manage a Diversity and Inclusion Strategy in the Defence Forces, building on existing policies in relation to ethnicity, gender, sexual orientation and equality. |
58 | 79 | Operational requirements, overseas postings, training courses, career courses and the availability of development opportunities will be reviewed to ensure that they do not discriminate on the basis of gender or familial responsibility, while retaining the integrity of the course and training requirement. |
59 | 85 | Further develop the supports available to exiting personnel and veterans. |
60 | 87 | The Department will commence an organisational capability review within the next twelve months. |
61 | 88 | The Department will explore opportunities for joint training with Defence Forces' personnel in light of the "Comprehensive Approach". |
62 | 89 | Regarding Civilian Employee vacancies, the Department will, in the short term, initiate a programme of targeted recruitment to address priority vacancies. In the medium term, the Department will identify the areas that are most in need. |
63 | 89 | The Department will establish a planning group consisting of representatives of Civilian HR and the military authorities to undertake a gap analysis to identify supply and demand and will identify core requirements. It will examine the existing service delivery model and make recommendations on a service delivery framework. |
64 | 92 | The Department will examine the existing approach where a catastrophic injury is incurred with the objective of creating a less adversarial system. |
Chapter 8 | ||
65 | 97 | Revise the terms and conditions of FLR membership and examine the case for the current gratuity. |
66 | 97 | Develop the necessary regulatory changes and service criteria (of the FLR) in consultation with all stakeholders. |
67 | 98 | The Department will review the provisions of the Defence Acts and bring forward proposals for any changes that may be required in order to reflect the possible crisis situations where activation of members of the Reserve may be appropriate. |
68 | 99 | Establishment of the NSR increased to 300. |
69 | 99 | Consideration will be given to the activation of Reserve Sub-Units for short periods of training with PDF Units or other support tasks. |
70 | 100 | Establish a panel of professionally qualified members of the Reserve, to be known as the Specialist Reserve. |
71 | 100 | Conduct a skills survey to identify individuals in the FLR, AR and NSR with relevant professional qualifications and their potential availability. |
72 | 100 | The Department will identify the options available to underpin the engagement of the members of these Specialist Reserve, whose personal circumstances would allow them to undertake required tasks, including on overseas missions. |
73 | 100 | Progress, in consultation with the Representative Associations, the possibilities for members of the Reserve with specialist skills to assist the PDF in a voluntary unpaid capacity. |
74 | 100 | The Secretary General, in conjunction with the Chief of Staff, will bring forward proposals for the operation of a scheme that affords a small number of suitably qualified members of the RDF the opportunity to undertake operational duties at home and overseas. |
75 | 100 | Replace the term "effective" with the term "active". |
76 | 100 | The Department will give consideration to the establishment of a database of former members of the AR, NSR, FLR and PDF who could be called upon to volunteer in a crisis situation, by listing these as an "Inactive Reserve". |
77 | 101 | The Department will incorporate the review of progress on the implementation of the findings of the 2012 Review of the RDF into the overarching review process. |
Chapter 9 | ||
78 | 104 | Progress new Civil Defence legislation with a view to providing a more modern aggregated piece of governing legislation. |
79 | 104 | The Department (Civil Defence Branch) will take the lead role in the Government's new Inter-agency Guidance Team (IGT) being established in order to enhance liaison under the Major Emergency Management. |
80 | 105 | Explore opportunities for further Civil Defence SLAs. |
Chapter 10 | ||
81 | 110 | The Secretary General and the Chief of Staff will develop a plan that seeks to optimise mutual civil-military synergies and consider further models of integrated working between the various civil and military branches of the Department. (includes consideration of a central procurement cell) |
82 | 110 | The Secretary General, in conjunction with the Chief of Staff, will prepare a specific short-term review to assess the increased capacity required in staffing in international fora. |
83 | 110 | The Department and Defence Forces will put in place further joint civil-military training initiatives, building on the new induction course. |
84 | 111 | The Department will ensure the successful delivery of the defence component of the Financial Management Shared Services. |
85 | 112 | Assess the future geographical layout of the Department taking account of a forthcoming organisational capability review of the civil service branches and the outcome and timing of further shared services developments. |
86 | 114 | The Government intends putting in place a new fixed cycle of defence reviews; every three years there will be a White Paper update with a strategic defence review every 6 years. The Government will consider putting the new review process on a statutory footing, having engaged in a process of all-party consultation to seek to put the proposals for defence review on a consensual basis. |
87 | 116 | Develop further procurement approaches that are more collaborative or involve joint procurement through engagement with other countries or through the EDA and increased recourse to direct purchasing on a Government to Government basis... |
88 | 117 | The Government are establishing a specific defence funding study to capture in a new way the expected long-term costs of meeting Ireland's defence requirements using a ten year planning horizon linked to the proposed new framework of fixed cycle reviews. A comprehensive approach, linked to the new defence review architecture, needs to provide a fully elaborate picture for Government of the choices and their resource implications. |
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