James Browne (Wexford, Fianna Fail)
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269. To ask the Taoiseach and Minister for Defence if he will address the findings of the Public Service Pay Commission's report published in May 2017 which found that there are issues surrounding the recruitment and retention of members of the Defence Forces especially among aviation personnel; and if he will make a statement on the matter. [24900/17]

James Browne (Wexford, Fianna Fail)
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270. To ask the Taoiseach and Minister for Defence his plans to counter the discharge rates among Defence Forces personnel which have risen due to better remuneration rates within the private sector; and if he will make a statement on the matter. [24904/17]

James Browne (Wexford, Fianna Fail)
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271. To ask the Taoiseach and Minister for Defence his plans to enhance career progression, job satisfaction and professional development within the Defence Forces which may be linked to current exit levels; and if he will make a statement on the matter. [24905/17]

James Browne (Wexford, Fianna Fail)
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272. To ask the Taoiseach and Minister for Defence the way in which he plans to address working conditions within public services which the pay commission recommended should be addressed by the provision of an appropriate mechanism; with specific reference to the Defence Forces and if he will make a statement on the matter. [24906/17]

Paul Kehoe (Wexford, Fine Gael)
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I propose to take Questions Nos. 269 to 272, inclusive together.

As you will be aware the Pay Commission Report was published on 9 May last and contains a very comprehensive and detailed analysis of pay and pensions issues in the public sector and notably addresses issues surrounding recruitment and retention. My Department made a detailed submission to the Commission setting out these very matters and this is specifically referenced by the Commission in paragraph 6.13 of their Report. In the context of the Defence Forces, I note that the Commission in paragraph 6.29 accepts that there are challenges surrounding the recruitment and retention of personnel in specialist streams such as ICT, pilots, Air Traffic Controllers and avionic technicians. The Commission also go on to state that while remuneration is important in this regard there are other significant factors at play such as working environment, career advancement etc. These matters will be addressed as part of the framework which facilitates the Representative Associations engaging with the official side in talks parallel to those taking place between ICTU and the official side at National level. This process has begun this week.

In relation to staffing, the manpower requirements of the Permanent Defence Force (PDF) are monitored on an ongoing basis in accordance with the operational requirements of each of the three services. Personnel are posted on the basis of operational needs across the Defence organisation, both at home and abroad. As there is a significant turnover of personnel in the Defence Forces, targeted recruitment takes place on a regular basis so as to maintain the personnel numbers at or near the agreed strength levels. In terms of overall strength, the Government remains committed to maintaining the stabilised strength of the PDF at 9,500 personnel.

With regard to recruitment, I am advised by the military authorities that their planned target is to induct approximately 850 new entrants to the Defence Forces across all services and competition streams in 2017.

A new General Service Recruitment campaign was launched on 23 February 2017 and the 2017 Cadetship competition was launched in March 2017. Direct Entry Competitions are also held as required from which specialist appointments are filled. An Air Corps apprentice class was also inducted in March 2017.

Promotions are ongoing within Officer ranks in order to fill rank vacancies. A new NCO promotions competition to fill vacancies to the ranks of Sergeants and above has been launched from which promotions will commence in Q3 2017.

With regard to job satisfaction, career prospects and related issues, a Climate Survey completed in the Defence Forces in 2015/16 as part of the Independent Monitoring Group process has provided valuable feedback for military and civilian management. The Climate Survey, while clearly indicating the challenges facing the Defence Forces, particularly in the areas of leadership, communication, organisational culture, the working environment and active management of personal expectations, also points out the many positives, especially in relation to the commitment of personnel to the values and mission of the Organisation, the high levels of work satisfaction, pride in the Organisation and positive views on culture and work support.

In response to the issues raised in the Climate Survey, an Action Plan was formulated involving engagement with all levels of management within the Organisation. The initiatives in this Action plan included conducting additional Focus Group Surveys in order to provide further Data on conditions within the Defence Forces; the implementation of White Paper projects relating to HR issues; the continuation and improvement of Exit surveys; the improvement of the Defence Forces internal communications plan and the adoption of an Integrated Competency Framework.