Bernard Durkan (Kildare North, Fine Gael)
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569. To ask the Taoiseach and Minister for Defence the extent to which he remains satisfied regarding the strength of the Defence Forces having particular regard to a recent indication of difficulty in retaining optimum strength; the extent to which specific issues have arisen; his plans for a resolution; and if he will make a statement on the matter. [53181/17]

Bernard Durkan (Kildare North, Fine Gael)
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570. To ask the Taoiseach and Minister for Defence the extent to which he has addressed or plans to address concerns regarding the need to retain the strength of the Defence Forces with particular reference to the Army, Naval Service and Air Corps; and if he will make a statement on the matter. [53182/17]

Bernard Durkan (Kildare North, Fine Gael)
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572. To ask the Taoiseach and Minister for Defence the number of positions to be filled at all ranks in the Defence Forces, Army, Naval Service and Air Corps; and if he will make a statement on the matter. [53184/17]

Bernard Durkan (Kildare North, Fine Gael)
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573. To ask the Taoiseach and Minister for Defence the steps he has taken or plans to take to address concerns regarding the retention of the strength of the Defence Forces; if specific issues in this regard have been identified in the Army, Naval Service and Air Corps; if he has a specific plan in respect of these issues; and if he will make a statement on the matter. [53185/17]

Paul Kehoe (Wexford, Fine Gael)
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I propose to take Questions Nos. 569, 570, 572 and 573 together.

I am advised by the Military Authorities that the strength of the Permanent Defence Force at 31 October 2017 was 9,219 whole time equivalent (WTE) personnel, comprising 7,417 Army, 744 Air Corps and 1,058 Naval Service.

The table below outlines the establishment, strength (WTE) and vacancies of the Permanent Defence Force, by Army, Air Corps and Naval Service as at 31 October 2017, based on the agreed stabilised strength for the Permanent Defence Force of 9,500.

In recent years the levels of departures have exceeded intakes and this has presented challenges in meeting the establishment strength of 9,500 personnel. In order to fill vacancies there is significant ongoing recruitment at both enlisted and officer level and it is anticipated that approximately 800 new personnel will have been inducted into the Permanent Defence Force during 2017. This includes general service recruits, apprentices, cadets and direct entry officers.

As I have previously outlined there are particular challenges with vacancies in certain specialist posts such as Pilots, Air Traffic Controllers and certain Technicians. These specialists can prove difficult to retain where, as in the current economic circumstances, there are ongoing private sector and commercial semi-state sector job opportunities. I understand that he retention of such specialists has proved challenging for many military forces internationally and it is not unique to Ireland.

To address such issues a range of recruitment methods are being employed including direct entry competitions for specialist positions and the scope to further expand direct entry is being considered. I have also directed civil and military management to develop proposals for expanding direct entry recruitment of specialists and a scheme to facilitate former PDF personnel with appropriate skill-sets to re-enter the Defence Forces.

In addition to my commitment to maximising recruitment I am cognisant of factors that can influence retention of existing members of the Defence Forces. I remain dedicated to ensuring that the terms and conditions of service, while remaining appropriate to the needs of the organisation, are as favourable as they can be within the current budgetary parameters.

As the Deputy will be aware, there is an ongoing programme of HR development within the Defence Organisation. The Defence Forces Climate Survey identified a range of issues that were identified as impacting on satisfaction levels within the PDF. Whilst pay for the lowest paid members of the Defence Forces was highlighted as an issue, there were a broad range of HR matters raised. I am satisfied that these are being addressed and I have recently announced a number of initiatives ranging from a review of the C&A Scheme, a review of the criteria governing Contracts for enlisted personnel and a comprehensive skills gap analysis across the Defence Forces. These directly address issues raised in the Climate Study. In addition the Chief of Staff is actively addressing matters relating to military management of work practices in the Defence Forces.

Following sign up by the Defence Forces Representative Associations to the Lansdowne Road Agreement, members of the Permanent Defence Force have benefited from pay increases. These post-dated the Climate Survey. I was particularly pleased with recent adjustments to salary scales for general service recruits and privates who joined the Defence Forces since 2013 (increases of between 8% and 24% depending on scale point). The Public Service Stability Agreement 2018-2020 also provides for further pay increases ranging from 5.75% to 7.25% depending on the individual’s current wage threshold and this is under consideration by RACO and PDFORRA.

The fact that further consideration by the Public Service Pay Commission of recruitment and retention issues is provided for under the Public Service Stability Agreement 2018-2020, is also a welcome development.

With the support of the Chief of Staff and within the resources available, 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 abroad.

Establishment Vs Strength (WTE) – 31 October 2017

*Includes 151 Cadets

**Includes 38 Cadets

***Includes 24 Cadets