Ruairi Ó Murchú (Louth, Sinn Fein)
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25. To ask the Taoiseach and Minister for Defence the steps being taken to retain Defence Forces officers following a survey (details supplied); and if he will make a statement on the matter. [34602/21]

Pádraig O'Sullivan (Cork North Central, Fianna Fail)
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46. To ask the Taoiseach and Minister for Defence the provisions he will put in place to prevent the haemorrhage of talent for the other ranks in the Defence Forces; and if he will make a statement on the matter. [34710/21]

Simon Coveney (Cork South Central, Fine Gael)
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I propose to take Questions Nos. 25 and 46 together.

The survey highlighted by the Deputy, mentions a number of matters which are being actively addressed in the normal course of business of the Department on an ongoing basis.

A serving member can choose to leave the Permanent Defence Force for a number of reasons. A buoyant employment economy can also pose problems in the retention of highly trained and experienced Defence Forces personnel, as this training and experience makes them more attractive to private sector employers.

The Government has fully acknowledged the recruitment and retention issues affecting both officers and enlisted personnel which have impacted operational capacity of the Defence Forces over recent years. In response, a range of actions have been progressed to address these issues.

The report of the Public Service Pay Commission (PSPC) on retention and recruitment in the Permanent Defence Force (PDF) contained a wide range of recommendations to address those difficulties and these have been progressed through the High Level Implementation Plan "Strengthening Our Defence Forces".

Immediate benefits have included a 10% increase in Military Service Allowance; the restoration to pre-Haddington Road levels of certain allowances and the restoration of premium rates for certain weekend duties. Members of the Defence Forces have also received the benefits of Public Service Pay Agreements with further increases available under the new Pay Agreement, should it be accepted by the Defence Forces Representative Associations.

Work has also progressed on a broad range of non-pay measures in line with the PSPC recommendations, including in workforce planning; enhanced professional military education; bespoke leadership training; development of a mental health and wellbeing strategy; a review of barriers to extended participation in the PDF (including the possibility of extending retirement ages) and consideration of the provision of additional specialist posts in certain areas.

A Service Commitment Scheme for pilots, introduced in 2019, has had a stabilising effect on Air Corp pilot numbers, with 25 officers currently participating. A further iteration of the Scheme scheduled in 2021. A Naval Service Sea-going Service Commitment Scheme was also introduced this year with 77 applications so far received. A sea going naval personnel tax credit of €1,270, which was applied in the 2020 tax year, has been extended for the 2021 tax year, and has been increased to €1,500.

The introduction of schemes to allow for the re-commissioning of former Officers and the re-enlistment of former enlisted personnel of the PDF have assisted in addressing particular skills gaps and a range of direct entry specialist competitions have been initiated as a further means to fill critical positions. Furthermore, the upper age limit for both direct entry Naval Service and Air Corps technical appointments has recently been increased to 29 years.

The Deputy will be aware that as part of the terms of reference of the Independent Commission on the Defence Forces, the Commission will consider and recommend appropriate turnover and retention approaches, having regard to work undertaken to date, and international best practice, to deliver the capabilities required of a modern military force.

There is no quick fix to the challenges facing the Defence Forces today. Whilst there has been significant work undertaken to date, it will take time to see the full effect of the measures introduced.

Working closely with the Secretary General and the Chief of Staff, and a range of key stakeholders, I am confident that the current challenges facing the Defence Forces can be overcome.

Pádraig O'Sullivan (Cork North Central, Fianna Fail)
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27. To ask the Taoiseach and Minister for Defence when a decision will be made regarding the status of Defence Forces members enlisted since 1994; and if he will make a statement on the matter. [34709/21]

Peadar Tóibín (Meath West, Aontú)
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32. To ask the Taoiseach and Minister for Defence if he will allow for personnel on post-1994 contracts to remain part of the Defence Forces if they are fit, healthy and capable as opposed to being automatically discharged if not sergeants by December 2022. [34598/21]

Simon Coveney (Cork South Central, Fine Gael)
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I propose to take Questions Nos. 27, 32 and 33 together.

Military life places unique demands on individuals and it is necessary that Defence Forces personnel are prepared to meet the challenges of all military operations. To this end, it is vital the age and health profile of personnel be such as to ensure that operational capability and effectiveness are not compromised in any way. For this reason compulsory retirement ages for ranks in the Permanent Defence Force are considerably lower than in other employments.

The age and fitness profile of the Permanent Defence Force was an issue of serious concern during the 1990's and was the subject of severe criticism in a series of external reports such as those compiled by Price Waterhouse Consultants and the Efficiency Audit Group. One of the key areas identified for urgent action was the development of a manpower policy with an emphasis on lowering the age profile of Permanent Defence Force personnel.

The White Paper on Defence (2015) states that retirement ages and/or upper service limits of Defence Forces’ personnel of all ranks will continue to be kept under review and determined in accordance with key considerations such as manpower policy requirements, operational needs and international best practice.

The High Level Plan - "Strengthening Our Defence Forces" provides for actions or projects to be undertaken to deliver on the Public Service Pay Commission (PSPC) recommendations. A project to consider options to tackle barriers to extended participation in the PDF (including the possibility of extending retirement ages for members of the PDF) is underway. Civil and Military staff in the Department are considering these matters in the context of an ongoing review.

The Review will take into consideration the recommendations from an Adjudication in 2015, arising from a claim PDFORRA made through the Conciliation and Arbitration Scheme for members of the Permanent Defence Force. It was agreed at that time that Privates and Corporals in receipt of Technical Pay Group 3 or higher may stay in service to age 50 subject to meeting certain specified criteria.

The Adjudicator recommended a further review of contracts of service for Line Corporals and Privates and Corporals in receipt of Technical Pay 1 and 2, recruited to the Defence Forces post 1st January 1994. The Adjudicator recommended that such personnel be allowed to continue to serve beyond 21 years for a period up to the expiry of the next two promotion panels, subject to them meeting the required criteria and not exceeding the age of 50 years during this period.

In 2019, a further agreement was reached with PDFORRA that all Privates and Corporals recruited post 1994, be allowed to continue in service to 31 December 2022, (or until they reach the age of 50), provided these personnel meet certain criteria, including medical grades and fitness tests, during the interim period. This agreement was subsequently extended to include Sergeants recruited to the Permanent Defence Force, post 1st January 1994, who can also continue in service to the same date, subject to their meeting agreed criteria in the interim period.

This agreement with PDFORRA provides for such personnel to continue in service beyond the timeframe suggested in the adjudication to allow for this review to be completed. The rank of line Privates, which had not been specifically recommended for review in the adjudication, is also encompassed with this measure. These measures are in place to allow the review to take place in the extended timeframe.

I am advised by military management that as at 31 May 2021, the number of Privates and Corporals in receipt of Technical Pay Group 2 or less, who enlisted post 1994 and who have served or will serve 21 years or more by end December 2022 is 195.

The Review will encompass consideration of the mandatory retirement age limits for Privates, Corporals and Sergeants, as well as senior NCOs. Proposals and recommendations arising from these deliberations will be discussed with PDFORRA on completion of the Review.