Niamh Smyth (Cavan-Monaghan, Fianna Fail)
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97. To ask the Taoiseach and Minister for Defence for an outline of the strategies and improvements required to attract females to enlist in the Defence Forces and feel fully respected; and if he will make a statement on the matter. [42230/23]

Micheál Martin (Cork South Central, Fianna Fail)
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The Government remains committed to a policy of equal opportunity for men and women throughout the Defence Forces and to the full participation by women in all aspects of Defence Forces activities.

It is also Government policy to increase female participation rates at all levels of the Defence Forces in order to increase capability and to better reflect the society from which the Defence Forces are drawn and serve.

In light of the Commission on the Defence Forces report and the report of the Independent Review Group, I have also prioritised a significant programme of reform and culture change within the Defence Forces to ensure that it is an equal opportunities employer, reflective of contemporary Irish society and that is providing a safe workplace.

The Strategic Framework for Transformation of the Defence Forces, approved by Government last week which I have published, sets out the vital work that is underway relating to the transformation of the Defence Forces and outlines the necessary actions to be delivered by the end of 2024. The framework puts a focus on strategic HR and cultural change to transform the internal working environment for serving members and includes measures to address recruitment and retention challenges.

As of 31 August 2023, the strength of the Permanent Defence Force (PDF) stood at 7,671 Whole Time Equivalent (WTE) personnel. Of this some 549 personnel or 7% were female, broken down as follows:

• Army: 451 Female Personnel (WTE)
• Air Corps: 36 Female Personnel (WTE)
• Naval Service: 62 Female Personnel (WTE)

• A female specific recruitment team is being established to co-ordinate the attendance of tri-service female specific recruiting teams at national and regional level events.
• The team will actively engage with organisations such as the Ladies’ Gaelic Football Association, the Camogie Association, Wo.men in STEM events, the Department of Education, Hersport.ie and 30% Club in conjunction with the Defence Forces Gender Equality and Diversity Advisor.
• The team will also engage with the Marketing and Media partner that has been engaged to assist with recruitment advertising, to see what opportunities are available to showcase a career in the Defence Forces for women. The overall aim will be to highlight the career opportunities available to women across the three Services of the Defence Forces. The Defence Forces ensures a gender perspective is incorporated when advertising across all of their social media platforms. This ensures a fair and equal representation of both males and females in all published content.
• A targeted advertising campaign was run during the recent Women’s Soccer World Cup, with further opportunities being explored for the remainder of 2023.
• The recent announcement to extend private secondary medical care to enlisted personnel is also an important development as it is will provide private medical care during pregnancy.
• The Defence Forces are also taking a broad approach in terms of fitness testing. In addition to a re-examination of the female specific milestones that have to be achieved in terms of fitness standards, there has been a change from a “Pass or Fail” system in terms of fitness test scoring to a “traffic light” system. This means that female applicants who do not automatically pass the fitness test may be selected for induction, should the HR demand exist.
• There has also been an emphasis on Fitness Test Preparation. Videos relating to the Defence Forces Induction Fitness Test have been uploaded on www.military.ie with a section specifically focusing on the modified female push up.
• A Gender Equality and Diversity Officer has been in place for a number of years to promote gender equality policies and training within the Defence Forces. Gender Advisors are available to all Brigades and Services and trained Gender Focal Points are deployed with all overseas units and ships in order to promote a gender perspective in operations.
• Work-life balance initiatives including facilitating "job-sharing" for overseas deployments; accessibility of career courses for those with family commitments; family friendly overseas appointments; and a renewed focus on dual- service member families
• A range of ‘harmony’ measures including ‘hot desking’ or remote working have been piloted to create an attractive working environment.
• A joint (Department of Defence and Defence Forces) Defence Women’s Network was formally launched in January 2022, with the aim of increasing the participation of female personnel at all levels of the organisation, and has been very successful. Earlier this year a launch of female sports wear was announced (sports bras) together with the provision of female hygience products in barracks, ships etc

Pauline Tully (Cavan-Monaghan, Sinn Fein)
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98. To ask the Taoiseach and Minister for Defence the timeframe for the implementation of an agreed policy for the application of the Working Time Directive within the Defence Forces, with legislative underpinning, which is reported as a core strategic priority within the Strategic Framework Transformation of the Defence Forces. [42616/23]

Pádraig O'Sullivan (Cork North Central, Fianna Fail)
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101. To ask the Taoiseach and Minister for Defence the timeframe for the implementation of the Working Time Directive in the Naval Service; and if he will make a statement on the matter. [42243/23]

Matt Carthy (Cavan-Monaghan, Sinn Fein)
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117. To ask the Taoiseach and Minister for Defence if he intends to publish a general scheme of the Bill to apply the Working Time Directive to members of the Permanent Defence Forces; the timeframe for same; and if he intends to provide an allocation in Budget 2024 for the purpose of implementing the Working Time Directive. [42531/23]

Micheál Martin (Cork South Central, Fianna Fail)
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I propose to take Questions Nos. 98, 101 and 117 together.

As the Deputy is aware, the Defence Forces are currently exempted from the provisions of the Organisation of Working Time Act 1997, which transposed the EU Working Time Directive into Irish Law.

I wish to assure you, however, that I am fully committed to ensuring that the provisions of the Working Time Directive are applied, where appropriate, to its members. This is in line with the Government commitment to remove the blanket exemption in the Organisation of Working Time Act, 1997 for both the Defence Forces and An Garda Síochana.

The removal of the blanket exemption in the Organisation of Working Time Act for the Defence Forces is a complex matter given the specific nature of some military activities. An extensive amount of work undertaken by the Military Authorities has determined that a high percentage of the normal everyday work of the Defence Forces, in the region of 80%, is already in compliance with the Working Time Directive.

Recent European Case Law on military service, has been clear that certain activities due to their specific nature, can be considered outside the scope of the Directive. The provisions of this Ruling have duly informed the proposed civil/military policy position, which has as its guiding principle, the fundamental requirement to ensure that appropriate rights and protections with regard to health and safety, are afforded to serving members, while also ensuring that the Defence Forces can continue to fulfil their essential state functions.

Dialogue has been continuing with the PDF Representative Associations and civilian-military management through the Working Time Directive Sub Committee as part of the Conciliation and Arbitration Scheme.

These deliberations have gained momentum in recent months on the finalisation of a policy position including with regard to activities deemed outside the scope of the Directive, and associated protections.

This Strategic Framework, approved by Government this week which I have published, sets out the vital work that is underway relating to the transformation of the Defence Forces and outlines the necessary actions to be delivered by the end of 2024. It covers the recommendations made in the IRG and the CoDF reports, together with measures to address recruitment and retention challenges, and the legislative changes needed to modernise our Defence Forces.

Action 28, of this Framework, provides that the agreed civil/military management policy position on the implementation of the Working Time Directive within the Defence Forces is to be finalised by the end 2023.

I should point out that the responsibility for developing the legislative framework to remove the blanket exemption for the Defence Forces in the Organisation of Working Time Act, 1997, lies with the Department of Enterprise, Trade and Employment (DETE).

It will be a matter for that Department to consider the appropriate legislative mechanism within their programme of work. Upon finalisation of the policy position, my officials will commence formal engagement with DETE. In the meantime, my officials continue to engage with that Department on an informal basis.

Without doubt, the introduction of a robust system to record daily hours of attendance is an essential element for the Defence Forces, in ensuring that the provisions of the Working Time Directive are properly afforded to serving members, and I have directed that the Defence Forces consider, without delay, options for the introduction of an interim time and attendance system, on a pilot basis to specifically record daily hours of attendance.

I can assure the Deputy that the health and safety of personnel in the Defence Forces remains an absolute priority for myself and the Chief of Staff and I fully recognise the importance of implementing the provisions of the Directive and the positive impact it will have on serving members.

Seán Haughey (Dublin Bay North, Fianna Fail)
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99. To ask the Taoiseach and Minister for Defence the action he will take to stabilise the numbers within the Defence Forces; and if he will make a statement on the matter. [42462/23]

Micheál Martin (Cork South Central, Fianna Fail)
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The strength of the Permanent Defence Force as at 31 August 2023, the latest date for which such figures are available, was 7,671 personnel. The establishment of the Permanent Defence Force has recently been increased to 9,589. This increase is intended to expedite implementation of the report of the Commission on the Defence Forces, through the creation of 89 additional promotional opportunities.

I have previously acknowledged the staffing difficulties in the Defence Forces, and work is ongoing to counter these. Current recruitment initiatives include ongoing general service and direct entry recruitment, the re-entry schemes, and the 'Be More' recruitment campaign.

A Joint Induction Training Centre has been established in Gormanston, with a view to increasing the throughput of recruits destined for all branches of the Defence Forces, and the training syllabus for these recruits has been refined.

The maximum age of entry has been increased to 29 years for General Service recruits, Cadets, apprentices, and certain specialists. Fitness test scoring has also been amended to maximise induction levels.

External human resources expertise has recently been engaged. This will assess Defence Forces recruitment and the candidate’s recruitment journey, with a view to validation of current processes and appropriate recommendations, where required.

To address specific challenges in the Naval Service, and in an effort to maximise the recruit pool, psychometric testing for Naval Service General Service recruitment has been paused on a pilot basis for 6 months with an analysis of the revised approach to take place at this point. A specific Naval Service recruitment campaign is in train, and a contract has recently been awarded to a marine specialist recruitment body to target individuals with the skills and expertise required by the Naval Service.

Government has also acknowledged ongoing staffing challenges in the Defence Forces and has introduced a range of financial and non-financial retention measures such as service commitment schemes in the Air Corps and the Naval Service, tax measures, extension of private secondary medical care to all Defence Forces personnel, and significant progress on pay, which compares favourably with other areas in the Public Service.

My immediate focus remains on stabilising the numbers of personnel, and to facilitate capacity for further increases. This will enable us to align ultimately with the level of ambition recommended in the report of the Commission on the Defence Forces, and agreed by Government.

Gary Gannon (Dublin Central, Social Democrats)
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100. To ask the Taoiseach and Minister for Defence for an update on the number of married quarters and houses that remain within the possession of the Defence Forces or his Department; and the number currently vacant. [42593/23]

Gary Gannon (Dublin Central, Social Democrats)
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122. To ask the Taoiseach and Minister for Defence the number of vacant married quarters and houses that were in the possession of the Defence Forces or his Department on 1 January 2023 and have been occupied by new tenants since that date. [42594/23]

Micheál Martin (Cork South Central, Fianna Fail)
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I propose to take Questions Nos. 100 and 122 together.

As the Deputy is aware, it has been a long standing policy of the Department and the Defence Forces, in line with other public sector employers, to discontinue the historic provision of tied housing to serving personnel, including the provision of married quarters for serving personnel.

In relation to the number of vacant properties available, this data is not held by my Department. The allocation of such housing is decided locally by the military authorities. My Department has requested updated statistics on same and I will arrange to forward same to the Deputy when available.

The Deputy will also be aware that I have instructed the Defence Forces to carry out an assessment of the vacant housing stock to ascertain their suitability to a return to modern single living in accommodation usage for serving personnel. My officials have engaged with the Defence Forces in relation to the drafting of the necessary tender documentation to carry out such an assessment. The revised tender documentation is awaited in my Department.

Matt Carthy (Cavan-Monaghan, Sinn Fein)
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102. To ask the Taoiseach and Minister for Defence if he will review the decision to reject a submission advocating in favour of awarding a military medal for gallantry to a person (details supplied). [42532/23]

Micheál Martin (Cork South Central, Fianna Fail)
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Defence Force Regulation (DFR) A9 sets out the qualifying criteria required to be awarded such Defence Force Medals. The awarding of medals is a matter for the military authorities.

In general, medals are awarded to members of the Defence Forces on the basis of various criteria such as their length of service, for service overseas and for acts of bravery associated with such service both at home and overseas.

DFR A9 also delineates the procedures for the awarding of those medals to members of the Defence Forces. This regulation sets out the various types of medal awards. ‘Medal award’ serves as an overarching category and then various subcategories are further set out under each ‘medal award’. These subcategories are: classes of award, bar to medal, investigation by military board, time limit for award, and administrative instructions. The details provided underneath each of these headings essentially lays out the protocols for the awarding of these medals.

In accordance with Defence Forces Regulations, the award of medals for bravery is time-bound. Medals may not be awarded unless a recommendation is made through the usual channels to the Chief of Staff, not later than two years in the case of the Military Medal for Gallantry, and not later than four years in the case of the Distinguished Service Medal, after the performance of the act in respect of which the recommendation is made.

Such awards are made on the recommendation of a Military Board appointed by the Chief of Staff for the purpose of examining and reporting on every recommendation for an award.

In relation to the specific case mentioned, I am given to understand that representation was made in 2018 to the Military Authorities in relation to a recommendation for the award of the Military Medal for Gallantry to five personnel including the individual mentioned,, who had served with C Coy 85 Infantry Battalion UNIFIL in 1999.

It was confirmed by the Military Authorities that no previous recommendation under the provisions of DFR A9 had been made in relation to the individuals named and that the recommendation fell outside of the timeframe as outlined above. On this basis, no further action was taken.

There is a requirement to maintain the credibility and integrity of the medals awarding system, the process for awarding medals, as provided for in DFR A9.

However, I have raised these matters with the Chief of Staff, in the context of the recommendations of the Independent Review Group on Jadotville namely to include the review of the system of awarding medals.

The matter of reviewing the process of awarding medals remains under consideration by the Chief of Staff. I would like to assure the Deputy that I will duly consider any proposals that may be forthcoming.

James Lawless (Kildare North, Fianna Fail)
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104. To ask the Taoiseach and Minister for Defence if he will report on the Strategic Framework of the Defence Forces; and if he will make a statement on the matter. [42461/23]

Micheál Martin (Cork South Central, Fianna Fail)
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I published the Strategic Framework on the Transformation of the Defence Forces on 26 September. The purpose of the Strategic Framework is to bring together into one overarching document, the immediate actions to be taken to support the transformation of the Defence Forces into a fit for purpose organisation to defend the State and meet the challenges of today and the future.

My priority within this transformation is cultural change above all else.

It consolidates into one document key actions under a number of Defence Sector reports and plans, which will underpin this transformation.

I. The report of the Independent Review Group (IRG), established to examine dignity and equality issues in the Defence Forces published in March 2023.

II. The Report of the Commission on Defence Forces (CoDF) published in February 2022

III. Specific actions to support the recruitment and retention of the Defence Forces

IV. the Defence Forces Equipment Development Plan and the Infrastructure Development Plan

V. The legislative programme necessary to underpin the transformation efforts

The Framework is designed to be fully understood by everyone and has appropriate governance and reporting mechanisms, to oversee this transformation and bring transparency and accountability to the work.

Core priorities identified for completion by the end of 2024 under the Strategic Framework are:

i. Specific actions to support cultural change within the Defence Forces through a well-designed and expertly implemented culture change programme, led and driven convincingly from the leadership of the Defence Forces.

ii. That the numbers of personnel in the Defence Forces are stabilised, and thereafter increasing the strength towards the level of ambition arising from the Report of the Commission on Defence Forces.

iii. The implementation of a policy for the application of the Working Time Directive within the Defence Forces.

iv. To progress specific projects to enhance the physical working environment and equipment of our personnel including specific capability enhancements across all Services.

v. To set up a new independent, external complaints service for serving members of the Defence Forces and a new complaints process for civilians and civil servants.

vi. To introduce the legislative changes to support the transformation of the Defence Forces.

vii. To set up the Judge led Tribunal of Inquiry to examine the effectiveness of the complaints processes in the Defence Forces into workplace issues relating to discrimination, bullying, harassment, sexual harassment and sexual misconduct is established.

The transformation process will be supported by new governance and reporting arrangements which are both clear and straightforward:

the Secretary General of the Department of Defence and the Chief of Staff of the Defence Forces will report on the delivery of actions to the Tánaiste and Minister for Defence quarterly;

the External Oversight Body of the Defence Forces which is a critical element in achieving the goal of cultural change of the Defence Forces, and the oversight of the Defence Forces in the delivery of actions on foot of the IRG Report will monitor and report on progress the Implementation Oversight Group; and

the High Level Steering Board tasked to oversee and drive progress on the implementation of the Commission on the Defence Forces will continue

The timescale for this Strategic Framework is to the end of 2024, with an update report published every six months, commencing March 2024.

A revised Strategic Framework for 2025 and beyond will be published at the end of 2024.

Matt Carthy (Cavan-Monaghan, Sinn Fein)
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105. To ask the Taoiseach and Minister for Defence the main capital acquisitions of the Defence Forces in 2023 and the associated costs; the proposed main acquisitions for 2024 and the estimated costs; and the primary acquisitions required under Level of Ambition 2 of the Commission on the Future of the Defence Forces. [42541/23]

Micheál Martin (Cork South Central, Fianna Fail)
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My priority as Minister for Defence is to ensure that the operational capability of the Army, Air Corps and Naval Service is maintained and developed. This is to enable the Defence Forces to carry out the roles assigned by Government. Equipment priorities for the Army, Air Corps and Naval Service are considered in the context of the established capability development and Equipment Development Planning (EDP) processes.

Further additions to the EDP are currently under consideration, including in the context of the Government’s decision to move to a higher level of ambition, known as LOA2, and in light of specific recommendations, associated with a move to LOA2, made in the report of the Commission on the Defence Forces last year.

Projects for the Army are being considered in the context of capability development and available funding against the backdrop of the overall Equipment Development Plan process and multi annual programme areas.

There has been significant investment in recent years in the armoured fleet of vehicles with the enhancement of force protection and mobility with the mid-life refit of the MOWAG Piranha III vehicles project nearing completion and the delivery of Armoured Utility Vehicles. These projects have seen the integration of cutting edge technology and equipment into the vehicles.

Technology is an enabler of modern military forces and a Software Defined Radio Project which is the next generation communications system for the Defence Forces is currently in the marketplace. This complex project is being designed and customised to meet the Defence Forces' requirements and to incorporate systems and equipment platforms, it will support the joint common operational picture.

The programme for the supply of two C295 Maritime Patrol Aircraft is nearing completion with the recent delivery of the first aircraft on 27 June and the second aircraft is due this month.

Work on capital investment in aircraft continues with the recent placing of a contract with Airbus for a military transport aircraft for the Defence Forces. The Airbus C295W transport aircraft is highly versatile and will provide a dedicated asset to support the Defence Forces military airlift transport requirements and provide a wide contingent capability. This transport aircraft will enable the Air Corps to provide a wide range of services including logistics support and transport of troops and equipment, medical evacuation and air ambulance, Special Operations Forces operations and a general utility role. Delivery of this aircraft is expected in 2025.

With regard to Naval Service projects, marine advisors have been appointed by my Department to support the procurement of a Multi-Role Vessel (MRV) to replace the now decommissioned former flagship LÉ Eithne. This work is underway and will inform a public tender competition, in line with the Public Spending Code, in due course.

The two Inshore Patrol Vessels (IPVs), purchased from the New Zealand government last year to replace the now decommissioned LÉ Orla and LÉ Ciara, were transported to Ireland following a year long project to regenerate and modify the vessels. Following their arrival in Cork, the IPVs are undergoing a comprehensive programme of works including crew familiarisation and training. They will become fully operational when all of these targets are met and as soon as possible. Projects for other Naval Service capabilities will be considered in the context of overall capability development and available funding in accordance with established planning processes.

Ongoing and future Defence capital programmes/projects, primarily encompassing Defence Forces equipment and infrastructural requirements, are planned and prioritised through the Defence Equipment Development Plan (EDP) and the Defence Infrastructural Development Plan. Defence capital investment is atypical and multi-annual, with long lead-in times. Therefore, the EDP remains a living document, which is subjected to regular reviews and updates and, at all times, remains cognisant of funding availability, organisational priorities and timing issues.

The Defence budget allocation is determined within an overarching budgetary framework which encompasses existing NDP multi-annual capital allocations and remains cognisant of the level of resources available, commensurate with defence policy requirements. It is within this context that the Estimates 2024 discussions are taking place with the Department of Public Expenditure NDP Delivery and Reform, to include full consideration of Defence capital investment priorities for 2024 and beyond.

The Department of Defence has received a capital allocation under the National Development Plan of €566 million over the 2022 to 2025 timeframe. This level of capital funding allows the Defence Organisation to undertake a phased planned programme of sustained equipment and infrastructural development across the Army, Air Corps and Naval Service as identified and prioritised in the Defence White Paper and the Report of the Commission, while building on the significant investment programme over recent years.

Thomas Gould (Cork North Central, Sinn Fein)
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111. To ask the Taoiseach and Minister for Defence the plans to improve pay and conditions for members of the Defence Forces. [42559/23]

Micheál Martin (Cork South Central, Fianna Fail)
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I propose to take Questions Nos. 106 and 111 together.

The Deputy may wish to be aware that starting rates of pay in the Defence Forces compare very well to comparable rates of pay across the public service. There is also further scope for additional income for members of the Defence Forces from duty allowances for specific duties carried out on an ongoing basis and allowances for overseas service, including a tax-free duty allowance starting at €15,000 for a 6 month overseas deployment.

There has been significant progress delivered on pay and conditions for the Defence Forces in recent years. In May 2019, a newly qualified three star private could expect to earn €27,759 gross per annum (including military service allowance but excluding duty allowances). Following the implementation of the Commission on Defence Forces recommendations, and the pay increases under the Building Momentum public service pay agreement (the final 1.5% is due on 1st October 2023), recruits on completion of training (which takes approximately 24 weeks), will start at:

• €38,016 in Year 1
• €39,413 in Year 2 and
• €40,700 in Year 3