Micheál Martin (Cork South Central, Fianna Fail)
Link to this: Individually | In context | Oireachtas source

The conditions for entry to and service in the Permanent Defence Force are subject to review, having regard to the needs of the organisation, the development of best practices and the maximisation of potential avenues to increasing recruitment.

Since the introduction of psychometric testing for general service recruits, the military authorities have revised the approach to such testing a number of times. The Defence Forces also provide assistance to applicants, such as advising on how best to prepare for such testing, to optimise pass rates, and the test can be practiced on the Defence Forces website.

In respect of the Naval Service, the military authorities made a decision to pause psychometric testing for Naval Service General Service recruitment on a pilot basis, initially for 6 months and subsequently increased to 12 months, with effect from 9 June 2023, to enable the gathering of data to allow for analysis into the effect of this measure.

The military authorities have advised that in 2022, there were 8,043 applications to join the Defence Forces, 9,479 in 2023 and 1,413 as at 29 February 2024. These applications resulted in 435 inductions in 2022, and 415 in 2023. There have been five inductions to date in 2024, with an anticipated intake of General Service recruits by the end of March 2024.

The reasons for high attrition rates within the recruitment process include a high percentage of applicants who submit their applications but do not engage with the process thereafter, or do not present at the various stages of the induction process. Additionally applicants can be ineligible, be unable to achieve security clearance, or fail at the various stages of the recruitment process.

Micheál Martin (Cork South Central, Fianna Fail)
Link to this: Individually | In context | Oireachtas source

I propose to take Questions Nos. 28 and 39 together.

As Minister, I am deeply committed to the transformation of the Defence Forces into a modern fit for purpose organisation to defend the State and meet the challenges of today and the future.

The Commission on the Defence Forces was established on foot of a commitment in the Programme for Government, and its report was published on the 9th of February 2022. There were 69 main recommendations and with sub recommendations there were 130 recommendations in total. The Commission undertook a significant body of work, encompassing wide-ranging terms of reference. It recommended significant changes for the Defence Forces and Defence provision in Ireland. It covered high-level Defence Forces structures, defence capabilities, organisation, culture and human resources, the Reserve Defence Force and funding.

Given the significant recommendations contained in the Report, detailed consideration of these recommendations was undertaken over a period of 5 months by the Department of Defence and the Defence Forces. Following this engagement, a High Level Action Plan (HLAP) and a Memo for Government were brought to Government and approved on July 12th 2022. This involved the approval of a move to ‘Level of Ambition 2’ (LOA2), as set out in the capability framework devised by the Commission on the Defence Forces. The move to LOA2 is due to be complete by 2028. This will result in the Defence budget rising from €1.1 billion to €1.5 billion, in 2022 prices, by 2028, the largest increase in Defence funding in the history of the State. This will allow for the required substantial transformation and investment in recruitment and equipment that were identified by the Commission.

The Detailed Implementation Plan for the Report of the Commission on the Defence Forces, was published on the 21st of November last. This plan sets out an ambitious programme of work to move to ‘Level of Ambition 2’ (LOA 2) by 2028 and the significant and fundamental change for the Defence Forces that will be delivered across the Commission’s recommendations which span:

• Strategic HR and Cultural Change;
• New Command and Control and Joint Structures to be established;
• Services to be reformed and restructured;
• Reserve Defence Force to be revitalised; and
• Joint Capability Development to be implemented

Much progress has been achieved since the Commission’s report was published, with 16 recommendations completed and work ongoing across many others. Government noted that, in light of the Commission’s report, there is an urgent need for HR and cultural transformation in the Defence Forces and this will be prioritised.

While we are still in the early stages of the transformation process, a number of recommendations that have been implemented to-date have had a significant impact on members of the Defence Forces.

I recently announced new changes to the existing Naval Service allowances, as a means of simplifying current structures, by consolidating the daily allowance and the sea-going commitment scheme into one enhanced allowance. This is in line with the Commission on Defence Forces recommendation to replace existing sea-going allowances with less complex measures. The sea-going commitment scheme was abolished from the end of 2023.

Specifically, the current Patrol Duty Allowance, paid to Naval Service personnel, will be doubled after ten days at sea. This measure has taken effect from 1 January 2024.

In addition to this, healthcare afforded to officer ranks has been extended to enlisted ranks.

Also, all personnel of Private 3 Star/Able Seaman rank are now paid the full rate of Military Service Allowance (MSA) applicable to the rank, and, the requirement for that cohort to ‘mark time’ for the first three years at that rank has been removed.

However a great deal of work still needs to be done and it will need concerted effort by all involved.

The Detailed Implementation Plan sets out the significant progress that is expected in 2024. By the end of this year it is anticipated that 54 of the Commission's recommendations will be fully implemented, with many more being progressed over the course of the year.

Transformation efforts of this magnitude take time, and can only be successful if they are built on solid foundations. I have confidence that the structures that have been put in place and progress to date will ensure the successful delivery of the transformation effort.

Following the publication of the Report of the Independent Review Group on Dignity and Equality issues in the Defence Forces in March 2023, I set out my priority to develop one Strategic Framework for the transformation of the Defence Forces, so it would be fully understandable to everyone.

The Strategic Framework, which I published in September 2023, brings together into one overarching document, the immediate actions to be taken to support the transformation of the Defence Forces.

My priority within this transformation is cultural change above all else. The end goal of this cultural change is to ensure that the Defence Forces is an equal opportunities employer, reflective of contemporary Irish society and that is providing a safe workplace where

• self-worth is actively promoted,
• mutual respect becomes a dominant feature,
• all members are treated with dignity,
• in an organisation that continuously evolves to deliver positive change.

Against the reality of the current global and European threat landscape, it is more important than ever that Ireland has a well-functioning, professional and well-equipped Defence Forces.

I am confident and determined that through the Strategic Framework, and the Detailed Implementation Plan, we will realise our shared ambition for the transformation of the Defence Forces accompanied with clear and irrefutable evidence of change on the ground for serving members.