Jim O'Callaghan (Dublin Bay South, Fianna Fail)
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151. To ask the Taoiseach and Minister for Defence for an update on the implantation of the strategic framework to support the transformation of the Defence Forces into an organisation that is fit for the purpose of defending the State; and if he will make a statement on the matter. [21534/24]

Micheál Martin (Cork South Central, Fianna Fail)
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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, fully understood by everyone, that has the appropriate governance and reporting mechanisms, and is properly resourced.

The purpose of the Strategic Framework is to bring together into one overarching document, from the multiplicity of plans developed, 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. 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 and all members are treated with dignity in an organisation that continuously evolves to deliver positive change.

I published the Strategic Framework for the Transformation of the Defence Forces in September 2023, and this document clearly sets out the actions to be delivered before the end of 2024 to implement the recommendations of the Commission on the Defence Forces (CoDF) and the Independent Review Group (IRG) Report. The Strategic Framework also sets out the actions to be delivered to support the recruitment to and retention of personnel to our Defence Forces, to enhance the physical working environment and equipment of our personnel and to make the legislative changes to underpin the transformation agenda.

While all the actions outlined in the Strategic Framework are important, my core priorities, as Tánaiste and Minister for Defence, up to the end of 2024 are:

1. The specific actions to support cultural change within the Defence Forces are made. This will be implemented through a well-designed and expertly led culture change programme, led and driven convincingly from the leadership of the Defence Forces, and including initiatives grounded in the vision of the future Defence Forces. This will be monitored closely by the External Oversight Body.
2. That the numbers of personnel in the Defence Forces are stabilised, and thereafter increasing the strength towards the level of ambition arising from the CoDF.
3. The implementation of an agreed policy for the application of the Working Time Directive within the Defence Forces.
4. To progress specific projects to enhance the physical working environment and equipment of our personnel including specific capability enhancements across all Services as set out in the CoDF.
5. 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.
6. To introduce the legislative changes to support the transformation of the Defence Forces including the statutory underpinning for;
   • The new high-level structures within the Defence Forces, and the consequential re-design of the governance and oversight framework for the new command structure;
   • The new independent complaints mechanism; and
   • The External Oversight Body.
7. 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.

Jim O'Callaghan (Dublin Bay South, Fianna Fail)
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152. To ask the Taoiseach and Minister for Defence how many members of the Defence Forces are receiving counselling; and if he will make a statement on the matter. [21535/24]

Micheál Martin (Cork South Central, Fianna Fail)
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It has not been possible to provide the required information within the timeframe available. I shall provide the information to the Deputy once it becomes available.

Jim O'Callaghan (Dublin Bay South, Fianna Fail)
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153. To ask the Taoiseach and Minister for Defence how many members of the Defence Forces are receiving support for education courses; and if he will make a statement on the matter. [21536/24]

Jim O'Callaghan (Dublin Bay South, Fianna Fail)
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154. To ask the Taoiseach and Minister for Defence how many members availed of paternity parental leave in 2023 and to date in 2024; if he would provide a breakdown, by rank, across all three services; and if he will make a statement on the matter. [21537/24]

Micheál Martin (Cork South Central, Fianna Fail)
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Details of the number of members of the Permanent Defence Force, as advised by the Military Authorities, who availed of Paternity and Parental Leave in 2023 and to 31 March 2024, the latest date for which figures are available, are set out below in tabular format, broken down by rank and by service.

Jim O'Callaghan (Dublin Bay South, Fianna Fail)
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155. To ask the Taoiseach and Minister for Defence the number of applications to join the Defence forces that have been received since the start of 2023; how many applicants were interviewed; how many were offered employment; how many accepted; and if he will make a statement on the matter. [21538/24]

Micheál Martin (Cork South Central, Fianna Fail)
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The military authorities have advised that the strength of the Permanent Defence Force, as at 31 March stood at 7,510.

The military authorities have provided the requested recruitment processes details in the table below and advise that applications made in one year may not complete the recruitment process within the same calendar year.

*31 March 2024

The military authorities further advise that 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.