Aindrias Moynihan (Cork North West, Fianna Fail)
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129. To ask the Taoiseach and Minister for Defence the measures that are being taken to increase the number of females applying under any future Defence Forces recruitment campaigns; and if he will make a statement on the matter. [29796/24]

Micheál Martin (Cork South Central, Fianna Fail)
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Special consideration is paid to women as a target group for recruitment within the general recruitment framework and the High Level Action Plan agreed by Government on the Commission on the Defence Forces contains a range of recommendations designed to assist in increasing female participation in the Defence Forces.

The military authorities have advised that a number of initiatives have been implemented to increase the level of female participation in the Permanent Defence Force recruitment process. Examples of such initiatives include:

• A recently established female specific recruitment team which co-ordinates attendance of tri-service female specific recruiting teams at national and regional level events.
• A series of videos being created, highlighting the roles on offer in the Defence Forces with focus on females, are being filmed using female members.
• Fitness test requirements are tailored specifically for females. A fitness test preparation video is available on the military website to demonstrate the modified push-up for females.
• The Defence Forces Recruitment Office are actively reaching out to female applicants in the recruitment pipeline in order to support them throughout the application process, where appropriate.
• A Direct Entry competition for a Senior Diversity, Equity, Inclusion and Gender Adviser recently concluded.

Aindrias Moynihan (Cork North West, Fianna Fail)
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130. To ask the Taoiseach and Minister for Defence for an update on the planning and development of military radar capabilities; and if he will make a statement on the matter. [29797/24]

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, as set out in the White Paper on Defence. Capability priorities (including replacement capabilities as they near end of life) for the Army, Air Corps and Naval Service are considered in the context of the capability development planning processes which includes both an Equipment Development Plan (EDP) and a Built Infrastructure Programme.

The EDP recognises the need to maintain and upgrade military capabilities having regard to emerging priorities, operational requirements and changes in technology. This is an ongoing iterative process. As such, further additions to the EDP have been made as a result of the Government’s decision to move to a higher level of ambition, known as Level of Ambition 2 (LOA2), and in light of specific recommendations, associated with a move to LOA2, made in the report of the Commission on the Defence Forces.

As the Deputy is aware, the Commission on the Defence Forces outlined the absence of a significant Irish air defence capability and recommended as part of the aforementioned move to LOA2 the development of a new air defence system which is compatible with and integrated into the Recognised Air Picture (RAP) which also requires a military Primary Radar capability. Demonstrating the Government’s commitment to this, one of the Early Actions identified in the subsequent High Level Action Plan published in response to the Commission’s report, was to commence planning for military radar capabilities. A project team, comprising senior civil and military personnel, has commenced work on a programme of work to develop military radar capabilities. This includes military primary radar systems, ground based air defence, maritime and counter unmanned aerial systems (C-UAS).

It must be acknowledged, however, that delivery of Military Radar is both costly and extremely complex, and will take some time to deliver. Nevertheless, delivery has been prioritised by Government and the increased capital allocation for Defence includes funding for the development of a primary radar capability. As indicated in the Detailed Implementation Plan, the Needs Phase has completed, with the scope of the capabilities having been established. The Requirements Phase has now commenced which will progress in accordance with the Infrastructure Guidelines.

The Defence annual capital budget for 2024 is €176 million. In April, I announced record levels of capital funding for Defence over the next two years of €215 million in 2025 and €220 million in 2026. This demonstrates the Government’s strong commitment to supporting the transformation of the Defence Forces into a modern, agile military force, capable of responding to the increasingly complex security threats that have emerged.

Aindrias Moynihan (Cork North West, Fianna Fail)
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131. To ask the Taoiseach and Minister for Defence for the discharge rates in the Defence Forces for the years 2022, 2023 and 2024 to date, in tabular form; the measures being taken to ensure that the current level of recruitment can address the level of discharge rates in the ranks throughout the Defence Forces; and if he will make a statement on the matter. [29798/24]

Micheál Martin (Cork South Central, Fianna Fail)
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The following table details the total level of turnover in the PDF in 2022, 2023 and in 2024 as at 31 May, and the corresponding breakdown between trained personnel and those in training.

Turnover levels in the PDF are carefully monitored and the Commission on the Defence Forces stated in their report that they were satisfied that, in broad terms, levels of average turnover are not out of line with other military organisations internationally.

In respect of personnel who discharge while in training, the realities of military life and the training requirements are not always suitable for some recruits or in line with their expectations of the role. In any position where there is a training period prior to appointment there will always be fall off at different stages of the process.

Trained personnel leave the PDF for a variety of reasons including on age grounds, at the end of contract and voluntary discharges. A high percentage of those who leave the PDF do so with some form of pension.

I have fully acknowledged the current staffing challenges in the Defence Forces and a range of measures have been introduced by this Government to address these and make the Defence Forces an attractive option as a career choice. To this end, there is provision, contained in the €1.23 billion allocated for the Defence Sector in Budget 2024, for the recruitment and training of a net additional 400 personnel in 2024.

In addition to ongoing recruitment for general service recruits and direct entry specialists, recruitment of cadets continued in 2024 and included a new competition for Air Corps Air Traffic Controller cadetship. A new Direct Entry Air Corps Aeronautical Engineer competition was also launched recently.

There are a number of recruitment and retention initiatives underway to increase capacity. An example includes the recent increase in the maximum retirement age for PDF personnel to 60 years. This retention measure also facilitated an increase in the maximum recruitment age to 39 years for General Service Recruits, Cadets and certain specialists with effect from 29 March 2024. The maximum recruitment age of Direct Entry Officer specialists was increased to 50 years.

It should be noted that interest in a career in the Defence Forces remains strong with 9,479 applications received in 2023 and 6,045 received in 2024 as at 31 May.