Dáil Éireann Debate, Tuesday - 26 May 2026
328. Deputy Ken O'Flynn asked the Minister for Defence whether the Department or Defence Forces have conducted any operational capability assessment or formal risk assessment relating to current Air Corps staffing levels; and if so, whether any risks were identified regarding operational readiness, air ambulance support, maritime surveillance capacity or aircraft availability. [39223/26]
View answer329. Deputy Ken O'Flynn asked the Minister for Defence whether the Air Corps is currently operating below the staffing levels considered necessary for full operational capability [39224/26]
View answer331. Deputy Ken O'Flynn asked the Minister for Defence the number of Air Corps personnel who retired, resigned or otherwise left service in each year from 2023 to date in 2026, by rank category where available. [39226/26]
View answer332. Deputy Ken O'Flynn asked the Minister for Defence whether the Defence Forces maintain internal workforce modelling regarding projected shortages in specialist Air Corps roles, including pilots, engineers, air traffic personnel and technical grades; and if she will provide details at a policy level. [39227/26]
View answerI propose to take Questions Nos. 328, 329, 331 and 332 together.
The Defence Forces have provided me with the requested discharge figures for the Air Corps which are outlined in the following table:
|
|
2023 |
2024 |
2025 |
2026* |
|
Colonel |
0 |
0 |
1 |
0 |
|
Lt Colonel |
1 |
0 |
1 |
0 |
|
Commandant |
6 |
2 |
0 |
0 |
|
Captain |
1 |
2 |
1 |
0 |
|
Lieutenant |
1 |
1 |
2 |
0 |
|
Sergeant Major |
2 |
1 |
0 |
0 |
|
Battalion Quartermaster Sergeant |
0 |
0 |
1 |
0 |
|
Company Sergeant |
3 |
9 |
8 |
1 |
|
Company Quartermaster Sergeant |
0 |
1 |
0 |
0 |
|
Sergeant |
13 |
9 |
5 |
1 |
|
Corporal |
11 |
13 |
15 |
2 |
|
Private |
20 |
21 |
21 |
11 |
|
Apprentice |
1 |
0 |
0 |
0 |
|
Cadet |
1 |
2 |
0 |
0 |
|
Total |
60 |
61 |
55 |
15 |
*As at 30 April 2026
The term 'discharges' encompasses personnel who left for a variety of reasons including on age grounds, at end of contract and voluntary discharges. The discharge figures provided in the table above also include a number of trainees who exited prior to completion of their initial training. In any position where there is a training period prior to appointment there will inevitably be fall off at different stages of the process.
Boosting the retention and recruitment of personnel in the Defence Forces is a key priority for me as Minister for Defence. As a government, we are committed to achieving Level of Ambition 2 and to this end, a draft Strategic Workforce Plan, prepared by the Defence Forces, has recently been submitted to me for consideration. The draft plan and its accompanying recommendations, will be considered and finalised over the coming weeks. As the Deputy will be aware, the aim of the plan is to provide a pathway to the achievement of a strength of 11,500, inclusive of civilian personnel, commensurate with Level of Ambition 2. Furthermore, I am advised by the Defence Forces that a workforce model that uses a data driven, evidence-based approach to support workforce planning and future capability requirements has been developed as part of the plan.
The Defence Forces are making concerted efforts at ramping up recruitment and to support this, a range of key enabling measures have been introduced by Government. These measures include increases in the maximum ages of recruitment and retirement to 39 and 62 respectively, the extension of the provision of private secondary healthcare to all members of the PDF, the application of the Working-time Directive across the Defence Forces, subject to certain exemptions, and the extension of the Service Commitment Scheme for pilots to Air Traffic personnel. There has also been significant progress on pay with a further pay award due in a matter of weeks for all PDF personnel.
In regard to the specific matter of risk, the Defence Forces actively identify and manage risks across the organisation, in accordance with conventional risk management and governance procedures and I am provided with regular updates from the Chief of Staff on staffing levels across the three services of the organisation on a regular basis.
While recruitment and retention remains challenging, significant strides continue to be made on a number of fronts and the allocation of record levels of expenditure is illustrative of my commitment to increase recruitment and improve retention in the Defence Forces.
