Dáil Éireann Debate, Wednesday - 3 July 2024
57. Deputy Jim O'Callaghan asked the Tánaiste and Minister for Defence the action taken to improve retention levels in the Defence Forces since July 2020; and if he will make a statement on the matter. [28645/24]
Amharc ar fhreagraRetention is not influenced by a single factor, but rather that there are multiple, interconnected factors, which are responsible for retaining people in any organisation.
In common with other international militaries, the Defence Forces is facing a challenging environment at present.
As Minister for Defence, in addition to a programme of cultural transformation, my focus has been on stabilising the numbers of personnel and facilitating the capacity for further increases.
In light of the Commission on the Defence Forces (CoDF) Report and the Report of the Independent Review (IRG) Group, I have 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 providing a work-place underpinned by dignity, equality and mutual respect.
The Strategic Framework for the Transformation of the Defence Forces, which I published last September, sets out clear targets for 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.
A number of specific actions in the area of retention have already been delivered:-
• Significant progress on pay in recent years;
• Increase in the mandatory retirement age to 60 years of age for all personnel with a retirement age of under 60;
• Increase in the maximum recruitment age to 39;
• Increases to Patrol Duty Allowance to incentivise sea-going in the Naval Service;
• The extension of a Naval Service personnel tax credit for this year;
• The extension of private healthcare to all ranks in the Defence Forces;
• Access to free medical, physiotherapy and dental care;
• Provision of fitness, training and sports facilities across its installations;
• Provision of fully funded opportunities to continue education to gain professional and academic qualifications;
• Progress on the 2023-2027 Defence Forces Infrastructure Development Plan (IDP) with the highest level of financial resources in the State’s history;
• A revised policy on maternity and associated protected leave which is fully aligned with national legislation;
• A new policy on personal appearance standards;
• Significant progress on the removal of the blanket exemption for the Defence Forces, from the provisions of the Organisation of Working time Act. Following my approval of a final management position, formal engagement has commenced with the Department of Enterprise, Trade and Employment (DETE) who will lead on the development of the appropriate legislative mechanism;
• The implementation of a range of work-life balance and 'harmony' initiatives.
Further measures that are also being progressed include:-
• A Review of Medical Services in the Defence Forces, with the review itself being progressed during 2024;
• Associate membership of ICTU for the Representative Associations to be underpinned by legislation;
• Following a competitive tendering process, Deloitte have been selected to support the Defence Forces in changing and developing a number of strategic HR processes, including targeted retention practices.
I would like to assure the Deputy that the recruitment and retention of Defence Forces Personnel continues to be a key priority for me and this is demonstrated by the priorities I have set out in the Strategic Framework.
