Written Answers Nos. 71-100
73. Deputy Ruairí Ó Murchú asked the Tánaiste and Minister for Defence if consideration is being given to amending the Army Pensions Acts 1923 to 1980 following the case of a person (details supplied) who has been refused an Army pension following the death of their son in Lebanon; and if he will make a statement on the matter. [31240/25]
Amharc ar fhreagraThe Army Pensions Acts 1923-1980 constitute a military occupational injuries code which operates separately from, but in addition to, the Defence Forces retirement benefit superannuation provisions.
The Acts primarily provide for disability pensions, and other allowances and gratuities, and they further allow for the award of a Dependent’s Allowance to the widow, children and other dependants of any member of the Defence Forces killed in the course of duty.
Regarding the specific case you refer to, the issue relates to a request to transfer a dependant’s allowance previously awarded to a dependant.
The Department of Defence treats any case involving a deceased soldier with the utmost sensitivity.
In this specific case, under the current law, the Army Pensions Acts 1923-1980, there is no provision to transfer a Dependants Allowance to another person, at any stage.
My Secretary General will this week raise this case with her colleagues in the Department of Social Protection to see what other supports may be available to the person in question.
Like all families of deceased soldiers, we will do all we can to support them.
74. Deputy Joe Neville asked the Tánaiste and Minister for Defence the progress to date in improving pension levels for members of the Defence Forces; and if he will make a statement on the matter. [30992/25]
Amharc ar fhreagraDefence Forces superannuation arrangements differ in a number of key respects to the wider public service. Distinct features include lower mandatory retirement ages or upper service limits, earlier ages with entitlement to immediate pension benefit, and atypical faster rates of benefit accrual. These all serve to support military manpower policy and operational requirements
The military pension arrangements flow from the State’s need to support the long-term sustainability of public service pensions into the future, while at the same time continuing to provide valuable pension benefits for its employees.
The specific occupational pension scheme terms of members of the Permanent Defence Force (PDF) – will depend on factors such as the date a person first joins the public service – fall mainly into the following three distinct fast accrual categories:
• Those who joined the PDF before April 2004;
• Those who joined on or after 1st April 2004 and before 1st January 2013; and
• Those who join on or after 1st January 2013 as members of the Single Public Service Pension Scheme.
Improvements in pension levels generally arise as a consequence of improvements or amendments to pay, or allowances in the nature of pay.
Some recent improvements to pension levels for the Defence Forces include:
• Implementation of recent increases in mandatory retirement age which means that earnings are now pensionable for a longer period, to a higher mandatory retirement age.
• Pay parity policy has been maintained. This means that the benefit of pay increases awarded under the Public Service Agreement 2024-2026 is passed on to military pensions, as appropriate, in accordance with established methodology.
Military occupational pension (superannuation) schemes operate within the broader context and framework of public service pension policy, as determined by Government. The Minister for Public Expenditure, NDP Delivery, and Reform has responsibility for public service pension policy. Amendments or improvements to Defence Forces pensions schemes or pension levels, in particular any changes in relation to the Single Public Service Pension Scheme (fast accrual for the uniformed branches) can only be made by consultation with, and subject to the approval of, the Department of Public Expenditure, NDP Delivery, and Reform.
The military occupational pension schemes, in the round, compare very favourably to the generality of pension arrangements applicable across our public service.
75. Deputy Noel McCarthy asked the Tánaiste and Minister for Defence to report on the progress of recruitment campaigns for school leavers considering a career in the Defence Forces; and if he will make a statement on the matter. [31308/25]
Amharc ar fhreagra81. Deputy Shane Moynihan asked the Tánaiste and Minister for Defence to outline the recruitment targets across the Defence Forces for each of the next three years as part of the transition to level of ambition 2; and if he will make a statement on the matter. [30560/25]
Amharc ar fhreagraI propose to take Questions Nos. 75 and 81 together.
The military authorities have advised that as of 30 April 2025, the latest date for which such information is available, the strength of the Permanent Defence Force stood at 7,512.
Figures provided for 2024 and to date for 2025 indicate a stabilisation in numbers. There were 708 personnel inducted in 2024, the highest in over five years. While it is positive that numbers are stabilising, I want to see greater progress in recruitment of personnel and I have been very clear with the Chief of Staff of my ambitions in that regard. The Defence Forces have further advised that they are targeting 800 inductions at a minimum for this year. In pursuing this goal, the Defence Forces continue to undertake regular visits to schools and Education and Training Boards, in addition to frequent attendance at recruitment and career fairs/events, such as the Higher Options conference. Furthermore, transition year students may avail of placements within the Organisation to undertake various programmes, across a number of locations, demonstrating career opportunities.
Competitions suitable for school leavers include but are certainly not limited to those for General Service Recruits which remain open for applications, for Cadets which closed for applications in April and for Air Craft Maintenance Technician positions, which will open for applications shortly. Interest in a career in the Defence Forces is very strong and grew significantly again in 2024 with a total applications showing an increase of 33% across all competitions compared to the previous year. This trend has continued into 2025 with General Service Recruit application numbers in all 3 services notably higher at the end of April 2025 as compared to April 2024.
A range of measures have been implemented to tackle the recruitment and retention challenges within the Defence Forces. Notable amongst these are an increase in recruitment age to 39 years for those roles that had a recruitment age below that, and to 50 years for Direct Entry Specialists; the increase of the mandatory retirement age to 62; the extension of private secondary healthcare to all PDF members and the application of the Working Time Directive across the Defence Forces in January of this year. In addition, the Patrol Duty allowance payable to Naval Service personnel at sea has been doubled after ten days at sea in a calendar year and the Naval Service tax credit has been extended for a further five years.
There has been significant progress on pay in recent years. Recruits on completion of training now start at €41,465 inclusive of Military Service Allowance in Year 1 which represents an increase of 49% over the past 6 years. School leaver Cadets upon commissioning earn €45,341 inclusive of Military Service Allowance, whilst in full time education, while the pay of Graduate Cadets now commences on €50,667 inclusive of Military Service Allowance.
Budget 2025 provided a record allocation of €1.35 billion for the Defence Sector, an increase of €100 million. In relation to specific recruitment targets, this allocation provides for the recruitment of at least a net additional 400 personnel per annum.
Whilst there are still undoubtedly challenges, significant progress has been made on a number of fronts and the allocation of record levels of expenditure to the Defence sector is illustrative of my intent in this regard.
76. Deputy Duncan Smith asked the Tánaiste and Minister for Defence to outline any plans he has to improve pay and conditions for members of the Defence Forces; and if he will make a statement on the matter. [29867/25]
Amharc ar fhreagraSignificant progress has been made, in terms of the pay and conditions for Defence Force personnel, particularly over the last five (5) years. In addition, under the current national pay deal, the Public Service Agreement (PSA) 2024-2026, a further 1% increase in basic pay, as well as allowances in the nature of pay with effect from 1 August 2025, will positively affect members of the Defence Forces.
For context, in May 2019 a newly qualified three-star private could have expected to earn €27,759 gross per annum (including military service allowance but excluding duty allowances), on completion of his/her initial training.
Following the implementation of a number of pay related Commission on Defence Forces recommendations, coupled with ongoing pay increases being applied as part of national pay agreements, at present recruit pay, on completion of training (which takes approximately 24 weeks), starts at:
• €41,465 in Year 1
• €42,875 in Year 2 and
• €44,176 in Year 3
Thus, the starting pay for a Private Three Star, since 2019, has risen by €13,706 which is a 49% increase.
Equally, for the Officer cohort, a school leaver Cadet, on commissioning, was paid €30,884 in 2019. As of 01 March 2025 a school leaver Cadet, again on commissioning, is now paid €45,341, which is a second lieutenant position.
As such, in the last 5 years a cadet's pay, on commissioning, has increased by €14,457 in 5 years, or by 49%. Furthermore, after 2 years they are promoted to lieutenant and their pay rises to €50,677.
Where a graduate joins – the pay rate on commissioning begins at €50,677. These rates all include pensionable military service allowance, which is an allowance that is paid to all ranks up to and including the rank of Colonel, for the unpredictable nature of the work encountered by the Defence Forces.
In the conversation surrounding the pay and conditions of members of the Defence Forces, it is important to point out that in addition to basic pay and military service allowance, certain positions in the Defence Forces also attract specialist and technical pay. Additionally there is scope for further income from duty allowances for specific duties carried, out on an ongoing basis, as well as the possibility of earning a tax-free duty allowance, starting at €15,000, for a 6 month overseas deployment.
The Deputy may also be aware of the changes to Patrol Duty Allowance for Naval Service personnel which came into effect on 1 January 2024. This measure will result in the Patrol Duty Allowance being doubled after ten days at sea. This particular measure will provide greater clarity on the overall incentive package available to members of, and potential recruits to, the Naval Service.
Key changes to broader conditions include extension of private medical care to all personnel; increases to mandatory retirement ages and recruitment ages, and earlier this year, the removal of the blanket exemption from the Organisation of the Working Time Act.
As outlined, positive progress has been made on pay and conditions in the Defence Forces. There is a significant increase in interest in joining the Defence Forces over the last two years. We will continue to ensure that Defence Forces remains an employer of choice.
77. Deputy Sinéad Gibney asked the Tánaiste and Minister for Defence how his Department plans on addressing the ongoing problems of understaffing in critical Defence Forces infrastructure, such as air traffic controllers; if his actions will be in line with the Defence Forces Group 2021 recommendations; and if he will make a statement on the matter. [31237/25]
Amharc ar fhreagraThe military authorities have advised that as of 30 April 2025, the latest date for which such information is available, the strength of the Permanent Defence Force stood at 7,512.
Figures provided for 2024 and to date in 2025 indicate a plateauing of the strength. There were 708 personnel inducted in 2024, the highest in over five years while the Defence Forces have advised that they are targeting 800 inductions at a minimum for this year.
Recruitment and retention of Defence Forces personnel is a key Government priority. As Minister I am determined to achieve real progress on this issue and I have been very clear with the Chief of Staff of my ambitions in that regard. Challenges undoubtedly exist, particularly in relation to the recruitment and retention of specialist personnel. This specific challenge is presently felt by employers across the economy at a time of effective full employment. Our focus has been on ensuring that frameworks are fully optimised and responsive to the needs of the Defence Forces while at the same time introducing a number of new initiatives in this space.
There has been significant progress on pay in recent years. Recruits on completion of training now start at €41,465 in Year 1, which represents an increase of 49% over the past 6 years. School leaver Cadets upon commissioning earn €45,341 whilst in full time education, while the pay of Graduate Cadets now commences on €50,667. These figures are inclusive of Military Service Allowance. A further pay increase of 1% is due under the current pay agreement in August, and several additional pay related items are being negotiated as part of local bargaining arrangements.
Government has introduced a number of key enabling measures and improvements to the overall benefits package to drive Defence Forces recruitment and support retention. These include an increase in recruitment age to 39 years for those roles that had a recruitment age below that, and to 50 years for Direct Entry Specialists. The mandatory retirement age has been increased to 62. Private secondary healthcare has been rolled out to all PDF members and the provisions of the Working Time Directive have been extended across the Defence Forces, subject to certain exemptions. The Patrol Duty allowance payable to Naval Service personnel at sea has been doubled after ten days at sea in a calendar year and the Naval Service tax credit has been extended for a further five years while a Technical pay 2-6 review has been completed and implemented and is targeted at specialist personnel. These are in addition to the extensive education and training opportunities provided to all personnel.
I am open to exploring options to continue to drive recruitment and retention in the Defence Forces. Any proposed initiatives, including those as yet unimplemented recommendations in the report referenced by the Deputy in her question are given all due consideration by my Department but must inevitably be carefully assessed against operational requirements and broader public pay policy.
Specifically in relation to Air Traffic Controllers, my officials have engaged with the Department of Public Expenditure, NDP Delivery and Reform to progress the extension of the service commitment scheme currently in place for pilots in the Air Corps to Air Traffic Control personnel. Following submission of a Memorandum to Government on 10th June this week, seeking the approval of the extension of this scheme to ATC personnel, I am happy to advise the Deputy that the proposal was approved by Government.
I am confident that the extension of the pilot service commitment scheme to ATC personnel, together with the other ongoing recruitment initiatives, provide a meaningful step towards stabilising and sustaining the Air Traffic Control service of the Air Corps into the future.
82. Deputy Eamon Scanlon asked the Tánaiste and Minister for Defence if he will report on his attendance at a recent conference (details supplied); and if he will make a statement on the matter. [31253/25]
Amharc ar fhreagraIt was a great honour to be given the opportunity to attend and speak at PDFORRA's Annual Delegate Conference (ADC), on 13 May last, at the Gleneagle Hotel, Killarney, Co Kerry - my first PDFORRA ADC since assuming the role of Tánaiste and Minister for Defence.
At this conference I had the opportunity to address delegates on a number of key issues currently facing the Defence Forces. A wide range of improvements have been made over the last year, particularly with regard to pay and conditions, as well as the removal of the blanket exemption for the Defence Forces in the 1997 Organisation of Working Time Act- this was one of the most significant developments for personnel in recent times.
At this time, I outlined that a key priority for me, as Minister for Defence, is to improve the levels of recruitment and retention within the Defence Forces. Interest in a career in the Defence Forces grew significantly during 2024, with a total of 13,384 applications received across all competitions- an increase of 33 per cent on the previous year.
I noted that Budget 2025 provided an allocation of €1.35 billion for the Defence Sector, funding which will provide for the recruitment of at least a net additional 400 personnel per annum. Additionally, increases in the maximum age of recruitment for General Service/Cadets to 39, and to 50 for Direct Entry specialists last year has expanded considerably the pool of potential candidates for careers in the Defence Forces.
In addition, my Department is progressing plans to achieve the Commission on Defence Force’s (CoDF) recommendation of achieving Level of Ambition 2 (LOA2) and following that to move, as quickly as possible, to LOA3. By doing so, we will provide for the development of a full spectrum of Defence Force Capabilities that will bring Ireland in line with other similar-sized European countries.
In my address to conference, I acknowledged the tremendous work our Defence Forces carry out in peace-keeping and confirmed that I will be bringing a memo to Cabinet seeking a renewal of the UNIFIL mandate, for a further 12 months, subject of course to the renewal of the UN Mandate, which is due to expire on August 31st. By re-committing to the UNIFIL mission, I pointed to the fact that Ireland is sending out a clear message that we support peace, we value stability and we care about the people and communities of Southern Lebanon.
With regard to fundamental cultural change, I acknowledged the significant progress made in the implementation of the recommendations in the two years since the publication of the Independent Review Group (IRG) report, to include the recently launched new independent Interim Grievance Manager process, for serving members of the Defence Forces for complaints of an interpersonal nature, which Kevin Duffy, former Chair of the Labour Court, has agreed to head up.
In conclusion, Deputy, I look forward to continued constructive engagement with the Defence Forces Representative Associations, in my current role, on all matters that fall within the scope of their representation.
83. Deputy Conor D. McGuinness asked the Tánaiste and Minister for Defence the total cost of the most recent public recruitment campaign for the naval forces; and the current number of new recruits who have joined the force since the campaign began. [31307/25]
Amharc ar fhreagraA total of €41,996.25 has been spent on Naval Service advertising since 01 Jan 2025, which forms part of the overall spend on the continuous DF recruitment campaign. The Naval Service marketing plan incorporates continuous, always-on activities designed to build trust in the Defence Forces and Naval Service.
To date in 2025, the Naval Service has recruited 37 personnel, made up of 35 General Service Recruits, 1 Direct Entry Engine Room Artificer and 1 Direct Entry Electrical Engineering Officer. In 2024 a total of 97 personnel were inducted consisting of 80 General Service Recruits, 13 cadets, 2 re-enlisted personnel, 1 Direct Entry Electrical Artificer and 1 Direct Entry Chef.
84. Deputy Naoise Ó Muirí asked the Tánaiste and Minister for Defence the number of volunteers with the Civil Defence; the plans to help promote participation in the Civil Defence; and if he will make a statement on the matter. [30611/25]
Amharc ar fhreagraCurrently, there are almost 1,900 active and probationary Civil Defence Volunteers across twenty-eight Units across the State. As with many Voluntary organisations, Civil Defence continues to rebuild its Volunteer base following Covid and active recruitment is ongoing. To that end, my Department is examining the scope for a national campaign of recruitment to be launched later in the year. This will highlight the tasks regularly undertaken by Civil Defence volunteers across the State and encourage the public to volunteer with their local units.
89. Deputy Richard O'Donoghue asked the Minister for Education and Youth if her attention has been drawn to the recent publication of the new specification for the senior cycle engineering subject; and if she will commit to the introduction of a second additional assessment component (practical skills test) in senior-cycle engineering, given that 89% of engineering teachers are in favour of its introduction. [31421/25]
Amharc ar fhreagraSenior Cycle Redevelopment will ensure that we can equip every student with the skills and competencies they need to succeed in a rapidly changing world. A key element of the redevelopment programme is the introduction of additional assessment components that are not traditional written examinations, where students can earn at least 40% of the final available marks. I hope that this important change can reduce the pressure felt by students by moving away from a single, final exam worth 100% of the marks. Senior Cycle Redevelopment will build on the 28 existing Leaving Certificate subjects which have coursework or other types of assessment components that are not written examinations already included.
The Deputy may wish to note that the recently published draft subject specifications were published for the purpose of conducting a public consultation in line with the standard approach of the National Council for Curriculum and Assessment (NCCA).
That consultation was concluded in early May and, following consideration of the feedback from the consultation, I understand the Engineering Subject Development Group (SDG) has recently completed the draft specification and submitted it to the NCCA Board for Senior Cycle.
I further understand that the Board for Senior Cycle considered the draft specification at its meeting last week and that it has now been submitted to the NCCA Council, ahead of its meeting on 19 June. If approved by the Council, the draft specification will be submitted to me as Minister, for my consideration and approval. Provided it is approved, the final specification will then be published.
Subject Development Group membership includes subject matter experts, as well as representation from education stakeholders, including those in the tertiary sector. Membership specifically includes teachers, including those nominated as subject experts by the teacher unions and in this case the Engineering Technology Teachers' Association. The NCCA engages in a robust multi-phase public consultation as the specifications in any subject are developed. This includes going out for public consultation on the subject background papers and briefs which guide the development work, as well as on the final draft specifications themselves.
The nature of Additional Assessment Components in each subject is agreed upon by the Subject Development Group in line with any applicable policy directions and subject specific considerations. As stated in the published Background Paper, while typically there should be two assessment components in each subject (one written examination and one other assessment component); there may be exceptions to this that are justified after extensive consideration. It was open to the Engineering Subject Development Group to submit such a case to my Department for consideration. I am advised that the Group did discuss whether a second Additional Assessment Components would be proposed, however, no such case was put forward by the Group. Given the representative nature of, and subject expertise available to, the subject development process I do not believe it would be appropriate for me in this case to impose a further assessment component.
90. Deputy Barry Heneghan asked the Minister for Education and Youth following her recent visit to a school (details supplied), if she will provide an updated timeline for the delivery of the permanent school building; the issue that is preventing her Department from fast-tracking this long-overdue project, particularly in light of the recent decline in enrolment in Irish-medium education; and if, given the urgent need to invest in Gaelcholáistí and Gaelscoileanna, when real prioritisation of Irish-language education will be seen at national level. [31282/25]
Amharc ar fhreagraAs the Deputy is aware, the Programme for Government includes a commitment to expand opportunities for students to attend Gaelscoileanna and Gaelcholáistí. The project to deliver a new 600 pupil building for the school in question supports this commitment. When I recently visited the school I saw first-hand the importance of the planned building project for the school community.
There have been certain challenges through this school building project, including a requirement for a new planning application. A new grant of planning was received in December 2023, with a number of conditions attached. Decarbonisation measures were included in a revised project scope in line with Climate Action objectives, and the design team is finalising the tender documents in line with revised Technical guidance documentation from my Department.
Department staff remain in close contact with the Design Team and the patron throughout the process and my officials will be in contact with the school authority as soon as the Design Team completes its review.
This project will further build on capital expenditure of circa €405 million which was invested in Irish-medium schools between 2020 and 2024. This is a strong demonstration of my department’s commitment to the Irish-medium school sector. In total there are now 248 Gaelscoileanna and 50 Gaelcholáistí across the country.
Work is currently underway in my department to develop a new policy on Irish-medium education outside of the Gaeltacht, and a comprehensive public consultation process was undertaken in this regard. A taskforce is due to be established under the policy to explore issues relating to the various models of Irish-medium education provision. This will be a key element of supporting our Programme for Government commitment to expand opportunities for students to attend Gaelscoileanna and Gaelcholáistí.
92. Deputy Brendan Smith asked the Minister for Education and Youth if she will increase capitation payments for primary schools, taking into consideration increased costs over recent years and the particular challenges facing smaller schools in meeting ongoing financial commitments; and if she will make a statement on the matter. [31258/25]
Amharc ar fhreagraThe Government is committed to increasing funding to support schools and the Programme for Government commits to increasing capitation funding to schools of all types to ensure that schools can meet the elevated day to day running costs.
The Commitment in the Programme for Government builds on the progress which has been made in recent years, including a €30 million permanent increase in capitation funding to assist schools now and longer term with increased day-to-day running costs through Budget 2025. This represents an increase of circa 12% on current standard rates and enhanced rates. This increase is on top of the approx 9.2% increase from Budget 2024.
My Department is committed to providing funding to recognised primary and post-primary schools in the Free Education Scheme by way of per capita grants. The two main grants are the capitation grant to cater for day-to-day running costs such as heating, lighting, cleaning, insurance and general up-keep, and the ancillary grant to cater for the cost of employing ancillary services staff. Schools have the flexibility to use capitation funding provided for general running costs and ancillary funding provided for caretaking and secretarial services as a common grant from which the Board of Management can allocate according to its own priorities, except for the employment of relevant secretaries as per Circular 0036/2022.
The current standard rate of capitation grant is €200 per pupil in primary schools. Budget 2025 will bring the standard rate of capitation grant to the level of €224 per pupil in primary schools from September 2025. Enhanced rates will also be paid in respect of pupils with special educational needs and Traveller pupils.
In addition to capitation funding provided to schools a number of other grants are paid to support schools with costs, including the Minor Works grant, the Summer Works grant, ICT grants, grant funding under the Policy on Gaeltacht Education and DEIS grants.
Any possible further increases will be part of Budget 2026 negotiations. The Department of Education and Youth will continue to seek and prioritise the additional funding required to meet the ongoing costs of running schools as part of the annual Estimates process.
98. Deputy Aindrias Moynihan asked the Minister for Education and Youth the up-to-date position on her engagement to date with the Department of Transport and Bus Éireann to increasing the upper age limit of drivers for school transport; and if she will make a statement on the matter. [31163/25]
Amharc ar fhreagraAs you are aware, the School Transport Scheme is a significant operation managed by Bus Éireann on behalf of the Department of Education and Youth. In the current school year over 173,000 children are transported daily in approximately 8,200 vehicles across 10,600 routes to primary and post-primary schools throughout the country.
The retirement age for school bus drivers has been set by Bus Éireann at 70 years of age, which also applies to all Bus Éireann road passenger services.
The policy and criteria also apply to drivers nominated by private operators who operate services as part of the School Transport Scheme, provided they hold the requisite license and satisfy an annual medical examination until they retire at age 70.
The Road Safety Authority, under the remit of the Department of Transport, committed to reviewing the upper age limit of drivers as it relates to larger vehicles/school buses. This review is now complete.
Under the new Programme for Government, a commitment has been made to "Carry out an independent assessment on the feasibility of removing the exclusion of drivers aged over 70 from the School Transport Scheme".
I am currently engaging with stakeholders to agree the parameters of the independent assessment. I would hope this work commences before the end of the year.
More broadly, we are addressing recruitment challenges across the sector. A national recruitment campaign is underway, supported by targeted social media.
A cross-Departmental Taskforce, led by the Department of Transport and involving my Department, Bus Éireann and ETBI is also working to identify solutions to driver recruitment and retention challenges.
I am committed to working to achieve the recommendations of School Transport 2030 of expanding access to the scheme so that an additional 100,000 pupils can be carried by 2030, and to continue to improve the scheme to that it provides a valuable service for those families who rely on it, while providing value for money to the Exchequer.
As you are aware, the School Transport Scheme is a significant operation managed by Bus Éireann on behalf of the Department of Education and Youth. In the current school year over 173,000 children are transported daily in approximately 8,200 vehicles across 10,600 routes to primary and post-primary schools throughout the country.
The retirement age for school bus drivers has been set by Bus Éireann at 70 years of age, which also applies to all Bus Éireann road passenger services.
The policy and criteria also apply to drivers nominated by private operators who operate services as part of the School Transport Scheme, provided they hold the requisite license and satisfy an annual medical examination until they retire at age 70.
The Road Safety Authority, under the remit of the Department of Transport, committed to reviewing the upper age limit of drivers as it relates to larger vehicles/school buses. This review is now complete.
Under the new Programme for Government, a commitment has been made to "Carry out an independent assessment on the feasibility of removing the exclusion of drivers aged over 70 from the School Transport Scheme".
I am currently engaging with stakeholders to agree the parameters of the independent assessment. I would hope this work commences before the end of the year.
More broadly, we are addressing recruitment challenges across the sector. A national recruitment campaign is underway, supported by targeted social media.
A cross-Departmental Taskforce, led by the Department of Transport and involving my Department, Bus Éireann and ETBI is also working to identify solutions to driver recruitment and retention challenges.
I am committed to working to achieve the recommendations of School Transport 2030 of expanding access to the scheme so that an additional 100,000 pupils can be carried by 2030, and to continue to improve the scheme to that it provides a valuable service for those families who rely on it, while providing value for money to the Exchequer.
99. Deputy Paul Murphy asked the Minister for Education and Youth if she will intervene to prevent a school (details supplied) from having its number of teachers reduced; and if she will make a statement on the matter. [30982/25]
Amharc ar fhreagraThe staffing schedule is an allocation mechanism that uses enrolment bands to determine the number of classroom teaching posts allocated to a school. This is a long-standing arrangement for allocating teaching posts to our primary schools in a fair and equitable way based on their respective enrolment. The staffing schedule operates in a clear and transparent manner and treats all similar types of schools equally, irrespective of location.
Schools are currently allocated mainstream teaching posts on an average basis of 23 pupils for every one teacher. This is the lowest ratio level ever seen.
In addition, there has been a three-point reduction in the retention schedule, which will assist schools that would otherwise be at risk of losing teaching posts. This measure helps to ensure better teacher retention in primary schools while also ensuring that fewer pupils are required to retain or recruit a teacher.
The key factor for determining the level of staffing resources provided at individual school level is the staffing schedule for the relevant school year and pupil enrolments on the previous 30 September.
The enrolment for St. Kevin’s Boys National School has fallen from 315 in September 2023 to 277 in September 2024. As a result of these falling enrolments the school is due to have a reduction in the number of mainstream teachers for September 2025.
The primary school staffing arrangements for the 2025/26 school year are set out in Circular 0011/2025. These arrangements contain an appeals mechanism for schools to submit a staffing appeal under certain criteria to an independent Primary Staffing Appeals Board. The June Appeals meeting was held earlier this week and all schools that submitted an appeal will be informed of the Appeals Board decision in the coming days.
The Primary Staffing Appeals Board operates independently of the Department and the Minister and its decision is final.
