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| INDUSTRIAL RELATIONS |

"Where HR policies fail to address
In reaching its recommendations, the Review Body the “retention” of trained and
Terms of Reference is to have regard to the following con- experienced personnel, efficient
siderations: operational output is unquestionably
a. the need to recruit, retain and motivate suitably able compromised."
and qualified people taking account of the particular
circumstances of service life;
b. Government policies for improving public services,
including the requirement on the Ministry of Defence
to meet the output targets for the delivery of depart-
mental services;
c. the funds available to the Ministry of Defence as set
out in the Government’s departmental expenditure
limits; and
d. the Government’s inflation target.
e. The Review Body shall have regard for the need for
the pay of the Armed Forces to be broadly compara-
ble with pay levels in civilian life.
f. The Review Body shall, in reaching its recommenda-
tions, take account of the evidence submitted to it by
the Government and others. The Review Body may
also consider other specific issues as the occasion
arises.
g. Reports and recommendations should be submitted
jointly to the Secretary of State for Defence and the
Prime Minister.

Following proposals from the UK’s MoD, over 46 Reports
have been submitted to Government by the AFPRB (all Way Forward
are available online on the AFPRB website). These reports Currently, Defence Force Regulations (DFR S6) made un-
make recommendations in accordance with the terms of der the Defence Act 1954 (2007) preclude Defence Force
reference. These reports and the recommendations of the members from Trade Union Membership and any form
board provide the potential to address human resource is- of public agitation or any form of industrial action. RACO
sues in an effective and timely manner. Members accept the conditions of uniformed service and
For example, the reports can make recommendations the principles that prohibit industrial action of any descrip-
on how retention challenges can be overcome in the short tion. What our Members do not accept is the marginali-
term, with quick impact solutions that do not compromise sation in the State’s IR Structures and a management that
the operational capabilities of the force. takes advantage of the limitations of our “Representative
Significant human resource challenges have been identi- Status”. These issues must be addressed in any credible
fied in the Defence Forces. These resourcing deficiencies, review.
clearly recognised by both the Public Service Pay Com- RACO commend the Minister for Defence for commit-
mission Report 2017 and Climate Survey Focus Group Re- ting to a Review of the Defence Forces Conciliation & Ar-
port 2017, continue to go without response from Defence bitration Scheme. The current Defence Forces Conciliation
Sector Management. Where HR policies fail to address the & Arbitration Scheme is an agreement created through
“retention” of trained and experienced personnel, efficient negotiation and signed between the Minister for Defence,
operational output is unquestionably compromised. Minister for Finance, PDFORRA and RACO. As signatories
Such initiatives as the AFPRB model could be consid- to the current agreement, the Ministers intent to exclude
ered going forward, in particular as this model and ap- RACO & PDFORRA from the recently announced Review
proach may best address, in a practical way, the balance Working Group is seen by our Members as divisive and
between the requirement of addressing the industrial rela- inconsistent with Government’s intent for representa-
tions restrictions imposed by Government on those in mili- tion as clearly outlined by the Minister of the day in 1990.
tary service while additionally ensuring that “non-trade un-
ion status” or affiliation to ICTU would no longer be allowed The initial step for any credible review should be to
to disadvantage those serving in the Defence Forces. recognise the legitimate stakeholders.

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