Page 11 - Signal Summer 2018

| RACO PSPC |

those who serve if forcing an exodus and a rate at which Organisational Structure- the inadequate capacity
the Defence Forces ids unable to sustain. The exodus of trained “manning level” numbers across all services
of trained professionals is directly impacting on “trained” of the Defence Forces is compromising operational
manning levels across all services of the Defence Forces. output while increasing risk and negatively impacting on
the wellbeing of those who serve.
Stemming the current outflow is essential in order
to effectively mitigate the increasing risks, to maintain Terms & Conditions of Service
operational effectiveness and to provide a work environ- • Transfers/Postings/Movements- Personal &
ment that is conducive to the health and wellbeing of all Financial Wellbeing: The current structures and
Defence Forces personnel. The issues discussed in this inadequate manning levels are causing the “dys-
submission should be read in conjunction with RACO’s functional turnover ” of staff. Staff are being forced
1
initial submission to the PSPC 1 in November 2016. to relocate and take over multiple staff appoint-
ments at a rate and incidence which is compro-
The Gleeson Report made the following key mising professional standards, causing personal
comments which should inform interested par- well-being issues and placing an unfair financial
ties on potential solutions; burden on officers as a consequence of the organ-
“…one factor which must be taken into account is the isation’s inadequate manning levels. (University of
need to arrive at rates of pay which are sufficient to Limerick Focus Group Report 2017).
enable the Defence Forces to recruit and retain per-
sonnel of the proper quality.” • Superannuation Benefits- New Entrants Post
“…to ignore identifiable problems of recruitment 2013: Where the Single Pension Scheme Act
would be to run the risk that the Defence Forces 2012 reduced Public Sector Final Superannuation
would be unable to secure the services of sufficient Benefits, the impact on the Defence Forces New
numbers of suitable personnel. To ignore clear evi- Entrants is a failure to provide a life sustaining final
dence of difficulties would lead to out-flow of skilled benefit on forced retirement at ages in advance of
personnel. In either event, the capacity of the Defence the State Pension Contributory. In contradiction,
Forces to carry out the tasks assigned to them could this Defence Force scheme demands a higher
be undermined and the problems would take many contribution from Defence Force Officers relative to
years to remedy.” equivalent grade Public Servants.

Summary of Causal Factors • Career Advancement Opportunity- Specialist
The continued excessive increase in professional Streams: Unlike standard Public Service staff
demands compounded by long term diminution in ser- grades and retirement ages, military rank is directly
vice conditions has, without question, led to the contin-
ued exodus of trained professionals since 2012. (This is 1 Research has identified dysfunctional turnover as: a situation where a
also evidenced by reference to the University of Limerick valued employee quits and takes with them their experience and cor-
Focus Group Report 2017). RACO identifies the causal porate knowledge. From an organisational perspective participant also
expressed fears for the capability of the units and the safety of personnel
factors as follows; if the situation continues.

14 | | SUMMER ‘18 |