Page 39 - Signal Winter 2019

| RACO BDC 2019 |
Captains Amy Colclough, Eva Balfe and Ross Barrett
Certain cynics among my membership (cynical officers, can you believe that?) have said that this lack of action is all a part of a grand strategy or master plan to reduce the Defence Forces to a more manageable strength. I for one cannot believe that. I believe the policy makers just need to introduce some credible retention policies without delay. BUT if, however it is the case, then let us have an honest and serious conversation about the future of the Defence Forces as Government sees it. Be honest with the most loyal citizens of this State.
With the launch of the White Paper on Defence in 2015, Government Policy on Defence reinforced the requirement for a robust and “fit for purpose” Defence Forces that is capable of delivering the diverse spectrum of Defence capabilities both nationally and internationally. Establishment was set at 9,500 trained personnel.
RACO highlighted the ongoing manning level issues at our Conferences in 2015, and again in 2017. Four years have passed, and the situation has deteriorated further. The Defence Forces has seen two comprehensive and ultimately damning reviews by the University of Limerick and two Reports by the Public Service Pay Commission in that time. These reports consistently identify that “retention” is a major organisational issue with evidence that the loss of expertise is negatively impacting on the safety, operational performance and wellbeing of Defence Force personnel.
UK Model
How does Management test the results of their strategy?
Other than continually highlighting how many are targeted for recruitment and how high the numbers of applicants, no real scrutiny of the numbers is taking place.
In stark contrast, the UK Defence Committee are requested to present Armed Forces numbers annually to parliament, supporting their manning level results with explanation. In
their recruitment and retention overview for example, the MoD analyse figures based on “acceptable turnover rates” of trained personnel only.
They measure the recruitment and retention relative to a “manning balance”, a tolerance at which they benchmark at +1% to -2% of actual trained strength required. The DF is currently at -8.91% when both trained and untrained are factored, and -14.1% when “trained” personnel only are factored)
The UK Defence Committee note that it is not just good enough to have the correct numbers of trained personnel, they must have adequate experience throughout all grades and services.
The UK MoD also note that voluntary outflow is healthy but only where they can replace with adequately trained and experienced personnel.
They note the cost benefit of retention over recruitment as a governing principle of reward and benefit. Trained and experienced professionals are identified as a prerequisite for safe and effective operational output.
Capt Tom Quigley, DFTC and Capt Neil Ledwith, 2 Bde
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