An Cosantóir

| 11 www.military.ie THE DEFENCE FORCES MAGAZINE plan, we will be well on our way. The totality of the People & Cultural elements are challenging for 2024 and provide a very real opportunity for change, building on significant progress already made and making the necessary improvements for all our People. We will be setting ourselves up with a combination of internal and external resources in order to be able to move these programmes at pace to ensure that the changes under each of the headlines under the DIP will be done in an enduring manner. I see 2024 as a year of Design, Development, Engagement and Communication. What are the quick wins you feel have had an immediate impact on improving day to day life in the Defence Forces? The strengthening of the Office of Strategic HR, strengthening of the Joint Recruitment Office and bringing that office under the banner of Strategic HR is one change that will have a demonstrable impact on improving the day to day life in the Defence forces. Initially the team, along with many wider DF colleagues, have been working hard on progressing the various recommendations in the IRG report including; • IRG Working Group Established • Review of current Complaints System has been drafted • Pilot training of MIOs and Unit Commanders on Grievance investigation improvements • 360 Feedback Pilot complete with DF board members • Personality Assessment Pilot In addition, we have worked closely with the RA's on making initial modifications to certain Promotion competitions. With respect to inductions planned for 2024, the joint Recruitment Team, Operations, Brigades and Training have been working hard on putting in place building blocks for high levels of new inductions, direct entry competitions and broader opportunities for our people to avail of. The induction pipeline is good with c. 200 new recruits to join in March & April. These will be trained by 28 Inf Bn in Finner Camp and the JITC in Gormanston respectively. 2024 is a year of resourcing the organisation and will require all of us to get behind the ask. Some of the initiatives underway to achieve higher induction numbers include;   • New TV Advertising   • Specialist Advertising to target greater diversity   • Greater use of social media   • Changes to Medical processing and Selection testing   • Streamlined the requests for school visits (direct to R&C, 10 days vs. 4 weeks)   • Engagement with schools for systematic outreach – plan to brief 300+ schools between March and May – Thank you to all involved!   • Increased presence at events   • Use of Influencers   • Broader marketing Strategy   • Higher levels of inductions at Brigade and formation level I encourage all to get involved in any way you can. Be it reaching out to schools in your locality or talking to people in your community about the great jobs we have. This is a team effort and teams can accomplish much more than individuals. Ultimately if we can encourage more retention and attract more people into the forces, we will go a long way to improve the immediate pressure. In your opinion, does the DIP cater adequately for the retention of personnel which has been highlighted many times as a significant challenge? The DIP is a comprehensive multiyear plan and it goes a long way to improving the lived experiences and in continuing to create compelling careers for all our people. The initiatives outlined in the DIP will go a long way to retaining talented people. Building on the positive engagement that I have experienced so far with our Departmental colleagues, there will be changes in promotion competitions, career path development, performance management, modern feedback initiatives, the grievance management model as well as continuously evolving the value proposition and remuneration. The improvements that are being made in the infrastructure (Gyms, Dining facilities, Accommodation) and the introduction of Private Health care for all, really sets us apart from most organisations in Ireland. Can you sum up for our readers what the Defence Forces will look like, from the HR perspective, post DIP Implementation in 2028? We will be an employer of choice in Ireland, where we attract and induct & value our people, enable diversity and sustainably restore our strength to deliver on our purpose and ambition – and create a work environment that encourages everyone to bring their best selves to work every day. This will require continued collaboration and inclusivity to deliver on the overall HR strategy. Mr Declan Carville at a recent meeting Mr Declan Carville adressing the Senior NCO Leadership Conference

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