An Cosantóir

www.military.ie THE DEFENCE FORCES MAGAZINE | 21 nations, through liaison with organisations and associations that have an interest in Reserve Affairs (CIOR, CISOR and CIOMR)* • To support educating of Reserves by liaising with NATO School Oberammergau on Reserve Courses. The NCR is involved in several initiatives via working groups, employer support conferences and education and training. Some of the working groups are dealing with issues such as mobilisation and recruitment, two areas which are currently affecting our own Reserve Forces. It is interesting to note that NATO does not actually define what a Reservist is, or should be capable of. This reason for this became clearer when we received briefings on the structure of Reserve Forces from three different countries (Estonia, Germany and Sweden), and with the syndicate discussions. Comparative Reserve models One of the more interesting aspects was the reflective discussion we had as part of our syndicate work. We were asked to answer various questions about our own Reserve Forces, from defining what a Reservist is, their roles, recruitment and the type of training undertaken. Reserve Forces in each country seem to be structured along the lines of "whatever works for them", based on the history and needs of the country and whether they have conscription or not. It was very interesting listening to these briefings and getting an idea of the structures and background support needed to effectively maintain and, potentially, to mobilise Reserve Forces. There are also significant differences in the roles of Reserves. Some countries use former conscripts who have completed their compulsory service and can be rapidly mobilised. Sweden, as part of its whole of society approach does this and also maintains a Home Guard which is primarily tasked with supporting society in the event of a crisis. Germany's "Home Guard" is tasked with protection of vital infrastructure, while the UK (which re-branded the Territorial Army as "The Reserve" in 2014), seems to take a hybrid approach. Personnel are able to slot into Regular Units to fill a short-term need while still being part of specific Reserve Units. Other syndicate discussions (followed by a presentation) to the main group, looked at issues around mobilising Reserves, the administration and logistics of doing this, as well as the difficulties of integrating Reservists and their equipment into Regular Units. The irony of this was pointed out by several students, given that NATO doesn't define what a Reservist is, and when it comes to utilising them doesn't differentiate between a Regular or Reserve Unit. It simply looks for "capability", ie. An Infantry Bn, Cavalry Sqn etc. Whether this is a Regular or Reserve Unit is irrelevant. Put simply, the Unit should be capable of carrying out its role, whether they are full time personnel or part time Reservists. Mobilisation, integration and specialist capability Talking to our colleagues from countries such as the UK, the Netherlands and Sweden, it is clear that all of our Reserve Forces face similar issues, from problems with force generation and retention, to issues with the scales and types of equipment available. There also seems to be a common theme of issues surrounding the recognition and utilisation of specialist civilian qualifications, such as HGV drivers and medical personnel. Implications for Ireland As the Defence Forces considers future Reserve reform, continued participation in the NATO Reserve Forces Integration Course and the NATO Senior Reserve Officers Course would help expose Irish personnel to practical international approaches to recruitment, retention, mobilisation, employer support and the use of civilian specialist skills. The key lesson is that there is no single Reserve model, effective systems are designed around national need, clear capability requirements and the administrative structures needed to activate personnel when required. Ireland should capture learning from these courses in a structured way, share it with those involved in Reserve development, and examine specific opportunities such as employer engagement mechanisms, clearer mobilisation processes and better recognition of civilian qualifications that could add immediate operational value. *CIOR Confédération Interalliée des Officiers de Réserve / Interallied Confederation of Reserve Officers *CISOR Confédération Interalliée des Sous-Officiers de Réserve / Interallied Confederation of Reserve Non-Commissioned Officers *CIOMR Confédération Interalliée des Officiers Médicaux de Réserve / Interallied Confederation of Reserve Medical Officers COY SGTs Martin Brennan 2 Bde HQ and Brian O'Keeffe 7 Inf Bn As well as the possibility of international courses, RDF Members upskill in many areas including ARP's

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