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Defence Forces
Information
Handbook
NA
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F OR
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Issued by Human Resource Management Section
Defence Force Headquarters
January 2011
Defence Forces
Information Handbook
Contents
Introduction
A Life less Ordinary
Oath
Dignity Charter
Patient Charter
Defence Forces Values
National Anthem - Amhrán na bhFiann
6
7
8
9
10
The Deal - Our Part
The Deal - Your Part
The National Flag
The Defence Forces Badge
11
12
13
13
What Does the
Defence Forces do? Mission
Roles
14
14
How we are Organised
Description
Territorial Organisation
15
16
Rank Structure
17
Army, Air Corps & Naval Service Corps
21
Understanding Military Law The Defence Act
Defence Force Regulations Unit Standing Orders
Military Codes of Practice 43
43
43
44
Our Commitment to You
Contracts - Extension, Re-Engagement,
Continuance in Service
Training and Development
Career Development
Physical Fitness,
Adventure Training and Sport
Welfare
Pay and Pensions
Assurance Schemes
45
47
47
48
49
49
50
Contents
Our Commitment to You Work Life Balance
Personnel Support Service (PSS)
Chaplaincy Service
Independent Confidential Helpline
and Counselling Service
51
56
58
58
Health & Safety
Health & Safety Policy
59
Compulsory Random Drug Testing
and Monitoring Programme
59
Alcohol Policy
64
Smoking Policy
66
Communication of Information Media/Press – Electronic and Print 68
Freedom of Information 68
Defence Forces Publications
69
Routine Orders
69
Defence Forces Intranet (internal) Policy 70
Defence Forces Social Media Policy
71
Defence Forces Internet and E-mail Policy 75
Overseas Service and Next-of-Kin
77
Equality Matters
Defence Forces Equality Policy
78
Interpersonal Relationships
79
Discrimination
82
Sexual Harassment
82
Harassment
83
Bullying
83
Making a Complaint
84
Dispute Resolution
Redress of Wrongs Procedure
89
Ombudsman for the Defence Forces
92
Representative Associations
Enlisted Personnel and Officers
Nutrition
95
Sport in the Defence Forces
97
Contacts
Phone numbers
96
99
Aim
Information
Handbook
The aim of this Handbook is to provide information for
members of the Defence Forces.
In the Defence Forces you have certain responsibilities
and obligations and those are outlined in this Handbook.
Also you will find details of your conditions of
employment, entitlements and rights as a member of
Óglaigh na hÉireann.
This Handbook is not a legal interpretation of the
governing statutes, schemes, Defence Forces Regulations
or Administrative Instructions nor does it cover every
aspect of military service.
5
Number
Rank
Name
Unit
Blood Group
PSS No
Oath Sworn on Enlistment
I do solemnly swear (or declare) that I will be faithful
to Ireland and loyal to the Constitution and that while
I am a member of the Defence Forces I will obey all
lawful orders issued to me by my superior officers and
that while I am a member of the Permanent Defence
Forces I will not join or be a member of or subscribe to
any political organisation or society or any secret society
whatsoever and that, if I become a member of the
Reserve Defence Forces, I will not, while I am a member
of the Reserve Defence Forces, join or be a member of
or subscribe to any secret society whatsoever.
6
DIGNITYFORCHARTER
THE DEFENCE FORCES
We, the Defence Forces of Ireland, are committed to maintaining a work environment,
whether within the State or when deployed overseas, that encourages and supports the
right to dignity at work. All personnel of the Defence Forces are expected to respect
the right of each individual to dignity in their work environment and in all activities of
their service.
Command and authority will be exercised in such a manner that all personnel of the
Defence Forces are respected for their individuality and diversity and are provided with
a tolerant and safe place to work.
Bullying, sexual harassment and harassment in any form is NOT accepted by us and
will NOT be tolerated. Our policies, procedures and actions will underpin the principles
and objectives of this Charter and contribute to a professional work environment.
We recognise that the Defence Forces as a military organisation differs from all other
workplaces. However, command and authority is never an excuse for bullying or other
harassing behaviour.
All personnel of the Defence Forces, and civilians or contractors employed to work for
the Defence Forces have a duty and responsibility to uphold this Charter.
Commanders at all levels have a specific responsibility to promote the provisions of this
Charter. We also expect Commanders to lead by example, not only in respect of their
own behaviour, but also in response to the behaviour of others.
EN
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(Nothing in this Charter overrules an individual’s legal and statutory rights)
IC
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This Charter is endorsed by:
Representative Association of Commissioned Officers • Permanent Defence Force Other Ranks Representative Association
Reserve Defence Forces Representative Association
DEFENCE FORCES’ VALUES
RESPECT
You must treat your comrades and those with whom
you come into contact, whether on operations or not,
with dignity, respect, tolerance and understanding.
LOYALTY
You must be loyal to your commanders and your
subordinates, your comrades and your team.
SELFLESSNESS
Your personal interests must come after the needs of
the mission and your team/unit.
PHYSICAL COURAGE
You must have the physical courage to persevere with
the mission regardless of dangers and difficulties.
Physical courage comes with commitment and
professionalism.
MORAL COURAGE
You must do what you know is right, not what is
easier, or what is popular.
INTEGRITY
You must be honest, sincere and reliable. If you have
integrity others will trust you and the team will be
strengthened.
9
The National Anthem
The National Anthem, called The Soldier’s Song was written in 1907 by Peadar Kearney, an
uncle of Brendan Behan. It was first published in the newspaper, Irish Freedom in 1912, but
was not widely known until it was sung at the GPO during the Easter Rising of 1916. The
chorus was formally adopted as the National Anthem in 1926. A section of the National
Anthem is also the Presidential Salute.
Amhrán na bhFiann A Soldier’s Song
Seo dhibh a cháirde duan Óglaigh,
Cathréimeach briomhar ceolmhar,
Ár dtinte cnámh go buacach táid,
‘S an spéir go min réaltogach
Is fonnmhar faobhrach sinn chun gleo
‘S go tiúnmhar glé roimh thíocht do’n ló
Fé chiúnas chaomh na hoiche ar seol:
Seo libh canaídh Amhrán na bhFiann.
We’ll sing a song, a soldier’s song,
With cheering rousing chorus,
As round our blazing fires we throng,
The starry heavens o’er us;
Impatient for the coming fight,
And as we wait the morning’s light,
Here in the silence of the night,
We’ll chant a soldier’s song.
Curfá
Chorus
Sinne Fianna Fáil
A tá fé gheall ag Éirinn,
buion dár slua
Thar toinn do ráinig chugainn,
Fé mhóid bheith saor.
Sean tír ár sinsir feasta
Ní fhagfar fé’n tiorán ná fé’n tráil
Anocht a théam sa bhearna bhaoil,
Le gean ar Ghaeil chun báis nó saoil
Le guna screach fé lámhach na bpiléar
Seo libh canaídh Amhrán na bhFiann.
Soldiers are we
whose lives are pledged to Ireland;
Some have come
from a land beyond the wave.
Sworn to be free,
No more our ancient sire land
Shall shelter the despot or the slave.
Tonight we man the gap of danger
In Erin’s cause, come woe or weal
‘Mid cannons’ roar and rifles peal,
We’ll chant a soldier’s song.
Cois bánta réidhe, ar árdaibh sléibhe,
Ba bhuachach ár sinsir romhainn,
Ag lámhach go tréan fé’n sár-bhrat séin
Tá thuas sa ghaoith go seolta
Ba dhúchas riamh d’ár gcine cháidh
Gan iompáil siar ó imirt áir,
‘S ag siúl mar iad i gcoinne námhad
Seo libh, canaídh Amhrán na bhFiann.
In valley green, on towering crag,
Our fathers fought before us,
And conquered ‘neath the same old flag
That’s proudly floating o’er us.
We’re children of a fighting race,
That never yet has known disgrace,
And as we march, the foe to face,
We’ll chant a soldier’s song.
Curfá
Chorus
A bhuíon nách fann d’fhuil Ghaeil is Gall,
Sin breacadh lae na saoirse,
Ta scéimhle ‘s scanradh i gcroíthe namhad,
Roimh ranna laochra ár dtire.
Ár dtinte is tréith gan spréach anois,
Sin luisne ghlé san spéir anoir,
‘S an bíobha i raon na bpiléar agaibh:
Seo libh, canaídh Amhrán na bhFiann.
Sons of the Gael! Men of the Pale!
The long watched day is breaking;
The serried ranks of Inisfail
Shall set the Tyrant quaking.
Our camp fires now are burning low;
See in the east a silv’ry glow,
Out yonder waits the Saxon foe,
So chant a soldier’s song.
Curfá
Chorus
10
A Life less Ordinary
The Deal – Our Part
NEW LIFESTYLE
Life in the Defence Forces is less ordinary.You can expect to operate for extended
periods at home and abroad in harsh and difficult terrain, with extremes of
climatic conditions and in areas of armed conflict.You will be trained to undertake
operations that are demanding, and possibly life threatening, in order to achieve the
mission. We will integrate you into the culture and ethos of the Defence Forces.
You will be well paid and respected in a safe and secure working environment.
CAREER OPPORTUNITIES
The Defence Forces believes that all personnel should reach their full career
potential. We will provide you with the opportunity to advance to reach the
standard required to undertake military career courses. The Defence Forces will
also provide interesting and exciting opportunities to nurture your potential, both
at home and on overseas missions.
TRAINING AND EDUCATION
Initially we will train you to become a soldier, sailor and airman/airwoman who
is self-confident, disciplined, physically fit, well motivated and equipped to survive
in a military environment and operate as a member of a team or crew. We will
provide you with continual military skills training, in weapon handling, support
and crew served weapons. Driving, communication and trade courses are also
available. The Defence Forces provides opportunities for you to advance your
educational standards by providing access to certain external courses, either on a
full time basis or in your own time, in schools, institutions and universities.
Physical Development &
Recreational Facilities
Physical development in the Defence Forces occurs across a wide spectrum
of activities, the main ones being Physical Fitness training, Adventure training
and Sport. We will, as part of your daily routine, provide you with training to
ensure that you maintain your Physical Fitness. We support and provide time
and equipment for Adventure training to develop your ability and confidence
to participate in challenging pursuits. Team sports in the Defence Forces are
particularly encouraged.You will be provided with the facilities and equipment to
engage in all forms of sports within military barracks.
11
A Life less Ordinary
The Deal – Your Part
individual responsibility
Individual members of the Defence Forces must contribute for their part by seeking
to continually advance their professional development through education, overseas
service, training and progression in rank. They must also commit to maintaining a
lifestyle which is healthy and sustains their fitness, in keeping with professional
requirements of the job.
Overseas Service
Following your early training you are required to commit to service overseas in
Peace Support Operations with the Defence Forces. You will be fully trained for
these operations and will be part of a team. Over the years our personnel have put
the Irish Defence Forces at the leading edge of international peacekeeping. Service
overseas is considered an essential part of military service and contributes to your
career development. The opportunity to serve overseas is available to all trained,
physically and medically fit personnel. In general, selection is on a voluntary basis
but you may be mandatorily selected if there are not enough volunteers. Service
overseas has the added advantage of additional allowances, an increased level of
responsibility and job satisfaction.
Fitness
It is your responsibility to lead a lifestyle and fitness regime which will ensure that
you are physically fit to undertake your duties at home and abroad. Personnel who
are unfit reduce operational effectiveness, put themselves at greater risk of injury
and detract from the overall performance and public image of the Defence Forces.
A graded Physical Fitness Test must be undertaken and passed by all members of the
Defence Forces each year.
Behaviour
Be aware of your behaviour in public and remember that you represent an
organisation with a good reputation and image.When you are outside Barracks either
on operational duty or training or just on time-off it will be essential that you are
conscious that you represent the Defence Forces and that you behave in a manner
appropriate to a disciplined organisation.
12
The National Flag
The national flag of Ireland is a tricolour of green, white and orange. The flag
is twice as wide as it is high. The three colours are of equal size and the green
goes next to the flagstaff. The flag was first introduced by Thomas Francis
Meagher in 1848 who based it on French tricolour. The green represents the
older Gaelic tradition while the orange represents the supporters of William of
Orange. The white in the centre signifies a lasting truce between the ‘Orange’
and the ‘Green’. It was not until the Rising of 1916, when it was raised above
the General Post Office in Dublin, that the tricolour came to be regarded as
the national flag. It is now enshrined in the Constitution of Ireland.
A national flag is flown in every military Barracks between Sunrise and
Sundown. Personnel are asked to respect the national flag.
THE DEFENCE FORCES’ BADGE
The Badge design is derived from the badge of the Irish Volunteers and was
designed by Professor Eoin MacNeill, Chairman of the National Executive of
the Irish Volunteers.This badge was originally adopted by the Irish Volunteers
in October 1914 as the official badge of the organisation. The Centrepiece is
formed by the letters ‘FF’. These letters signify ‘Fianna Fáil’. The word ‘Fianna’
is the name of the ancient military organisation (circa 3rd Century AD)
forming what then corresponded to the standing Army of the country. The
word ‘Fáil’ means ‘Destiny’. One of the ancient names of Ireland was ‘Inishfáil’
(the Isle of Destiny) and ‘Fianna Fáil’ thus signifies the ‘Fianna (or Army) of
Ireland’. The two letters are surrounded by a representation of an ancient
warrior’s sword belt and a circle of flames which represent the ‘Sunburst’the traditional battle symbol of the Fianna. The words ‘Óglaigh na h-Éireann’
inscribed around the sword belt mean ‘Soldiers of Ireland’.
13
What does the Defence Forces do?
MISSION
‘To contribute to the security of the State
by providing for the military defence of its
territorial integrity and to fulfil all roles assigned
by Government through the deployment of well
motivated and effective Defence Forces’
ROLES
the State against armed aggression; this being a contingency,
• Defend
preparation for its implementation will depend on an ongoing
Government assessment of threats.
the Civil Power (meaning in practice to
• Aid
assist, when requested, An Garda Síochána,
who have primary responsibility for law and
order, including the protection of the internal
security of the State).
in multinational peace support, crisis
• Participate
management and humanitarian relief operations
in support of the United Nations (UN) and
under UN mandate, including regional security
missions authorised by the UN.
a fishery protection service in
• Provide
accordance with the State’s obligations as a
member of the European Union.
out such other duties as may be
• Carry
assigned from time to time e.g.
Search and rescue
Air ambulance service
Ministerial air transport service
Assistance on the occasion of natural or other disasters
Assistance in connection with the maintenance of essential services
Assistance in combating oil pollution at sea.
14
How we are Organised
MAIN PARTS
The Defence Forces consists of the Permanent Defence Force and the Reserve
Defence Force.
Permanent Defence Force
The Permanent Defence Force (PDF) consists of a permitted strength of 10,500
personnel which includes:
• Army
• Air Corps
• Naval Service
Reserve Defence Force
The Reserve Defence Force (RDF) consists of the Army Reserve and the Naval
Service Reserve. The RDF is organised into the First Line Reserve and the
Second Line Reserve.The First Line Reserve comprises former members of the
Permanent Defence Force and the Second Line Reserve comprises the Army
Reserve and the Naval Service Reserve.
Army Reserve
The Army Reserve has nine (9) reserve infantry battalions, eighteen (18)
combat support and combat service support units and three (3) air defence
batteries.
Naval Service Reserve
The Naval Service Reserve has the Eastern Group and the Southern Group.
Each group consists of two (2) Companies: Dublin and Waterford in the
Eastern Group; Cork and Limerick in the Southern Group.
15
Territorial Organisation
GORMANS
OR
TON
BALDONN
A
ALDONNE
ALDONNEL
DFTC
GLEN
LEN
EN OF
F IMAAL
L
CORK
NA
VA
L
E
SERVIC
Legend :
Blue - Western Brigade Area of Operations
Orange - Southern Brigade Area of Operations
Green - Eastern Brigade Area of Operations
16
Defence Forces
Headquarters
Rank Structure
RANK STRUCTURE
There are two (2) basic rank structures within the Defence Forces, which are
similar to other modern armies.
Commissioned Ranks
Officers of commissioned rank normally enter as Officer Cadets or CFRs
(Commissioned from the Ranks) and on completion of training receive a
Commission from the President of Ireland as a Second Lieutenant in the Army
and Air Corps or as an Ensign in the Naval Service. Direct Entry Officers have
specialist qualifications and are recruited in a separate competition.
Enlisted Personnel Ranks
Enlisted Personnel join as Recruits or Apprentices and on completion of
training become Privates (Ptes) in the Army,  Able Seamen in the Naval Service
or Airmen / Airwomen in the Air Corps. On qualification they may be promoted
to higher non-commissioned ranks. Persons of Corporal rank and higher are
known as Non-Commissioned Officers (NCOs).
Can I Get to the Top Ranks?
Enlisted Personnel can compete for a Cadetship on an annual basis and are
awarded additional bonus marks at interview. Periodically enlisted personnel
may follow the CFR route and be commissioned following a separate selection
competition and Officer training course.
17
ARMY
Commissioned Ranks
Enlisted Personnel Ranks
Second Lieutenant [2/Lt]
Lieutenant [Lt]
Captain [Capt] Commandant [Comdt] Lieutenant Colonel [Lt Col] Colonel [Col] Brigadier General [Brig Gen] Major General [Maj Gen]
Lieutenant General [Lt Gen]
Private 2 Star [Pte]
Private 3 Star [Pte]
Corporal [Cpl]
Sergeant [Sgt]
Company Quartermaster Sergeant [CQMS]
Company Sergeant [CS]
Battalion Quartermaster Sergeant [BQMS]
Battalion Sergeant Major [BSM]
Lieutenant General
Major General
& Brigadier General
Colonel
Lieutenant General
Major General
Brigadier General
Aide de Camp
Company Sergeant
ANS
CQMS
Matron
Asst Matron
Chaplain
Cadet
Lieutenant Colonel
Commandant
Captain
Sergeant
Staff Sister
Corporal
Radiographer
& Physio
18
General
Field Dress
All Army
Marksman
Chaplain
Head
Chaplain
Chaplain
Reserve
MP
MP
Cav Corps O/R
BQMS
General
Service Dress
ARW
UN
Cav Corps Officer
Officer
Sgt Major
Chaplain
Button
Button
All Ranks
Equitation
School
Colonel
Cadet
Second Lieutenant
Lieutenant
Head
Chaplain
Service Dress
Pte 3 Star
Marksman
Reserve Officer
Pte 2 Star
Overseas Flash
F OR
I
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A G U S IS E A
CT
AIR CORPS
Commissioned Ranks
Enlisted Personnel Ranks
Second Lieutenant [2/Lt]
Lieutenant [Lt]
Captain [Capt] Commandant [Comdt] Lieutenant Colonel [Lt Col] Colonel [Col] Brigadier General [Brig Gen] Major General
Airman/Airwoman 2 Star [Armn/Arwn 2*]
Airman/Airwoman 3 Star [Armn/Arwn 3*]
Corporal [Cpl]
Sergeant [Sgt]
Flight Quartermaster Sergeant [FQMS]
Flight Sergeant [F/Sgt]
Regimental Quartermaster Sergeant [RQMS]
Regimental Sergeant Major [RSM]
Forage Cap
Brigadier General & Colonel
Brigadier General
Colonel
Tunic Shoulder Strap & Gorget Patch:
Forage Cap
Shirt Gorget Patch worn by Brigadier General only Male Other Ranks Shoulder Patch - All Ranks
Brigadier General
Pipers Hat
Captain
Lieutenant Colonel Commandant
Colonel
Forage Cap - Officers
Other Ranks
Officers
Cap
Cap - Female Officers
Female Other Ranks
2nd Lieutenant
Lieutenant
Cadet
Chaplains
Gorget Patch
Chaplains Cross
Regimental
Regimental
Flight Sergeant
Sergeant Major Quartermaster Sergeant
TAI
E
R
IR
A G U S I S EA
CT
F OR
Ceremonial Belt
Officers Forage /
Peaked Cap Badge
g
lAI n
A héI
n óg
Air Crew - Other Ranks
CT
Airman / Airwoman, Corporal
Forage Cap Badge
Pilots Wings
19
Apprentice
Button - Small
A héI
ReAn
a
ire nn
óg l a i g
2 Star
Airman / Airwoman
ReAn
na h-é
TAI
E
R
IR
A G U S I S EA
Regimental Sergeant Major,
Regimental Quartermaster
Sergeant & Staff QMS
Forage / Peaked Cap Badge
3 Star
Airman / Airwoman
Button - Large
FA
Collar Badge
(Left Side)
g
lAI n
FA
Corporal
Sergeant
n óg
F OR
Sergeant, Flight Sergeant
Collar Badge
& Flight Quartermaster Sergeant
(Left Side)
Forage / Peaked Cap Badge
Flight Quartermaster
Sergeant
Air Crew - Aero Engineer
NA
VA
L S E R VI C
E
NAVAL SERVICE
Commissioned Ranks
Enlisted Personnel Ranks
Ensign [ENS] Sub Lieutenant [Sub Lt] Lieutenant (NS) [Lt]
Lieutenant Commander [Lt Cdr] Commander [Cdr] Captain [Capt]
Commodore [Cmdre]
Ordinary Seaman [OS]
Able Seaman [AS] Leading Seaman [LS]
Petty Officer [PO]
Senior Petty Officer [SPO] Chief Petty Officer [CPO] Senior Chief Petty Officer [SCPO]
Warrant Officer [WO]
Commodore
Commodore
Captain & Commander
Captain
Commander
Officer & Chaplain
Lieutenant
Commander
Cadet
Female Officer
Lieutenant
Sub Lieutenant
Ensign
Cadet
Warrant Officer
Button Officer
Senior Chief Petty Officer
& Chief Petty Officer
Senior Petty Officer
& Petty Officer
Chaplain Button Non-Commissioned Officer
Senior
Chief Petty Officer Senior Petty Officer
Warrant Officer
(with appropriate Chief Petty Officer
Branch Insignia)
Naval Reserve
Seaman
Able Seaman
Petty Officer
Leading Seaman
Working Dress Beret (All Ranks)
With appropriate Badge for Officers or other ranks
Ordinary Seaman
Blue Jean Collar
Engineer
Branch
Executive
Branch
Diver’s Specialist Badge Communications
Branch
20
Administrative
Branch
Army – Corps
Infantry Corps
The Infantry are the ‘foot soldiers’ and the backbone
of an army. The Infantry Corps soldiers are regarded as
operational troops who must be prepared for tactical
deployment in any location at short notice. In wartime
this means that they will be among the front line troops
in the defence of the State. In peacetime however
they can be seen performing duties in support of
the Gardaí in Cash and Prisoner Escorts or in major
security operations with MOWAG Armoured Personnel
Carriers.
Artillery Corps
The Artillery Corps provides support to the infantry or
armoured elements.
• Fire support of Infantry or Armoured troops
• Ground to low level air defence
Cavalry Corps
The Corps is equipped with armour to carry out its role
of reconnaissance, making first contact with an enemy
and providing security to the infantry in offensive and
defensive operations. The key word in the Cavalry
Corps is ‘mobility’, and it enjoys a reputation of
flexibility and readiness to undertake any task.
21
Army – Corps
Corps of Engineers
The Corps of Engineers is responsible for all combat
engineering and general engineering matters within
the Defence Forces. Personnel of the Corps of
Engineers all possess a recognised trade, engineering
discipline or other specialist skill.
Communication and Information
Corps Services
The Communication and Information Services Corps
(CIS) is responsible for providing all communication
and information technology services. All computers
are purchased and maintained by the CIS Corps. The
role includes the development and maintenance of a
countrywide private Defence Forces Telecommunications
Network (DFTN), which can support both voice and data
services, and the provision, and maintenance of military
radio equipment for use by Defence Forces personnel at
home and abroad. The CIS Corps also provides communication links
to all overseas missions including a satellite link for voice and data.
Có
r
O rda
A ir m
n áis A n
Ordnance Corps
The Ordnance Corps is responsible for the
purchase and maintenance of weapons, antiaircraft missiles and naval armament, and for
the uniforms worn by military personnel. The
Corps is also responsible for buying food.
Corps personnel are appropriately qualified and
have the expertise to afford technical evaluation of complete
weapon systems. The Ordnance Corps provide the only Explosive Ordnance
Disposal (Bomb Disposal) service within the State, in support of the Garda
Síochána.
22
Army – Corps
Sólá
th
An Cór
ai
r
7
Io
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air
Transport Corps
The Transport Corps is responsible for purchasing,
managing and maintaining all soft skinned vehicles,
and the maintenance of all armoured vehicles. It
is also responsible for driver training, testing,
certification, maintenance of driving standards and
the provision of vehicle fuels, oils and lubricants.
It provides heavy lift capability for the Defence
Forces.
Medical Corps
The Medical Corps has the responsibility of maintaining
health and preventing disease in the Defence Forces.
The Corps provides dental as well as medical care for all
personnel. It has personnel in every Barracks.
Military Police Corps
The Military Police are responsible for the prevention and
investigation of offences, the enforcement of discipline and the
general policing of the Defence Forces. The Military Police have
been deployed in many UN missions. They enjoy a very close
working relationship with An Garda Síochána at national and
local levels.
23
Air Corps
INTRODUCTION
The Air Corps (AC) is the Air
Component of The Defence Forces (DF) with its
base and headquarters at Casement Aerodrome in Baldonnel,
Co Dublin. Since its formation in 1922 the Irish
Air Corps has undergone many changes both
structurally and technologically. The most
recent of these include the procurement of eight new PC-9 type
aircraft, two new EC-135 and six AW-139 helicopters which add
to an already extensive list of aircraft such as the Gulfstream IV,
the Bombardier Learjet, the CASA CN 235, the Cessna 172H,
and the Defender 4000. The Air Corps’ motto is ‘Forfaire Agus
Tairiseacht’ which means ‘Vigilance And Loyalty’.
AIR CORPS MISSION
To deliver the Air Power contribution to the military
defence and security of the state and to fulfil all roles
assigned by Government through the deployment of a
modern, well-motivated and effective Air Corps.
PRIMARY ROLES
In Support of the Army
• Observation and Reconnaissance
• Local Fire Support
• Command and Control
• Limited Tactical Mobility and Logistic Support
• Casualty Evacuation
In Support of the Naval Service
• Maritime Surveillance and Defence
• National Security
• Economic Zone Surveillance
• Protection of Natural Resources
24
Air Corps
In Aid to the Civil Authority
• Maritime Patrols
• Ministerial Air Transport (MATS)
• Air Ambulance Service
• Maintaining and Operating Garda Air Support Unit Aircraft
• Observation Reconnaissance and Search Operations
• Photographic Reconnaissance
• Industrial Explosives Escorts
• Prisoner Escorts
• Cash Escorts
• Protection of Airspace Operations
• Inland Search and Rescue (SAR)
• Wildlife Surveys
• Fire Fighting
ORGANISATION AND STRUCTURE
The Air Corps is Commanded by The General Officer and is then divided into
two sections, which are headed by The Chief of Air Staff Support and The Chief
of Air Staff Operations. The AC is further broken down into Units and SubUnits which all have their own Commanding Officers.
Operations
This is headed by Chief of Air Staff (CAS) Operations, he is the officer tasked
with the day-to-day operations of the Air Corps, which includes all flying
operations. This can include Ministerial Air Transport Service, Reconnaissance
flights; Air Ambulances both fixed wing and helicopter as well as many other
operations.
Support
This is headed by Chief of Air Staff (CAS) Support, he is the Officer tasked with
maintaining the support services for the Air Corps. These services range from,
administrative duties, Military Police, logistics, financial control, health and safety
and personnel functions.
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Air Corps
There are two operational flying units, operating fixed-wing and rotary-wing
aircraft respectively. The Air Corps College is a separate Unit tasked with all
initial training of Pilots, Apprentices and Recruit Airwomen/Airmen. There is also
a Maintenance Support unit, a Base Administration unit and a Communication
and Information Services (CIS) unit.
Air Corps Headquarters
No 1 Ops
Wing
No 3 Ops
Wing
No 4 Sp
Wing
No 5 Sp
Wing
Air Corps
College
CIS
The General Officer Commanding the Air Corps also has a number of specialist
Staff Officers to advise him on policy and development issues as well as day to
day administration.These officers include the Flight Safety Officer and the Chief
Airworthiness Officer.
The CAS operations is responsible for advising the General Officer Commanding
on Operations, Training, Air Traffic Services and Intelligence matters while the
CAS support is responsible for advising the General Officer Commanding on all
support issues including administrative duties, Military Police, logistics, financial
control, and personnel functions.
TRAINING AND DEVELOPMENT
AC Commitment
As our servicemen and women are our most important asset the Air Corps is
committed to providing you with an interesting, rewarding and challenging career.
The AC is committed to providing all the necessary training and development
opportunities to advance your career in the Air Corps.
Individual Commitment
The Air Corps expects individuals to work hard and take personal interest
in their own career. Loyalty, honesty, punctuality and the highest standards in
dress and behaviour are just some of the qualities expected of all personnel at
all times. All equipment provided should be used correctly and with due care.
Lastly, you are required to obey all lawful orders, and complete all duties to the
best of your abilities.
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Air Corps
Career Development
The AC offers many different career opportunities including entrance as a
Recruit to become a Three Star Airman / Airwoman, entrance as an Apprentice
or as a Cadet. However entry in one stream does not mean that the others
are not accessible as a number of our Pilots began their career in the Defence
Forces as Apprentices or as Recruits.
Additional Qualifications
Depending on your Unit and its requirements you may have opportunities
to gain further qualifications, many of which are certified / recognised by
civilian bodies. These include Motor Transport Driver (MTD), Physical Training
Instructor (PTI), Emergency Medical Technician, and Air Traffic Controller etc.
Places on these courses will be limited and consideration for these courses
will require that you meet certain criteria / standards. All these courses will be
advertised in Routine Orders.
Overseas Service
AC personnel may have the opportunity to serve overseas with Defence
Forces Units on Overseas Missions. In most instances personnel who joined the
Defence Forces after Jan 1, 1994 are liable to mandatory selection. Opportunities
to serve overseas may be limited and personnel are selected on the basis of:
Qualifications v Appointment requirements, previous overseas service and the
impact your selection will have on Primary Air Corps Operations. Personnel
under training will NOT be considered for overseas service.
EDUCATION
The AC supports and encourages the concept of ‘Life Long Learning’ whereby
individuals choose to improve their knowledge and skills on a regular basis by
completing further courses in education. There are a number of schemes to fund
education courses such as the ‘Refund of Fees Schemes’ (TI 04/00) and the ‘Adult
Education Scheme’ (TI 07/02); these will be advertised each year. Fees will be
refunded in part or in full to those who successfully complete an approved course.
Applicants must apply for refunds in advance of the course commencement. It
should be noted that funding is limited and that a selection/priority procedure will
apply. AC apprentices upon successful completion of their apprenticeship receive
a qualification at level 7 of the National Framework of Qualifications. AC cadets
who successfully pass their ground school syllabus are awarded European Joint
Aviation Regulations (JAR) Air Traffic Pilots Licence (ATPL) knowledge.
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Air Corps
WELFARE AND PAY
The AC provides many facilities within Casement Aerodrome for the benefit of
all serving personnel. The primary benefits include accommodation, free access
to medical and dental services, use of canteen and mess facilities and free Internet
access (Technical Training School).The sports facilities include a Gymnasium that
houses a 5-a-side football court, a GAA pitch and a number of handball alleys. A
Personnel Support Service (PSS) and Chaplaincy Service are also available.
Enlisted personnel are paid weekly and officers on a monthly basis, you will be
required to have a bank account into which your pay is lodged. Personnel may
qualify for additional pay and allowances for specific qualifications and certain
duties. These include Flying pay, Security Duty Allowance (SDA), Technical Pay
and Instructor Pay. If you have difficulties with receiving any of the above pay
you should contact your Orderly room NCO or Admin Officer.
Leave Plans
Leave is a privilege and is granted subject to operational commitments and may
change at short notice.Where proper planning is completed and advance notice
is provided, every effort is made to approve leave.
Travel Warrants
All enlisted personnel who are Single Living In (SLI) are entitled to a number of
travel warrants each year. First and Second Year Apprentices are entitled to 12
(twelve) free travel warrants to their home address each year, Third and fourth
Year Apprentices are entitled to 6 (six) each year.
COMMUNICATIONS AND STAFF INVOLVEMENT
The AC strives to ensure that all individuals are kept informed on a regular basis
of the developments within the organisation e.g. Annual Plans, Training Plans,
Routine Orders, Safety Statements, IMG Reports and HR Issues incl promotion/
career development opportunities etc.
The primary communication methods are parades, briefings at all levels and
routine orders which are issued each week by Unit Orderly rooms and and
electronically via Connect Live. Further information is also available on the
Airnet, the Air Corps Intranet site. You should always endeavour to read the
Bulletin Board in your Unit on a regular basis. Key information points include:Notice Board (Routine Orders / Duties / Courses etc), AC News, AC Strategy,
Sport, PSS, PDFORRA and RACO.
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Air Corps
The intensive nature of our operations dictates that effective teamwork is
fundamental to our continuing success. Each individual has a role to play in
achieving this success by contributing in a positive manner to his or her Unit.
FLIGHT SAFETY
The Air Corps is committed to the proactive implementation of Flight Safety
initiatives as a means of increasing mission efficiency and effectiveness, by
minimising the risks associated with our operations. This commitment includes
a philosophy of continuous improvement to achieve and maintain the lowest
possible risk level.
The cornerstone of the Flight Safety culture in the Air Corps is individual
responsibility. The effectiveness of a good safety culture depends on individuals
at all levels understanding and contributing through hazard identification and
prompt effective reporting.
MISCELLANEOUS
Transfer to Army / Naval Service
Members of the AC are specifically enlisted to serve within the Air Corps,
and have no automatic entitlement to transfer to other elements of the
Defence Forces. AC policy is that during the initial term of enlistment (5 Years),
applications to transfer will only be considered in exceptional circumstances.
Thereafter applications may be considered subject to the overall personnel
requirements of the AC.
Air Corps Cadets are generally recruited once per year and are initially
trained in the Cadet School, DFTC in the Curragh before embarking on
a flight-training course in Baldonnel. On successful completion of a wings
course Pilots are awarded their wings and are contracted to the Air Corps
for 12 years.
The Air Corps also recruit Apprentice technicians. Apprentices undergo a
4 year training course after which they are contracted for an initial period
of 9 years with an option to extend for another three.
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Air Corps
Uniform
Your uniform sets you aside from all other members of the Defence Forces
and from civilians in general. It should be well maintained and worn with pride
at all times. All uniform items should be clearly marked on issue and stored in
a secure location when not worn. Your Admin Officer / NCO will brief you on
replacement of Uniform / Uniform Allowance (Officers) etc. It is emphasised
that when you are required to wear your uniform outside the Air Corps Base,
your standard of dress, deportment and behaviour should be excellent at all
times as you reflect the AC, the Defence Forces and Ireland (when abroad). In
particular the wearing of working dress or incorrect uniform in public places
is prohibited.
Culture
The Air Corps is a hierarchical organisation with clearly defined rules and
regulations. All concerns should be addressed through the ‘Chain of Command’
i.e. your immediate superior and upward through chain of command.
Conduct
All personnel must be made fully aware of the potential consequences of
disciplinary action resulting from being convicted of offences against military
law OR in the civil courts. Such convictions will affect your ‘Conduct Rating’
and may prevent your eligibility for extension of service, promotion, courses
and overseas etc. Your discharge may be sought for serious or repeated
offences.
Dignity and Respect
As a new entrant to the Irish Air Corps you enter an organisation where
Command and Authority is exercised in such a manner that all personnel are
respected for their individuality and diversity in accordance with the ‘Dignity
Charter for The Defence Forces.’ The policies and procedures of the Air Corps
underpin the principles and objectives of this Charter. Personnel should be
treated with respect and dignity and it is the duty of all ranks to uphold the
Dignity Charter at all times.
30
Naval Service
INTRODUCTION
The Naval Service (NS) is the maritime component of
the Defence Forces with its Base and Headquarters
located in Haulbowline Co. Cork. The NS is also the
principal seagoing agency of the state and is primarily
responsible for Maritime Defence and Fishery
Protection but also contributes to the State’s Law
Enforcement, Search and Rescue and emergency
response capability. The NS currently operates 8
modern ships (LE Eithne, Roisin, Niamh, Emer, Aoife,
Aisling, Ciara and Orla). There are also 4 NS Reserve
Units in Cork, Limerick, Waterford and Dublin.
ORGANISATION AND STRUCTURE
The NS is commanded by the Flag Officer
Commanding Naval Service (FOCNS) with his
HQ in Haulbowline (NHQ). The NS is divided
into two Commands and the Naval College (see
Organisation Diagram next page). Each Command
has a number of Units, each of which has their
own Commanding Officer. The following is a
brief summary of the Units.
• Support Command
This is headed by the Officer
Commanding
Naval
Support
Command (OC NSC) and consists of
four Units – Naval Support Command
•Operations Command
This is headed by the Officer
Commanding Naval Operations
Command (OC NOC), and has 10
Units – 8 ships and 2 Shore Units
(Naval Operations Command HQ
and Shore Operations).
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College HQ
CNC
NS College
(Admin & Logs, Gym)
(Elec/Electronics,
School
Comms,
Ordnance)
Weapons
Electrical
Officer
TrainingUnit
Line Training
School
Technical
Training School
Sp Comd HQ
Weapons Electrical Unit
(Elec/Electronics,
Comms, Ordnance)
(Dockard, Fleet Spt)
ME & NDY Unit
(CSS, Tech Stores, Accom,
Maint, Road Tpt)
Logistics Unit
(MM P&I, PMS, Medical)
OCNSC
Support Command
FOCNS
(NHQ)
Naval Service HQ
Naval Service Organisation
OCNOC
(Scty, Comcen, Diving
NSR, Boat Tpt)
Shore Ops Unit
Operations Command
Ops Cd HQ
(Intel, FMC, NCC, Flotilla)
LE Eithne
LE Niamh
LE Roisin
LE Aisling
LE Aoife
LE Emer
LE Orla
LE Ciara
Naval Service
HQ, Logistics (Logs), Mechanical Engineering and Naval Dockyard (MENDY)
and Weapons Electrical Unit (WEU).
• Naval College
This is headed by OC and Commandant Naval College (CNC), and consists
of a HQ and three Schools (Officer and Cadet Training, Line Training and
Technical Training).
The National Maritime College of Ireland (NMCI) in Ringaskiddy is a joint
venture between the NS and the Cork Institute of Technology (CIT); many
of the courses for the NS will be run in the NMCI.
TRAINING AND DEVELOPMENT
• NS Commitment
As our servicemen and women are our most important asset, the NS is
committed to providing you with an interesting, rewarding and challenging
career.The NS is committed to providing you with the necessary training and
development opportunities to advance your career in the NS.
• Individual Commitment
The NS expects each individual to work hard and take a personal interest in their
own career. Loyalty, honesty, punctuality and the highest standards of dress and
behaviour are expected at all times. All personnel should be treated with respect
and dignity in accordance with the Defence Forces Dignity Charter. Equipment
provided should be used correctly and with care. Lastly you are required to
obey all lawful orders, and complete all assigned duties to the best of your ability.
• Branch Structure
Naval ratings on completion of their initial training work within one of two
Branches; these are Operations Branch and the Technical Branch. Naval
Officers are also members of either Branch. The two Branches are divided
into a number of Sub Branches as follows:
• Operations Branch:
•Seaman’s Sub Branch - Seamen, MPs.
•Logistics Sub Branch - Supplys, Chefs, Sick Berth Attendants (SBAs).
•Communications Sub Branch - Communication Operators, Radar/Radio
Technicians (RRT) and Information Technology Technicians.
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Naval Service
• Engineering Branch:
• Marine Engineering Sub Branch - Mechanicians, (Mech), Engine Room
Artificer (ERA), Hull Artificer (HA).
• Electrical Sub Branch - Electrical Artificer (EA).
• Initial Branch Training
On completion of Recruit training, each individual is assigned and commences
training as either a Seaman/Gunner, Mech, Supply or Commop. Subject to the
operational and overall personnel requirements of the NS, every effort is made
to assign individuals to the Sub Branch of their choice.Your Sub Branch training
will commence immediately and consists of a combination of ‘On Job Training’
(Task Books) on ships and formal courses in the Naval Base/College. It is not
possible to be assigned directly to other categories listed above (e.g. ERA, RRT,
SBA etc) unless you already hold a relevant qualification. If you have completed
relevant trade or third-level education bring this to the attention of the training
staff.
• Career Development
Within one year from enlistment you will be expected to have become
efficient in your designated Branch, and be capable of undertaking sea duties
as an A/Sea i.e. completed first step on career ladder. It is important to
note that if you have NOT reached certain standards within your first year,
for reasons within your control, your discharge may be sought. To ensure
your continuance in service after 5 years and
as your career progresses, it is mandatory
that you meet certain standards of conduct,
complete certain courses, and remain fit and
seagoing. During your training you will be
fully briefed on these requirements and your
responsibilities.
• Additional Qualifications (Adquals)
Depending on your Sub Branch, you will have
opportunities to gain further Adquals many
of which are certified/recognised by civilian
bodies. For instance, these would include
courses to qualify as a Diver, Motor Transport
Driver (MTD), Physical Training Instructor
(PTI), Emergency Medical Technician (EMT)
etc. Places for these courses will be limited
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Naval Service
and consideration for these courses will require that you meet certain
criteria / standards. All these Courses will be advertised in Routine Orders.
• Technical Courses
On a regular basis, the NS offers personnel the opportunity to up skill and
gain technical qualifications through various schemes and courses. The Trainee
Tech Scheme offers individuals the
opportunity to train and qualify as
an Engine Room Artificer (ERA),
Electrical Artificer (EA), Hull Artificer
(Shipwright) and Radio Radar
Technician (RRT). Other courses
include those for Chefs and IT Support
Technicians. All of the above have
set minimum educational standards
to be eligible and places are limited.
Information on these standards will be
available from your Branch Warrant Officer, Divisional Officer or from Routine
Orders (when advertised).
It should be noted that eligibility for these courses is normally restricted to
those who have achieved the rank of A/Sea and who have completed their
first sea rotation. Applicants must meet conduct, medical and fitness criteria,
and as places are limited a selection procedure will apply. Successful applicants
may be required to give a Service Undertaking (guarantee to continue serving)
for a designated number of years. Failure to meet this Undertaking will result
in a financial penalty to recoup the cost of your training.
• Inter Branch Transfers
From time to time personnel will be offered an opportunity to apply to fill
vacancies that may arise in other Sub Branches i.e. to change from their
existing Sub Branch. Transfer applications will only be considered when
advertised. Normally transfers are restricted to the rank of Able Body who
have completed their first sea rotation and a selection procedure will be
applied.
• Cadetships
Enlisted personnel who meet the educational criteria and other requirements,
may enter the NS Cadet Competition, which is normally run on an annual
basis. Successful applicants will be re enlisted as Cadets to become either
Operations Officers or Marine Engineering Officers. Serving personnel
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Naval Service
will receive a bonus of the total marks available at the final interview. Full
information is available from the PMS or on the DF website: www.military.ie
• Overseas Service
NS personnel may have the
opportunity to serve with Defence
Force Units on Overseas Missions. In
some instances personnel are liable to
mandatory selection. Opportunities
to serve overseas may be limited and
personnel are selected on the basis
of:- Qualifications v Appointment
requirements, previous overseas service
and impact your selection will have on
primary NS operations i.e. support for
and operation of ships. Personnel must
also be of A/B rank and have completed
their first sea rotation. Personnel under
training will NOT be considered for
overseas service.
• Contracts
Recruits join for an initial period of 5 years and may be ‘Extended in Service’
if they reach the required standards for a period of a further 4 years and
then 3 years. After 12 years if they meet the required standards they may be
‘Reengaged’ for a further 9 years. After that they may ‘Continue in Service’ in
2 year periods to retirement age.
• Advancement/Promotion
All enlisted personnel can aspire for promotion to NCO rank (Leading Hand)
and then to higher ranks up to most senior NCO appointments in your Branch.
In order to be considered for NCO rank you will have to be recommended
by your Commanding Officer and meet specific conduct, medical and fitness
standards and have completed the required training and seatime.You will then be
considered to undergo a Potential NCO Course selection being by set criteria.
On successful completion of this course you will be eligible for promotion to
L/Sea as vacancies arise. Promotion to higher NCO rank is by competition
amongst qualified candidates and again is subject to meeting specified
conduct, medical and fitness standards and having been recommended by your
Commanding Officer and having completed the required courses and seatime.
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36
Naval Service
EDUCATION
The NS supports and encourages the concept of ‘Life Long Learning’ whereby
individuals choose to improve their knowledge and skills on a regular basis
by completing further courses of education. There are a number of schemes
to fund education courses such as the ‘Refund of Fees Scheme’ (TI 04/00)
and the ‘Adult Education Scheme’ (TI 07/02); these will be advertised each
year. Fees will be refunded in part or full to those who successfully complete
an approved course. Applicants must apply for refunds in advance of course
commencement. It should be noted that funding is limited and that a selection/
priority procedure will apply.
WELFARE AND PAY
The NS provides many facilities within the Naval Base for your benefit and
welfare. The primary benefits include: accommodation, free access to medical
and dental services, use of canteen and mess facilities, internet café, laundry
and car parking (must apply for permit – Shore Operations). Sports facilities
include gymnasium, soccer pitch and squash courts.
A Personnel Support Service (PSS) and Chaplaincy Service are also available at
the Naval Base.
In all Shore Units and Ships, you will have a Divisional NCO and Divisional
Officer to whom you can go to seek advice on all welfare and career issues.
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Naval Service
Enlisted personnel are paid weekly and officers on a monthly basis, you will
be required to have a bank account to which your pay is lodged. Personnel
will qualify for additional pay and allowances for specific qualifications and for
certain duties. These would include Naval Pay, Security Duty Allowance (SDA),
Technical Pay and Patrol Duty Allowance (PDA) which is paid when working on
a ship away from the Base. If you have difficulties with emergency tax, the PSS
or PMS (Pay Office) will assist in resolving these issues.
• Leave Plans
Leave is a privilege and is granted subject to
operational commitments, which may change
at short notice. In general all Shore Units and
ships operate Leave Plans whereby individuals
note the key operational taskings of their
Unit (Patrol Plan for ships personnel) at
the beginning of the year, discuss their leave
proposals with their Divisional Officer and
finally submit their leave for approval. This
process is normally completed between Dec
and Jan of each year. Where proper planning
is completed and advance notice is provided,
every effort is made to approve leave. Ratings
may be granted up to 28 days and officers up
to 31.
• Travel Warrants
All enlisted personnel who are Single Living In (SLI) are entitled to two free
travel warrants to their home each year. These warrants may be exchanged
for bus/rail tickets as required. Your Training Officer/NCO will arrange for
the issue of these when necessary.
COMMUNICATIONS AND STAFF INVOLVEMENT
The NS Staff Communications Policy strives to ensure that all individuals are
kept informed on a regular basis of developments in the organisation e.g. Annual
Plans, Training Plans, Safety Statements and HR issues incl promotion/career
development opportunities etc. It should also be noted that the NS Mission
Statement is highlighted as the ‘computer screen saver’ on all NS computers.
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38
Naval Service
The primary communication methods are Parades/Divisions, briefings at all
levels and Routine Orders which are issued weekly by the PMS. In addition the
majority of NS personnel have access to computers where the NS Newsgroups
are available.You should endeavour to read these notices on a regular basis, key
news groups include: - Notice Board (Routine Orders/Duties/Courses etc), NS
News, NS Strategy, Sport, PSS and PDFORRA.
The nature of our operations at sea dictates that effective teamwork is
fundamental to our continuing success. Each individual has a role to play in
achieving this success by contributing in a positive manner to ‘their team’ i.e.
Ship or Shore Unit. The involvement of personnel of all ranks is therefore
encouraged through a Partnership approach, which advocates consultation and
the support of the Representative Associations.
SEAGOING
Service in the NS is primarily about service at sea. Our ships spend approx 220
days at sea per year. The Annual Patrol Plan (published each Nov) details the
exact periods which each ship will be on patrol. Each routine patrol comprises a
period between 14 and 26 days. Non-routine patrols (e.g. foreign deployments)
may be longer.
The NS strives to deliver on a planned approach to the sea/shore rotation of
personnel based on a two year commitment to seagoing duties serving full
time onboard ship followed by a two year period based ashore. Personnel may
spend approx 180 days a year at sea, but some for a variety of circumstances
may spend less or may be required to spend more. When working in the Naval
Base, you may also be required to undertake some relief duties onboard ships.
Subject to operational and overall personnel requirements, the NS endeavours
to deploy all personnel with the aim of a harmonious sea to shore ratio.
Seagoing has an impact on social and domestic arrangements; it is an added
factor in personal relationships. During your career, your social and domestic
arrangements may change. However, continuing sea rotations will always be
a factor, in particular where you want to remain in the Service and advance
your career. Similarly, pursuit of non-career courses, overseas service, further
education, sporting and other interests will inevitably be restricted during your
sea rotation.
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Naval Service
Where female personnel become pregnant during their sea rotation, they must
advise the NS Medical Officer who will make a recommendation on their seagoing
status appropriate to their medical condition.
• Ships Leave
When serving onboard a ship, your leave entitlement will increase to 43 days for
every year served onboard. It must be noted however that the opportunity to
avail of leave when the ship is at sea will be limited. Whilst every ship will spend
up to 220 days a year at sea, each individual will be required to spend between
160 and 180 days at sea, away from the Naval Base. Long term leave planning
is essential, your Executive Officer or Divisional Officer will advise you on all
aspects of leave management.
MISCELLANEOUS
• Transfer to Army/Air Corps
Members of the NS are enlisted specifically to serve in the NS, and have NO
automatic entitlement to transfer to other elements of the Defence Forces.
NS policy is that during the initial term of enlistment (5yrs), applications
to transfer will only be considered in exceptional circumstances. Thereafter
applications may be considered subject to the overall personnel requirements
pertaining at that time.
• Uniform
Your uniform sets you aside from other members of the Defence Forces and
from civilians. It should be well maintained and worn with pride. All uniform
items should be clearly marked on issue and stored in a secure location when
not worn. Your Divisional Officer/NCO will brief you on replacement of
uniform, uniform allowances (officers) etc. It is emphasised that when required
to wear uniform outside the Base, your standard of dress, deportment and
behaviour should be excellent at all times, as you reflect on the NS, the Defence
Forces and Ireland (when abroad). In particular the wearing of Working Dress
or incorrect uniform (rig) in public places is prohibited.
• Culture
The NS is a hierarchical military organisation with clearly defined rules and
regulations. All concerns should be addressed through the ‘Chain of Command’
the first step of which is your immediate superior, usually your Divisional NCO/
Officer. Our ‘can do’ ethos is underpinned by our vision of our personnel as
professional, flexible, highly motivated, well trained, multi-skilled and impartial.
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Naval Service
• Conduct
All personnel must be fully aware of the potential consequences of disciplinary
action resulting from being convicted of offences against military law or in
the civil courts. Such convictions will affect your ‘Conduct Rating’ and may
prevent your eligibility for extension of service, promotion, courses, overseas
service etc.Your discharge may be sought for serious or repeated offences.
• PMS and HR Issues
The Personnel Management Section (PMS) in Support Command HQ is the
higher HRM Section in the NS. Where your Commanding Officer, Divisional
Officer or Branch WO cannot answer your queries with regard to career
development, general administration including pay/leave etc, they will normally
seek guidance from the PMS. In exceptional circumstances, you may request
an appointment with a staff member of the PMS. It should be noted that
where your personal circumstances change i.e. marriage, change of home
address, birth of children etc, the PMS must be informed.
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Naval Service
Naval Service
NA
VA
I
V
L S ER
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42
E
C
Understanding Military Law
People who live in Ireland are subject to the civil law. Members of the Defence Forces
are subject to the civil law and are also subject to Military Law. So we (in the Defence
Forces) have two (2) sets of rules to comply with. What are the military rules?
THE DEFENCE ACT
The Defence Act is the law which governs the Defence Forces. It was passed
by the Oireachtas and is available in book form in the Orderly Room in each
Barracks and Military Post.
DEFENCE FORCE REGULATIONS (DFRs)
These are a series of military regulations signed by the Minister for Defence and
which broaden out the Defence Act within specified subject areas (e.g. Leave
is in DFR A 11). DFRs are also available in the Orderly Room in each Barracks
and Post.
UNIT STANDING ORDERS
Unit Standing Orders are issued by every Brigade, Formation and Unit and
cover aspects related to your employment. Unit Standing Orders are available
in every Orderly Room and are displayed on Unit notice boards and will be
explained to you in detail before your initial training commences and at regular
intervals. The orders cover the procedures to be followed in carrying out Daily
Routine. They cover:
• Hours of Duty (Employment) and the daily routine of the Unit
• Leave and the procedures for applying for and taking leave
• Timings of parades
• Access to medical facilities
• Duties (Regimental, Operational and Training)
• Dress codes
• Unit administration and discipline
• Barrack Fire Orders
• Barrack Security Orders
• Procedures relating to the Submission of Complaints and Grievances
43
Understanding Military Law
MILITARY CODES OF PRACTICE FOR INSTRUCTORS
AND STUDENTS
A Training Instruction (TI) for Military Codes of Practice for Instructors and
Students in the Training Environment is available in all Units and will be explained
during Training.
It will explain to you the aim and the principles of military training.
• Military Discipline
Special provision is needed to maintain the operational effectiveness of the
Defence Forces at home as well as overseas. Discipline, and in particular
self-discipline, is central to this. Military operations require cohesion and
teamwork and are reliant on each and every individual playing their part.
The need to sustain team cohesion, and to promote trust and loyalty
between commanders and those they command imposes a need for values
and standards more demanding than those required by society at large.
All personnel must understand these values and standards, which must be
inculcated and nurtured in training and in every day military life.
• Corrective Action
Section 11 of the TI deals with corrective action that support the development
of military discipline. These guidelines will assist you and your instructors to
correct mistakes and improve your training and development.
• Code of Practice for Instructors
Section 12 of the TI deals with Instructor Codes. Read these carefully as
they will help you to understand the high standards that the Defence Forces
expect from all Instructors.
• Code of Practice for Students
Section 13 of the TI deals with Student Codes.You should read these Codes
on a regular basis, as they will remind you of the high standards that are
expected of all students in the Defence Forces.
• Unit Standing Orders
The different parts that make up Unit Standing Orders are listed in the
document. You should read and listen carefully to these Orders as they
provide a very detailed description of how your training and time are divided
and organised.
44
Our Commitment to You
CONTRACTS
Officer Cadets
Army Cadets enlist for the duration of the Cadet Course, which is 15 months
long. If successful they are then discharged and immediately re-enlisted and
commissioned as Officers of the Permanent Defence Force. The Commission
is normally presented by the Minister for Defence who is co signatory with the
President of Ireland and An Taoiseach.
Direct Entry Officers
Direct Entry Officers enlist with a specialist degree for a fixed period contract
and receive a Commission as an Officer of the Permanent Defence Force similar
to the Cadet arrangement.
Apprentices
Successful candidates will be required to enlist for service in the Defence Forces
for a total period of 12 years (comprising 9 years in the Permanent Defence
Force and 3 years in the Reserve Defence Force).
General Service Personnel
Army Recruits join for an initial period of 5 years and may be ‘Extended in
Service’ for a period of 4 years followed by a further period of 3 years. During
the first 16 weeks they undergo Recruit training. After 12 years they must fulfil
certain criteria in order to be ‘Re-engaged’ for a further period of 9 years. After
that they can ‘Continue in Service’ in 2 year periods to retirement age again
provided they fulfil certain criteria (as listed on next page).
45
Our Commitment to You
It is essential that personnel read and understand the contents of the contract
terms, as failure to meet the required criteria will result in discharge from the
Defence Forces.
Subject
Area
Defence Forces – Effective for personnel enlisting from 17 Feb 2006
Extension of Service
Re-Engagement
Continuance in Service
NCOs and PtesNCOs and PtesNCOs
Not lower than ‘Good’.
Not lower than ‘Good’.
Not lower than ‘Good’.
Physical
Fitness
Not lower than Grade 4 in current
year.
Not lower than Grade 3
in current year.
Not lower than Grade 4
in current year.
Medical
Category
NOT lower than YY-12-322.
NOT lower than
YY-12-422.
NOT lower than
YY-23-524.
In the first 5 years must have
successfully completed and passed all
courses to qualify for rank of Pte 3*
(or equivalent NS rank)
AND
have successfully completed any 2
PDF courses as approved by DDFT.
Successfully completed
and passed all courses
to qualify to the rank of
Cpl (or equivalent NS
rank) or be a grade 3 or
higher technician
AND
MUST have successfully
completed any 2 PDF
courses as approved by
DDFT in the previous 3
years.
Successfully completed
and passed all courses to
qualify to the rank of Sgt
(or equivalent NS rank),
be serving in that or
higher rank
AND
MUST have successfully
completed any 2 PDF
courses as approved by
DDFT in the previous
9 years.
Conduct
Assessment
Military
Courses of
Instruction
For Extension of Service from
9 years to 12 years must have
successfully completed any further
two (2) PDF courses as approved
by DDFT.
Overseas
Service
Have undertaken a tour of duty with
an overseas Mission in each period of
contract i.e. 3 tours in first 12 years
of service.
Have undertaken a tour
of duty with an overseas
Mission in the previous
3 years
AND
Must also undertake an
overseas tour in each 3
year period from 12 to
21 years service.
Have undertaken a tour
of duty with an overseas
Mission in the previous
3 years
AND
Must also undertake an
overseas tour in each 2
combined consecutive
periods of Continuance
in Service.
Recommended
by
Commanding
Officer
A requirement (same as heretofore).
A requirement (same as
heretofore).
A requirement (same as
heretofore).
Selection
Board
A requirement (same as heretofore).
12 - 21 Years.
Sgt’s (or equivalent NS
rank) to age 50. All
higher Ranks to age 56.
Service
Med Cat - YY=DOB - Constitution / Military Fitness - Vision / Colour Vision / Hearing
46
Our Commitment to You
TRAINING AND DEVELOPMENT
We will train you so as to produce a self-confident, disciplined soldier who is
physically fit, well motivated and equipped with the skills needed to survive on
the battlefield and operate as a member of a team or crew. Your whole life
development includes Professional Development, Personal Development and
Career Management. It is the process which maximises potential by building
competence for a Defence Forces career while laying the foundation for success
in later civilian life.
• Training
In November each year the Annual Defence Forces Training Directive
is issued. It establishes Defence Forces annual training policy and assigns
responsibilities for the training of personnel and Units. Brigades, Formations
and Units base their annual training programme on this Directive. It lists all
military courses, courses for continuous professional development, instructor
courses, adventure courses and activities, sport and sporting fixtures and
Defence Forces competitions for the forthcoming year.The Training Directive
is available on the Defence Forces Intranet and in all Units.
• Career Development
The aim of development is to maximise your effectiveness and potential by
rewarding, managing and utilising your ability to meet current and future
needs of the Defence Forces.
Enlisted Personnel Career Advancement courses:
Career
Rank
Advancement
Requirements
Courses
Result
Recruit
Training
Enlistment of
Recruit/ Apprentice
Pass Out as a
2* Soldier
3* Course
2* Soldier
Pass Out as a
3* Soldier
Potential
NCOs Course
3* Private
Required for
Promotion to Cpl
Standard
NCOs Course
Cpl
Required for
Promotion to Sgt and
above
Senior NCOs
Course
Sgt
Required for
Promotion to Coy Sgt
and above
Logistics
Accountancy
Course
Cpl
Required for
Promotion to CQMS
and above
47
Other Requirements & Skills
The Syllabus for each course will be issued
to students on commencement of the
course
Complete appropriate medical, physically
fit to required standard, have weapons
skills, and have recommendation of Unit
Commander. Specific course requirements
are available in your Unit and on the
Defence Forces Intranet
Our Commitment to You
Officer Career Advancement courses are:
Course
Rank
Requirements
Cadet
On appointment
as a Cadet
PSO Platoon
Comds Cse
Second Lieutenant/
Lieutenant
Young
Officers
Lieutenant
Other Requirements & Skills
Commissioning
Corps Officers are required to
undergo Corps Young Officers
Courses.
Required for promotion to
Commandant
Captain
Junior
Command & Staff
Command &
Staff
Result
Commandant
Required for promotion to
Lieutenant Colonel and above
Physical Fitness
Physical fitness contributes significantly to the effectiveness and general health
of individuals of the Defence Forces. Personnel who are unfit reduce operational
effectiveness, put themselves at greater risk of injury and detract from the
overall performance and public image of the Defence Forces.
Defence Forces Physical Fitness Tests
Name
General Description
Applies To
Induction Fitness Test
Screening Test and Aerobic
Endurance
All personnel enlisting in the Defence Forces
Fitness Test
(Parts 1 & 2)
Screening Test; Local Muscular and
Cardio Vascular Endurance
All serving personnel
Fitness Test (Part 3)
10 Km loaded march over
relatively level terrain
All serving personnel except Air Corps and
Naval Service (unless for overseas or courses)
Health Related Fitness
Assessment
A specialised screening and
training programme
Individuals who fail to meet the minimum
requirement of the Fitness Test.
Army Ranger Wing
(ARW) Fitness Test
Additional broader based
Fitness Test
Personnel serving in ARW
Naval Service Divers
Physical Fitness Test
Specific Test
Personnel on Diving Duties and Courses
Random Testing
Part 1, 2 and 3
At the discretion of the General Officer
Commanding (GOC)
48
Our Commitment to You
Adventure Training
Adventure training is a form of outdoor training requiring
participation in challenging pursuits. It includes activities
which contain a risk to life and limb, and which demand
fitness, physical and moral courage, initiative, endurance and
interdependence. Personnel can apply to undergo adventure
training and adventure courses through their parent Unit.
Sport
Sport in the Defence Forces, particularly team games, is
encouraged as it makes a vital contribution to morale
and personal development. The Defence Forces provides
you with equipment and facilities to support personnel
undertaking sporting activities.
WELFARE
Welfare in the Defence Forces consists of all means which
enrich, develop or enhance the quality of the lives of service personnel and their
families, thus assisting the Commander in achieving the high level of morale
necessary for operational effectiveness at home and abroad.
PAY and PENSIONS
Pay
Reference: Defence Force Regulation S3.
Rates of pay are reviewed periodically in line with Government Programmes
agreed with the Irish Congress of Trade Unions (ICTU). During this process the
Representative Associations, who are not members of ICTU, engage in parallel
talks with the Department of the Taoiseach through which issues of concern
are input into the central discussions.
Pay is also linked to rank and length of service. In addition to pay, there are a
number of allowances payable on completion of specific tasks or duties. The
main allowances are;
• Military Service Allowance
• Security Duty Allowance
• Subsistence Allowance
• Overseas Service Allowance
49
Our Commitment to You
The up-to-date rates of pay and allowances are published and available in all Orderly
Rooms and on request. The Defence Forces Pay Section automatically credits pay to
your nominated bank account weekly (monthly in the case of Cadets and Officers).
Pensions
The Defence Forces Pension Scheme makes provision for the grant of benefits
– collectively known as Superannuation Benefits to personnel on discharge and
to certain dependants of personnel who die in service or while on pension.The
main benefits are:
• Service pensions and gratuities
• Death gratuities
• Spouses’ and childrens’ pensions
Service pensions and gratuities are granted on the basis of qualifying service
and retiring rank.
More detailed information on any of the benefits is available from:
Pensions Administration Section,
Department of Defence,
Renmore,
Galway.
ASSURANCE SCHEMES
Personnel joining the Defence Forces are strongly advised to join an assurance
scheme. Costs are deducted at source and the current benefits are available
from the contact details below. The cost of the assurance schemes are very
competitive and can be deducted from pay at source.
CAOGA
CAOGA – Officers
CAOGA (Cumann Árachais Oifigigh Na Buan Óglaigh) is a Friendly Society and
has Charitable Status. The primary goal of CAOGA is to provide its members
with the means of protecting the long-term financial security of their families in
the event of the death of a key family member. It operates a number of schemes
which fulfil this role. With a membership of over 3,000 it is a key link in the
50
Our Commitment to You
chain of welfare services provided by the Defence Forces.
Details of membership criteria and benefits are available from the Secretary:
Tel. 01- 8042785/6, Fax. 01 - 8042784, E-Mail. [email protected]
CAFNBO – Enlisted Personnel
CAFNBO (Cumann Árachais Fear Na Buan Óglaigh) CAFNBO
(a Friendly Society which pays death benefits to members) has been
available to Defence Force members for over 45 years.Virtually every
enlisted person in the Defence Forces is a member of CAFNBO.
The society also operates a group life assurance scheme called GANBO/
GACBO in conjunction with Irish Life. Again, the majority of eligible serving
members and spouses are members of this scheme.
The society operates a Distress Fund for the relief of eligible members who
experience difficulties. Tel: 01 - 6711841
WORK-LIFE BALANCE
The achievement of an effective balance by members of the Defence Forces
between the demands of the workplace and the home is of crucial importance
to the long-term welfare and development of the Defence Forces. Familyfriendly working conditions and operational effectiveness are not contradictory
terms. The Defence Forces will work with our partners and members of the
Defence Forces to achieve equitable work-life balance through a partnership
approach.
Leave
References - Defence Forces Regulation A11 (new series), A12 and Administrative
Instructions.
Annual Leave
Leave is a privilege, which can be revoked if there is an operational need or
emergency. If travelling abroad for over 72 hours, a separate permission form
to leave the State must be submitted and approved.
51
Our Commitment to You
Category
Number of Days
Enlisted Personnel
28*
Cadets
28
Apprentices
28
Junior Officers
31
* Naval Service Personnel serving at sea (43) and Army School of Music
Instrumentalists (31) have longer leave entitlements.
Privilege Leave/Defence Force Holidays
Certain days are designated annually.
Sick or Uncertified Sick Leave
The expression ‘sick leave’ includes absence from duty through illness with or
without medical certification.
•Granting of Sick Leave
S ick Leave may be granted by Commanding Officers only for such specified
periods as are considered necessary or desirable. Sick leave may not normally
exceed 28 days duration in any one period of 12 months.
• Uncertified Sick Leave
U
ncertified Sick leave may be granted at the discretion of the Commanding
Officer for single days not exceeding 2 days at any one time or 7 days in
aggregate in any period of 12 months, reckoning backwards from the date
of the latest absence. A medical certificate must support absence from
reporting for a duty through illness for a period exceeding 2 days. Uncertified
Sick Leave may not be availed of in respect of a day when one has received a
prior detail to perform a particular duty or task on that day.
• Frequent or Recurrent Sick Leave
Cases of frequent or recurrent sick leave shall be brought to the notice of
the Brigade or Service Medical Officer concerned who shall arrange to have
the person examined by a Medical Board to determine whether:
–
–
–
He/she is fit for duty, or
A further period of sick leave or treatment is likely to render him/her fit
for duty, or
He/she is unfit for further service in the Permanent Defence Force.
52
Our Commitment to You
Special, Serious Illness or Bereavement Leave
Special leave with pay may be granted,
• On the death / serious illness of a spouse not exceeding 5 days.
• On the death / serious illness of an immediate relative other than a spouse
not exceeding 3 days.
‘Serious illness’ means an illness that carries an element of gravity or danger and
which of its nature requires the immediate presence or availability of the officer
or enlisted person concerned.
Special leave is NOT intended to meet normal day-to-day minor indispositions
or chronic conditions, which are not grave.
Under certain conditions Special Leave may be granted for the reasons below.
• When changing to a new station.
• On being called before a Civil Court.
• To attend certain examinations.
• On extending service.
• When in contact with an infectious disease or resident in an area of
outbreak.
• To participate in an international athletics contest.
• On the occasion of the serious illness or death of an immediate relative.
• On termination of service.
• On return from service with an International Force.
• Time off duty, antenatal and post-natal care.
• Gaeleagras Scholarship.
• Study Purposes
Parental Leave
Any member of the Defence Forces, who is the natural or adoptive parent of a
child and has completed 1 year’s continual service, can apply for Parental Leave.
He/She shall be entitled to parental leave for a period of 14 working weeks (98
days) Unpaid Leave, for each child born on or after 3 June 1996.
The leave must be taken before the child attains the age of 8 years, where an
adopted child is 3 or more years but less than 8 years at the time of the adoption,
the parental leave must be taken within 2 years of the date of the adoption order.
The maximum age in respect of a child with a disability is 16 years.
53
Our Commitment to You
In circumstances where, the member of the Defence Forces has more than
3 months, but less than 1 year’s continuous service, he/she shall be entitled
to parental leave at the rate of 1 week for each month of continuous service
which the member of the Defence Forces has completed at the time of
commencement of the leave.
Personnel who wish to avail of Parental Leave must give a minimum of 6 weeks
notice to their leave granting authority. Other than a single continuous period of
leave, leave may be granted with the agreement of the leave granting authority.
Adoptive Leave
Personnel may be granted Adoptive Leave with pay and allowances not exceeding
112 days. Personnel should inform the Deputy Chief of Staff (Support) in writing,
through his/her Parent Unit Commander no later than 28 days prior to the
expected date of placement of the child.
Personnel may be granted Adoptive Leave without pay and allowances for an
additional 56 days on completion of paid Adoptive Leave.
Maternity Leave
Female personnel may be granted maternity leave with pay and allowances for a
period not exceeding 154 consecutive days. Maternity Leave should commence
28 days before the end of the expected week of delivery and ending not earlier
than 28 days after the end of the expected week of delivery. Maternity leave
shall be granted on production of a medical certificate confirming the pregnancy
and specifying the expected week of delivery. Female personnel may be granted
special leave without pay and allowances for a period not exceeding 56 days,
after expiration of maternity leave. Such leave shall not be reckonable for the
purposes of calculating increments of pay and annual allowances. Time off may
be granted for antenatal and post-natal care on presentation of an appointment
card by the female concerned.
Where the mother of a child dies within 154 days of the day of birth, the father
shall be entitled to unpaid leave of up to 154 days.
54
Our Commitment to You
Paternity Leave
Male personnel who are the natural or adoptive fathers of the children may be
granted 3 days special leave, with pay and allowances in respect of children born
on or after 01 Jan 2000, as Paternity Leave. This leave may be taken at the time
of birth or up to 4 weeks after the birth. In the case of adoption, where the date
of placement is on or after the 01 Jan 2000, the leave may be taken on or up to
4 weeks after the date of placement of the child.
Term Time Leave
Personnel who are,
• Parents (or persons acting in loco parentis) or,
• Primary carers of a person with a disability who lives with them
May apply for special leave (term time) without pay, as a continuous period of
13 weeks, commencing the beginning of June, or 10 weeks commencing the last
week of June. The purpose of term time special leave is to match their working
arrangements to the main summer holidays of their children, or to care for a
person who resides with them and who has a disability. Eligible Personnel must
have one or more children-attending primary, post primary, or second level
vocational education or a special school and aged 18 years or younger by 1 June
in the year or are the primary carer for the period of the Term Time leave of a
person who resides with them.
Carers Leave
Personnel may be granted Carers Leave not exceeding 65 weeks unpaid leave for
the purpose of providing full-time care and attention to an immediate relative.
Such leave shall not be reckonable for the purposes of calculating increments
of pay and annual allowances. Personnel shall not be entitled to Carers Leave if
there is another person absent from employment on Carers Leave to care for
the same person.
Force Majeure Leave
Personnel may be granted up to 3 days Force Majeure leave with pay and
allowances in any 12 months (but not more than 5 days in any 36 months) for
urgent family reasons owing to an injury to or the illness of a person. Any part
of a day is counted as one day for the purposes of Force Majeure leave.
55
Our Commitment to You
Special Leave / Career Break
Personnel may be granted Special Leave (Career Break) without pay and
allowances for not less than 6 months and not more than 3 years subject to the
exigencies of the service and a number of conditions. The purposes for which
applications for career breaks may be granted are as follows:
• Domestic responsibilities
• Further education
• Travel abroad
A career break may be declared invalid if used for a purpose other than those
specified above.
Pers
on
vice
er
l Support S
ne
PERSONNEL SUPPORT SERVICE (PSS)
Functions of the PSS
The PSS is a confidential information, education; support and referral service
designed to give Defence Forces personnel access to information and services
both from within the military community and outside it. In many ways it
combines the functions of a Citizens Information Centre (CIC) and an Employee
Assistance Programme (EAP) within each Barracks. The service is also available
to the families of serving personnel.
Confidentiality
All PSS personnel conform to a prescribed Code of Ethics and confidentiality in
their dealings with clients at all times.
Organisation of the PSS
Barrack Level
The PSS has an office in each of the Defence Forces Barracks/Posts throughout
the country. A qualified Barrack Personnel Support Service Officer (BPSSO),
(NCO normally of Sgt or Cpl rank) mans this office. Manning is on a full-time
basis, except for smaller Barracks/Posts, which are manned on a part-time
basis.
56
Our Commitment to You
How do I make contact?
Every Unit notice board will have the contact details of the local PSS office.
Call in person or by phone.
Social Worker
Each Brigade/Formation has assigned to it a civilian Defence Forces Social
Worker (SW), whose task is to provide, on both a preventative and curative basis,
assistance and support to service personnel and their families, and to provide
professional guidance, where required, to the Staff Officers and to BPSSOs.
What it can do for You!
The PSS is staffed by professionally qualified BPSSOs and SWs who have
experience in dealing with a whole range of problems that may exist in a
person’s life. Its offices contain up to date information on welfare and other
related issues, provided by Comhairle and other agencies. Liaison with civilian
statutory/voluntary agencies (e.g. Health Boards, Housing Authorities, etc.) and
ANSAC (Army - Naval Service - Air Corps Credit Union), CAFNBO (a Friendly
Society which pays death benefits to members) is a regular feature of the PSS
in carrying out its functions. These functions include providing information and
assistance, including counselling, on:
• Pensions and Gratuities
• Taxation
• PRSI
• Social Welfare Benefits
• Housing
• Education
• Retirement
• Bereavement
• Suicide Awareness
• Marital, Family and Relationship problems
• Problem Drinking
• Stress
• Interpersonal Relationships
• Financial problems
Other functions include:
• Organising and running Pre-Retirement Courses.
• Contact with families of overseas personnel, in conjunction with the parent
Units.
57
Our Commitment to You
• Membership of the Barrack Welfare Committees.
• Assisting Unit briefings on Interpersonal Relationships (Administrative
Instruction Part 7).
• Briefing Units and personnel going overseas on Stress Management and
Awareness.
• Conducting Stress lectures / debriefings in overseas Units prior to repatriation.
• Training overseas teams in Critical Incident Stress Management (CISM).
• Conducting Critical Incident Stress Debriefing (CISD) when required.
Chaplaincy Service
The Chaplaincy Service assures the pastoral care of personnel at
home and overseas. Religious ceremonies, sacramental preparation,
hospital visitation, prayer services, ethics courses and bereavement
support are among the services provided by the chaplains during
training courses, at unit level and overseas. Chaplains may be
contacted through the switchboard at every Military Barracks or
their contact details can be found on: www.militarychaplaincy.ie.
Independent Confidential Helpline
and Counselling Service
FIDE ET PATRIA
The Defence Forces has contracted an Independent Confidential
Helpline & Counselling Service for serving personnel who are in
crisis.The Service can refer individuals in crisis for counselling in their
local area and the Service is confidential. The Service complements
existing Defence Forces human resource support services.
Telephone:
1 - 800 - 409388
58
Health & Safety
HEALTH & SAFETY
Reference: Defence Forces Health & Safety Policy - Administrative Instruction 07/00
Defence Forces Health & Safety Policy
The Defence Forces is committed to protect the health & safety
of its personnel through the implementation of its Health &
Safety Policy. Administrative Instruction 07/00 provides for
the implementation of current legislation in relation to Health
& Safety at Work, which applies to the Defence Forces.
RESTRICTED
D COS (SP)
ADMINISTRA
DEFENCE FORCE TIVE INSTRUCION 7/00
S SAFETY
POLICY
Incorporating
SAMPLE SAFETY
STAEMENT
DF GUIDELINES
ON RISK A
SSESSMENT
D COS (SP) A
DMIN INSTRU
CTION 3/96
AND AMENDM
ENT 1/00
CARE OF HEARING
IN THE DEFENCE
FORCES
D COS (SP) A
DMIN INSTRU
RECORDING AND
CTION 6/00
REPORTING OF
INCIDENTS AND
ACCIDENTS
DF SMOKING
POLICY
Breaches of this policy will not be tolerated.
• Each Unit of the Defence Forces has a Unit Safety
Statement. This document sets out in detail provisions for the protection of
the health and safety of Unit personnel.The safety statement is freely available
to all personnel. It includes the Unit policy statement, details of key health &
safety appointee holders, emergency procedures and risk assessments for all
identified hazards. Each Unit also has a Unit Safety Officer who will manage
health & safety issues on a day-to-day basis. Personnel from every Defence
Forces Unit select from amongst themselves, a Safety Representative. The
Unit Safety Representative may make representations to Commanders on
health & safety issues on behalf of personnel.
RESTRICTED
• Current
•
legislation requires employees to take reasonable care in the
workplace and to co-operate with employers to enable compliance with
safety and health legislation. Employees must report dangerous or faulty plant
or machinery or defects in the workplace, which may endanger employees.
Employees are required to report all accidents.
Every new entrant will undergo health & safety induction training, which will
include training in manual handling and care of hearing.
COMPULSORY RANDOM DRUG TESTING
AND TARGETED DRUGS TESTING
Reference: Administrative Instruction A7 Chapter 3
Background
The use, possession or supply of a controlled drug or volatile
substance or the abuse of any such substance is an offence
against military law. Drug and substance abuse, because of its
insidious and addictive nature, and because of the possible
residual effects on the abuser, is particularly dangerous in the
military environment and incompatible with military life.
59
COMPULSORY RANDOM
DRUG
TESTING AND MONITORIN
G
PROGRAMME
EXPLANATORY BOOKLET
Health & Safety
The Defence Forces commenced a Compulsory Random Drug Testing (CRDT) and
Monitoring Programme for personnel in 2002 with the addition of Targeted Drugs
Testing (TDT) in 2009.
Under what Defence Force Regulations is crdt
and tdt carried out?
CRDT and TDT are carried out under the provisions of Defence Force
Regulations A7 paragraph 8B. The regulation also provides for Administrative
Instructions (Administrative Instruction A7 Chapter 3 revised 11 March 2009)
to be published for the general information and guidance of members of the
Defence Forces.
The aim of the crdt and tdt programme
The primary aim of the CRDT and TDT Programme is deterrence. Its secondary
aim is detection.
What is the purpose of crdt and tdt?
The purpose of CRDT is to test for the presence of a controlled drug or other
substances or for the metabolites thereof, by means of a urine specimen test
of an individual regardless of rank, chosen at random and not supported by a
warrant, probable cause or any particular level of suspicion.
TDT serves the same purpose by means of a urine specimen test of an individual
selected for testing on the basis of having failed a CRDT or TDT.
What is a Controlled Drug?
A Controlled Drug has the same meaning as is in the Misuse of Drugs Act 1977
as amended by the Misuse of Drugs Act 1984 and any substance, product or
preparation, declared by order of the Government to be a controlled Drug for
the purpose of the said Act.
Who will be Tested?
All personnel of the Defence Forces, irrespective of rank, with the exception of
the Army Nursing Service and the Chaplaincy Service are liable to be tested.
Who is responsible for the crdt and tdt programme?
The Director of Administration is responsible for the implementation of the
Defence Forces Compulsory Random Drug Testing and Targeted Drugs Testing
Programmes.
24
60
Health & Safety
Who comprises the Drug Testing Team?
The Defence Forces Drug Testing Team (DF DTT) (i.e. those responsible for the
administration of the drug testing programme and taking of the urine specimen)
will normally comprise the following personnel:
• PDF Officer not below the rank of Commandant – OIC DF DTT
• PDF NCO not below the rank of Sergeant – NCO IC DF DTT
• A minimum of two Medical Corps personnel (male and female)
• Trained civilian collection officers from the contracted service provider.
How many will be tested annually?
Ten percent (10%) of all personnel of the Defence Forces, including PDF and
RDF will be tested annually.
How can I become liable for discharge, retirement or in the
case of cadets withdrawal of cadetship and discharge?
Any member of the Defence Forces, who pursuant to the provisions of DFR
A7 para 8B:
• Having
provided a urine sample, pursuant to a CRDT or a TDT, tests
positive for a controlled drug as specified in the Misuse of Drugs Act 1977
as amended and any substance, product or preparation, declared by order of
the Government to be a controlled drug for the purpose of the said Act, or
• Provides a urine sample which shows evidence of adulteration, or
• Refuses to provide a urine sample when requested to do so, or
• Fails to report for testing, without sufficient cause, having been ordered to
do so, or
• For any reason, without sufficient cause, fails to co-operate with a CRDT or
a TDT.
Shall be liable to discharge or retirement and in the case of cadets withdrawal
of cadetship and discharge from the Defence Forces pursuant to the provisions
of DFR A7 paragraph 8B(2) and any other relevant DFRs referred to in DFR
A7 para 8B(2).
61
Health & Safety
What is an Adulterated test?
Adulteration of a test is defined as the addition of any substance to the urine
specimen/ sample.
What does the test involve?
The test requires each subject to provide a urine specimen under controlled
conditions. The civilian collection officers immediately screen the specimen
on site. Should the specimen be found to be unclear it will then be divided
into two (‘A’ and ‘B’) sample containers. An unclear test is not in itself an
indication of a positive test result; it merely indicates that the urine specimen
requires further laboratory analysis. Both ‘A’ and ‘B’ samples will be sent to
an independent accredited civilian laboratory, the ‘A’ sample will be tested;
the ‘B’ sample will be retained in the laboratory under controlled storage
conditions. The ‘B’ Sample is available for a second independent test by a
different accredited laboratory if requested by the donor. No blood, saliva or
hair samples are required.
What happens when the results of the laboratory test
are returned?
Your Commanding Officer will inform you if your ‘A’ Sample test result is
negative or positive. If negative, no further action is required. If positive, you
will be requested to indicate if you want your ‘B’ sample tested and you will
be informed that administrative action will be initiated that may result in your
discharge, retirement or in the case of cadet withdrawal of cadetship and
discharge, in accordance with the provisions of DFR A7 para 8B.You may make
representations to your Commanding Officer on notification of liability for
discharge, retirement or in the case of cadets withdrawal of cadetship and
discharge. If requested, your Commanding Officer will immediately appoint an
officer holding at least the rank of captain, to assist in the compilation of any
such representations. Your Commanding Officer will make a recommendation
to Higher Authority for your retention, discharge or retirement, or that
you undergo TDT for a period of up to 18 months. You will be shown your
Commanding Officer’s recommendations to Higher Authority. You may make
further representations to Higher Authority, who may also appoint an appeals
officer to examine the case from new. The decision on retention, discharge or
retirement, or the deferral of that decision until the completion of TDT rests
with Higher Authority.
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Health & Safety
Will disciplinary action be initiated as a result of a positive test?
No. The CRDT and TDT programme is an administrative procedure that may
result in administrative discharge.
What about my pension and gratuity?
If you have pension and/or gratuity entitlements these will not be affected by an
administrative discharge under the CRDT and TDT process.
What about my certificate of service?
Your Certificate of Service (LA 89) will reflect the statutory reason for your
discharge or in the case of cadets withdrawal of cadetship and discharge in
accordance with the relevant Defence Force Regulations.
Admission of abuse or misuse of controlled drugs or substances
If you admit to abuse or misuse of a controlled drug or substance without
undergoing a CRDT you may still be liable to administrative action resulting in
liability for discharge, retirement or withdrawal of cadetship and discharge.
Advice on medical conditions
If you have a medical condition (e.g. sick leave, excused duty, light duty or on
prescribed medication) and are present at the installation where testing is to
take place you will be liable for testing.You should, if you wish, bring the matter
to the attention of OIC DFDTT, or any member of the DFDTT, who will ensure
the test is carried out sympathetically and without delay.
What about rehabilitation?
The Defence Forces will not provide rehabilitation resources although the PSS
section will be able to advise where such facilities are available.
Where can I get further information?
Your Unit Adjutant/Admin Officer is in a position to advise you further on all
aspects of the CRDT and TDT Programme.
63
Health & Safety
Defence Forces Policy on Alcohol
Alcohol when consumed in moderation on appropriate occasions
is acceptable.
Alcohol Abuse
Alcohol abuse is a behavioral condition, which may include addiction to, and
dependence on alcohol and which, for treatment purposes, may usefully be
regarded as a relapsing illness.
Alcohol Related Problems
• The health, welfare and efficient functioning of all members of the Defence
•
•
•
•
Forces as individuals and collectively as Units is in the best interest of all. A
member who is an alcohol abuser, or who has an alcohol-related problem, is
a risk to his/her own safety, to his/her colleagues and to the public.
Alcohol related problems extend beyond physical health issues to mental
and social health problems.
Problems can arise from a single episode of drinking such as a car crash, a fall,
or injuries from an assault or fight.
Alcohol related problems contribute to physical, mental, work, family, social,
and financial difficulties.
Addiction to alcohol is normally progressive, treatable, and potentially fatal if
not treated. Addiction normally requires assistance towards recovery.
Rationale for the Policy
Individual drinking practices are not a matter for concern except insofar as they
adversely affect military security, work safety and performance. The suitability of
persons who do not undergo treatment or otherwise rehabilitate themselves,
shall be considered and may be a cause for disciplinary proceedings/discharge.
The Defence Forces Alcohol Policy is directed at influencing members’ attitudes
and habits, so that for those who drink, moderate drinking becomes personally
and socially acceptable, and that the consequences of the abuse of alcohol are
understood.
Features of Alcohol Abuse
• The difficulty of early detection
• The stigma associated with alcoholism
• The powerful nature of the addiction
• The feelings of guilt, shame, remorse and hopelessness of the individual
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Health & Safety
Aims of the Defence Forces Policy
• To reduce the incidence of alcohol related problems.
• To emphasise the need for awareness, advocacy, information, education and
•
•
•
•
•
•
training in tackling the problem of alcohol abuse and alcoholism.
To highlight the need for a flexible and patient orientated approach in
dealing with this problem, particularly differentiating between the habitual
drinker and the binge type drinker.
To identify and deal with alcohol related problems and alcohol addiction,
preferably in the earlier stages in a caring, concerned and confidential manner.
To retain the services of valuable trained members who have an alcohol
problem by helping them to recognise and treat the problem before they
become unemployable.
To inform all ranks of the implications of a continued practice of alcohol
abuse behavior.
To provide a framework for the development of effective procedures in
dealing with alcohol abuse and alcohol related problems.
To serve as a training and information document for personnel on courses
at all levels.
Non-Enabling Environment
It is vital that the Defence Forces do not provide an environment that facilitates
alcohol dependence or abuse. Additionally, the environment should not facilitate
excessive drinking by members of the Force, particularly younger personnel.
The abuse of alcohol is both a medical and an efficiency/disciplinary problem,
which may lead to health problems. Insofar as it is an efficiency/disciplinary
problem it is a Commanding Officer’s responsibility.
Method of Policy Implementation
Education
Education on the harmful effects of alcohol misuse and abuse shall be
provided at every opportunity:
• On all Military College courses by inclusion in the syllabus of training.
• On training courses for recruits, trained personnel by inclusion in the
syllabus of training and talks to troops.
• On special occasions within Barracks.
65
Health & Safety
Identification
Supervisory personnel shall be trained to identify problem drinkers through
the military education process.
Intervention
Intervention shall be affected under the guidance of skilled personnel in
identified cases.
Treatment
Treatment shall be offered to any motivated individual who requests and
requires it. Treatment shall be on a voluntary basis, and under the auspices
of the Director of the Medical Corps, either from within the resources of the
Defence Forces or by referral to specialised counselling or treatment centres.
Where possible and practicable, counselling and treatment shall be carried out
at a local centre so that the most immediately affected e.g. family and concerned
associates may be involved in treatment and aftercare.
Medical Grading
Members diagnosed by a Medical Officer of the Medical Corps as suffering from
alcohol dependency shall be reclassified as appropriate.
Maintained Sobriety
A member who maintains sobriety for a period of two years following successful
completion of treatment shall be examined with a view to reclassification to
the otherwise appropriate medical category for that member having regard to
other medical conditions and age.
Failure to Maintain Sobriety
A member who following treatment fails to maintain sobriety may be liable to
disciplinary action, medical reclassification and/or discharge from the Defence
Forces.
Defence Forces Policy on Smoking
It is the policy of the Minister for Defence to provide a safe
working and living environment for all Defence Forces personnel
and for civilian workers attached to the Defence Forces.
There is a compelling weight of scientific and medical evidence
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Health & Safety
that smoking can cause damage to the health of those who smoke. In addition
there is also persuasive evidence that others in the vicinity of those who smoke,
but who do not themselves smoke, can be damaged by the effects of ‘passive’
smoking.
 
Accordingly, in order to protect people within Defence Forces workplaces the
smoking policy throughout the Defence Forces has been amended in line with
the Public Health (Tobacco) Act 2002 and the Statutory Instruments made
thereunder.
Under Section 47 of the Public Health (Tobacco) Act 2002, it is prohibited to
smoke tobacco products in the following locations:
• Any aircraft, ship or other vessel, train, public service vehicle or a vehicle
used for the carriage of members of the Permanent or Reserve Defence
Forces or other State employee.
• Military hospitals, dental clinics, Medical Aid Posts, or Field Hospitals.
• Military schools, colleges and indoor training locations.
• The public areas of all Messes, Canteens, Bars (whether temporary
or
otherwise), and Dry Canteens. This will include Dining Rooms and Ante
Rooms.
• All places of work to include offices, duty rooms, guard rooms, comcens,
stores, cookhouses, dining halls, lecture halls, section rooms and gymnasia.
At the discretion of the Barrack or Installation Commander, smoking may be
permitted in the following locations:
• Single occupancy living-in quarters and Married Quarters.
• Military Prisons and Detention Barracks or Local Detention Rooms when
designated as such in accordance with Paragraph 102 of Defence Forces
Regulation A7.
• Suitable outdoor locations as specified in Barrack or Installation SOPs.
 
67
Communication of Information
Communication of Information
Media/Press
Defence Force Regulations state that any communication with a member of the
Oireachtas, any Public Body or the Media/Press on service matters by members of
the Defence Forces is strictly prohibited. Such contact can be made only with the
permission of the Defence Forces Press Officer.
Freedom of Information
Under the Freedom of Information (FOI) Acts of 1997 and 2003, members of
the Defence Forces may access their records and amend incorrect records.
Personnel may access their personal file that is held in Unit/Formation or
Brigade by filling out an application form that is available in every Unit. An
appointment will be made by the Unit/Formation/Brigade to permit you to
see the file. This does not take away from your legal entitlement to make an
application under the terms of the FOI Acts to the have access to documents
relating to you. To make an application under Acts:
• Application should be in writing.
• Refer to the fact that the information is being sought under the FOI Acts.
• Information required in a particular format (e.g. Photocopies, Computer
Disc) must be specified in the request.
• The application must include a contact number/address in order to enable
the FOI Officer to verify the request.
Send your application to:
Freedom of Information Officer,
Human Resource Management Section,
Defence Forces Headquarters,
Coláiste Caoimhín,
Glasnevin,
Dublin 9.
If your application is refused you may apply for an Internal Review and subsequently
a review by the Information Commissioner. For further information please refer
to the Acts (available on www.irlgov.ie/oic) or the Defence Forces Freedom of
Information Office.
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Communication of Information
Defence Forces Publications
An Cosantóir – The Defence Forces Monthly Magazine
An Cosantóir is the official monthly Defence Forces magazine
which has been in continuous circulation since 1940. It covers
all aspects of Defence Forces life and carries articles of historical
and current military interest. The magazine is available through
your local newsagent or by contacting:
The Manager,
An Cosantóir,
Ceannt Barracks,
DFTC,
Curragh Camp, Co. Kildare.
E-mail: [email protected]
Connect – The Defence Forces Monthly Newsletter
Connect is a monthly newsletter distributed free of charge to all
members of the Defence Forces. It is also contained in each copy
of An Cosantóir. Ask at your Unit Headquarters for a copy.
Connect Live
The Defence Forces electronic notice board. Details regarding
upcoming courses and general Defence Forces news can be viewed on these
electronic notice boards located throughout the Defence Forces.
Routine Orders
Routine Orders are a unique, simple and efficient method
of circulating service information to personnel and service
related information to higher HQ, other relevant Units and the
Department of Defence (civil service). Units publish Routine
Orders weekly and they are displayed on Unit Notice Boards.
Routine Orders are used as a mechanism for:
• Notifying personnel of their entitlements and regulating
for administrative matters in relation to their service.
INE ORDER
WEEKLY ROUT
BY
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• Notifying personnel of ceremonial occasions and of events of general interest.
• The dissemination of service information and of matters of general interest:
24
69
Communication of Information
–
–
–
Notification of courses.
Notification of vacancies and promotional opportunities.
Notification of vacancies in overseas Units.
• Notifying higher HQ of alterations to personal details of personnel such as:
•
–
Changes of home address, next of kin, marital status.
–
Service movements at Unit level, attachments, detachments, postings and
transfers.
–
Promotions or advancement in Grade.
Notifying Finance Branch, Dept of Defence of matters affecting increases/
deductions from the pay of Defence Force personnel.
Defence Forces Intranet
It is a computerised information website which is internal to the Defence
Forces. It can be viewed on any Defence Forces computer which is networked.
It is available in every Unit Orderly Room and contains a complete list of all
Defence Force Regulations and Administrative Instructions. Also listed are many
other items of useful information including the Annual Defence Forces Training
Directive. This document lists all the Courses to be conducted in any year.
ES
DEFENCE FORC
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EXPLANATORY
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BOOKLET
Communication of Information
Defence Forces Social Media Policy
References
a. Defence Forces Internet Usage Policy.
b. DFR A7
Introduction
• The rise in the use of social media sites such as Facebook, Twitter, YouTube,
LinkedIn and Flickr has brought about a situation whereby these internet
applications are now an integral element of daily communications for a
considerable part of the population, including members of the Defence
Forces. Social media can be a powerful communication tool and can be used
for both personal and professional communications.
• In social media the lines between public and private, personal and professional
are blurred. Simply by identifying yourself as a member of the Defence Forces
can create perceptions about your expertise and about that of the Defence
Forces.
• This document should be read in conjunction with the references ‘a’ and ‘b’
above.
Aim
• The aim of this instruction is threefold:
• To enable Defence Forces personnel to make full use of online presences
while protecting their own safety and security and that of their comrades.
• To
harness social media in order to enhance and maintain positive
relations with our publics.
• To outline the procedures for establishing and operating social media sites and
to set out the code of conduct when communicating through social media.
Establishing Official Defence Forces Social Media Sites
• The Defence Forces Press Office has the authority to establish and operate
social media presences on behalf of the Defence Forces on any social media
site which they feel will enhance relations between the organisation and the
public or to facilitate proactive public relations.
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Communication of Information
• The
Defence Forces Press Office alone can use social media to provide
comment or opinion on Defence Forces activities.
• The Defence Forces Press Office alone can provide authority to post social
content relating to The Defence Forces on social media sites i.e. photographs,
video, links etc.
• The express authorisation of the Defence Forces Press Office is required
prior to the establishment of social media sites representing any part of
the Defence Forces which uses any Defence Forces unit names or Defence
Forces insignia.
• NO social media sites should be established at a level below Brigade or Service
(including RDF units) with Brigade or Service Press Offices responsible for
the establishment and maintenance of such sites.
• Brigade or Service social media sites should provide a forum to subordinated
units, clubs or associations within the Brigade or Service (including RDF units)
to post social content i.e. information, photos, links, videos, comments etc.
However, they will NOT offer comment or opinion on Defence Forces issues.
• GOCs/ FOCNS supported by Brigade/Service Press Offices, are responsible
for clearance and oversight of all official social media sites relating to their
Brigade or Service and should utilise suitable opportunities to enhance and
maintain the Defence Forces positive relations with their publics.
• Brigade/Service social media sites should share all content on the Defence
Forces Social Media site with their members.
• All
Defence Forces personnel establishing social media sites relating to the
Defence Forces must abide by the social media code of conduct outlined below.
Social Media Code of Conduct
• Members of The Defence Forces who operate personal social media sites or
who have any interaction online on Defence Forces or non-Defence Forces
sites must do so in strict compliance with the terms of this instruction.
• When uploading any content on any social media platforms members of the
Defence Forces must be aware of the likelihood that comments are viewable
by members of the media and the general public regardless of whether your
profile is private or otherwise.
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Communication of Information
• DO
• Follow the same high standards of conduct and behaviour online as would
be expected elsewhere.
• Always
maintain personal, information and operational security and be
careful about the information you share online. If in doubt, leave it out.
• Get authorisation from your chain of command when appropriate.
• Share, re-post, re-tweet or link to Defence Forces Press Office social media
content.
• Encourage friends outside of the Defence Forces to join Defence Forces
social media sites.
• DO NOT
• Do not publish any information that relates to operations, deployments
or your service within the Defence Forces without prior approval of the
Defence Forces Press Office.
• Do not
offer opinion or comment on wider Defence Forces activity or
related issues.
• Do
not post material that is unlawful, obscene, defamatory, threatening,
harassing, abusive, slanderous, hateful, or embarrassing to any other person
or entity.
• Do not attempt to speak, or be interpreted as speaking, on behalf of the
Defence Forces or the Department of Defence.
• Do not comment on any issue relating to controversial, sensitive or political
matters which would be incompatible with service in The Defence Forces.
• Do not create any social content that could cause the Defence Forces to
be embarrassed or brought into disrepute.
• Do not use blogs, vlogs, forums or any other type of social media sites
to offer opinion or commentary on experiences in the Defence Forces
without express permission from the Defence Forces Press Office.
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Communication of Information
Uploading Imagery
• The uploading of any images, film footage, or recordings of personnel
identified as members of the Defence Forces Personnel must reflect the
Defence Forces as a modern, professional and disciplined military force.
• Any images, film footage, or recordings of personnel identified as members
of the Defence Forces acting inappropriately reflects poorly on the individual
and the Defence Forces.
• Every
member of the Defence Forces has a duty to report through the
chain of command any images, film footage, or recordings which are in
contravention of this instruction.
• Any media content which is not compatible with the best interest of the
Defence Forces must be removed immediately.
Disciplinary Action
• Any members of the Defence Forces who fail to comply with this instruction
will be subject to disciplinary action and will be obliged to remove any social
content as directed.
• Section 169 of the Defence Act, 1954 prescribes that any offence which is
punishable by the ordinary criminal law of the State is also an offence against
Military Law.
• Section 168 of the Defence Act, 1954 prescribes that the contravention of
any regulations, orders or instructions published for the general information
and guidance of the Defence Forces by any act or omission is an offence
against Military Law.
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Communication of Information
Defence Forces Internet and E-Mail
Acceptable Usage Policy
Defence Forces Website: www.military.ie
Background
The use of the Internet and E-mail as well as the Defence Forces Intranet and
I-mail has become a widespread and essential tool in the day-to-day activities of
the Defence Forces. It is a tool that must be used correctly, professionally and
efficiently to gain the maximum benefit from it. Conversely, the misuse of these
facilities can result in behaviour that is illegal and contrary to the good order
and discipline of the Defence Forces.
What legislation is applicable in this area?
Both civil and military law governs the use of Internet/Intranet in a work
environment.The following are the relevant pieces of legislation which personnel
should be aware of:
• Employment Equality Acts 1998 & 2004 – deals with sexual harassment and
harassment in the workplace.
• Child
Trafficking and Pornography Act 1998 – prohibits production,
dissemination, handling or possession of child pornography. Children are
defined as anyone less than 17 years of age.
• Defence Acts 1954 to 1998 – Section 168 of the Act provides that every
person subject to military law who commits any act, conduct, disorder or
neglect to the prejudice of good order and discipline may be guilty of an
offence against military law.
• The Manual of Military Security provides for the responsibility and duty of
all personnel with regard to the security of military documents.
How do I get Internet access?
Requests for Internet access must be recommended by the Formation Commander
and must be accompanied by an Acceptable Usage Policy Undertaking.
It should be noted by all personnel that:
• Internet access for browsing is only permitted using designated ‘Stand Alone’
•
machines.
Any use of the Internet using Defence Forces IT resources for private
business, commercial, for profit or illegal purposes is forbidden.
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Communication of Information
• All browsing must arise from necessary Defence Forces requirements.
• Personnel will be responsible for all activity that takes place under their
•
Digital ID.
Sharing of passwords and user data is prohibited.
What type of Internet activity is contrary to
Defence Forces Policy?
Defence Forces members are prohibited from accessing sites that are
unlawful, racist, unsavoury, pornographic, or contrary to the national interest.
Personnel should be aware that Internet access ‘History’ may be recorded by
Communication and Information Service (CIS) personnel.
What should I do if I connect to one of these sites by accident?
If a user is accidentally connected to a site containing the material outlined above,
they should disconnect immediately. The existence of the site and the link that
connected the user to it should be reported to the relevant Communication
and Information Service Company (CIS Coy).
Can I download files from the Internet?
No member of the Defence Forces may use the Internet to download ‘pirated’
software or data, pornographic or sexually explicit material, or other files that
contain offensive or illegal material.
What about posting information to the Internet?
Information relating to the Defence Forces must NOT be published or posted
on the Internet without prior approval from the Director of CIS. This includes
hyperlinks.
What about E-mail?
E-mail is provided as a productivity enhancement tool.The content and language
of all E-mails must NOT be likely to cause offence and must be consistent with
Defence Forces Regulations and best practice.
What type of material cannot be sent by E-mail?
Classified or other sensitive material should NOT be sent by E-mail. Games,
‘chain’ E-mails, movie clip attachments (‘mpegs’) or jokes are prohibited from
transmission on the Defence Forces IT network. Also E-mails must NOT be
used for conducting illegal or ‘for-profit’ activities.
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Communication of Information
What do I do with ‘SPAM’ mail?
It is prohibited to send or forward ‘spam’ mail. However, if you receive
unintended mail that is NOT spam you should notify the sender immediately.
Any confidential or sensitive information contained therein should NOT be
disclosed.
Is it permitted to open attachments that I receive with my E-mails?
All attachments received should only be opened when the user has first checked
the authenticity of the sender and the validity of the attachment. All attachments
from unidentified senders or which the user is unsure about should be referred
to the relevant CIS Coy.
Overseas Service and Next-of-Kin
If you undertake a tour of duty overseas your Unit will arrange with you for
an exchange of contact phone numbers for your next-of-kin. Designated staff
from the Unit will then ensure that, in the event of the operational situation
becoming difficult and prominent in the Irish media, your next-of-kin will be
reassured about your safety and well-being. This system has been in operation
for many years and is a good two-way channel of communication.
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Equality Matters
Defence Forces Equality Policy
The Defence Forces is committed to the principles of equal opportunities in
all its employment policies, procedures and regulations. The Defence Forces
will operate in an environment without discrimination in areas covered by the
Equality Acts.
The Defence Forces will ensure that the principles of employment equality
are employed in recruitment, promotion, training and work experience.
All Defence Force Regulations and Administrative Instructions concerning
service in the Defence Forces shall be set out in a manner consistent with
this policy of ‘equality of opportunity’.
The Equality policy along with Defence Forces Regulations will be reviewed on an
ongoing basis by the Deputy Chief of Staff (Support) to ensure compliance with
best practice and to maintain a working environment that treats all members of
the Defence Forces in a manner consistent with equal opportunities.
Defence Forces Gender Policy
The Defence Forces is an equal opportunity employer. Both men and women
have ‘equality of opportunity’ for employment and career advancement on the
basis of merit and ability. Our policy ensures that differences between men and
women are not unfairly used, unjustly or unfairly, to favour a man over a woman
or a woman over a man. Discrimination is prohibited. It is Defence Forces
policy that all members have a right to be treated with respect and dignity and
to carry out their duties free from any form of Sexual Harassment, Harassment
or Bullying. This commitment requires all Defence Forces personnel to treat
colleagues with respect and ensure that their own actions and behaviour do not
cause offence or contribute to unacceptable behaviour.
Defence Forces Diversity Policy
The Defence Forces Dignity Charter clearly annunciates the requirement for
all personnel to uphold values of tolerance, dignity and understanding and to
respect the right of each individual to dignity in their work environment and
in all activities of their service. The Charter applies equally to persons from
diverse backgrounds.
Anti-Racism - Protection and Awareness
Administrative Instruction A7, Chapter 1 deals with effective protection and
redress against racism. The Defence Forces has over 50 years of experience
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Equality Matters
operating in multi-cultural multi-ethnic organisations and Missions throughout
the world. The vast majority of personnel serving will undertake a considerable
number of overseas missions and experience inter-culturalism at all levels in the
workplace and in society.
Interpersonal Relationships
Defence Forces Policy is very clear
sexual harassment or any form of
• Bullying,
harassment constitutes unacceptable behaviour and
will not be tolerated.
have a duty to investigate all
• Commanders
complaints expeditiously, impartially and sensitively.
• Retaliation against any complainant or witness will
not be tolerated.
Reference: Administrative Instruction A7 Chapter 1
How can I help prevent Unacceptable Behaviour?
By NOT intentionally offending and by being aware that I may offend
unintentionally.
By getting to know the people I work with and respecting their individuality, as
they should mine.
By asking myself these questions:
• Do I make unnecessary physical contact with others?
• Are my jokes, comments or gestures potentially offensive?
• Do I treat people equally, regardless of gender, religion, race etc.?
• Do I pick on anyone or single someone out for less favourable treatment?
• Could someone interpret my behaviour as intentionally harmful or
unacceptable?
• Do I care if I offend others?
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Equality Matters
What is Administrative Instruction A7 Chapter 1?
It is a Defence Forces instruction, encompassing military and civil law, which
outlines the approach to the conduct of Interpersonal Relationships within the
military work environment.
What does it do?
• It outlines policy on Interpersonal Relationships.
• It defines 6 specific areas of Interpersonal Relationships within the
Defence Forces.
• It explains what will be considered unacceptable behaviour within each area.
• It explains how any individual within the Forces can make a complaint where
they believe they are a victim/recipient of unacceptable behaviour.
What is Defence Force Policy?
Every member of the Defence Forces has a right to be treated with respect and
dignity and to carry out their duties free from any form of discrimination, sexual
harassment, harassment, or bullying.
What are the 6 areas of Interpersonal Relationships?
• Superior/Subordinate Relationships
• Sexual Behaviour of members of the Defence Forces
• Discrimination
• Sexual Harassment
• Harassment
• Bullying
What is considered unacceptable behaviour?
• Behaviour that is unlawful.
• Behaviour that is contrary to or inconsistent with:
–
–
–
The maintenance of good order and discipline.
Operational effectiveness and the attainment of military objectives.
The standards of professional conduct required within a military force.
What are Superior/Subordinate relationships?
These are professional relationships between personnel of different rank, which
are based on mutual respect, impartiality and the proper use of rank.
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Equality Matters
What is unacceptable behaviour within
a Superior/Subordinate relationship?
This includes but is NOT limited to:
• Commercial/financial activities which adversely affect the performance of duty.
• Borrowing/lending money for profit or benefit.
• Excessive or frequent consumption of alcohol in the company of subordinates.
• Favouritism or preferential treatment.
What is the Defence Forces position about the Sexual Behaviour
of its members?
It is an acceptance that each individual has a right to privacy in relation to his or her
sexual behaviour as long as this sexual behaviour is lawful and is consistent with:
• The maintenance of good order and discipline.
• Operational effectiveness or the attainment of military objectives.
• The standards of professional conduct required within a military force.
What forms of Sexual Behaviour are considered unacceptable?
These include but are NOT limited to:
• Any form of sexual assault.
• Engaging or attempting to
•
•
•
•
•
•
•
engage in sexual activity by force, coercion or
intimidation.
Engaging or attempting to engage in sexual activity for compensation in training
establishments.
Displays of affection/intimacy between a student and a member of staff or, within
the confines of the training establishment between one student and another.
A sexual relationship between a person in authority and a trainee.
Indiscreet or compromising sexual relationships between a superior and a
subordinate.
Public flaunting/public advocacy of a particular sexual activity.
Sexual activities conducted openly in a communal environment and
Spreading rumours of a sexual or personal nature concerning a colleague’s
private affairs.
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Equality Matters
Discrimination
What is Discrimination?
Discrimination is the treatment of a person in a less favourable way than another
person is, has been or would be treated in a comparable situation on any of the
seven discriminatory grounds.
What are the Discriminatory Grounds?
The grounds for discrimination that are applicable to the Defence Forces are
gender, marital status, family status, sexual orientation, religious belief, race and
membership of the traveller community. (The Defence Forces has an exemption
from discrimination on the grounds of age and disability).
Making a Discriminatory Complaint?
All complaints of discrimination may be dealt with, in the first instance, under
Administrative Instruction A7, Chapter 2. under Section 114 of the Defence
Acts 1954 to 1998 (as amended). The Defence Forces redress procedure
must be exhausted in the first instance before a complaint can be made to the
Director of the Equality Tribunal pursuant to Section 77 (9) of the Equality Act
1998 (as amended).
What is Harassment and Sexual Harassment?
Harassment is any form of unwanted conduct related to any of the
discriminatory grounds.
Sexual harassment is any form of unwanted verbal, non-verbal or physical
conduct of a sexual nature.
• In both cases it is conduct which has the purpose or effect of violating a
•
person’s dignity and creating an intimidating, hostile, degrading, humiliating or
offensive environment for the person.
In both cases the unwanted conduct may include acts, requests, spoken
words, gestures or the production, display or circulation of written words,
pictures or other material.
Sexual Harassment
Sexual Harassment is illegal and constitutes unacceptable behaviour. Just one
incident, described above, can constitute Sexual Harassment.
Examples of Sexual Harassment include but are not limited to:
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Equality Matters
• Physical conduct of a sexual nature such as unnecessary touching, patting or
assault.
• Verbal conduct of a sexual nature such as unwanted suggestions, remarks or
advances.
• Non verbal conduct of a sexual nature such as the display of pornographic
•
or sexually suggestive pictures, objects or images; sending offensive written
messages including fax, text messages or emails; leering, whistling or sexually
suggestive gestures.
Sex based conduct that denigrates or ridicules or is intimidatory or physically
abusive of a person because of his/her sex such as derogatory or degrading
abuse or insults, which are gender related.
Harassment
Harassment is illegal and constitutes unacceptable behaviour. Just one incident,
described above, can constitute Harassment.
Examples of Harassment include but are not limited to:
• Verbal harassment such as unwanted jokes or comments.
• Written harassment such as inappropriate faxes, text messages, emails, and
•
•
notices.
Physical harassment such as jostling or shoving.
Excluding or isolating individuals from social activities.
Bullying
What is Bullying?
Bullying is repeated inappropriate behaviour, direct or indirect, whether verbal,
physical or otherwise, conducted by one or more persons against another or
others, at the place of work and/or in the course of employment, which could
reasonably be regarded as undermining the individuals rights to dignity at work.
An isolated incident of the behaviour described in this definition may be an affront
to dignity at work but as a once-off incident is not considered to be bullying.
(Government Task Force on the Prevention of Workplace Bullying, 2001).
Bullying as described above constitutes unacceptable behaviour.
Examples of Bullying include but are not limited to:
• Intimidation.
• Eyeballing or shouting into a person’s face.
• Preventing victim from speaking by using aggressive/obscene language.
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Equality Matters
• Subjecting someone to unreasonable scrutiny.
• Swearing or other forms of demeaning name-calling.
• Physical abuse or threats of abuse.
• Physically attacking or threatening to attack a person, or acting in a menacing
way towards a person.
• Uncalled for comments about someone’s appearance.
• Setting unreasonable or impossible deadlines and/or tasks.
• Unwarranted criticism of someone’s work unsupported by facts.
• Damaging someone’s reputation by rumour, gossip, ridicule or innuendo.
• Making someone or their beliefs/opinions the butt of jokes,or uncomplimentary
offensive remarks.
• Undermining the authority of a colleague in the workplace.
• Deliberately ignoring or excluding an individual on a persistent basis.
• Undermining a colleague’s ability to do their job, for example by withholding
information.
Making a Complaint
You may wish to make a complaint - Who can you turn to for advice?
Deciding whether or not to make a complaint is a difficult decision and one that
you have to make for yourself. By not speaking out, you allow others believe that
their behaviour is acceptable. By speaking out, you can make them think about
their behaviour. You may even stop them from doing it again. Before deciding
to proceed you could discuss the nature of your complaint with a Designated
Contact Person (DCP) or a third party.
• A
•
•
third party can include any member of the Permanent Defence Force,
someone you have confidence in and trust. An effective third party can help
clarify if a complaint is warranted, advise on options and procedures or
facilitate an informal settlement.
The Defence Forces has trained DCPs available that can act as a third party.
Your Commander, or the Commander of the person complained of cannot
act as a third party.
When should you make a complaint?
When you feel you have been the subject of unacceptable behaviour. Time is
an important factor and any complaint should be made as early as possible to
ensure that it will be dealt with in a timely fashion. Normally, this should be
within 6 months of the alleged incident, although this can be extended to 12
months where reasonable cause is shown. After 12 months a complaint will
not be considered.
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Equality Matters
How do you make a complaint about unacceptable behaviour?
You can make a complaint in two ways, either by using:
• The Informal Approach, or
• The Formal Approach
Informal Approach (You do not wish to make a big issue of this,
but something needs to be done.)
Often, people do not realise that their behaviour causes offence or makes
others feel uncomfortable and they may stop as soon as they are made aware
of this. The quickest and easiest way to make it known that you object to a
particular action, or the conduct of an individual, is to tell them.
• Make it clear what it is that he or she has said or done that you are objecting
•
•
to, and ask them to stop.
Keep a record of any further incidents and seek witnesses.
However, if for any reason you feel unable to do this on your own, seek the
support of a third party or the Designated Contact Person, to assist
you or act on your behalf.
This should help to restore harmony in the workplace as quickly as possible
without the need for more formal action.
What is a Designated Contact Person (DCP)?
• A DCP is a voluntary informal resource for any member of the Defence Forces
who wishes to discuss any incident of alleged bullying in the workplace.
• The DCP has undergone specific training to take on the role of the third party.
• The DCP is a resource to a complainant and to a person complained of.
• The DCP provides confidential listening, a supportive environment, assists the
individual and empathises without judgement.
• The DCP will provide information and options.
• The DCP will not negotiate a complaint.
• Unit Commanders support the role of the DCP.
• DCPs are available in all Barracks.Their names and contact details are published
and advertised on Unit Notice Boards.
• You are not restricted in contacting a DCP in a Unit or Bks and you can access
any DCP.
However, if this fails you may wish to consider the Formal Approach.
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Equality Matters
Formal Approach
(You want to make a formal complaint – What do you do?)
You can use the Formal Approach if you feel the Informal Approach has not
worked or where you feel it is not an option for you. The Formal Approach
takes the form of a written complaint to your Commander. This can be printed
or in handwriting, but must be signed by you. If your Commander is the person
complained of, the complaint will be forwarded to the next superior in the
chain of command. The Commander will deal with your complaint either by
using the legal/disciplinary process or administrative action (explained in detail
in Administrative Instruction A7, Chapter 1, Section 7).
A Commander, for the purpose of this instruction includes:
• A
•
•
•
Sub-Unit Commander – e.g. Infantry Company Commander, Artillery
Battery Commander, Logistic Company Commander.
A Unit Commander.
HQ Brigade/Air Corps/Naval Service - Head of Section.
DFHQ - Head of Section.
Submitting the complaint to your Commander
Once written, the complaint should be placed in a sealed envelope addressed to
your Commander using his/her full rank, name, appointment and unit address.
This envelope should be marked ‘CONFIDENTIAL’ and ‘To be opened by the
person to whom addressed’. Ask a third party to ensure its delivery if you have
a problem getting it to your Commander.
The complaint should contain:
• Details
•
•
•
•
of the person or persons against whom the complaint is being
made.
Full details of the alleged act/s of unacceptable behaviour including dates,
times and places.
Details of any informal action taken to resolve the complaint.
A list of witnesses.
An indication of what would satisfactorily resolve the complaint for you.
What happens next?
Your Commander will acknowledge your complaint in writing and arrange
to meet with you, normally within 7 days of receiving your complaint. He/
she will discuss the complaint with you, explain his/her options, examine if
mediation is appropriate, and decide if and how it should be investigated. You
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Equality Matters
can be accompanied at a Commander’s initial meeting or investigation of the
complaint, by a member of the Permanent Defence Force not acting in a legal or
Representative Association capacity. This person would normally be a colleague
or superior, someone who has your trust and confidence, who provides moral
support and can speak on your behalf if it helps the process.This also applies to
the person against whom the complaint is made.
Does anyone else need to know about this?
All complaints of unacceptable behaviour will be investigated thoroughly,
impartially and with the utmost sensitivity and discretion. Only those people
implicated in the investigation, or who need to become involved in order to
progress the complaint, need be aware of it.
How will I know about the outcome of my complaint?
Your Commander (and in the case of the person complained of, his/her
Commander) will keep you informed of progress and will also inform you
verbally and in writing of the outcome of the investigation.
What about Victimisation?
Any victimisation against a complainant, the person complained of, or, a witness
will be treated as a disciplinary offence.
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Equality Matters
Making a Complaint
Flowchart: Making a complaint and how it is dealt with
88
Dispute Resolution
DISPUTE RESOLUTION
Redress of Wrongs Procedure
COMPLAINTS UNDER SECTION 114 (1) OF THE DEFENCE ACT, 1954
Function of REDRESS of WRONGS
Any serving member of the Permanent Defence Force may complain orally or
in writing to his/her Commanding Officer stating specifically the nature of the
complaint and the redress sought. The Commanding Officer on receipt of the
complaint shall acknowledge its receipt in writing and inquire into it. This inquiry
may involve discussion with the complainant and the person who is the subject of
the complaint. The Commanding Officer shall, within a time guideline of Seven
(7) days, either redress the complaint to the satisfaction of the complainant or
refer it to the General Officer Commanding.The complainant and the person who
is the subject of the complaint shall be informed in writing of the action taken.
Aim of the Complaints Procedures
The aim of these procedures is to provide an efficient and effective mechanism
to assist in the resolution of complaints at the lowest appropriate level at the
earliest possible stage.
Submission of Complaints
Complaints may be submitted orally or in writing to the complainants Company
Commander (or equivalent), or Commanding Officer as appropriate. It cannot
be over emphasised that the complainant is required to specifically state the
nature of the complaint and the form of redress sought.
Time-Guidelines
An application for the resolution of complaints, from the date of submission
by the complainant to the date of ruling by the Chief of Staff, where applicable,
should be processed within the time guidelines of twenty-eight days (four
weeks, including weekends). The new procedures provide time guidelines for
the investigation, resolution or forwarding of complaints as follows;
• Stage 1 Company Commander (or equivalent) 2 days
5 days
• Stage 2 Commanding Officer
Stage
3
General
Officer
Commanding
14
days
•
Stage
4
Chief
of
Staff
7
days
•
• Stage 5OmbudsmanNO time guidelines.
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Dispute Resolution
Complex Cases
Officers are required, in so far as it is reasonable, to resolve the complaint to the
satisfaction of the complainant within the specified time guidelines, or sooner,
or forward the complaint to the next stage. However, personnel should be
aware, having regard to the complexity of some cases and the depth of research
required, that adherence to specific time guidelines may NOT be possible in all
cases. Time guidelines should be interpreted in a reasonable manner.
Delays
If the complainant feels that the complaint is NOT being dealt with within the
time guidelines set down and has NOT being advised of any reason for this, the
complainant may bring the delay to the attention of the Chief of Staff through
his/her Commanding Officer.
Certificate of Urgency
If a complainant is of the opinion that his/her complaint relates to an urgent matter
which requires an expeditious decision by higher authority the complainant may,
on certification of urgency by his/her Company Commander (or equivalent), or
Commanding Officer, as appropriate, notify the GOC and the Chief of Staff, of
the submission of the complaint at the same time as he/she submits it to his/her
Company Commander (or equivalent), or Commanding Officer, as appropriate.
The complainant must state the reasons why the complaint should be treated
as an urgent matter. All concerned shall deal with a complaint, which has been
certified as urgent, as quickly as possible. Where a certificate of urgency is not
granted the complainant may appeal the refusal to the Minister, at the same time
informing his Company Commander (or equivalent), or Commanding Officer,
as appropriate, that he/she is doing so.
Urgent Matters
Generally, but not exclusively, only complaints which relate to the following will
be considered as suitable for certification as urgent matters:
• Eligibility for promotion competitions
• Selection for courses
• Selection for overseas service
• Discharges
• Imminent transfers and postings of a permanent nature
A certificate of urgency shall not operate to prejudice the continuity of the
operation, training or administration of the Defence Forces.
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Dispute Resolution
Person accompanying Complainant
A member of the Permanent Defence Force may attend with the complainant
when the complainant is being interviewed in relation to the complaint being
investigated by the Investigating Officer appointed by the GOC.The involvement
is in a NON-Participatory capacity only.
Complaints against the Department of Defence
Defence Forces Personnel, having raised a complaint with the Department
of Defence and failed to receive satisfaction, may complain directly to the
Complaints Inquiry Officer in respect of actions that occurred prior to 01 Dec
2005. The matters complained of must pertain to service matters other than;
• the interpretation of the Defence Act, 1954, Regulations, Circulars or Agreed
Reports of the Defence Forces Conciliation Council: or
• any matter which is appropriate to be dealt with under the Conciliation and
Arbitration Scheme.
General Comment
• The Time Guidelines for the resolution or forwarding of complaints will be
adhered to in so far as it is possible.
• Every effort should be made at Unit level to resolve complaints.
• In all cases the Company Commander (or equivalent) and or the Commanding
Officer should establish from the complainant the nature of the complaint
and the form of redress sought.
• In the case where a Certificate of Urgency has been granted the application
for Redress of Wrongs will be dealt with as expeditiously as possible.
Training
Training on complaints procedures shall be incorporated into the Director of
Defence Forces Training prescribed career course syllabi for all Officers and
Enlisted Personnel. This shall also be the case in respect of the syllabi for Unit
Adjutant, Administrative Officer and Orderly Room Sergeants courses.
Queries
Personnel seeking clarification on any matter should consult with their Unit
Adjutant/Administrative Officer.
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Dispute Resolution
Ombudsman for the Defence Forces
Function of Ombudsman
Founding Principle is Independence:
‘The Defence Ombudsman shall be independent in the performance of
his or her functions’
Section 4 (1) Ombudsman (Defence Forces) Act 2004.
Ombudsman for the Defence Forces is an impartial third-party.
Office is independent of the Minister, the Department of Defence and the
military authorities.
Provide members and former members of the Defence Forces with a fair,
rigorous and independent investigation of complaints.
Who can Lodge a Complaint?
• Serving members of the Permanent Defence Force
• Former members of the Defence Forces
• Serving members of the Reserve Defence Force (RDF)
• Former members of the RDF
• Former members of the Defence Forces and the RDF can lodge a complaint
directly to the Ombudsman for the Defence Forces.
• Serving members of the Permanent Defence Force and the RDF must, in
the first instance, used the internal Defence Forces complaint mechanism
(Section 114 of the Defence Act 1954)
If,
• 28 days after that complaint was made, there is no resolution of the dispute
then a serving member is entitled to bring complaint to Ombudsman for the
Defence Forces.
Who and What can I Lodge a Complaint about?
• Who? • Actions taken by:
– another serving member of the Defence Forces
– a former member of the Defence Forces who was serving at the time
– a civil servant
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Dispute Resolution
• What?
• Any action that may have been:
–
–
–
–
–
–
taken without proper authority
taken on irrelevant grounds
the result of negligence or carelessness
based on wrong or incomplete information
improperly discriminatory
contrary to fair or sound administration
Exclusions
The Ombudsman is excluded from investigating actions that concern:
• Security or military operations
• Organisation structure and deployment of the Defence Forces
• Terms and conditions of employment
• Administration of military prisons
In addition, the Ombudsman for the Defence Forces is excluded from
investigating actions if:
• The person making the complaint has lodged legal proceedings in relation to
the matter
• The action has been summarily dealt with according to Section 179 of the
Defence Act 1959
Time-frame
Two Important ‘cut-off’ points to be aware of:
• The Ombudsman for the Defence Forces can only investigate actions that
occurred since 30 November 2005.
• Complaints have to be lodged with the Ombudsman for the Defence Forces
within 12 months of the action happening or within 12 months of the person
becoming aware of the action.
How to Lodge a Complaint
In Writing or On-line
• In Writing:
– Write out the details of your complaint or
– Print off the on-line complaint form located at www.odf.ie and complete
– If you are providing supporting documentation with your complaint we
recommend that you use this method and send in your complaint and
accompanying documentation in one package.
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Dispute Resolution
• On-line: Complaints
can be lodged on-line with the Ombudsman for the
Defence Forces through www.odf.ie
Before Lodging a Complaint
Double check that the Ombudsman for the Defence is entitled to investigate
your complaint:
• Did the action I’m complaining of occur after 30 November 2005?
• Has the action occurred within the past 12 months or have I become aware
of the action in the past 12 months?
• If you are a serving member have you lodged a complaint under Section 114
of the Defence Act and after 28 days no satisfactory response has issued?
• The action does not relate to:
– security or military operations
– organisation, structure and deployment of the Defence Forces
– terms and conditions of employment
– administration of military prisons
• The action you are complaining about has not been summarily dealt with
according to Section 179 of the Defence Act, 1954.
Important Information to include
• Your name, rank and posting
• Date of the action or date you became aware of action
• Brief description of background to complaint
• Brief description of how action affected you
• Who took the action you’re complaining about
• Name, rank and posting of person you allege took the action
• Include copies of any supporting documentation
• Serving members: date you lodged internal complaint
• Contact details and how you prefer to be contacted
• Always remember to make copies of your complaint for your own records
Contact Details
Paulyn Marrinan Quinn SC.
Ombudsman for the Defence Forces,
The Distillery Building, 145/151 Church Street, Dublin 7.
Ph: 00 353 1 817 5690 or Lo call 1890 252 281 Fax: 00 353 1 817 5696
Email: [email protected] Web address: www.odf.ie
Office is open Monday – Friday from 9.30am to 5.30pm
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Representative Associations
REPRESENTATIVE ASSOCIATIONS
The Defence Forces encourages personnel to become members of and to
actively participate in the Representative Associations. If the best people get
involved then the Associations will continue to be soundly based.
The Associations are:
(PDFORRA)
EN
TA
T
RE
N
O
PR
ES
I
AT
CI
SO
AS
IV
E
Permanent Defence Forces Other Ranks Representative
Association
John Lucey House, Unit 2 Collins Square, Benburb Street, Dublin 7.
Tel 01-6712430 or Free Phone 1 – 800 - 200250
E-Mail: [email protected] or Website: www.pdforra.ie
O
ED
N
O
FF
SI
IC
IS
M
ER
S
M
CO
(RACO)
Representative Association for Commissioned Officers
Park House, North Circular Road, Dublin 7.
Tel 01-8388409 or 8042520
E-Mail: [email protected] or Website: www.raco.ie
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Healthy Lifestyle
Nutrition
A Balanced Diet
It is important to take in the correct amount and type of foods to provide you with a
balanced diet to ensure you have enough energy to train and enough protein to repair
body tissues. You also need a balanced diet to take in enough vitamins and minerals in
your food to keep the body in good condition and functioning at its best.
The Food Pyramid
The Food Pyramid (pictured above) shows the proportions of the various types of food
groups you should take in. Most of your foods to provide energy should come from the
bottom two shelves of the pyramid – consisting of breads, cereals, potatoes, fruits and
vegetables. Foods that provide protein come from the second and third shelves – meat,
fish, eggs, milk, cheese and yoghurt and should be consumed in smaller quantities than
those from the bottom shelves.The top shelf consists of foods high in fats, oils and sugars
and should only be consumed in small amounts.
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Sport in the Defence Forces
INTRODUCTION
Sport in the Defence Forces (DF) makes a vital contribution to fighting spirit, morale,
personal development and ultimately, operational effectiveness. It plays an important
part in overall Military life, including recruiting and retention and in many instances
sport provides excellent public visibility of the DF, contributing to public image.
Specifically within the envelope of physical development sport in the DF contributes
to fitness, teamwork, leadership, self-discipline, determination, co-ordination, courage,
competitive spirit and military ethos. Sport also provides an outlet for military
personnel away from the stresses of military life, particularly overseas and therefore
very much contributes to their physical and mental well-being.
LEVELS OF PARTICIPATION
Unit Level: Sport at this level should be aimed
at embracing and incorporating all personnel in the
Defence Forces with fitness, overall health and
fun being the objectives. Competitions can be
run at platoon/coy level. Unit Commanders
in conjunction with Unit Sports Reps and PTIs
are responsible for all aspects of sport at
this level.
Bde Level: At Bde level, sport is aimed at
the higher performer with competition,
victory, teamwork and esprit de corps
being the objectives. Bde/Formation
EOs in conjunction with BPEOs and
Bde Sports Reps are responsible for all
aspects of sport at this level.
DF Level: Similar to Bde level participation
this level is aimed at the higher performer with
the same objectives as above. DDFT, DFAA
and DF Sports Committee Chairpersons are
responsible for all aspects of sport at this level.
International and CISM Level: Aimed at
the elite performer in the DF. DDFT, DFAA and
DF Committee Chairpersons are responsible for
all aspects of sport at this level.
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Sport in the Defence Forces
OFFICIAL LIST OF DEFENCE FORCES SPORTS
DFCAT
KAYAKING
MOUNTAINEERING
PARACHUTING SAILING
SUB-AQUA
ROWING
GOLF
HURLING
JUDO
ORIENTEERING
PITCH & PUTT
RUGBY
SHOOTING
SOCCER MEN
SOCCER LADIES
TRIATHLON
VOLLEYBALL
SPORTS
ATHLETICS ANGLING BASKETBALL CAMOGIE GAA FOOTBALL MEN GAA FOOTBALL LADIES DDFT
Defence Forces
Athletics
Brigade Sports
Representatives
Defence Forces Sports
Committees
Brigade/Formation
Executive Officers
BPEOs
Unit Commanders
Unit Sports Reps/PTIs
Individual
98
Contact Phone Numbers
UNIT Designated Contact Person (DCP)
DCP Name:
DCP Contact No:
Extn:
PERSONNEL SUPPORT SERVICES
E BDE
01 – 8046334
S BDE
021 – 4514109
W BDE
090 – 6421296
DFTC
045 – 445054
Air Corps
01 – 4037531
Naval Service
021 – 4864922
SOCIAL WORKERS
Head Social Worker
01 - 8572129
E BDE
01 – 8046346
S BDE
021 – 4514231
W BDE
090 – 6421033
DFTC
045 – 441450
Air Corps
01 – 4037931
Naval Service
021 – 4864921
CHAPLAINCY
Head Chaplain
01 – 8042270 or 01 - 6774878
E BDE
01 – 4976182
S BDE
021 – 4502734
W BDE
090 – 6494296
DFTC
045 – 441277
Air Corps
01 – 4592497
Naval Service
021 – 4378046
Independent Confidential Helpline
1- 800 - 409388
By mobile for return call: 048 – 90565683
CAFNBO
01 - 6711841
CAOGA
01 - 8042786
99
The information in this Handbook will be updated periodically. If
you feel some other useful information should be included then you
should contact:
Staff Officer Policy Planning,
Human Resource Management Section,
Defence Forces Headquarters,
Coláiste Caoimhín,
Glasnevin,
Dublin 9.
Phone: 01-8042776
The information in this Handbook is compiled to inform members
of the Defence Forces about the organisation and its policies and
procedures. It does not purport to supersede Defence Forces
Regulations, Administrative Instructions and Orders.
100
Notes
Notes
Notes
Notes