"JUST THE FACTS"
GARDA NUMBERS CONTINUE TO FALL
INCREASING THE RECUITMENT AGE TO 52 WON'T MAKE A BLIND BIT OF DIFFERENCE
The continuing fall in Garda numbers is now ‘a real crisis that needs addressing immediately’, the Garda Representative Association has warned.
Figures published this morning show that Garda numbers are continuing to fall despite nearly two years of active recruitment campaigning.
The Irish Times reports that there were 14,064 members in the force at the end of July, 35 less than at the end of June – despite the Government’s attempts to bring the force up to 15,000 members.
It notes that while the force aims to recruit 200 members each year, dozens of successful candidates from each intake have not been taking up their places in the last two years.
On The Pat Kenny Show this morning, Garda Representative Association (GRA) President Mark O’Meara said Gardaí are leaving the force at an alarming rate.
“This year, for example, the most recent figures show we've had 115 resignations and 184 retirements," he said.
“That is up from last year and that is just for our own ranks.
“Speaking for ourselves, it is a real problem and we believe it to be a real crisis that needs addressing immediately.”
Mr O’Meara said the recruitment and retention crisis within An Garda Síochána could soon get much worse.
“If we think there’s a problem now, we need to wait until April of next year,” he said.
“There was an increased recruitment drive back in the mid-90s, and those members will now have completed a full 30 years of service and will be eligible to retire in April.
“It’s going to increase even further the numbers retiring and resigning.”
Internal investigations
Mr O’Meara also said that GSOC investigations and internal investigations are turning people off a career as a Garda.
“It’s a huge factor. We had reduced numbers, an increased workload and then what we would see as excessive oversight,” he said.
“It’s not that we don’t welcome oversight; it’s just that it’s much more stringent than you would have in any other private sector, with suspensions, dismissals, prosecutions, fines and so on.
“The strict application of suspensions, where members are suspended for years and years and years, is not conducive to making our job appear attractive to members of the public coming in and that is a major problem for us.”
Dublin Allowance
Mr O’Meara said a Dublin Allowance, similar to the London weighting allowance in the UK capital, could make the career more attractive.
“We have raised it but it hasn’t been listened to,” he said.
“It would be similar to the London weighting allowance and teachers have also been calling for it.
“It may go some way to assist members coming into Dublin where the cost of living is so great, but there seems to be no progress on it.
“It hasn’t been well received when we’ve raised it, but it is something that we raise and I think should be looked at.”
Job title:DEPUTY COMMISSIONER
Employer: An Garda Síochána
Location: Dublin
Closing Date: 3pm, Thursday, 22nd August 2024
Salary: Starting at €189,748
THE LAST TIME THIS VACANCY OCCURED NO SENIOR GARDAÍ APPLIED. WELL, DURING MY GARDA SERVICE ONE WOULD BE KNOCKED IN THE RUSH.
SO WHAT WENT WRONG IN THE MEANTIME , SADLY RATHER A LOT.
Significantly the last time this post was advertised no senior guards applied. There probably were a number of reasons but certainly money was key factor. They were amazed to discover that they would be hit for a major tax bill on retirement and no one had considered the ramifications of this decision. Suggestions were made at the time that this position would be reversed in time, yet to be seen.
Another aggravating anomaly is that there are now a large number of 'VISITING POLICE OFFICERS' (VPOs) in the most senior positions in the garda. These officers draw their full pension entitlements from their previous roles and are not hampered by the pension penalty in this jursidiction. One could also mention the obvious conflicts of interest for some of the post now occupied by the VISITORS. Our political system seems tone deaf to the VPOs but not so many members of the public. Cetainly it is time for an open debate on this topic.
This is a truly amazing situation.
RETIRED COLLEAGUE SERGEANT CHRISTY GALLIGAN IN THE IRISH EXAMINER
Letters to the Editor: Irish Examiner - Garda Commissioner's dubious legacy
One reader writes in to say that 'a vote of no confidence, suspensions, and resignations' will be what this commissioner will remembered for.
Garda Commissioner Drew Harris will not seek to extend his time in his current role.
SAT, 10 AUG, 2024 - 01:00
The news that Drew Harris will not seek to extend his time as Garda Commissioner does not come as a surprise for many on the frontline, and is possibly a sense of relief for many.
My reasons for saying this are because of the schism, or fracture, that has emerged over a period of time between Garda HQ and those working at the coalface.
The idea, first and foremost, that the policing authority or the Government of the day thought it was a good idea to hand over the keys of our policing, security, and intelligence to him says something for the judgement of those who saw him as a reformist and safe pair of hands.
The outcome was very different and has had a ripple effect through the force itself and the Irish community.
The introduction of the policing model in 2019, untested and uncosted, and which, in all intent and purpose, was a hypothetical model based on assumptions, was to be the cornerstone of policing in Ireland for decades to come. The reality was that it was a failure.
A vote of no confidence, suspensions, resignations, strict disciplinary oversight, rostering, promoting other PSNI officers to senior positions in Garda HQ, reducing the number of districts, expanding divisions, recruitment, and retention, will be what this commissioner will remembered for.
That homegrown Garda officers are prevented from applying for senior positions, due to tax implications, shows a two-tier system within the force and which is aided by this Government and the minister for justice.
This minister, who appeared for photoshoots before the Dublin riots, should consider her position. Her failure to bridge differences between the GRA and the commissioner, and her refusal to attend the conference says all there needs to be said about her tenure in office.
THE PRESIDENT OF THE CHIEF SUPERINTENDENTS ASSOCIATION AIDAN GLACKIN ADDED A PRESCIENT CONTEXT.
IRISH INDEPENDENT
The president of the Association of Garda Chief Superintendents has warned that a cap on tax relief for pension funds has had a far-reaching impact on the force, with senior officers avoiding promotion and others considering leaving the force.
Chief Superintendent Aidan Glackin said the cap has affected around half of the association’s members, leaving them facing huge tax bills when they retire.
He said some senior officers who have received their potential liability on retirement from the Department of Justice financial division are facing “six figure sums”.
“Some of those figures go into the multiples of hundreds,” Glackin added. “This is not something that was seen coming.
"There are people who have retired and who 12 months after retirement get a bill in the post from Revenue telling them you owe whatever.”
The issue arose as a result of new rules in 2014 that resulted in public sector pension pots exceeding a threshold of €2m liable to 40pc tax. The rule also meant previously tax-free lump sum payments were taxable.
According to Glackin, the taxing of retiring senior officers was an “unintended consequence” of the rule change.
“This is not just about An Garda Síochána. This is going to dissuade people right across the public sector from seeking promotion,” he said.
“From our point of view, this is about succession planning and opportunities for people in the future.”
Garda management failed to fill a deputy commissioner role vacant since last year.
Glackin said: “If people in our grade were to be successful in that competition, they would face a substantial tax liability and that is dissuading people.
"It is making people consider their continued existence within An Garda Síochána and people are looking externally.”
The pension issue came to the fore again last week, amid speculation that Garda Commissioner Drew Harris will step down when his contract expires in 10 months.
The association has made a submission to a review of the pension threshold — the Standard Fund Threshold — by an independent expert.
The Department of Finance said the minister, Jack Chambers, is considering the report.
FOR THE RECORD THIS IS WHAT THE POLITICIANS SAID THE LAST TIME ROUND.
Politicians from the Government parties have also raised concerns.
Fine Gael’s Regina Doherty described as "ludicrous" the current situation where eight highly qualified assistant commissioners with training and experience will not apply because of a pension cap which is ten years old and out of date.
Fianna Fáil’s Lisa Chambers said the idea that an external candidate from another jurisdiction would be given the job " beggars belief".
"US and UK security and intelligence experts have said they wouldn't even contemplate such a move in their own countries, such is the importance of protecting national security and the need to have a citizen of the state in that role," she said.
THE JOB SPECIFICATION COVERS A WIDE AND COMPLEX AREA.
About the Employer:
There are two Deputy Commissioner positions in the Garda Síochána, one of which is currently vacant. The Garda Síochána, Ireland’s national police and security service, is growing, reforming and changing. Being a Deputy Commissioner is a rewarding and challenging senior leadership role, in a unique environment with the opportunity to be at the forefront of a transformation of policing in Ireland. This is an opportunity to support the Garda Commissioner in leading and shaping the police service, to meet the internal and external challenges of the fast moving environment in which policing and security services operate in the 21st century. For the right candidate, this is a great chance to contribute to the ongoing strategic leadership development and transformation of the Garda Síochána to meet the expectations of the people of Ireland, for a modern, professional, accountable and effective police service. This is set in the context of the Government’s commitment to a major reform programme, as outlined in Policing Security and Community Safety Act 2024 which was signed into law in February 2024 and is planned for commencement later this year. The successful candidate for this critical role will have the competence, capacity and drive to support the Commissioner in leading and transforming a large complex organisation, which delivers one of the most important public services in Ireland. Maintaining public trust, driving and embedding reform, leading required cultural shifts, championing equality, diversity and human rights, developing partnerships, building leadership and managerial capacity, promoting wellbeing, strategic management of people and fiscal resources, enhancing governance, performance, critical incident, risk management and accountability, will be priorities for the successful candidate. All this will be set within the context of overseeing the delivery of day to day operational policing in an increasingly diverse society.
About the Role:
The role of Deputy Commissioner is one of the most senior positions in the Garda Síochána. The Commissioner, two Deputy Commissioners and the Chief Corporate Officer form the Executive, the top level management of the organisation. The Executive is responsible for setting the organisational strategy and overseeing governance and accountability throughout the Garda Síochána. A Deputy Commissioner is required to perform the functions of the Garda Commissioner in his absence.
The role of Deputy Commissioner supports the Garda Commissioner in leading the Garda Síochána. The Deputy Commissioner assists the Garda Commissioner in creating and modelling a strategic vision, direction and culture for the organisation, to build trust and public confidence, in addition to delivering an efficient and effective policing service. The Deputy Commissioner is responsible for the implementation of the organisation’s Statement of Strategy and annual Policing Plan, providing strategic oversight, governance and accountability for the day to day running of the Garda Síochána and the provision of a professional, effective and efficient policing and security service. The Deputy Commissioner is operationally accountable for the transformation of the Garda Síochána, ensuring implementation of the policing reform programme across the organisation in a manner which supports the future delivery of policing services through the implementation of appropriate structures, culture and capacity to meet changing demands on policing. The Deputy Commissioner is expected to contribute to the development of national policing policy and to influence strategic policy development in relation to policing, security and community safety across government and with partner agencies.
About You:
This is a key role, one which is both rewarding and challenging, for which we are seeking highly qualified and experienced candidates with the ability to think strategically; to quickly gain respect and confidence within the organisation; and to drive positive change across the organisation through their personal impact, leadership and communications skills. In order to fulfil the role, the successful candidate will be a senior and experienced police officer, with a proven track record of working at a strategic level, including the leadership of policing and law enforcement officers and staff at senior organisational level. The candidate will also have a keen understanding of, (or the capacity to acquire), the particular considerations of policing on the island of Ireland. The successful candidate will have an understanding of the full role, context and potential of the Garda Síochána in its mission of ‘Keeping People Safe’.
The successful candidate will demonstrate:
• Wide ranging operational policing and law enforcement experience with up to date operational and technical policing knowledge;
• A proven track record in the development of ambitious vision, strategy and policy, and being part of a cohesive senior management team which drives a high performance culture in the management team and across the organisation;
• Knowledge of current and emerging legal, political, economic, social, technological, and environmental factors and an understanding of the implications for strategic planning;
• A proven track record of leading, developing and inspiring people, engaging the organisation with strategic priorities, values and behaviours and driving change;
• Experience of implementing successful organisational development, change and innovation with the ability to drive strategic organisational change, identify emerging trends and issues to inform strategic planning and deliver appropriate responses including the identification and implementation of new or improved technologies or services that have a transformational impact; • Knowledge (or the capacity to acquire it) of relevant policies, strategies and initiatives and an understanding of the implications within the Garda Síochána context;
• Experience of implementing and continuously improving a performance management culture, ensuring high standards of ethical behaviour and holding themselves, individuals and the organisation accountable for performance delivery and behaviours appropriate to the delivery of a policing service;
• An understanding of the challenges and impacts on personnel of delivering a policing and security service and the capacity to promote and support organisational resilience and well-being. • Experience of working at national and local level, comfortable providing accountability in public in the context of statutory bodies and parliamentary committees;
• Experience of accountability for management of significant budgets underpinned by skilled resource management which balances conflicting resource and operational demands and drives value for money;
• Excellent interpersonal, communication and influencing skills with a proven capability of building effective and sustainable relationships, working collaboratively and appreciating complex and competing stakeholder demands while exercising sound judgement and decisiveness in these interactions;
• An understanding of, and the capacity to quickly grasp, complex legislative and environmental issues across, for example, a range of national, cross-border and international policy areas;
• The organisation’s values of honesty, accountability, respect, professionalism and empathy; and • Sound judgement, strategic thinking, adaptability, agility, and resilience. Applications are welcomed from senior candidates of an appropriate calibre from a policing background. Evidence of academic achievement such as a degree or postgraduate qualification or related academic work in a relevant discipline would be desirable
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