Mr. Eugene Gargan:

When it comes to the challenges posed by reducing the size of the Reserve, the effect of the decline in numbers gets to a point where we step off a cliff. A critical mass of suitably qualified personnel is required in order to undertake tasks. For example, if we want to go onto an firing range, we have to have a security party, a working party and those who doing their annual range practices. We cannot do that with a small number of people. We have to have the right number of people.

Similarly, if we are going to train people, we have to have the right number of suitably qualified instructors. On that point, going closer to home and looking at the typical age profile in my unit, a Reservist is now in their early 40s. This causes problems. It is a problem long in the making because recruitment has been so poorly executed over the past number of years it is now starting to manifest in not having junior leaders; it is difficult to identify people to go on potential officer courses because they simply do not have the numbers and it means we are challenged when it comes to training the recruits we get in. If we were able to magically fling the doors open and solve the numbers problem by recruiting, that in itself will be a major challenge for us at this stage because the infrastructure, in terms of personnel and resources available, has been run down to a stage where it is barely in existence. Ramping it back up again will be a challenge.

There was a question on the ideal size of the Reserve. For our submission to the commission, we had a discussion on this, we thought about it long and hard and we decided we would make our pitch based on the 4,000-odd number. We are talking about aiming to get back to where we should be now. That would be a reasonable first step rather than looking at international comparators, which sometimes look at a factor, between the permanent Defence Forces and the Reserve, or a possible order of magnitude, of one-to-one or one-to-two. That would actually be too challenging. That is a long-term goal we might look at, but even to get back to where we should be will take a significant effort. It is not just money. It takes other military resources as well.

Deputy Brady also asked about employment protection. We have probably addressed that. There is a lot to be done and a lot that could be done without any unforeseen consequences. For example, we could establish other grounds for anti-discrimination in the workplace. There are a number of grounds already and something as simple as saying that someone who is a current or former member of the Defence Forces ought not to be discriminated against, could be easily put together and would be an excellent first step.

On the questions about engagement with the Minister, I am quite happy to report that engagement with this Minister is very positive and very good. He certainly sees the value of the Reserve and he also understands the challenges we are facing.