The first report by the Ombudsman for the Defence Forces Paulyn Marrinan Quinn represents an important milestone in the development of more responsive administrative structures and complaints procedures within the Army. Her work has changed procedures used in the selection of personnel for promotional courses and for overseas duties and, no doubt, it will contribute to a further modernisation of management systems.
Reform is important in organisations that are as disciplined and traditionally structured as the Defence Forces. Bullying can hide under the guise of discipline. And discrimination may be difficult to address in rigid hierarchical structures. However, considerable progress has been made in addressing these issues in recent years.
The ombudsman examined 26 formal complaints in her first full year of operation. Twenty-one of those involved grievances over non-selection for NCO career courses or for overseas service. Nearly two-thirds of the complaints were upheld and the Army has introduced new interview and selection procedures as a consequence. What is particularly encouraging is the comment from Ms Marrinan Quinn that the Defence Forces have been "open and receptive" to the establishment of her office and recognise the benefits it brings.
The position of Ombudsman for the Defence Forces was established under law in 2004 and it became operational at the end of 2005. She is the first ombudsman of any European defence force and, as a consequence, her work has come under close scrutiny. The outgoing Chief of Staff Jim Sreenan supported the development as an important step forward.
At a time when the role of the Defence Forces has changed and its core business now involves overseas operations, it is vital that management should be regarded as professional, flexible and fair. Tasks overseas are increasingly based on peacemaking, rather than peacekeeping. There has been a growing emphasis on training in relation to legal and operational human rights issues. Resource management has improved with an emphasis on improved communications, promotional equality and opportunity.
With 800 personnel serving overseas at any one time, out of a permanent force of 10,500, these are sought-after positions that offer an opportunity for promotion. The selection process should be fair, transparent and equitable. The appointment of an ombudsman has created an effective complaints procedure that should help to improve that situation and the morale of these men and women. This report is a good start.