Arts Officer

County Offaly is endowed with a remarkable history, heritage and culture, along with communities that actively contribute to the wealth of collective and individual creative talent and the ongoing vitality of the county and the Midlands. Promoting broader access to the arts and creativity, while fostering artistic creation and production, is essential in nurturing and enriching County Offaly’s unique sense of place and people as a cultural county. In this regard the role of Arts Officer is an important role in Offaly City Council.

Offaly Arts Office is charged with developing and delivering high quality, imaginative Arts, with and for the people and visitors of Offaly. In doing so the Arts Office advocates for and clearly communicates the significant role that the arts play in enriching the wellbeing of society, our citizens and in enhancing the public realm. Offaly Arts Office continues to work closely with key local, regional and national partners in creative, public, private, community and voluntary sectors, collaborating on shared agendas. The Arts Office currently comprises of a staff of four. The Arts Officer, Film Officer (Temp Post), Assistant Arts Officer and Clerical Officer. The Arts Office functions within the directorate of Community and Culture, aligning with the Strategic Policy Committee of Community, Culture and Emergency Services.

The ideal candidate for the Arts Officer Position shall have:

·       Experience of building, managing and nurturing partnerships and relationships across a wide range of key stakeholders

·       Knowledge and understanding of good corporate governance practices

·       Excellent facilitation, project management and event management skills

·       Strong analytic, report writing and IT skills

·       Experience in preparing both strategic and operational plans and programmes

·       Managing and administering budgets, compiling funding applications

·       Delivering quality customer service

·       Working effectively as part of a multi-disciplinary team

·       Planning and prioritising workloads

·       Dealing effectively with conflicting demands

·       Working under pressure to tight deadlines

·       Adapting to change

·       Managing projects

·       Managing a team

·       Ability to communicate effectively across different levels within the organisation

·       Maintaining confidentiality

ROLE & DUTIES OF THE POST

The primary role of the Arts Officer will be to manage the Arts team to implement and measure the priorities of both the Offaly’s Art Strategy 2024-2028 Celebrating Communities through Creativity, and the Arts Infrastructure Strategy 2023 – 2028.

Key duties and responsibilities of the post of Arts Officer include (but are not limited to):

·       Management of the Arts Office team

·       Advising Offaly County Council on all matters to relating to Arts/Culture including but not limited to:

o   Strategies for effective development and management of the Arts & Culture.

o   Fundraising and applying for funding from a variety of sources.

o   The development of the arts/artists in the social, cultural and economic life of the county.

o   The disbursement of grants under the terms of Section 12 of the 1973 Arts Act.

o   Informing of any initiatives which may affect funding and/or policy developments and working towards implementation of proposals.

·       Leading a well-motivated and focused team to deliver the Council’s arts/culture programme including Offaly’s Creative Ireland’s Arts focused projects.

·       Communicating, implementing and managing all change within the section,

·       Determining nature, level and pattern of demand for services.

·       Devising, implementing & managing the Council’s Arts Strategy and Arts Infrastructure Strategy to include on-going monitoring and measurement of implementation and impact.

·       Developing annual service delivery plan for the arts in line with the Corporate Plan priorities and in collaboration with the Senior Management Team having regard to available budgets.

·       Identifying and responding to opportunities for the arts, through liaison with a variety of Government Departments, State Agencies, European Institutions and Arts Bodies, collaborating with colleagues to progress the broader cultural and economic development remit of the Council.

·       Imputing into the work of Strategic Policy Committee and other local authority committees, as appropriate.

·       Establishing & overseeing arts/culture policies that will underpin plans for development, which will be integrated with other aspects of local authority work.

·       Devising proposals and responses to national & international policy documents, which will influence the development of arts/culture in the County.

·       Sustaining a consultative process with those involved in arts and culture in the county.

·       Ensuring balanced arts provision for the county, through identifying, supporting and developing the existing professional, voluntary, community and amateur arts sectors and through harnessing existing regional and national networks.

·       Managing and developing the Council’s Public Art policy and collection.

·       Providing information and advice to artists and the community in general on arts/culture related matters.

·       Creating strategic partnerships with a range of key institutional stakeholders and partners,

·       Liaising and work with a wide range of community/voluntary groups and promote the inclusion of all sectors of society in participation of the arts.

·       Developing key metrics to better measure, the impact of investment in the arts in the county

·       Supporting artists to create work of excellence.

·       Responsibility for day-to-day financial management within the section to include budget preparation, identify potential funding opportunities, preparation of funding applications, timely drawdown or recoupment of monies due to the local authority.

·       Delivering projects within agreed budget and deadlines.

·       Attending meetings and represent the local authority on internal or external committees, working groups or other fora when required.

·       Researching, analysing, disseminating and communicating essential information on relevant policies, procedures and legislation.

·       Compiling, preparing and presenting reports as necessary.

·       Communicating effectively with senior management.

·       Planning and prioritising work effectively and be proactive and self-directed.

·       Implementing all Health and Safety management systems within the local authority.

·       Working outside of normal office hours, i.e., at evenings and/or weekends, as required.

·       Any other duties which may arise in the provision of arts services, and are assigned by the Chief Executive, Director of Service or his/her appointed nominee, from time to time.

COMPETENCIES FOR THE POST

A Requirement and Competency Framework has been developed for the position of Arts Officer. Candidates will be expected to demonstrate sufficient evidence within their application form of their knowledge, experience, skills and competencies under each heading.

Requirements:

Knowledge, Experience and Skills

·       Understanding of the role of Arts Officer

·       Have a good knowledge and experience of the Arts, the Arts environment and Arts policy in Ireland

·       Have a good knowledge of the range of public and private supports, available for local arts development

·       Have a good knowledge and understanding of the Local Government sector in Ireland

·       Have the capacity to interact effectively with elected members and representatives from a broad range of sectors and groups including local Arts interests, local development organisations, social partners and funding agencies and institutions

·       Demonstrate an understanding of national arts policies and have the creative and management expertise to drive the development and delivery of arts policies and the Arts Programme on a county level

·       Possess good presentation/communication and interpersonal skills

·       Demonstrate an ability to achieve delivery of competing demands within prescribed deadlines and timelines

·       Have an ability to work alone and within a multidisciplinary team and to work on his/her own initiative

·       Have a good knowledge and awareness of Health and Safety Legislation and regulations, their implications for the organisation and the employee and their application in the workplace

·       Ability to work as part of a team

COMPETENCIES

Management and Change

·       Think and act strategically.

·       Develop and maintain positive, productive and beneficial working relationships.

·       Effectively manage the introduction of change and demonstrate flexibility and openness to change.

Delivering Results

and

Communicating Effectively

·       Contribute to the development of operational plans and lead the development of team plans.

·       Plan and prioritise work and resources effectively.

·       Establish high quality service and customer care standards.

·       Make timely, informed and effective decisions and show good judgement and balance in making decisions or recommendations.

·       Have effective verbal and written communication skills.

Leading and Motivating and Managing Performance

·       Lead, motivate and engage employees to achieve quality results and to deliver on operational plans.

·       Effectively manage performance.

·       Can manage and resolve potential conflict / disagreements in a positive & constructive manner

·       Works effectively within the political process, recognising & managing any tension that may arise from differing stakeholder’s perspectives.

·       Persuades others; builds consensus, gains co-operation from others to obtain information and accomplish goals.

·       Proactively engage with colleagues at all levels of the organisation and across other Departments// Organisations and builds strong professional networks

·       Has the confidence to put forward own opinion when s/he feels it is right to do so

Performance Through People

·       Is able to present ideas effectively to individuals and groups and deliver presentations suited to the nature and needs of the audience

·       Shows ability to actively listen to others and look for feedback on the messages being communicated

·       Relates well to others and maintains positive working relationships

·       Uses diplomacy and tact to facilitate working relationships with dissatisfied staff or customers

Personal Effectiveness

·       Take initiative and seek opportunities to exceed goals.

·       Is self-motivated and responds positively to the challenges of the role

·       Looks to meet the needs of the broader organisation rather than focussing on own specific responsibilities

·       Demonstrates and encourages innovation and new thinking

·       Manage time and workload effectively and operates in an environment with significant complexity and pace.

·       Maintain a positive, constructive and enthusiastic attitude to their role.

QUALIFICATIONS

1. Character

Candidates shall be of good character.

2. Health

Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service.

3.     Citizenship

Candidates for any of the above panels must, by the date of any job offer, be:

(a)        A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or

(b)        A citizen of the United Kingdom (UK); or

(c)        A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or

(d)        A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or

(e)        A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa; or

A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa.

4.     Education

·                  Hold an ordinary degree (level 7 or higher on the National Framework of Qualifications) in an Arts or Cultural discipline.

5.     Experience

The ideal candidate shall have a good knowledge of current arts practice and the organisation of the arts in Ireland especially as it applies to the professional development of artists, arts organisations and festivals. Essential qualities include:

a)     Have a good knowledge and experience of the Arts, the Arts environment and Arts policy in Ireland

b)    Have a good knowledge of the range of public and private supports, available for local arts development

c)     Have a good knowledge and understanding of the Local Government sector in Ireland

d)    Have the capacity to interact effectively with elected members and representatives from a broad range of sectors and groups including local Arts interests, local development organisations, social partners and funding agencies and institutions

e)     Demonstrate an understanding of national arts policies and have the creative and management expertise to drive the development and delivery of arts policies and the Arts Programme on a county level

6.     Candidates shall also:

(a)   Have at least five years’ satisfactory relevant arts development and administration experience at management level in the area of team leadership, programme development and budget management

and

(b)  Have satisfactory knowledge of a public service organisation

and

(c)   hold a full clean, Class B driving licence and have access to their own vehicle.

PARTICULARS OF OFFICE

1.     The Post:

The post is permanent, whole-time and pensionable. A panel will be formed for an initial period of one year and this may be extended for a further year at the discretion of the Chief Executive. The panel will be used to fill appropriate positions that may arise for its duration. Positions will be offered in order of merit as per the panel.

2.     Salary:

The salary shall be fully inclusive and shall be as determined from time to time.  Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department Circular.   Starting pay for new entrants will be at the minimum of the scale.  Where the appointee has been serving elsewhere in the public service in an analogous grade and pay-scale, and will be moving without break to another part of the public sector at an analogous grade, the appointment may be made at the appointee’s current point of scale.  The rate of remuneration may be adjusted from time to time in line with Government pay.

The current salary scale applicable to the post is €59,417 - €77,243 (LSI 2).

3.     Duties:

The duties of the post are to give to the local authority, and

a)     such other local authorities or bodies for which the Chief Executive, for the purposes of the Local Government Acts 2001 and 2014, is Chief Executive, and

b)    to any other local authority or body with which an agreement has been made by the local authority, or by any of the authorities or bodies mentioned in subparagraph (a) of this paragraph under the general direction and supervision of the Chief executive or such other employee as the Chief Executive may from time to time determine, such appropriate services of an executive, administrative or management nature as may be required by any local authority or body herein before mentioned in the exercise and performance of any of its powers, functions and duties to exercise such powers, functions and duties as may be delegated to him/her by the Chief Executive from time to time, including the duty of servicing all committees that may be established by any such local authority or body. The post holder will, if required, act for an employee of a higher level. The post holder may be required to work outside his/her normal job description from time to time.

4. Work Base:

Offaly County Council reserves the right to assign you to any department or premises in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or other compensation. The person appointed will be required to provide him/herself at his/her own expense with the necessary mode of travel to and from work.

5. Working Hours:

The working hours at present provide for a five day, thirty-five hours working week, hours may vary from time to time.

The working hours may be reviewed at any time by the Council. The post may require flexibility in working outside of normal hours, including at weekends, as necessary. No additional remunertation will be paid in respect of such activities.

The provisions of Offaly County Council’s Time and Attendance Policy is applicable to this grade at the current time. A flexible working hours system is in operation subject to the terms and conditions of the Time and Attendance Policy.

6. Annual Leave:

The current annual leave entitlement is 30 days. Granting of annual leave, payment for annual leave and arrangement for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1997 (as amended)

7. Sick Leave:

The terms of the Public Service Sick Pay Scheme will prevail.

8. Probation:

Appointees will be on probation for the first year of employment. The terms of the Offaly County Council Probation Policy will apply.

9. Superannuation:

Public Service Pensions (Single Scheme and Other Provisions) Act 2012: New members joining the Public Sector on or after 1st January, 2013 will be required to join the Single Public Service Pension Scheme. The Single Scheme applies to all pensionable first-time entrants to the Public Service as well as to former public servants returning to the public service after a break of more than 26 weeks. A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 3% of their pensionable remuneration plus 3.5%, of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). This includes a contribution to a Spouse’s and Children’s Scheme. Pension and retirement lump sum based on career-average pay, pensions will be co-ordinated with the State Pension Contributory (SPC).

For persons who commenced public sector employment prior to 1st January 2013: Persons who become pensionable employees of a local authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (ie. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependent or qualified children).

Persons who become pensionable employees of a local authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 5% of their pensionable remuneration.

All persons who become pensionable employees of a local authority will be required in respect of the Local Government (Spouses and Childrens Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the scheme.