Assistant Planner

The Role

An Assistant Planner is responsible for working as part of a team implementing programmes of work in the Planning Department and for providing a multiplicity of planning services and related services. Assistant Planner positions are multifaceted and may include some or all of the following key service areas:

• Development Management.

• Planning Enforcement.

• Forward Planning and Sustainable Development.

• Gathering and analysis of statistics on development.

The successful candidate should be able to demonstrate the following:

• Good knowledge of planning legislation and the principles, practices and techniques of planning.

• An ability to work positively as part of a multi-disciplinary team.

• Good planning, operational and project management skills.

• Good communication, presentation and interpersonal skills.

• Good knowledge, or the ability to quickly acquire same, of local government functions, services and activities, particularly in relation to planning and development.

• Good report writing skills and strong IT skills.

• An ability to achieve delivery of competing demands within prescribed timelines and deadlines.

• Be a member of the Irish Planning Institute / Royal Town Planning Institute or be eligible for membership of either professional institute.

Duties

The duties of the office are to give to the local authority and

(a) to such other local authorities or bodies for which the Chief Executive, for the purposes of the Local Government Act, 2001, 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 sub-paragraph (a) of this paragraph

Under the general direction and control of the Chief Executive or of such other officer as the Chief Executive may from time to time determine, such appropriate planning and ancillary services of an advisory, supervisory or executive nature as may be required by any local authority or body hereinbefore mentioned in the exercise and performance of any of its powers, functions and duties, including servicing all committees that may be established by any such local authority or body, and the duty of assisting any appropriate officer in the supervision of the planning or ancillary services of any of the foregoing local authorities or bodies and, when required to do so, to perform the duty of acting for the appropriate professional officer of higher rank during the absence of such officer of higher rank.

Assistant Planner duties include but are not limited to the following:

• Assess planning applications and pre-application proposals against the Council’s policies and provide recommendations and policy responses to these as required.

• Assist in the preparation, implementation and monitoring of development plans, local area plans and planning schemes, and assist in the preparation of reports on these matters for the Chief Executive and appropriate Committees of the Council.

• Assist in the preparation of planning studies, including EU funded research projects.

• Assist in monitoring and reporting on implementation progress, including gathering and analysis of development and market activity.

• Liaise and work with constituent planning authorities and other public authorities on all aspects of implementation.

• Assist and provide advice to the Chief Executive, appropriate Committees of the Council, individuals, groups and others on planning related issues.

• Assist in the procurement and management of consultants and any other associated duties as may be assigned from time to time.

• Assist in the identification of and undertake opportunities for continual improvement.

• Contribute positively and engage with the Planning Department’s continual professional development programmes.

• Participate and take part in duties as required as part of the organisational response to Climate Action and Just Transition to promote and ensure capacity building, empowering change and delivering action.

These duties are indicative rather than exhaustive and are carried out under general guidance.

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 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

(f) 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, Training and Experience

Each candidate must, on the latest date for receipt of completed application forms:

(a) Hold an honours degree (Level 8 in the National Framework of Qualifications) in Planning.

(b) Have at least two years satisfactory experience of planning work.

(c) Possess a high standard of technical training and experience.

Particulars of Employment

1. The Post

The post is wholetime (i.e., 35 hours per week) and appointment may be permanent or temporary.

2. Location

Longford County Council reserves the right to assign the successful candidates to any premises in use by the Council, now or in the future.

The person appointed will be required to report to their place of work by their own means of transport and at their own expense.

3. Commencement

Longford County Council shall require a person to whom an appointment is offered to take up such appointment within a period of not more than one month. If they fail to take up the appointment within such period, or such other longer period as the Council in its absolute discretion may determine, Longford County Council shall not appoint them.

4. Working Hours

The current working hours are 35 hours per week, Monday to Friday. Longford County Council reserves the right to alter the hours of work from time to time in line with Government Circulars.

All hours worked are subject to and recorded in accordance with the provisions of the Organisation of Working Time Act 1997 and the Organisation of Working Time Regulations 2001. Longford County Council requires employees to record their hours using a clocking system.

5. Reporting Arrangements

Assistant Planners report directly to the appropriate supervisor in the section or to any other employee of Longford County Council as the Director of Services or other appropriate employee may designate for this purpose. A system of regular appraisal will be operated during employment, which will involve discussions between the employee and the line manager regarding performance and conduct.

6. Probationary Period of Employment

There shall be a period after appointment during which the appointee will hold the position on probation. The period of probation will be prescribed by the Chief Executive.

Employment may be terminated during the probationary period should service be deemed by the Chief Executive to be unsatisfactory. Employment may be terminated at the end of the probationary period unless the Chief Executive has certified that the employee had satisfactory service. Tenure of employment following probation will be subject to satisfactory service.

7. Remuneration

The current salary scale for the post of Assistant Planner is €47,270 – €73,335 (LSI 2) gross per annum (Circular EL 07/2025). The rate of remuneration may be adjusted from time to time in line with Government Circulars.

On appointment, successful candidates will be placed on the first point of the salary scale. Appointment to a higher point of the salary scale may apply to candidates employed elsewhere in the public service, subject to verification of service history.

Remuneration is paid fortnightly by PayPath directly to the employee’s nominated bank account. The current wage pay cycle may be revised during the period of employment.

Remuneration is subject to all statutory deductions, e.g. P.A.Y.E. and P.R.S.I. Increments are paid annually subject to satisfactory attendance, conduct and performance and national agreements. Increments may be withheld if performance, attendance and/or conduct are not satisfactory.

8. Superannuation and Retirement

A person who becomes a pensionable employee of the County Council will be required, in respect of their superannuation, to contribute to the Local Authority at the appropriate rate.

The terms of the Local Government Superannuation (Consolidation) Scheme 1998, as amended, or the Public Services Superannuation (Miscellaneous Provisions) Act 2004, or the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 will apply as appropriate on appointment. Retirement age for employees is dependent on their relevant contract of employment, with due consideration being given to the rules of the superannuation scheme to which they belong.

• For appointees who are deemed not to be “new entrants” as defined in the Public Service Superannuation (Miscellaneous Provisions) Act, retirement is compulsory on reaching 65 years of age.

• The minimum retirement age for “new entrants” to the public service is 65. There is no mandatory retirement age.

• Effective from 1 January 2013, the Single Public Service Scheme applies to all first-time new entrants to the public service, as well as to former public servants returning after a break of more than 26 weeks:

Retirement age is set initially at 66 years and will rise in line with the State Pension Contributory age.

Compulsory retirement age will be 70.

9. Annual Leave

The current annual leave entitlement for Assistant Planner is 30 days per annum, in accordance with the Council’s Annual Leave Policy.

The Chief Executive retains autonomy regarding office closures (e.g. Christmas office closure). Any days arising from such closures will be deducted from the employee’s annual leave entitlement.

10. Driver’s Licence and Insurance

Employees may be required to use their car on official business. In such cases, the employee must hold a current clean driver’s licence and have adequate transport.

It is the responsibility of the employee to arrange appropriate car insurance for business use and to indemnify Longford County Council accordingly. Proof of insurance must be supplied annually.

11. Code of Conduct and Organisation Policies

Employees are required to adhere to all current and future codes of practice and organisational policies, including but not limited to Health and Safety, Communications, Data Protection, Equality, Staff Mobility, Attendance Management and Use of Electronic Equipment.

12. Training

Employees are required to attend and fully participate in training programmes as determined by the Council and to apply their learning in their daily work activities.

13. Health and Safety Regulations

Longford County Council, as an employer, is obliged to ensure, so far as reasonably practicable, the safety, health and welfare at work of all employees.

Employees also have a legal obligation to cooperate with management and must not engage in improper conduct or behaviour that could place themselves or others at risk. Employees must not be under the influence of an intoxicant in the workplace.