Assistant Staff Officer

This competition presents an opportunity to gain employment with Tipperary County Council in the role of Assistant Staff Officer.

Tipperary County Council is committed to a policy of open and fair recruitment, in line with good practice, recruitment & selection standards, employment legislation and relevant circulars from the Department of Housing, Local Government & Heritage.

This Candidate Information Booklet is intended to provide information on the post of Assistant Staff Officer and the selection process and candidates are advised to familiarize themselves with the detailed information in advance of submitting their application.

Candidates should satisfy themselves that they are eligible under the Qualifications to apply for the post of Assistant Staff Officer.

Where a candidate provides false or misleading information or has deliberately omitted relevant information on their application form this may result in their disqualification from the competition.

ROLE & DUTIES OF THE POST

Introduction:

The Assistant Staff Officer is a key frontline support position within the Council and is assigned to a service delivery area or to support a functional area as required. The Assistant Staff Officer will work under the direction and management of the Staff Officer or analogous grade or other employee designated by the Administrative Officer, Senior Executive Officer or Director of Services as appropriate. The role involves supporting managers and colleagues and working as part of a team in meeting work goals and objectives and delivering quality services to internal and external customers.

The Assistant Staff Officer role requires excellent administrative, interpersonal, communication and other particular skills and expertise depending on assignment and may also be required to deputise for a Staff Officer from time to time. The Assistant Staff Officer will be expected to use initiative and work to a high standard and will be required to operate the Council’s existing and future IT systems as part of their work. The successful candidate will be expected to carry out their duties in a manner that enhances public trust and confidence and ensures impartial decision making.

The ideal candidate will demonstrate:

• Knowledge and understanding of the structure and functions of local government

• Ability to demonstrate capacity in the following competency areas, Delivering Results, Personal Performance and Personal Effectiveness

• Knowledge of current local government issues

• Understanding of the role of Assistant Staff Officer

• Relevant administrative experience

• Experience of working as part of a team

• Experience of preparing reports and correspondence

• Knowledge and experience of operating ICT systems

Duties:

The duties of the office are to give 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 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 management, executive, supervisory, advisory and ancillary services 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 the duty of servicing all committees that may be established by any such local authority or body. The holder of the office will, if required, act for an officer of a higher level.

Assistant Staff Officers are key frontline personnel who deliver a range of services to the public and internally within the Council.

Assistant Staff Officers are required to perform a range of tasks including but not limited to the following:

• To support the line manager to ensure the section or department work programmes are implemented to deliver on the Council’s Corporate Plan and operational matters;

• Promote a culture of dignity, respect and fairness and seek to eliminate all forms of discrimination. Promote equality of opportunity, and protect the human rights of staff and service users.

• To communicate effectively and liaise effectively with employees, supervisors and line managers in other sections, and customers in relation to operational matters for their section or area of work.

• To prepare reports, correspondence and other documents as necessary.

• Use all technology and equipment as required.

• To organize and facilitate internal and external meetings and participate and engage in discussions as appropriate.

• To provide assistance and support in the delivery of projects as required.

• To ensure high levels of customer service, responding to queries and requests for information in a professional, courteous and timely manner.

• To support line managers to communicate, implement and manage all change management initiatives within the relevant area of responsibility.

• To supervise employees within their team or programmes of work within their areas of responsibility, providing support to team members or colleagues as required and through participation in the Performance Management Development System.

• To complete essential training successfully.

• To participate in corporate activities and responsibilities appropriate to the grade.

• To be in compliance with Health & Safety legislative requirements, policies and procedures and safe systems of work.

• To deputise for the line manager or equivalent.

• Processing applications for services in accordance with Council policies, procedures and plans.

• Ensure deadlines are met and that service levels are maintained.

• To undertake any other duties of a similar level and responsibility, as may be required or assigned from time to time.

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

Persons employed will be required to work in any location within the Tipperary County Council administrative area.

Qualifications:

Character

Candidates shall be of good character

Health

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

Education, Training, Experience, etc.

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

(i)(a) have obtained at least Grade D (or a Pass) in Higher or Ordinary Level, in five subjects (or four subjects if Irish is included) from the approved list of subjects in the Department of Education Established Leaving Certificate Vocational Programme including Irish and/or English and one of the following: Mathematics, Accounting, Business Organisation or Economics, and

(b) have obtained at least Grade C (or Honours) in higher level (or Honours) papers in three subjects in that examination (or two subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation or Economics) or

(ii) have obtained a comparable standard in an equivalent examination, or

(iii) hold a third level qualification of at least degree standard

(iv) shall have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organization and control of staff.

Confined Competition

(v)(a) be a serving employee in a local authority, or a regional assembly and have not less than two years’ satisfactory experience in a post of Clerical Officer or analogous post, and

(b) have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organization and control of staff.

Please note:

• Failure to upload all required documents i.e. qualifications, I.D. etc at submission stage will automatically result in an invalid application.

• Candidates should satisfy themselves that their educational qualifications meet the minimum requirements for the position.

• Applicants with non-Irish qualifications can avail of the online recognition of foreign qualifications service provided by Quality & Qualifications Ireland (QQI) and must submit proof of same with their applications.

• Failure to complete each question on the application form may deem your application invalid (answers which redirect to other responses are not permitted).

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.

Salary:

Current Salary Scale: €35,613 - €54,911 (2nd LSI) (Circular EL 07/2025)

The salary shall be fully inclusive and shall be as determined from time to time. The employee shall pay to the local authority any fees or other monies (other than his/her inclusive salary) payable to or received by him/her by virtue of his/her employment or in respect of services which he/she is required by or under any enactment to perform.

Entry point of this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government & Heritage. In accordance with Departmental Circular letter EL 02/2011, a person who is not a serving local authority employee on or after 1st January 2011, will enter the scale for the position at the minimum point (currently €35,613).

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.

Under the Public Service Stability Agreement 2013, the working hours for newly appointed/promoted staff are 35 hours per week. All posts will be offered on the basis of the candidate working wholetime.

Probation:

Where a person who is not already a permanent officer of Tipperary County Council is appointed, the following provisions shall apply:

(a) there shall be a period after such appointment takes effect, during which such person shall hold office on probation;

(b) the maximum period shall generally be one year for permanent contracts and such other period as may be required in relation to temporary or fixed term/purpose contracts as set out in the council’s probationary policy. No probationary period shall exceed 12 months in duration;

(c) such a person shall cease to hold office at the end of the period of probation, unless during such period, the Chief Executive has certified that the service of such person is satisfactory.

Superannuation:

The relevant Superannuation Scheme will apply.

The provisions of the Local Government (Superannuation) (Consolidation) Scheme 1998 may apply.

Persons who become pensionable officers who are liable to pay the Class A rate of PRSI contribution will be required, in respect of their superannuation contribution, to contribute to the local authority as follows:

1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (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 officers who are liable to pay the Class D rate of PRSI contribution will be required, in respect of their superannuation contribution, to contribute to the local authority at the rate of 5% of their pensionable remuneration.

The provisions of the Spouses and Children’s/Widows and Orphans Contributory Pension Scheme will continue to apply.

New entrants will be admitted to the Single Public Service Pension Scheme with effect from the date of appointment. The scheme is contributory and provides pension, retirement gratuity, death gratuity and survivors benefits. To qualify for a pension the successful candidate must have served a minimum of two years employment in a Local Authority.

Retirement Age

There is no mandatory retirement age for new entrants to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004.

Anyone who is not a new entrant to the public service, as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004, is subject to a compulsory retirement age of 70 years or as determined in accordance with Department Circulars and in line with Government Policy.

The maximum retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and other Provisions) Act 2012 is 70 years.

The Council may refer staff to a medical advisor at any time to determine fitness for carrying out the duties to which they have been assigned.

Incentivised Scheme for Early Retirement (ISER)

It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees, under that Scheme, are debarred from applying for another position in the same employment or the same sector.

Therefore, such retirees may not apply for this position.

Hours of Work:

The normal working hours are 35 hours per week. Flexible working arrangements apply. 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. Tipperary County Council requires employees to record their hours using the CORE/TDS Clocking system.

Annual Leave:

The annual leave entitlement for the grade is 30 days per annum.

The Chief Executive of Tipperary County Council retains autonomy with regard to office closures, (e.g. Christmas Office Closure); any days arising from such closure will be reserved from the employee’s annual leave entitlement. Proposed office closure days will be reviewed and advised to all employees each year.

Residence:

The successful candidate shall reside in the district in which his/her duties are to be performed, or within a reasonable distance thereof.

Drivers Licence:

Tipperary County Council employees may on occasion be required to use their car on official business. In such situations the employee must hold a current clean driver’s licence and have available adequate means of transport.

It is the responsibility of the employee to arrange the appropriate car insurance for business use and to indemnify Tipperary County Council with the indemnity specified on the insurance certificate under the heading “Persons or classes of person who are covered”. Documentation to confirm the appropriate insurance cover will be required to be supplied to the Council on an annual basis.

Code of Conduct/Organisational Policies:

Employees are required to adhere to all current and future Tipperary County Council codes of practice including Code of Conduct of Employees and all current and future organisational policies including, but not limited to Health and Safety, Communications, Data Protection, Equality, Staff Mobility, Attendance Management and Use of Electronic Equipment. A full list of relevant policies is contained on the council Intranet.