Assistant Storekeeper

QUALIFICATIONS

1. CHARACTER: Each candidate shall be of good character.

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

3. EDUCATION, EXPERIENCE ETC: Each candidate must:

4. Have attained such standard of education as will enable them to perform satisfactorily the duties of the post.

5. Have relevant experience in a stores, stock control, warehouse, logistics or similar environment.

6. Each candidate must satisfy the local authority that they have adequate experience of a type which would render them suitable to perform satisfactorily the duties of the office for which they are a candidate.

Desirable, but not essential -

• Hold a current Safe Pass Card

• Hold a full category B driving licence free of endorsements and penalty points

Each candidate will demonstrate the following at interview:

• Experience of stock control, inventory management, stores operations or a related work environment.

• Ability to order, receive, store and issue materials, plant, tools and equipment in an organised and efficient manner.

• Knowledge of stock management practices and the importance of maintaining accurate stock records.

• Ability to use electronic stock control systems, ordering systems and other IT applications relevant to the role.

• Good IT skills, including the use of Microsoft Office applications, particularly Word, Excel, email and related systems.

• Ability to maintain accurate records and prepare clear and concise reports, correspondence and emails.

• Good numerical skills, including the ability to perform basic calculations and work with weights, volumes and measurements.

• Strong organisational skills and the ability to manage competing priorities while maintaining attention to detail.

• Knowledge and awareness of purchasing and procurement procedures and their application in a local authority environment.

• Good interpersonal and communication skills, with the ability to work effectively with colleagues, suppliers and service users.

• Ability to work effectively both independently and as part of a team.

• Self-motivated, with the ability to use initiative, judgement and problem-solving skills.

• Knowledge and awareness of Health & Safety legislation, regulations and safe working practices relevant to the role.

• Experience of operating a forklift or willingness to undertake training.

• Understanding of the role and an appreciation of the services provided by Dún Laoghaire-Rathdown County Council

QUALIFICATIONS PARTICULARS OF OFFICE

1. The office is wholetime, permanent and pensionable.

2. HOURLY RATE: Weekly Rate of Pay: €804.07; €812.56; €812.56; €815.24; €820.60; €825.97; €832.67. Rate as at 1 June 2026. Entry point to 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. Rate of remuneration may be adjusted from time to time in line with Government Policy. The salary shall be fully inclusive and shall be determined from time to time. Holders of the office shall pay to the Local Authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their office or in respect of services which they are required by or under any enactment to perform.

3. SUPERANNUATION CONTRIBUTIONS: Persons who become pensionable officers 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 (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).

Persons who become pensionable officers 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 officers of a Local Authority will be required in respect of the Spouses and Children’s 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.

RETIREMENT: New Entrants recruited to the Public Service on or after 1 January 2013

Pensionable public servants (new joiners) recruited to the Public Service for the first time on or after 1 January 2013 (the commencement date of the Single Scheme) will be members of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012.

Pension age

Minimum pension age is linked to the State Pension age which is currently 66 but may be subject to change.

Compulsory retirement age

Scheme members must retire at the age of 70.

In all other cases, staff recruited on or after 1 January 2013 who were employed in the Public Service on 31 December 2012 or within a period prior to 31 December 2012 not exceeding 26 weeks will retain their existing pension scheme terms and conditions.

In certain circumstances, e.g. where the public servant was on secondment or approved leave or remains on the same contract of employment, the 26-week rule does not apply.

Incentivised Scheme for Early Retirement (ISER)

It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department 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.

4. PROBATION: When a person is not already a permanent officer of a Local Authority within the public service Ireland and is appointed to a permanent office the following provisions shall apply, that is to say:-

a. There shall be a period after such appointment takes effect during which such person shall hold office on probation;

b. Such period shall be one year;

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

5. HOURS OF WORK

All new entrants to the Local Authority sector and any individuals on new appointments or promotion will work 39 hours per week.

6. ANNUAL LEAVE

Annual leave entitlement for the position of Assistant Storekeeper is 24 days per annum in accordance with Department of Environment, Community and Local Government Circular LG(P) 07/2011.

7. DUTIES: The duties shall be such clerical/administrative duties as may be assigned to the employee from time to time by Dún Laoghaire Rathdown County Council. They shall include the duty of deputising for other officers of the Local Authority when required. The duties shall also include such duties as may be assigned in relation to the area of any other Local Authority. The duties of the post include but are not limited to, the following:

a) Operate computerised stores control systems.

b) Operate a fork-lift truck as required for the reception and issuing of materials.

c) All stores duties including reception of goods/materials etc.

d) Storage of goods/materials etc, and maintaining stores in orderly and clean condition.

e) Sourcing and Ordering of goods and materials and processing invoices and payments for same.

f) Adherence to procurement rules and frameworks in line with corporate policy.

g) All duties in relation to stocktaking and other stock control checks.

h) Keeping of records, e.g. materials, machinery, etc.

i) Issuing of materials/equipment to any County Council Department/Facility or approved bodies.

j) Operating phone system, fax machine, photo copier, radio, e-mail, computers, etc.

k) Duties in relation to the machinery and materials expenses accounts.

l) Dealing with enquiries/complaints from the public/staff in relation to any department/service of the Council by way of telephone, letter or personal calls.

m) Operation of appropriate Management Information technology and other technologies which may be introduced including the use of modern communication systems, 3rd party ordering systems, electronic stock systems, stock counting software and any initiatives that improve the operations of the stores.

n) Any other such duties as may be assigned from time to time.

The particular duties and responsibilities attached to the post may vary from time to time, without changing the general character of the duties or level of responsibilities entailed. The post holder may therefore be required to perform duties appropriate to the post, other than those detailed above, and to take instructions from and report to, an appropriate Officer or such designated Officer as may be assigned from time to time by the Council.

The duties of the office are to give the local authority and (a) such other local authorities or bodies, for which the Chief Executive, 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 direction and supervision of the appropriate professional officer, such planning services of an advisory, administrative, 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 the duty of assisting the Director of Services or other authorised officer, as appropriate, in the supervision of the planning and cognate 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.

8. LOCATION AND RESIDENCE: Holders of the office shall reside in the district in which their duties are to be performed or within a reasonable distance thereof. The main stores are located in Ballyogan, however, Dún Laoghaire Rathdown County Council reserves the right to assign you to any of its functional areas or any premises in use by the Council, now or in the future subject to reasonable notice.

9. CITIZENSHIP

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

a. Be 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. Be a citizen of the United Kingdom (UK); or

c. Be a citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or

d. Be a non-EEA citizen who has permission to work in Ireland without restriction (e.g. Stamp 4 or Stamp 1G); or

e. Be a non-EEA citizen who is a spouse or child of an EEA, UK or Swiss citizen and has a Stamp 4 permission; or

f. Be a person awarded international protection under the International Protection Act 2015, or a family member entitled to remain in the State as a result of family reunification, with a Stamp 4 permission; or

g. Be a non-EEA citizen who is a parent of a dependent Irish citizen child and has been granted residence permission (typically Stamp 4); or

h. Be a non-EEA citizen who holds, or is eligible to obtain, a valid Irish employment permit (e.g. Critical Skills Employment Permit or General Employment Permit).

10. RECRUITMENT: Pursuant to article 8 of the Local Government (Appointment of Officers) Regulation, 1974, the Minister has given directions as follows:

• Selection of candidates for appointment shall be by means of a competition based on an interview conducted by or behalf of the Local Authority. The interview will be competency based. Candidates will be required to demonstrate knowledge of the skills, key duties and responsibilities for this role. Please note that the interview may be held in person or on online.

• DLRCC reserves its right to shortlist candidates, in the manner it deems most appropriate, to proceed to the interview stage of the competition. Following receipt of all applications, job applicants may be shortlisted for assessment based on the extent to which they meet the criteria from the job description and/or where it would not be practical to interview all applicants. Aptitude Testing may in some circumstances be used to facilitate the shortlisting process. If required, the testing will be performed through a 3rd party provider and submission of an application for employment is regarded as consent to share your information for the purposes of short-listing and recruitment. Your information will be provided for the sole purpose of shortlisting suitable candidates and for no other purpose. Dún Laoghaire-Rathdown County Council will ensure any 3rd party fully complies with GDPR and Data Protection legislation. It is therefore in your own interest to provide a detailed and accurate account of your relevant qualifications/ experience on the application form and also to demonstrate sufficient evidence of the competencies required for this position under each competency heading which are detailed above. Short-listing does not suggest that candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates, who based on their application, appear to be better qualified and/or have more relevant experience. Short-listing may take the form of Desk-top Short-listing, Aptitude Test and/or Preliminary Interview or combinations thereof.

• If a candidate wishes to appeal either a short-listing or interview board decision, they must do so within five working days of being notified of this decision. The appeal must clearly state the grounds of appeal which must be emailed to The Appeals Officer recruitment@dlrcoco.ie, the HR Department will evaluate the grounds of the appeal. If grounds for an appeal are not upheld, HR Management will notify the candidate in writing of this outcome and no further action will be taken. If the grounds upon which the appeal is made are upheld, the HR Department will notify the candidate of this outcome and corrective action will be taken. The decision of the HR Department on the appeal is final.

• The Local Authority shall require persons to whom appointments are offered to take up such appointments within a period of not more than one month and if they fail to take up the appointments within such period or such longer period as the Local Authority in its absolute discretion may determine, the Local Authority shall not appoint them.

• An applicant who withdraws their application at any stage of the competition will not be permitted to re-enter the competition at a later stage.

ADDITIONAL RELEVANT INFORMATION FOR APPLICANTS

• The National Vetting Bureau (Children and Vulnerable Persons) Act 2012 to 2016 came into effect on 29th April 2016. The Act places a statutory obligation on DLRCC to ensure that ‘any work or activity which is carried out by a person, a necessary and regular part of which consists mainly of a person having access to or contact with children or vulnerable persons will be subject of Garda Vetting’.

• Subject to the provisions of the Freedom of Information Act 2014, applications will be treated in strict confidence.

• It is important to remember that this is a competitive process for a role where integrity is paramount. Sharing information on the selection/interview process e.g. through social media or any other means, may result in a candidate being disqualified from the competition.

• DLRCC does not allow the unsanctioned use of any type of recording equipment on its premises. This applies to any form of sound recording and any type of still picture or video recording, whether including sound recording or not, and covers any type of device used for these purposes.

• An applicant who is found to be ineligible at any stage of the competition will not be further considered. Provision of inaccurate, untrue or misleading information will lead to disqualification from the competition, withdrawal of employment offer or dismissal.

• A candidate who does not attend for interview when and where required by the Council, or who does not, when requested, furnish such evidence as Dún Laoghaire-Rathdown County Council require in regard to any matter relevant to their candidature, will no longer be considered for selection.

• In the event of an offer of employment each candidate will be required to provided evidence that they meet all the criteria as set out above and on receipt of satisfactory references.

Examples of some of the current Employee Benefits include:

• Dún Laoghaire-Rathdown County Council’s Blended Working Policy

• A range of Family Friendly Policies

• A staff Health Screening Programme

• Availability of a Cycle to Work Scheme

• A range of Learning and Developmental Opportunities

• Paid Maternity and Paternity Leave

• Automatically entered into a pension scheme

• Access to the services provided under Dún Laoghaire-Rathdown County Council’s Employee Assistance Programme