Business & Corporate Services Graduate

Purpose of Role

To provide administrative support to the following departments:

Business & Corporate Services within Tusla ICT

Tusla has one of the largest ICT networks in the Public Service with almost 5,500 users in over 300 locations. Tusla ICT provide the innovation and systems required to support Tusla in delivering its services and achieving its business and strategic objectives. The ICT team are responsible for delivering the following functions: ICT Networks, Server and Cloud management; Application Development and Support; Data and Information Management; Cyber Security; ICT Service Delivery, ICT Systems and Business Support and ICT Programme Management.

Quality and Regulation

Tusla’s Quality and Regulation Directorate is concerned with promoting continuous improvement and effective risk management in services for children and families. It delivers its functions through the following teams:

• Practice Assurance and Performance Systems

• Performance Reporting and Information

• Quality Assurance and Monitoring

• Service Experience, Governance and Risk Systems

• Risk and Incident Management

• Children’s Services Regulation

• Early Years’ Inspectorate

• Alternative Education Assessment

• Alternative Care Regulation

• Child Safeguarding Statement Compliance Unit (CSSCU)

• The Regulatory Practice & Development Team

• Tusla National Research Office

• Tusla Health and Safety Department

Operations

The Director of Services and Integration has delegated responsibility for the operational management, oversight, and accountability of specified operational services within the agency including 6 Regional & 17 Area child protection and welfare services, Children’s Residential Services, Tusla Education Support Services, Commissioning, Office of the Chief Social Worker, Separated Children Seeking International Protection Service, Adoption and Birth Information & Tracing Service and other national services. Working with senior staff and service leads across the organisation, this position serves as a crucial member of the Office of the National Director of Services and Integration, assisting the National Director in carrying out their authorized responsibilities.

Finance

Finance is a support function to all staff to enable effective management and operation of child & family services. Finance comes under the remit of the National Director for Finance & Corporate Services. The National Finance team are based in Brunel with Regional offices around the country. The key functions of the Finance department in supporting the Agency’s daily financial operations:

• Purchasing

• Payroll, Taxes and Travel & Subsistence

• Procurement Cards

• Compliance of Section 56/59 service providers

• Cash Allowance payments

• Producing the Agency’s Annual Financial Statements

• Ensuring financial compliance of Tusla and funded Community and Voluntary sector partner agencies

• Budget planning & allocation

• Banking and Treasury

• Providing support to local areas and financial oversight across all financial functions

Human Resources

HR comprises various dynamic teams all working together to support Corporate, National and Front-line services. The HR Directorate consists of Recruitment, Business Support, Corporate Employee Relations, Health Wellbeing including Employee Assistance Programme, Garda Vetting and Regional HR teams. Across all the HR team are various administration roles supporting the efficient delivery of HR services.

And other Business and Corporate Functions as below: Data Protection, Legal, Estates, Project Management Office, Workforce Learning and Development etc.

Reporting Relationship

To the designated supervisor who will be assigned at the job offer stage.

Duties and Responsibilities

Main Duties and Responsibilities

Professional

• Ensure the efficient day-to-day administration of area of responsibility.

• Maintain own knowledge of relevant procedures, practices and legislation to perform the role effectively and to ensure standards are met by own team.

• Ensure the management and maintenance of all records in an orderly and secure manner.

• Use appropriate technology to ensure work is completed to a high standard and engage in ICT developments as they apply to service administration.

• Maintain confidentiality.

• To plan and organise work of the department/section.

• Meet the deadlines for time and attendance entry, specifically the weekly entry deadlines in a timely and effective manner.

• To keep informed of relevant legislation, regulations, guidelines.

• To enhance internal and external service delivery by good communications.

• Provide cross cover for other Time and Attendance Super-users in the region.

• Work as part of a team and to ensure that all members are treated with dignity and respect.

Human Resources

• Encourage and support staff through change processes.

• Pay close and accurate detail to own personal work.

• Support the preparation and issuing of office documentation (correspondence, reports etc.) to the highest possible standard.

• Co-operate and work in harmony with other teams and disciplines.

• Ensure line management is kept informed of all issues.

Education and Training

• To maintain continuous personal development and participate in team-based development, education, training and learning.

• To complete all mandatory training.

• Where appropriate, arrange for the induction and training for assigned staff, as required to maximise skill resources (to include workplace experience placements where applicable).

• Where appropriate, provide supervision and assist in the development of knowledge and skills of relevant staff under your supervision.

• To participate in performance evaluation/review, identifying areas for improvement and appropriate plans/measures to achieve them.

• To ensure policies and procedures exist for all areas.

Health & Safety

• Comply with and contribute to the development of policies, procedures, guidelines and safe professional practice and adhere to relevant legislation, regulations and standards.

• Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to the service, for example National Standards for Child Protection and Care, and comply with associated Tusla protocols for implementing and maintaining these standards as appropriate to the role.

• To support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service.

The above Job Description is not intended to be a comprehensive list of all duties involved and consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned from time to time and to contribute to the development of the post while in office.

Eligibility Criteria

Qualifications and/or Experience

Applicants must, by the closing date of application, have the following:

• Have graduated with at least a second-class honour/merit in a degree (Level 7 or higher) on the National Framework of Qualifications in 2025.

OR

• Expect to graduate or to have received final year results with at least a second-class honour/merit in a degree (Level 7 or higher) on the National Framework of Qualifications by December 2025.

Health

A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service.

Character

Each candidate for and any person holding the office must be of good character.

Skills, Competencies and/or Knowledge

Tusla Leadership Competency Framework

The Tusla Leadership Competency Framework describes the behaviours that are key to Tusla colleagues being effective in the execution of their role at all levels within the Agency. The competencies and associated behavioural descriptors capture the transversal knowledge, skills, abilities and other characteristics that will enable colleagues, regardless of role or rank, to be effective in their work. The Tusla Leader Framework relevant for this role is Leading Self. Please access this Leading Self link to fully familiarise yourself with the impact of this Leading Self proficiency for Tusla.

Other Requirements of the Role

• The post holder will require access to appropriate transport as the post may involve travel.

• Have awareness of children and young people’s participatory practice.

Application Process

Campaign Specific Selection Process – Shortlisting/Interview

The online application system has a time-out facility to protect the privacy of the user. This time-out facility activates if the application has been dormant for over 60 minutes. Any work not saved will be lost if the system times out due to lack of activity. Please ensure to save your application as you work on it; any lost data cannot be recovered. It might be an idea for candidates to work on their applications outside of the system and copy and paste their answers into the online forms once fully complete and then submit. Once your application is fully submitted you will receive a confirmation email to your profile. If you do not receive this email, your application has not been submitted and received and you should log back on to submit fully.

Shortlisting may be carried out on the basis of information supplied in your application. The criteria for shortlisting are based on the requirements of the post as outlined in the eligibility criteria and skills, competencies and/or knowledge section of this job specification. Therefore, it is very important that you think about your experience in light of those requirements. Failure to include information regarding these requirements may result in you not being called forward to the next stage of the selection process. Those successful at the shortlisting stage (where applied) will be called forward to interview.

Code of Practice

The Recruitment Service Child and Family Agency will run this campaign in compliance with the Code of Practice prepared by the Commission for Public Service Appointments (CPSA). The Code of Practice sets out how the core principles of probity, merit, equity and fairness might be applied on a principle basis. The Code also specifies the responsibilities placed on candidates, facilities for feedback to applicants on matters relating to their application when requested, and outlines procedures in relation to requests for a review of the recruitment and selection process and review in relation to allegations of a breach of the Code of Practice. Codes of practice are published by the CPSA and are available on www.cpsa.ie

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Tusla Child and Family Agency is an Equal Opportunities Employer.

Tusla Child and Family Agency recognises its responsibilities under the Data Protection Acts 2003–2018 and the Freedom of Information Act 2014.

The Integrated Reform Programme is a significant initiative being undertaken by Tusla to improve the way in which we deliver our services to children and families. Tusla has designed a consistent regional structure to ensure this equitable provision of services and as part of this design Tusla is moving from 17 regions to 30 networks. It is important to note that this is an initial assignment and may be subject to change in line with the Integrated Reform process. The Integrated Reform Programme may also impact on duties of this role as structures change, and you will be notified of same as the programme progresses as appropriate to this role.

This job description is a guide to the general range of duties assigned to the post holder. It is intended to be neither definitive nor restrictive and is subject to periodic review with the employee concerned.

Tusla values individuals’ rights and freedoms in respect of privacy and fully complies with the requirements of the Data Protection Act 2018. All roles within Tusla carry responsibility towards the protection of personal and sensitive data.

Tenure

The current vacancies available are permanent/temporary and whole time/part time. The posts are pensionable. A panel may be created from which permanent and specified purpose vacancies of full or part-time duration will be filled. The tenure of these posts will be indicated at “expression of interest” stage for each individual post. The purpose of this campaign is to fill immediate urgent vacancies and it is expected that panel placements will cease if expressions are not received within the appropriate processes. Appointment as an employee of the Child & Family Agency is governed by the Child and Family Agency Act, 2013 and the Public Service Management (Recruitment and Appointments) Act 2004.

Remuneration

The Salary scale for the whole-time equivalent of this post is: 01/08/2025: €35,609, €37,741, €38,597, €40,760, €42,740, €44,473, €46,151, €48,414, €50,059, €51,718, €53,296, €54,914 LSIs. LSIs (Long Service Increments) are represented by emboldened figures. 1st LSI is paid after 3 years on the max, the 2nd LSI after 3 years on LSI1, and the 3rd LSI after 3 years on the 2nd LSI (where applicable). The appointee shall commence on the first point of the salary scale. Incremental credit may be given on appointment for certain types of relevant experience – more information available in Appendix 5. Candidates should note that entry will be at the minimum point of the scale and will not be subject to negotiation, and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if the appointee is a currently serving civil or public servant.

Working Week

The standard working week applying to the whole-time equivalent of this post is 35 hours.

Annual Leave

The annual leave associated with the whole-time equivalent of this post is 28 days per annum.

Superannuation

This is a pensionable position with Tusla. The successful candidate will upon appointment become a member of the appropriate pension scheme. Pension scheme membership will be notified within the contract of employment.

Probation

2. A probation period of 39 weeks, or proportion of same for fixed term/specified purpose contracts, where applicable, shall apply from the commencement of employment, during which the contract may be terminated by either party in accordance with this contract. The probationary period may be extended at the discretion of management by a further 9 weeks or proportion of same for fixed term/specified purpose contracts, where applicable. Confirmation of appointment as a permanent member of staff is subject to the successful completion of the probationary period for permanent contracts. Where you have already completed a probationary period with the Child and Family Agency, Health Service Executive, or Local Authority, and there is no break in service, no period of probation applies.

Responsibilities under Children First National Guidance for the Protection and Welfare of Children (2017)

The safety and welfare of children and young people is a key priority for Tusla – Child and Family Agency. All employees of Tusla are required to be vigilant to any concerns regarding the protection and welfare of children and to bring them to the attention of the Tusla Designated Person in a timely manner, in keeping with the Tusla – Child and Family Agency Child Protection policies.

National Standards for Children and Family Services

Employees must have a working knowledge of HIQA Standards (https://www.hiqa.ie/areas-we-work/childrens-services

) and/or the Adoption Authority of Ireland Standards as they apply to the role. All employees must be aware of their responsibilities under Children First National Guidance for the Protection and Welfare of Children (2017).

Ethics in Public Office 1995 and 2001

Positions remunerated at or above the minimum point of the Grade VIII salary scale (€73,209 plus) are designated positions under Section 18 of the Ethics in Public Office Act 1995. Any person appointed to a designated position must comply with the requirements of the Ethics in Public Office Acts 1995 and 2001 as outlined below:

A) In accordance with Section 18 of the Ethics in Public Office Act 1995, a person holding such a post is required to prepare and furnish an annual statement of any interests which could materially influence the performance of the official functions of the post. This annual statement of interest should be submitted to the Chief Executive not later than 31st January in the following year.

B) In addition to the annual statement, a person holding such a post is required, whenever they are performing a function as an employee of Tusla and have actual knowledge, or a connected person has a material interest in a matter to which the function relates, to provide at the time a statement of the facts of that interest. A person holding such a post should provide such statement to the Chief Executive. The function in question cannot be performed unless there are compelling reasons to do so, and if this is the case, those compelling reasons must be stated in writing and must be provided to the Chief Executive.

C) A person holding such a post is required under the Ethics in Public Office Acts 1995 and 2001 to act in accordance with any guidelines or advice published or given by the Standards in Public Office Commission. Guidelines for public servants on compliance with the provisions of the Ethics in Public Office Acts 1995 and 2001 are available on the Standards Commission’s website http://www.sipo.gov.ie/