Clerical Officer

An Overview of An Garda Síochána

An Garda Síochána: Ag Coinneáil Daoine Sábháilte – Keeping People Safe

An Garda Síochána is the national police and security service of Ireland, comprised of approximately 14,000 Garda Members, 3,400 Garda Staff and 350 Garda Reserves.

With a dual role and responsibility for the provision of policing services, and protecting the security of the State, An Garda Síochána is committed to delivering a responsive, effective and efficient service, that meet the needs of our communities.

The organisation was established over 100 years ago at the inception of the state, and has a proud history of delivering community policing. In order to build upon this strong foundation, An Garda Síochána must continue to evolve, responding as a modern police and security service to the changing face of crime, vulnerability, population and citizen expectation.

An Garda Síochána is charged with delivering on the key commitments made within the Programme for Government. In support of such, the organisation is growing at scale, with the effective use of Garda resources and capabilities as a key focus area.

An Garda Síochána has delivered on a significant organisational transformation programme including the introduction of cutting-edge technology, new methods of working and the biggest change to its structure in its history.

The introduction of a Garda Board is supporting the organisation in becoming more agile and adaptive, while a new Policing and Community Safety Authority is supporting the effective provision and continuous improvement of policing services. These developments and more mean it is a particularly exciting time to join An Garda Síochána and the organisation is determined to recruit the best talent to help deliver its ambitious programme of work.

An Garda Síochána seeks to employ permanent Clerical Officers and Temporary Clerical Officers nationwide in An Garda Síochána. Following the completion of the competition, a panel will be established, which will remain in place for 2 years from the date it is first created.

The responsibilities of the Clerical Officers may vary depending on the assigned department within An Garda Síochána. The role encompasses a range of administrative and operational support tasks, contributing to the efficient delivery of services across the organisation.

Responsibilities

• Provide high-quality administrative support, including document management, data entry, email correspondence, and telephone communications, under the guidance of a line manager.

• Support colleagues and line managers across various teams, fostering collaboration and contributing to shared goals.

• Work effectively as part of a multidisciplinary team (including both Garda Staff and Garda Members) to deliver services in a responsive and professional manner.

• Engage with members of the public, responding to queries and providing accurate information through face-to-face interactions, telephone calls, and digital channels.

• Deliver exceptional customer service, ensuring all interactions are courteous, informed, and solution focused.

• Utilise digital tools and platforms daily, including word processing, spreadsheets, databases, email, and internet-based systems, to complete tasks efficiently.

• Maintain accurate and well-organised records in line with An Garda Síochána organisational standards and data protection requirements.

• Review and verify work to ensure accuracy, completeness, and adherence to quality standards.

• Approach work tasks in a methodical manner, displaying accuracy and attention to detail at all times, including when performing routine or repetitive duties.

• Undertake any additional responsibilities appropriate to the grade and scope of the role, as required by An Garda Síochána.

Person Specification

The candidate appointed as a Clerical Officer or Temporary Clerical Officer in An Garda Síochána will be an individual of the utmost integrity and ethical values, demonstrating personal drive, commitment and energy. They will foster a culture of ethical behaviour and personal responsibility throughout their areas of responsibility.

Experience/Qualifications Required: By the closing date, candidates must have: A. At least a Grade D (or a pass) in higher or ordinary level in 5 subjects in the Leaving Certificate, or a qualification of equivalent/higher standard on the National Qualification Framework (NQF) OR B. At least one year’s demonstrable experience in an office administration role.

Candidates must also have:

• Computing skills, including the use of databases and Microsoft Office packages (including Word, Excel, and Outlook).

In addition to demonstrating the competencies identified for the role, candidates must be at least 18 years of age before the closing date, i.e., born on or before 29/10/2007.

In addition to the above, candidates must also be able to demonstrate the key competencies identified for effective performance at this level:

• Team Work

• Information Management/Processing

• Delivery of Results

• Customer Service & Communication Skills

• Specialist Knowledge, Expertise and Self-Development

• Drive & Commitment to Public Service Values

Eligibility to Apply

Eligibility to apply and certain restrictions on eligibility

Citizenship Requirements Eligible candidates must 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 has a stamp 4* or a Stamp 5 permission.

Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent.

To qualify, candidates must be eligible by the date of any job offer. It is the candidate’s responsibility to maintain eligibility.

Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation letter dated 28th June 2012 to Personnel Officers introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation and the Public Services Committee of the ICTU in relation to ex-gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the Public Service by any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009–2011) for a period of 2 years from termination of the employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility).

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 not eligible to apply for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position.

Department of Health and Children Circular (7/2010) The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector or in the wider Public Service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years. People who availed of the VER scheme are not eligible to apply in this competition. People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility).

Department of Environment, Community & Local Government (Circular Letter LG(P) 06/2013) The Department of Environment, Community & Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28 June 2012 as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment in any Public Service body [as defined by the Financial Emergency Measures in the Public Interest Acts 2009–2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012] for a period of 2 years from their date of departure under this Scheme. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor).

Declaration

Applicants will be required to declare whether they have previously availed of a Public Service scheme of incentivised early retirement. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment.

Employer of Choice

As an Employer of Choice, An Garda Síochána has many flexible and family friendly policies e.g., Worksharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis), etc. All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation.

Principal Conditions of Service

General

Appointment to a permanent post in An Garda Síochána is subject to the Policing, Security and Community Safety Act 2024, the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to An Garda Síochána. Please note appointments from within An Garda Síochána for staff employed pre-commencement of the Policing Security & Community Safety Act will be to a Civil Service grade with Civil Service terms and conditions.

Salary Scale

The Clerical Officer salary scale will apply to this position. The PPC (Personal Pension Contribution) salary scale (weekly) for this position, with effect from 1st August 2025 is as follows:

Clerical Officer Salary Scale

€596.11 - €629.46 - €637.94 - €654.47 - €678.87 - €703.22 - €727.55 - €745.29 - €765.40 - €788.74 - €805.15 - €828.27 - €851.22 - €887.05 - €915.19* - €928.12

**Long Service increment (LSI 1) may be payable following 3 years’ satisfactory service at the maximum of scale. **Long Service increment (LSI 2) may be payable following 6 years’ satisfactory service at the maximum of scale.

Personal Pension Contribution

The PPC pay rate applies when the individual is required to pay a Personal Pension Contribution (otherwise known as a main scheme contribution) in accordance with the rules of their main/personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme, or the Additional Superannuation Contributions (ASC). A different rate will apply where the appointee is not required to make a Personal Pension Contribution.

Candidates should note that entry will be at the minimum 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. Increments may be awarded annually, subject to satisfactory performance.

Important Note

Different terms and conditions may apply, if, immediately prior to appointment the appointee is already a serving Civil Servant or Public Servant. Payment will be made weekly in arrears by Electronic Fund Transfer (EFT) into a bank account of an employee’s choice. Payment cannot be made until a bank account number and bank sort code has been supplied to the HR Directorate, Athlumney House, Johnstown, Navan, Co Meath C15 ND62. Statutory deductions from salary will be made as appropriate. Upon appointment, you will agree that any overpayment of salary, allowances, or expenses will be repaid by you subject to An Garda Síochána’s Management of Overpayments Policy.

Location

Please note that there are a number of positions available at various locations nationwide at the time of advertising. The successful panels, which will be valid for 24 months, will be utilised for permanent Clerical Officer and Temporary Clerical Officer positions that may arise nationwide. The location will be confirmed at the job offer stage.

Position

These panels will be used to fill permanent and/or temporary positions at this grade, which may arise during the lifetime of the panels.

Temporary Vacancies

In the event that temporary vacancies for this post arise during the lifetime of the Order of Merit, An Garda Síochána reserves the right to offer such temporary posts on the basis of the results of this competition. Candidates who accept such a temporary post will retain their placing on the Order of Merit, and the acceptance of such a temporary appointment in no way interferes with the normal process of appointing candidates to permanent posts that may arise.

Temporary Tenure (Temporary Clerical Officers)

Assignments will be to a temporary position. The duration and period of a temporary contract will vary from post to post. There is no entitlement to a permanent position. The duration of your probation will vary depending on the contract awarded. Probation in most circumstances will amount to 1/3 of the full contract amount. Example: Contract is awarded for 12 weeks – probation will last for 4 weeks. Notwithstanding the above paragraph on tenure, we retain the right to consider holding a confined Selection Process for permanent appointment to certain positions within the An Garda Síochána in certain limited circumstances. Any such process will be held in compliance with the Commission for Public Service Appointments (CPSA) Code of Practice.

Tenure and Probation (Permanent Clerical Officers)

The appointment is to a permanent position on a probationary contract in An Garda Síochána. The probationary contract will be for a period of one year from the date specified on the contract. During the period of your probation, your performance will be subject to review by your line manager(s) to determine whether you: (i) Have performed in a satisfactory manner; (ii) Have been satisfactory in general conduct; and (iii) Are suitable from the point of view of health with particular regard to sick leave.

Prior to the completion of your probation, a decision will be made as to whether or not you will be retained, subject to An Garda Síochána’s Probation Policy. This decision will be based on your performance assessed against the criteria set out in (i) to (iii) above. The detail of the probationary process will be explained to you and you will be given a copy of An Garda Síochána Policy on probation.

Notwithstanding the preceding paragraphs in this section, your probation contract may be terminated at any time prior to the expiry of the term of the contract by either side in accordance with the Minimum Notice and Terms of Employment Acts, 1973 to 2005.

In the following circumstances, your probation period may be extended:

• The probationary period stands suspended when an employee is absent due to Maternity or Adoptive Leave.

• In relation to an employee absent on Parental Leave or Carers Leave, the employer may require probation to be suspended if the absence is not considered to be consistent with the continuation of the probation.

• Any other statutory provision providing that probation shall: (i) stand suspended during an employee’s absence from work, and (ii) be completed by the employee on the employee’s return from work after such absence.

Where probation is suspended, An Garda Síochána will notify you of the circumstances relating to the suspension.

All appointees will serve a one-year probationary period. If an appointee who fails to satisfy the conditions of probation, a serving member of Garda staff in An Garda Síochána immediately prior to their appointment from this competition, the issue of reversion will normally arise. In the event of reversion, an employee will return to a vacancy in their former grade.

Hours of attendance

Hours of attendance will be fixed from time to time but will amount to on average not less than 41 hours 15 minutes gross including lunch breaks, or 35 hours net per week. The successful candidate will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of their duties subject to the limits set down in the working time regulations.

The Organisation of Working Time Act

The terms of the Organisation of Working Time Act 1997 will apply, where appropriate, to this employment.

Headquarters

Headquarters will be such as may be designated from time to time by the Head of the Department/organisation. When required to travel on official duty the appointee will be paid appropriate travelling expenses and subsistence allowances, subject to rates to be advised per the Garda Staff Handbook.

Duties

The employee will be required to perform any duties appropriate to the position which may be assigned from time to time. The employee may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties or conflict with their role.

Annual Leave

The annual leave allowance for this position is 22 days rising to 23 days after 5 years’ service, 24 days after 10 years’ service, 25 days after 12 years’ service and 26 days after 14 years’ service. This allowance is subject to the usual conditions regarding the granting of annual leave, is based on a five-day week and is exclusive of the usual public holidays. The annual leave for the temporary positions will be on a pro rata basis.

Sick Leave

Pay during properly certified sick leave will apply in accordance with the provisions of An Garda Síochána Sick Leave Policy. Where an employee is eligible for Illness Benefit (IB), they must comply with the procedures for claiming IB from the Department of Social Protection and must confirm that they have mandated the IB payment directly to An Garda Síochána. Failure to do so may result in an overpayment.

Superannuation and Retirement

The successful candidate will be offered the appropriate superannuation terms and conditions as prevailing in An Garda Síochána at the time of being offered an appointment. In general, an appointee who has never worked in the Public Service will be offered an appointment based on membership of the Single Public Service Pension Scheme (“Single Scheme”). Full details of the Scheme are at www.singlepensionscheme.gov.ie. Where the appointee has worked in a pensionable (non-Single Scheme terms) public service job in the 26 weeks prior to appointment or is currently on a career break or special leave with/without pay different terms may apply. The pension entitlement of such appointees will be established in the context of their public service employment history.