Clerical Officer

Overview of the Role

The key features of the role are:

Clerical Officers in the Legal Aid Board carry out a range of duties which can vary with work assignment. They provide essential clerical and administrative support to the many functions of the Board. Clerical Officers are often the initial contact point for members of the public and can play a crucial role in informing the public about the Board’s services, and in directing them to other agencies that may be able to meet their needs.

A Clerical Officer in the Legal Aid Board can fill many different roles including but not limited to;

·      General administrative work including; filing, photocopying, answering and making telephone calls, dealing with emails, reception duties, drafting letters

·      Supporting line managers and colleagues

·      Working as part of a team in delivering services

·      Communicating and dealing with clients e.g., responding to queries and providing information via telephone or email

·      Providing the highest standards of customer service

·      Using Information Technology on a daily basis e.g., word processing, spreadsheets, database, emails and internet

·      Maintaining high quality records in a thorough and organised manner

·      Checking all work thoroughly to ensure it is completed to a high standard

·      Approaching work in a careful and methodical manner, displaying accuracy at all time, even when conducting repetitive work

Clerical Officer Competencies

Candidates should demonstrate the skills and capabilities under the six main competencies identified for this role:

·      Team Work

·      Information Management and Processing

·      Delivery of Results

·      Customer Service and Communication Skills

·      Specialist Knowledge, Expertise and Self Development

·      Drive and Commitment to Public Service Values

Candidates to be called for interview may be shortlisted on the basis of the information provided in the Application Forms.

Please see Appendix I for more information on the Clerical Officer competencies.

Essential entry requirements

Candidates must by the closing date of the competition;

·      Have the requisite fluency, knowledge, skills and competencies to carry out the role

·      Have an appropriate level and experience of relevant ICT skills, e.g., proficiency in Word, Excel and email.

·      Be at least 17 years of age

·      Fulfil Citizenship, Garda Vetting Clearance and Reference check requirements – further information below

·      Ensure that they meet the criteria regarding Public and Civil Service Redundancy, Ill health Retirement Schemes

·      Demonstrate the skills and capabilities under the competencies identified for this role.

As an Employer of Choice, the Civil Service has many flexible and family friendly policies e.g. Work-sharing, 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 and on a case-by-case basis.

The Civil Service also operates a Mobility scheme for all general service grades. This scheme provides staff with career opportunities to learn and partake in diverse roles across a range of Civil Service organisations and geographical locations

Principal Conditions of Service

General

The appointment is to a position of Clerical Officer in the Legal Aid Board. Employees of the Legal Aid Board are Civil Service and are subject to the Civil Service Regulations Acts 1956 to 2005, the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to the Civil Service.

Pay

Clerical Officer PPC Salary Scale – from 1st February 2026

605.69 - 949.31 per week

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.

Long service increments may be payable after 3(LSI1) and 6(LSI2) years satisfactory service at the maximum of the scale.

Entry will be at the minimum of the scale and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy.

Different terms and conditions may apply if you are currently a serving civil or public servant. Subject to satisfactory performance increments may be payable in line will current Government Policy.

Payment will be made weekly in arrears by Electronic Fund Transfer (EFT) into a bank account of your choice. Payment cannot be made until a bank account number and sort code has been supplied on appointment and statutory deductions from salary will be made as appropriate.

Successful candidates will agree that any overpayment of salary, allowances, or expenses will be repaid by you in accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners.

Tenure and Probation

The appointment may be to a permanent or temporary position in the Civil Service.

The probationary contract will be for a period of one year from the date specified on the contract.

The contract for a temporary position will be for a period specified in the contract. Candidates offered a fixed term contract post from this competition will remain under consideration for any future permanent posts. Notwithstanding this paragraph and the paragraph immediately following below, this will not preclude an extension of the probationary contract in appropriate circumstances.

During the period of your probationary contract, your performance will be subject to review by your supervisor(s) to determine whether you –

·      have performed in a satisfactory manner,

·      have been satisfactory in general conduct, and

·      are suitable from the point of view of health with particular regard to sick leave.

.

Prior to the completion of the probationary contract a decision will be made as to whether or not you will be retained pursuant to Section 5A (2) Civil Service Regulation Acts 1956–2005. 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 by the Legal Aid Board and you will be given a copy of the Department of Public Expenditure and Reform’s guidelines on probation.

Notwithstanding the preceding paragraphs in this section, the probationary 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 certain circumstances your contract may be extended and your probation period suspended. The extension must be agreed by both parties.

·      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 employee 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 probations shall –

               i.           Stand suspended during an employee’s absence from work, and

              ii.          Be completed by the employee on the employees return from work after such absence.

When the probation is suspended the employer should notify the employee 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 has been a serving civil servant immediately prior to their appointment from this competition, the issue of reversion will normally arise.  In the event of reversion, an officer will return to a vacancy in their former grade in their former Department.

Unfair Dismissals Act 1977-2015

The Unfair Dismissals Acts 1977-2015 will not apply to the termination of this employment by reason only of the expiry of this probationary contract without it being renewed.

Duties

The Officer will be required to perform any duties appropriate to the position which may be assigned from time to time. The officer may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties or conflict in any way with the position to which the candidate is appointed.

The Organisation of Working Time Act

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

Headquarters

The Officer’s headquarters will be such as may be designated from time to time by the Head of the Department. When absent from home and headquarters on official duty, appropriate travelling expenses and subsistence allowances, subject to normal civil service regulations.

Hours of attendance

Hours of attendance will be fixed from time to time but will amount to not less than 41 hours and 15 minutes gross or 35 hours net per week. Where extra attendance is necessary, overtime payments will be allowed in accordance with the Civil Service overtime regulations.

Annual Leave

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

Sick Leave

Pay during properly certified sick absence, provided there is no evidence of permanent disability for service, will apply on a pro-rata basis, in accordance with the provisions of the sick leave Circulars.

Officers who will be paying Class A rate of PRSI will be required to sign a mandate authorising the Department of Social Protection to pay any benefits due under the Social Welfare Acts directly to the Legal Aid Board. Payment during illness will be subject to the officer making the necessary claims for social insurance benefit to the Department of Social Protection within the required time limits.

Superannuation and Retirement

The successful candidate will be offered the appropriate superannuation terms and conditions as prevailing in the Civil Service at the time of being offered an appointment.  In general, an appointee who has never worked in the Public Service will be offered 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.

Key provisions attaching to membership of the Single Scheme are as follows:

 Pensionable Age: The minimum age at which pension is payable is the same as the age of eligibility for the State Pension, currently 66.

·      Retirement Age: Scheme members must retire on reaching the age of 70.

·      Career average earnings are used to calculate benefits (a pension and lump sum amount accrue each year and are up-rated each year by reference to CPI).

·      Post retirement pension increases are linked to CPI.