Clerical Officer

Job Summary: The nature of the work carried out by clerical staff may vary depending on the business being conducted by the employing organisation. This will involve such clerical/administrative tasks as may be assigned to the employee from time to time.

The following reflects the typical duties you may be required to undertake, if appointed: • General clerical work e.g. filing, photocopying, answering/making telephone calls, dealing with emails, etc. under the supervision of a designated manager; • Supporting line-managers and colleagues in the delivery of a quality service to all of our stakeholders. • Working as part of a team in delivering services, working with colleagues across the organisation on working groups/project teams in meeting strategic/corporate objectives; • Communicating and dealing with the public/customers e.g. responding to queries and providing information face-to-face, by telephone or via email/correspondence. • Providing the highest quality standards in customer service; • Using Information Technology daily e.g. word processing, spreadsheets, database, email 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, always displaying accuracy. • Adhere to all relevant public health guidance and measures in place within the office environment to ensure the safety of all staff. • Adhere to all health and safety policies and procedures in place for safe working within the workplace or when working from home. • Adhere to all RSA policies and procedures, engaging with management in the roll out of strategic objectives and transformation projects. • Any other duties deemed appropriate. • In certain instances, positions may arise where specialist skills or experience is required e.g. accounts, language skills, etc. Suitable candidates may be selected for the purpose of filling such vacancies.

This 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 to them from time to time by management and to contribute to the development of the post while in the role. Key competencies for effective performance at this level: Key Personal Attributes: The person undertaking this role needs a broad range of knowledge, skills and experience, including the following key competencies: • Teamwork • Information Management/ Processing • Delivery of Results • Customer Service & Communication • Specialist Knowledge, Expertise and Self Development

Key Skills: Clerical Officers will be required to be proficient in the following areas. • Proficiency in IT (Outlook, Word, Excel, PowerPoint etc) • Sound judgement and excellent decision making, problem solving, analytical thinking and interpersonal skills.

Entry requirements and Eligibility: Essential Requirements: On the closing date of Thursday, 22 May 2025, to be eligible for consideration, a candidate must satisfy all of the following requirements: • Have the requisite knowledge, skills and competencies to carry out the role. • Be capable and competent of fulfilling the role to a high standard. • Have a good general level of education. • Previous relevant work experience, preferably in a customer service office environment. • Appropriate level and experience of relevant ICT Skills, e.g. proficiency in Word, Excel, E-mail. • Be at least 17 years of age on or before 22nd May 2025. • Fulfil citizenship, health and character requirements. • Ensure that they meet the criteria regarding Public & Civil Service Redundancy/Ill Health Retirement Schemes.

Desirable, but not essential: • Additional education • Irish language skills

The RSA is fully committed to fulfilling obligations under the Official Languages Act. It is intended that vacancies arising which require staff to provide a full range of services through the Irish language (Functional Bilinguals) may be filled from this competition. Candidates who indicate their interest and who are successful at the final selection stages will be required to undergo certain assessments though Irish, e.g. interview and written test, prior to being considered for such a position. Salary Scale: Based on a 41.25 hours per week gross or 35 hours net, successful candidates will be paid on the (Temporary Clerical Officer) PPC scale.

Circular 06/2025: Application of 1 March 2025 pay adjustments Point 1 €590.21 Point 2 €623.23 Point 3 €631.62 Point 4 €647.99 Point 5 €672.15 Point 6 €696.26 Point 7 €720.35 Point 8 €737.91 Point 9 €757.82 Point 10 €780.93 Point 11 €797.18 Point 12 €820.07 Point 13 €842.79 Point 14 €878.27 Point 15 €906.13¹ Point 16 €918.93² Salary is paid weekly; the Authority operates a contributory pension scheme. PPC (Personal Pension Contribution) Scale (for officers who are existing civil or public servants appointed on or after 6 April 1995 or who are new entrants to the civil or public service and who are making a compulsory personal pension contribution). 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 years (LSI-1) and 6 years (LSI- 2) satisfactory service at the maximum of the scale. Candidates should note that entry will be at point 1 of the above scale and will not be subject to negotiation. Previous service for incremental purposes will be reviewed once an appointment has been confirmed. The rate of remuneration may be adjusted from time to time in line with Government pay policy. Candidates should note that different pay and conditions may apply, if, immediately prior to appointment, the appointee is a serving civil or public servant. Probation: Candidates must satisfactorily complete a pro-rata probationary period as part of the temporary appointment. The length of this probation will be dependent on the length of the temporary contract.

Annual Leave: The annual leave allowance will be 22 working days a year. This will be calculated pro rata for contracts under 12 months. This leave is on the basis of a five-day week and is exclusive of the usual public holidays.

Superannuation and Retirement: The appointee will be offered public service pension terms and retirement age conditions in accordance with pension arrangements in the Road Safety Authority depending on the status of the successful appointee: Full details of the Scheme are at https://singlepensionscheme.gov.ie/ (a) In general, an individual who has no prior pensionable Public Service history in the 26 weeks prior to appointment will be a member of the Single Public Service Pension Scheme (Single Scheme) which commenced from 1 January 2013 (Section 10 of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 refers); Under the Single Public Service Pension Scheme retirement is compulsory on reaching 70 years of age. Minimum pension age is 66 years (but this will rise to 67 and 68 in line with State Pension age changes) (b) An individual who is on secondment will remain a member of the parent organisation’s pension scheme and the pensionable remuneration will be based on his/her substantive grade i.e. the grade at which the individual is employed in his/her parent organisation (c) An individual who was a member of a “pre-existing public service pension scheme” as construed by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 and who does not qualify for membership of the Single Scheme will be a member of the Road Safety Authority’s existing Staff Superannuation Scheme (d) Appointee’s status for superannuation purposes At the time of being offered an appointment, the Road Safety Authority, in consultation with the Department of Public Expenditure and Reform, if necessary, will, in the light of the appointee’s previous Public Service (and/or other) employment history, determine the appropriate pension terms and conditions to apply for the duration of the appointment. Appointees will be required to disclose their full public service history. Details of the appropriate superannuation provisions will be provided upon determination of appointee’s status. The following points should be noted Pension Accrual: A 40-year limit on total service that can be counted towards pension where a person has been a member of more than one existing public service pension scheme will apply. This 40-year limit, which is provided for in the Public Service Pensions (Single Scheme and other Provisions) Act 2012 came into effect on 28 July 2012. This may have implications for any appointee who has acquired pension rights in a previous public service employment.

Pension Abatement: The Public Service Pensions (Single Scheme and Other Provisions) Act 2012 extended pension abatement so that a retiree’s public service pension is liable to abatement on re-entering public service employment, even where the new employment is in a different area of the public service. However, if the appointee was previously employed in the Civil Service and awarded a pension under voluntary early retirement arrangements (other than the Incentivised Scheme of Early Retirement (ISER) or the Health Service Executive VER/VRS which, as outlined below, render a person ineligible for the competition) the entitlement to payment of that pension will cease with effect from the date of reappointment. Special arrangements will, however, be made for the reckoning of previous service given by the appointee for the purpose of any future superannuation award for which the appointee may be eligible.

Ill-Health Retirement: Please note that where an individual has retired from a Civil/Public Service body on the grounds of ill-health his/her pension from that employment may be subject to review in accordance with the rules of ill-health retirement within the pension scheme of that employment. Please note more detailed information in relation to pension implications for those in receipt of a civil or public service ill-health pension is available to download here: Ill Health Retirement (IHR).

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. 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, after which time any re-employment will require the approval of the Minister for Public Expenditure and Reform. People who availed of either of these schemes are not eligible to compete in this competition. People who availed of either of these schemes are not eligible to compete in this competition. Citizenship Requirements: 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(1) or a Stamp 5 visa; (I) 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 important that candidates list their previous civil or public service employment, if they have availed of a voluntary redundancy or retirement scheme and/or are in receipt of an ill-health retirement pension. Failure to do so could lead to disciplinary action. Collective Agreement: Redundancy Payments to Public Servants: The Department of Public Expenditure and Reform 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 and Reform 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. Thereafter the consent of the Minister will be required prior to re-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) and the Minister’s consent will have to be secured prior to employment by any public service body.