Communications Officer

Key Areas for Performance HIQA has identified key behavioural and technical competencies for effective performance through a Competency Framework as seen below. Please refer to the role description for an overview of each competency and the proficiency levels required for this role. For more in-depth information on the competencies. It is important that you review the full competency framework guidance document which is available at: https://www.hiqa.ie/about-us/careers.

Proficiency Levels This Competency Framework is based on four levels of proficiency that build on each other: Emerging/Developing: The level of competency required to carry out some of the core requirements of the role, with support/leadership required to develop competency in other requirements

Proficient: The level of competency required to carry out the core requirements of a role Skilled: The level of competency required to carry out the core requirements of a role, and develop capability in others or demonstrate the competency in a more senior or complex role Master: The level of competency required to carry out the core requirements of a role, develop capability in others, demonstrate the competency in a more senior or complex role and be seen as a role model in the organisation or field in that area of competence. Role Purpose The purpose of this role within the relevant business unit and for HIQA as a whole: The Communications Officer will support the delivery of both proactive and strategic communications for HIQA. They will work with report writers across Directorates, ensuring that our publications are free of errors, easy to read, conform to HIQA’s house style and corporate identity and are published on time. They will assist with in-house publishing and liaise with graphic designers when necessary. The selected applicant will also assist in responding to media queries, drafting press releases and social media content on the reports, issuing them to the media and generating media coverage of our work.

Behavioural Expectations The way that HIQA people are expected to work to role model HIQA values: The incumbent of this role is expected to demonstrate HIQA’s values in the delivery of every day work and interactions with service users and colleagues, by putting people first, being fair and objective, being open and accountable, demonstrating excellence and innovation and working together.

Common Tasks Team Member  Seek clarity on the tasks associated with own role

• Complete tasks in compliance with policies and procedures
• Adhere to relevant legislation, standards and internal audits
• Fulfil any mandatory or professional competency requirements
• Maintain confidentiality and a professional approach
• Raise any concerns in relation to workplace health and safety
• Actively identify learning needs and development opportunities
• Actively contribute as a team member
• Follow direction and take on new and different tasks
• Set and achieve performance goals that contribute to HIQA strategy
• Regularly seek feedback to meet performance expectations and goals

Role Specific Tasks The key tasks and activities associated with the role:

• Determine and apply appropriate levels of editorial review to draft documents and reports
• Edit and re-write portions of documents, where appropriate to do so and with approval
• Prepare and assist with preparation, coordination, copyediting, and proofing of large and small documents
• Prepare documents for in-house publishing using basic desktop publishing and also work with external designers for professional production
• Write or edit press releases, media articles, website copy, and internal corporate communications as required
• Issue press releases to media and follow up with them to generate media coverage on our reports
• Assist with the management of media queries
• Develop content for social media and use HIQA’s social media platforms, where appropriate to do so and with approval
• Prepare and issue media monitoring notifications across the organisation on a daily basi
• Assist with planning and running events
• Respond to information requests from members of the public
• Manage the media contact database
• Provide communications administration
• Assist the Communications Team with other projects as required

The contents of any role description are not exhaustive and are intended to be indicative of the scope of the role.

Qualifications The qualifications that are essential to effectively meet the requirements of the role: In determining your eligibility, the following are the essential qualifications that will be assessed as part of the shortlisting stage of the selection process.

• A third level qualification at a minimum of Level 8 on the National Framework of Qualifications or equivalent. The qualifications that are desirable to effectively meet the requirements of the role:
• A third level qualification at a minimum Level 8 on the National Framework of Qualifications or equivalent in Multimedia/Communications, Public Relations, or Marketing.

Knowledge and Experience The knowledge and experience that is essential to effectively meet the requirements of the role: In determining your eligibility the following are the essential knowledge and experience that will be assessed as part of the shortlisting stage of the selection process.

• A minimum of one year’s experience in a communications role deemed relevant by the Authority. Other knowledge and experience that are deemed necessary for the role
• Excellent communication skills and proven written and spoken.
• English with an excellent command of the English language.
• Experience in editing and reviewing documents.

The knowledge and experience that is desirable to effectively meet the requirements of the role:

• Excellent communication and interpersonal skills with an ability to engage effectively with a wide range of stakeholders
• The ability to present information clearly, concisely and confidently both written and when speaking
• The ability to interact in a professional manner with staff and other key stakeholders
• Ability to communicate complex health or technical information in plain English
• Excellent computer skills, particularly Microsoft Office and Sharepoint
• Experience of having written and published press releases and engaging with media
• The ability to build and maintain relationships with colleagues and other stakeholders, including members of the media
• Flexibility and willingness to adapt, positively contributing to the implementation of change
• Ability to engage effectively with a range of audiences, and to manage a broad cross section of internal clients and competing demands

Principal Conditions of Service Probation: A probationary period of six months applies to this position.

Pay: Candidates will be appointed on the minimum point of the salary scale (€35,687) and in accordance with the Department of Finance guidelines. The rate of remuneration will not be subject to negotiation.

The incremental progression for this scale is in line with Government pay policy. The salary scale for this position is as follows: Executive Officer (PPC) €35,687 €37,589 €38,663 €40,759 €42,638 €44,455 €46,266 €48,039 €49,830 €51,581 €53,440 €54,685 €56,461¹ €58,251² 1. After 3 years’ satisfactory service at the maximum 2. After 6 years’ satisfactory service at the maximum Entry will be at the first point of the scale. An exception may occur where an appointee has been serving elsewhere in the public service in an analogous grade and pay-scale. In this case the appointment may be made at the appointee’s current point of scale. Please note the rate of remuneration may be adjusted from time to time in line with Government pay policy.

Superannuation: Pensionable public servants (new joiners) recruited on or after 1 January 2013 will be members of the Single Public Service Pension Scheme. Please note that the Single Public Service Pension Scheme applies to all pensionable first-time entrants to the public service, as well as to former public servants returning to the public service after a break of more than 26 weeks. 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. The legislation giving effect to the Scheme is the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. For those who are not subject to the Single Public Service Pension Scheme (e.g. those transferring from other public service employment where the break in service, if any, is less than 26 weeks), the terms of the Health Information and Quality Authority Superannuation Scheme will apply.

Annual Leave: Annual leave is 23 days, rising to 24 days after 5 years’ service, 25 after 10 years’ service, 26 after 12 years’ service and 27 after 14 years’ service. Hours of attendance: Hours of attendance will be fixed from time to time but will amount to not less than 35 per week. The appointee may be required to work additional hours from time to time as may be reasonable and necessary for the proper performance of his or her duties subject to the limits set down under working time regulations.

Blended Working Arrangements HIQA has introduced Blended Working to offer more flexible working arrangements to all employees. We aim to strike a balance between being flexible, efficient, and resilient by facilitating blended working where practical, while enabling onsite interaction, collaboration, and support as required. All roles in HIQA have been assessed under the criteria of business needs and role suitability for blended working. This determined the proportion of time that employees will spend working in HIQA offices and working from home, depending on their role. Depending on the role, there may be a requirement to attend the office for more than the allocated number of days for training and on boarding purposes at the start of your employment and during the probation period. A review of our blended working model confirmed that this model is working well in HIQA therefore we are now moving from Interim Blended Working to a long term Blended Working Model. Our existing policy and documentation will be revised and updated once the framework for the Work-Life Balance and Miscellaneous Provisions Act is published. Our model is in line with the Civil Service Framework for Blended Working in Ireland. Further guidance on HIQA’s Blended Working Policy, which includes eligibility criteria will be issued to successful candidate/s. This is an opt-in policy and details on how you can apply will be issued to you before you start. Selection Process: The Health Information and Quality Authority will convene an expert board to carry out the competitive stages of the selection process to the highest standards of best practice. The approach employed may include:

• A short-listing of candidates, on the basis of the information contained in their application
• One or more competitive competency based interview
• Completion of assessments
• Presentation or other exercises
• Any other tests or exercises that may be deemed appropriate

Please note the role competency overview referred to in the above role description. This will assist you when completing the application form and preparing for the competency based interview. The number of applications received for a position generally exceeds that required to fill existing and future roles. While a candidate may meet the eligibility requirements of the competition, if the numbers applying for the role are such that it would not be practical to progress all candidates to the next stage of the selection process, HIQA may decide that a smaller number of candidates based on order of merit from shortlisting may be called to the next stage of the process. HIQA will conduct a shortlisting process to select a group who, based on an examination of the application forms, appear to be the most suitable for the role. This is not to suggest that other candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates, who based on their application, appear to be more qualified and/or have more relevant experience.

The applications will be shortlisted by an expert panel. They will examine each application form against the essential shortlisting criteria (outlined in the role description above) and the Evidence of Competencies section on the application form. The onus is on candidates to establish eligibility for the role, therefore it is in each candidate’s interest to provide a detailed and accurate account of their qualifications, experience and Evidence of Competencies as requested on the application form. Competition updates will be issued to the email address as entered on the application form. The onus is on each candidate to ensure that they are in receipt of all communication. Candidates are advised to check emails on a regular basis throughout the duration of the competition; in addition, being sure to check junk/spam folders should any emails be mistakenly filtered. HIQA accepts no responsibility for communication not accessed or received by a candidate.

Interview Dates: The onus is on all candidates who are shortlisted for interview to ensure they are available for interview on the identified date.

Interview Expenses: The Health Information and Quality Authority will not be responsible for any expense, including travelling expenses that candidates may incur in connection with their application for this post.

Panels: A panel may be created from which future vacancies may be filled. You should only make a location choice where you would be prepared to work if offered an appointment.

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 is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or (e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa or (f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. To qualify candidates must be eligible by the date of any job offer. It shall be the responsibility of the candidate to ensure these permissions are in place. Information on legislation and guides to the procedures in relation to obtaining green card permits, work permits and spousal/dependant permits are available on the Department of Business, Enterprise and Innovation website. https://dbei.gov.ie/en/What-We-Do/Workplace-andSkills/Employment-Permits/ Candidates will be required to provide verification of citizenship eligibility and qualifications in a form acceptable to the Health Information and Quality Authority.

Candidate Obligations: Candidates should note that canvassing will disqualify them and will result in their exclusion from the process.

Candidates must not:

• knowingly or recklessly provide false information;
• canvass any person with or without inducements;
• impersonate a candidate at any stage of the process;
• interfere with or compromise the process in any way.

Where a candidate is found guilty of canvassing or in breach of any of the above, then:

• where they have not been appointed to a post, they will be disqualified as a candidate; or
• where they have been appointed to a post, they shall forfeit that appointment.

Candidates must:

• Have the knowledge and ability to discharge the duties of the post concerned
• Be suitable on the grounds of character
• Be suitable in all other relevant respects for appointment to the post concerned – and, if successful, they will not be appointed to the post unless they:
• Agree to undertake the duties attached to the post and accept the conditions under which the duties are, or may be required to be, performed
• Are fully competent and available to undertake, and fully capable of undertaking, the duties attached to the position
• Be passed medically fit to take up the appointment

Prior to appointing: Prior to recommending any candidate for appointment to this position HIQA will make all such enquires that are deemed necessary to determine the suitability of that candidate. Until all stages of the recruitment process have been fully completed a final determination cannot be made nor can it be deemed or inferred that such a determination has been made. Should the person recommended for appointment not accept the appointment, or, having accepted it, relinquish it, HIQA may at its discretion, select and recommend another person for appointment on the results of this selection process.

Deeming of Candidature to be Withdrawn: Candidates who do not attend for interview when and where required by the Health Information and Quality Authority, or who do not, when requested, furnish such evidence as the Health Information and Quality Authority require in regard to any matter relevant to their candidature, will have no further claim for consideration.

Confidentiality: Subject to the provisions of the Freedom of Information Acts 2014, all enquiries and applications are treated as strictly confidential and are not disclosed to anyone, outside those directly involved in the process.