Communications Officer

The MHC is an independent statutory body established in April 2002 under the provisions of the Mental Health Act 2001 (“the 2001 Act”). The principal functions of the MHC, as specified in the 2001 Act, are to promote, encourage and foster the establishment and maintenance of high standards and good practices in the delivery of mental health services and to take all reasonable steps to protect the interests of persons detained in approved centres. The MHC is also empowered to undertake such activities, as it deems appropriate, to foster and promote these standards and practices.

The Assisted Decision Making (Capacity) Act 2015 (“the 2015 Act”) provided for the establishment of the Decision Support Service (“the DSS”) within the MHC to support decision-making by and for adults with capacity difficulties and to regulate individuals who are providing support to people with capacity difficulties. The 2015 Act reformed Ireland’s capacity legislation which has been in place since the 19th century. It established a modern statutory framework to support decision-making by adults who have difficulty in making decisions without help.

The Role

The Communications Officer will report to the Communications Manager and the team, in addition to undertaking projects and relevant work.

The successful candidate will be required to engage and communicate effectively with various stakeholders, including staff and external stakeholders. The latter will include media, officials from government departments and public bodies, private sector bodies, disability organisations and others.

As an Executive Officer, the Communications Officer will be expected to actively contribute to and participate in the overall development of the MHC and to promote its policies and values at all times.

Key Responsibilities

Under the overall direction of the relevant line manager, the Executive Communications Officer’s key duties and responsibilities include:

• Supporting the Communications Manager with the day-to-day communications activities and the delivery of the MHC’s communications strategies and plans.

• Writing clear, engaging and grammatically accurate copy for external audiences, including press releases, media statements, website content and social media posts, ensuring complex reports and technical information are translated into accessible, media-ready content.

• Supporting the Communications Manager in the delivery of all MHC/DSS publications, including liaison with external design and print providers.

• Pitching reports, statements and interviews to national and regional media with confidence and clarity and reporting back to the communications team.

• Monitoring and managing all MHC and DSS social media platforms (seven in total); developing, writing and publishing content tailored to each channel; and identifying emerging issues or reputational risks for escalation to the Communications Manager and/or Head of Communications.

• Regular administration duties such as maintaining diaries, managing communications databases, libraries and accounts.

• Helping to ensure the organisation complies with communication accessibility standards and Irish language requirements.

• Helping to ensure that other public-facing information relating to the work of the MHC and DSS is accurate, up to date and written in plain English by monitoring, reviewing and updating content across both websites.

• Drafting, editing and issuing quarterly MHC and DSS email newsletters, with a strong focus on engaging storytelling and audience-appropriate tone.

• Assisting with the organisation and promotion of external communications events, including seminars and conferences, as directed by the Communications Manager.

• Acting as the main point of contact with the media monitoring service provider and website service provider, and proactively managing both relationships.

• Assisting with the delivery of the internal communications plan for MHC and DSS staff, including drafting content for staff newsletters, intranet updates and other internal channels.

• Demonstrating excellent attention to detail, strong editorial judgement and a proven ability to write engaging, accurate copy for media and public audiences in plain English.

The duties and responsibilities enumerated in this Job Description should not be regarded as comprehensive and the work carried out may vary from that above, depending on the business needs of the particular division where the Executive Officer role arises.

Reporting and Working Relationships

The Executive Officer is accountable to the Chief Executive of the MHC and reports directly to the relevant line manager within the team.

Essential Requirements

The candidate must possess, by the closing date, the following:

• A qualification QQI Level 6, or a qualification that in the opinion of MHC is of an equivalent or higher standard.

• A qualification in media, PR, marketing or communications.

• At least 1 years’ experience working in a communications, media, PR or journalism role.

• Demonstrated ability to write in a clear, concise and grammatically accurate manner, with strong attention to detail.

• Experience of writing for digital and social media platforms.

• Experience working effectively with a range of internal and external stakeholders.

• IT literacy with a proficiency to effectively utilise Microsoft Office packages.

• The requisite competencies to carry out the role as outlined below.

Desirable

The following criteria is considered desirable for the post:

• Some understanding of mental health regulation and/or mental health services and some understanding of the Assisted Decision Making (Capacity) Act 2025 and/or Decision Support Service.

Competencies

The person appointed to the role of Executive Officer will be required to show evidence of the following competencies:

People Management

• Consults and encourages the full engagement of the team, encouraging open and constructive discussions around work issues.

• Gets the best out of individuals and the team, encouraging good performance and addressing any performance issues that may arise.

• Values and supports the development of others and the team.

• Encourages and supports new and more effective ways of working.

• Deals with tensions within the team in a constructive fashion.

• Encourages, listens to and acts on feedback from the team to make improvements.

• Actively shares information, knowledge and expertise to help the team to meet its objectives.

Analysis and Decision Making

• Effectively deals with a wide range of information sources, investigating all relevant issues.

• Understands the practical implication of information in relation to the broader context in which s/he works – procedures, divisional objectives, etc.

• Identifies and understands key issues and trends.

• Correctly extracts and interprets numerical information, conducting accurate numerical calculations.

• Draws accurate conclusions and makes balanced and fair recommendations backed up with evidence.

Delivery of Results

• Takes ownership of tasks and is determined to see them through to a satisfactory conclusion.

• Is logical and pragmatic in approach, setting objectives and delivering the best possible results with the resources available through effective prioritisation.

• Constructively challenges existing approaches to improve efficient customer service delivery.

• Accurately estimates time parameters for projects, making contingencies to overcome obstacles.

• Minimises errors, reviewing learning and ensuring remedies are in place.

• Maximises the input of own team in ensuring effective delivery of results.

• Ensures proper service delivery procedures, protocols and reviews are in place and implemented.

Interpersonal and Communication Skills

• Modifies communication approach to suit the needs of a situation or audience.

• Actively listens to the views of others.

• Liaises with other groups to gain co-operation.

• Negotiates, where necessary, in order to reach a satisfactory outcome.

• Maintains a focus on dealing with customers in an effective, efficient and respectful manner.

• Is assertive and professional when dealing with challenging issues.

• Expresses self in a clear and articulate manner when speaking and in writing.

Specialist Knowledge, Expertise and Self Development

• Displays high levels of skills and expertise in own area and provides guidance to colleagues.

• Has a clear understanding of the role, objectives and targets and how they support the service delivered by the unit and Department/Organisation and can communicate this to the team.

• Leads by example, demonstrating the importance of development by setting time aside for development initiatives for self and the team.

Drive and Commitment to Public Service Values

• Is committed to the role, consistently striving to perform at a high level.

• Demonstrates flexibility and openness to change.

• Is resilient and perseveres to obtain objectives despite obstacles or setbacks.

• Ensures that customer service is at the heart of own and team work.

• Is personally honest and trustworthy.

• Acts with integrity and encourages this in others.

How to Apply

Eligibility to Compete

Candidates must, by the date of job offer, be:

a) A citizen of the European Economic Area. 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 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 Switzerland and has a stamp 4 visa.

Contract Arrangements

A permanent, full-time contract of employment with the Commission will be offered to the Executive Officer on terms and conditions determined by the Mental Health Commission, with the consent of the Minister for Health and the Minister for Public Expenditure and Reform.

The MHC may refer to an EO panel for temporary EO roles. Acceptance of a temporary role will not impact candidates’ eligibility for a permanent role.

Salary

The Executive Officer salary scale (rates effective 1 August 2025) is as follows:

€37,919 – €39,860 – €40,956 – €43,094 – €45,010 – €46,864 – €48,711 – €50,519 – €52,366 – €54,207 – €56,160 – €57,469 – €59,335¹ – €61,216²

LSI 1 after 3 years satisfactory service at the maximum.

LSI 2 after 6 years satisfactory service at the maximum.

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.

This rate will apply where the appointee is an existing civil or public servant appointed on or after 6 April 1995 or is newly recruited to the MHC and is required to make a personal pension contribution.

Different terms and conditions may apply if immediately before appointment you are a current serving civil or public servant.

Note: Salary for the purposes of calculation of superannuation benefits may differ from the above depending on individual circumstances.

Payment Arrangements

Payment will be made fortnightly in arrears by Electronic Fund Transfer (EFT) into a bank account of the successful candidate’s choice. Payment cannot be made until a bank account number and bank sort code have been supplied to the MHC. Statutory deductions from salary will be made as appropriate.

A staff member appointed to this post will agree that any overpayment of salary or travel and subsistence may be deducted from future salary payments due in accordance with the Payment of Wages Act 1991 (as amended). In accordance with that Act, the MHC will advise the staff member in writing of the amount and details of such overpayment and give at least one week’s notice of the deduction to take place and will deduct the overpayment, at an amount that is fair and reasonable having regard to all the circumstances, within six months of such notice in accordance with the Act.

Tenure

The appointment will be based on a permanent contract of employment with the MHC.

The probationary period will be for a period of nine months from the date of appointment. Notwithstanding this paragraph and the paragraph immediately following below, this will not preclude an extension of the probationary period in appropriate circumstances.

During the probationary period, a staff member’s performance will be subject to review by the line manager to determine whether the staff member:

(i) has performed in a satisfactory manner; and

(ii) has been satisfactory in general conduct.

Prior to completion of the probationary period a decision will be made as to whether the staff member will be retained. This decision will be based on the staff member’s performance assessed against the criteria set out in (i) and (ii) above. The detail of the probationary process will be explained to the staff member by the MHC on commencement of employment.

Location

The usual place of work will be the Mental Health Commission, Waterloo Exchange, Waterloo Road, D04 E5W7. The MHC reserves the right, at its discretion, to change this location to any other place within Ireland.

Staff at the MHC can apply for a blended working arrangement as per the MHC Blended Working Policy.

Hours of Attendance

Hours of attendance will be fixed from time to time but will amount, on average, to not less than 40 hours gross of rest breaks or 35 hours net of rest breaks 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 his/her duties, subject to the limits set down in the working time regulations. This may include working evenings and weekends.

Outside Employment: The position will be full-time, and the appointee shall not engage in private practice or be connected with any outside business which conflicts in any way with his/her official duties, impairs performance or compromises his/her integrity.

Annual Leave

The annual leave allowance for the position of Executive Officer will be 23 days per annum. This allowance is subject to the usual conditions regarding the granting of annual leave in the public sector, is based on a five-day week and is exclusive of the usual public holidays.

The Organisation of Working Time Act 1997 (as amended)

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