Community Sport Development Officer

THE ROLE Sport Ireland established the Local Sports Partnership (LSP) Network as an initiative to create a national structure to co-ordinate and promote the development of sport and participation at local level. LSPs aim to increase participation in sport and physical activity by breaking down barriers and increasing numbers of people participating and ensuring continued participation through all stages of life. The aim of the Community Sports Development Officer funding by Sport Ireland is to strengthen and enhance the capacity of the Local Sports Partnerships to further develop locally led plans and more long term sustainable physical activity programmes under the National Physical Activity Plan (Action 46).Funding for the role of Community Sports Development Officer has been secured for this position through Sport Ireland. Objectives: 1. Support the development of exciting and dynamic opportunities to increase participation for people who are sedentary 2. Capacity build smaller National Governing Bodies (NGBs) that do not currently have development officers and other stakeholders to deliver services to increase participation 3. Develop sustainable local leadership for sport within communities. Duties of the Community Sports Development Officer The Community Sports Development Officer (CSDO) will foster and encourage a culture of Active Participation, supporting opportunities for and access to sport and physical activity in local communities. The CSDO will address barriers to participation and encourage access and increase opportunities for participation by those who experience disadvantage for any reason.

The CSDO will cover work in the below areas: Research ➢ Establish a baseline in the communities chosen for interventions and conduct an audit of local clubs and update where this has already been completed

Community Activation ➢ Consult and work with local communities to identify the need and demand for new activities ➢ Provide guidance and support to develop sustainable community sports clubs ➢ Establish a sports forum that will enable clubs to work together ➢ Tackle local barriers to participation through targeted programmes and initiatives ➢ Support and maintain strong links between schools and community sports clubs Planning ➢ Develop action plans in line with the needs of the community

Relationship Building ➢ Work with smaller national governing bodies that do not currently have development officers to increase opportunities for participation

Facilitation ➢ Support the continued roll out of Sport Ireland’s investment including Dormant Accounts Funded projects ➢ Coordinate and facilitate training and development opportunities

Evaluation ➢ Implement a monitoring and evaluation framework for all projects

Financial Management ➢ Establish a financial monitoring template for the operational budget Qualifications 1. Character Candidates shall be of good character and character referees will be sought. 2. Health Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Education, Training, Experience, etc. Each candidate must, on the latest date of receipt of completed application forms – • Experience of working in a sports development environment is essential (1 year or more) • Experience of working with sports clubs, community groups, and young people in a community setting • Experience in planning, co-ordinating and delivering sustainable sporting & recreational programmes

It is also desirable for candidates to possess the following: • A recognised qualification at degree level or equivalent in sports development, leisure management or similar • Excellent communication skills • Excellent organisational skills • A good understanding of project-based programme delivery with measureable outcomes • A good understanding of project evaluation • Be motivated by and committed to sports development and increasing opportunities for participation, in particular among hard to reach groups in local communities • Be self-motivated and able to work independently to meet or exceed goals • A full clean driving license and access to own transport

PARTICULARS OF EMPLOYMENT 1. The Post The post is wholetime and appointment will be on a contract basis for a period of one year. 2. Location Longford County Council reserves the right to assign the successful candidate to any premises in use by the Council, now or in the future. The person appointed will be required to report to their place of work by their own means of transport and at their own expense. 3. Commencement Longford County Council shall require a person to whom an appointment is offered to take up such appointment within a period of not more than one month and if they fail to take up the appointment within such period or such other longer period as the Council in its absolute discretion may determine, Longford County Council shall not appoint them. 4. Working Hours The successful candidate needs to be aware of the fact that the job is not nine to five Monday to Friday but may require evening work and weekends.Also, the successful candidate may be required to travel as part of their work. All hours worked are subject to and recorded in accordance with the provisions of the Organisation of Working Time Act, 1997, and the Organisation of Working Time Regulations, 2001. 5. Reporting Arrangements The successful candidate will be required to report to the employee(s) designated by the Director of Services Community and Enterprise. A system of regular appraisal will be operated during employment, which will involve discussions between the employee and the line manager regarding performance and conduct. 6. Probationary Period of Employment There shall be a period after appointment during which the appointee will hold the position on probation. The period of probation will be prescribed by the Chief Executive. Employment may be terminated during the probationary period should service be deemed by the Chief Executive to be unsatisfactory. Employment may be terminated at the end of the probationary period unless the Chief Executive has certified that the employee had satisfactory service. Tenure of employment following probation will be subject to satisfactory service. Please note that tenure of employment will be subject to satisfactory service on an ongoing basis. 7. Remuneration The current salary scale for the post of Community Sports Development Officer (Analogous to Assistant Staff Officer) is €35,260 - €54,367 gross per annum (EL 03/2025), the rate of remuneration may be adjusted from time to time in line with Government Circulars. On appointment successful candidates will be placed on the first point of the salary scale. Appointment to a higher point of the salary scale may apply to candidates employed elsewhere in the public service, subject to verification of service history. Remuneration is paid fortnightly by Pay-Path directly to the employees nominated bank account. The current wage pay cycle may be revised during the period of employment. Remuneration is subject to all statutory deductions, e.g. P.A.Y.E. and P.R.S.I. Increments are paid annually subject to satisfactory attendance, conduct and performance and national agreements. Increments may be withheld if performance, attendance and/or conduct are not satisfactory. 8. Superannuation & Retirement A person who becomes a pensionable employee of the County Council will be required in respect of their Superannuation to contribute to the Local Authority at the appropriate rate. The terms of the Local Government Superannuation (Consolidation) Scheme 1998 as amended or the Public Services Superannuation (Miscellaneous Provisions) Act 2004 or the Public Service Pensions (Single Scheme & Other Provisions) Act 2012 will apply as appropriate on appointment. Retirement age for employees is dependent on their relevant contract of employment, with due consideration being given to the rules of the Superannuation Scheme to which they belong. • For appointees who are deemed not to be “new entrants” as defined in the Public Service Superannuation (Miscellaneous Provisions) Act, retirement is compulsory on reaching 70 years of age. • The minimum retirement age for “new entrants” to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004 is 65. There is no mandatory retirement age. • Effective from 1st January, 2013, The Single Public Service Scheme applies to all firsttime new 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: - Retirement age is set, initially, at 66 years; this will rise in step with statutory changes in the State Pension Contributory (SPC) age to 67 years in 2021 and 68 years in 2028. - Compulsory retirement age will be 70. 9. Annual Leave The current annual leave entitlement for Community Sports Development Officer is 30 days per annum, in accordance with the Council’s Annual Leave Policy. The Chief Executive of Longford County Council retains autonomy with regard to office closures, (e.g. Christmas Office Closure), any days arising from such closure will be reserved from the employee’s annual leave entitlement. Proposed office closure days will be reviewed and advised to all employees each year. 10. Driver’s Licence & Insurance Longford County Council employees may on occasion be required to use their car on official business. In such situations the employee must hold a current clean driver’s licence and have available adequate means of transport. It is the responsibility of the employee to arrange the appropriate car insurance cover for business use and to indemnify Longford County Council with the indemnity specified on your insurance certificate under the heading “Persons or classes of person who are covered”. Documentation to confirm the appropriate insurance cover will be required to be supplied to the Council on an annual basis.

11. Code of Conduct/Organisation Policies Employees are required to adhere to all current and future Longford County Council codes of practice including Code of Conduct of Employees and all current and future organisational policies including, but not limited to Health and Safety, Communications, Data Protection, Equality, Staff Mobility, Attendance Management and Use of Electronic Equipment. 12. Training Employees are required to attend and participate fully in training programmes as may be decided by the Council from time to time and to apply their learning in the course of their daily working activities. 13. Health and Safety Regulations Longford County Council as an Employer is obliged to ensure, so far as it is reasonably practicable the Safety, Health and Welfare at Work of all of its employees. Under the Safety, Health and Welfare at Work Act 2005, the County Council has a legal duty to exercise all due care and take all protective and preventative measures to protect the Safety, Health and Welfare of its employees. All employees also have a legal obligation under Safety and Health legislation to co-operate with management and not engage in any improper conduct or behaviour or do anything, which would place themselves or others at risk. Employees must not be under the influence of an intoxicant at the place of work. Employees must comply with all Safety and Health rules and regulations and attend all required Safety and Health Training. 14. Outside Employment The position is whole-time and the employee may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties.