Court Messenger

1. The Role

The role will be to provide support to the County Registrar assigned to the County of Donegal in their capacity as Sheriff and under the terms of the Enforcement of Court Orders Act, 1926, as amended.

The appointee will be assigned duties and responsibilities commensurate with the grade.

The duties of a Court Messenger include, but are not limited to:

(a)              Enforcement of Decrees, Execution Orders, Fi Fas and Repossession Orders by:

·        the collection of monies on foot of Court Judgments lodged in the Court Office

·        the seizure and sale of goods to realise Judgment Debts

·        taking possession of lands and houses on foot of Court Orders including ejectment of persons in occupation

(b)              Maintenance of appropriate records to include:

·        Responsibility for cash, cheques and drafts received, issuing temporary receipts and accounting for monies received

·        Recording and updating of files and issue of appropriate notices and correspondence

·        Use of information technology systems

 (c) Customer Service

·        Maintaining contact with relevant stakeholders

·        Dealing effectively and speedily with customer queries

(d)          Other appropriate duties as assigned by the Office Manager.

In discharging the duties detailed at (a) above, the appointee shall follow all directions relating thereto issued to him/her by the County Registrar (see Section 4 and 5 of the Enforcement of Court Orders Act, 1926 for more information)

In discharging the duties at (b) to (d), the appointee shall report to the Office Manager or such person within the office designated for this purpose by the Office Manager or the Courts Service.

The Court Messenger, being based at Letterkenny Court Office, will report to the Court Office Manager in relation to all HR matters e.g. annual leave, sick leave, performance management etc and any other matters not encompassed in (a) to (d) above.

Additionally, a Court Messenger, at the direction of the Courts Service, may be required to provide assistance in other counties, where for example, the permanent Court Messenger is on extended leave of absence, or the position is vacant.

Note, the above is intended as a guide and is neither definitive nor restrictive.

3. Essential Requirements:

Candidates will be expected to demonstrate the following:

• Customer Focus and Communication Skills
• Delivery of Results
• Effective Decision-Making Skills

Applicants must have a full clean driving licence, motor insurance and their own transport as travel throughout County of Donegal is a necessary part of the duties of the Court Messenger. The successful candidate will be required to increase their motor insurance to Class 2. The Courts Service will reimburse the cost of this. The Standard Civil Service travel expenses will be paid.

It is desirable that applicants have previous relevant work experience and good IT skills.

4. APPLICATION PROCESS

Application should be made by logging into the advertisement link.

The closing date is 12noon on 5 January 2026. Applications received after the closing date and time will not be accepted.

Candidates who do not hold or do not demonstrate the skills and experience will not be called for interview.

The admission of a person to a competition, or invitation to attend an interview, is not to be taken as implying the Courts Service is satisfied such a person fulfils the requirements of the competition or is not disqualified by law from holding the position and does not carry a guarantee that your application will receive further consideration. It is important, therefore, for candidates to note that the onus is on them to ensure that they meet the eligibility requirements for the competition before attending for interview. If a candidate does not meet these essential entry requirements but nevertheless attends for interview, that candidate will be putting him or herself to unnecessary expense.

It is important to note the onus is on applicants to ensure the eligibility requirements for the competition are met before attending for interview.

The Courts Service accepts no responsibility for communication not accessed or received by an applicant.

5. Selection Methods

The Selection Process will involve:

·                 Shortlisting of candidates, on the basis of the information contained in their CV & Cover Letter

·                 a competitive interview

Assessment

The Courts Service will short list to select a group for interview who, based on an examination of the CV & cover letter, appear to be the most suitable for the position.

Those that demonstrate evidence at the required level will be called to interview.

Skills and competencies

Candidates should demonstrate that they have the ability to carry out successfully the duties of the role, as well as the general skills and competencies namely:

Has excellent Customer Service and Communication Skills where he/she:

• Actively listens to others and tries to understand their perspectives/requirements/needs
• Understands the steps or processes that customers must go through and can explain these
• Is respectful, courteous and professional, remains composed even in challenging circumstances
• Is firm when necessary and communicates with confidence and authority
• Communicates clearly and fluently when speaking and in writing, using correct grammar and spelling
• Develops and maintains good working relationships with others, sharing information and knowledge, as appropriate.

Delivers Results where he/she:

• Takes responsibility for work and sees it through to an appropriate level
• Completes work in a timely manner
• Adapts quickly to new ways of doing things
• Checks all work thoroughly to ensure it is completed to a high standard and learns from mistakes
• Draws reasonable conclusions from written instructions
• Identifies and appreciates the urgency and importance of different tasks
• Demonstrates initiative and flexibility in ensuring work is delivered
• Is self-reliant and uses judgement on when to ask his/her Manager or colleagues for guidance.

Has Effective Decision-Making Skills where he/she:

·       Evaluates circumstances and considers his /her approach

·       Deals effectively with a wide range of information sources, investigating all relevant issues

·       Understands the practical implication of information in relation to the broader context (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

6. Interviews

Interviews will take place in a location in Letterkenny. Interviews will be structured in format, with candidates asked to provide examples of the competencies for the role as outlined in Section 5 of this document.

Interview

The competencies will be thoroughly and systematically assessed at interview to assess suitability for the grade of Court Messenger.

The board may ask about the experiences described on the CV and cover letter or they may ask for other examples.

It is anticipated the interview will last 30 minutes.

Marks allocated at interview

Each of the competencies will carry equal marks of 40 therefore a total of 120 marks is available.

Candidates are required to achieve 20 marks in each competency to be considered for progression to the panel.

Panel Formation

Following the interview process a panel will be formed for the purpose of filling a Court Messenger Position.

Candidates will be ranked in order of merit based on performance at interview.

This panel will remain in place until 31 December 2026 from the date of formation of the panel or until the exhaustion of the panel whichever is the earlier.

Candidates who have not been offered a position at the expiry of the panel will have no claim to any further positions thereafter because of having been on the panel.

Requests for Feedback

Feedback in relation to the selection process is available on request. There are no specific timeframes set for the provision of feedback.

Please note that the Review Process as set out in the Code of Practice is a separate process with specified timeframes that must be observed. Receipt of feedback is not required to invoke a review. It is not necessary for a candidate to compile a detailed case prior to invoking the review mechanism. The timeframe set out in the Civil and Public Service published by the CPSA Code cannot be extended for any reason including the provision of feedback.

Candidates' Obligations:

Candidates in the recruitment process 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

Any person who contravenes the above provisions or who assists another person in contravening the above provisions is guilty of an offence. A person who is found guilty of an offence is liable to a fine and/or imprisonment. In addition, where a person found guilty of an offence was or is a candidate at a recruitment process, then:

·                 where he/she has not been appointed to a post, he/she will be disqualified as a candidate; and where he/she has been appointed subsequently to the recruitment process in question, he/she shall forfeit that appointment.

It is important to remember that this is a competitive process for a role where integrity is paramount. Sharing information on the selection process e.g. through social media or any other means, may result in disqualification from the competition.

In addition, if a person found guilty of an offence was, or is a candidate at a recruitment process, they will be disqualified as a candidate and excluded from the process and if appointed to a post following the recruitment process, they will be removed from that post.

Use of Recording Equipment

The Courts Service does not allow the unsanctioned use of any type of recording equipment on its premises. This applies to any form of sound recording and any type of still picture or video recording, whether including sound recording or not, and covers any type of device used for these purposes. Any person wishing to use such equipment for any of these purposes must seek written permission in advance. Unsanctioned use of recording equipment by any person is a breach of this policy. Any candidate involved in such a breach will be disqualified from the competition.

Specific candidate criteria

Candidates must have the knowledge and ability to discharge the duties of the post concerned and be suitable on the grounds of character.

Candidates must 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.

Deeming of candidature to be withdrawn

Candidates who do not attend for interview when and where required by the Courts Service, or who do not, when requested, furnish such evidence as the Courts Service requires in regard to any matter relevant to their candidature, will have no further claim to consideration.

Candidates are expected to provide all requested documentation to the Courts Service, including all forms issued by the Courts Service for completion, within five days of request. Failure to do so will result in the candidate being deemed to have withdrawn from the competition and their candidature will receive no further consideration.

8. MATTERS RELATING TO ELIGIBILITY TO APPLY

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 has a stamp 4 permission1 or a Stamp 5 permission

1Please note that a 50 TEU permission, 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.

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. 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)

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 not eligible to apply 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

Any person who availed of the Targeted Voluntary Early Retirement Scheme set out in the above circular 7/2010 is not eligible for re-employment in the public health sector, the wider public service or in a body wholly or mainly funded from public moneys. Therefore, such person is not eligible to compete in this competition.

Any person whose employment was terminated under the Voluntary Redundancy Scheme set out in the above circular 7/2010 is not eligible for re-employment in a body wholly or mainly funded from public moneys for a period of 7 years from the date of said termination. People who availed of the VER scheme are not eligible to compete in this competition. People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility).

Department of Environment, Community and Local Government Circular Letter LG(P) 06/2013

Any person whose employment was terminated under the terms of the Voluntary Redundancy Scheme for Local Authorities set out in the above circular 06/2013 is not eligible for re-employment in the public service (as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011) for a period of 2 years from the date of said termination. Any successful candidate to whom these circumstances apply will not receive an offer of employment without proof that the period of non-eligibility has expired.

Other

Any person who by virtue of any scheme, agreement or any other arrangement whatsoever, including any variant of those listed above, terminated his or her employment in the civil or public service may not be eligible to compete in this competition under the terms thereof. Where a person is unsure as to the meaning or effect of such terms, he or she should contact the body with whom such arrangement was reached prior to making any application under this competition.

Declaration

Applicants will be required to declare whether they have previously availed of a Public Service scheme of incentivised early retirement. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment.

Failure to make such a declaration may disqualify a candidate from proceeding further in this competition, the final determination of which shall be made by Courts Service at its absolute discretion.

Salary

The salary scale for the position (rates effective from August 2025) is as follows:

Court Messenger - Personal Pension Contribution Salary Scale:

€598.65, €658.47, €669.93, €719.63, €762.07, €799.36 (NMAX), €824.94 (LSI[1]), €852.06 (LSI[2])

New entrants to the Civil Service will be appointed to the first point of the (PPC) salary scale.

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.

Important Note

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 a currently serving civil or public servant.

Subject to satisfactory performance increments may be payable in line will current Government Policy.

Salary is payable fortnightly in arrears by Electronic Funds Transfer (EFT) into a bank account of the appointees’ choice. Payment cannot be made until an appointee supplies a bank account number and bank sort code to the Human Resources Unit of the Courts Service. Statutory deductions will be made from salary as appropriate by the Courts Service. You 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.

Duties

Appointees will be expected to perform all acts, duties and obligations as appropriate to this position (which may be revised from time to time).

Hours of Attendance

This is a fulltime post and hours of attendance will be fixed from time to time but will amount to not less than 41 hours and 15 minutes gross per week. Appointees will be required to work such 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.