Court Messenger

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

2. KEY RESPONSIBILITIES 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 Limerick 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 capabilities:

• Building Future Readiness

• Evidence Informed Delivery

• Communicating & Collaborating

Applicants must have a full clean driving licence, motor insurance and their own transport as travel throughout County of Limerick 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 12 noon on 27th February 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 capabilities

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

Building Future Readiness

“Delivering excellent public policy and services requires us to embrace change and innovation. We strive to create an inclusive customer centric strategy and vision that keeps pace with environmental, social and technological changes. Adopting an agile and digital-first approach, we will continually upskill, change and improve how we do things to meet current and future demands.”

Digital Focus

• Utilises technology and digital skills to drive efficiencies and support better service delivery

Openness to Change

• Shows interest and openness to change, innovation and new technology or processes

• Willing to try new approaches, seeking support when needed and openly sharing and learning from mistakes

Innovation & Creative Solutions

• Puts forward innovative ideas, creative solutions or helpful suggestions, no matter how small

Building Expertise & Upskilling for the Future

• Enthusiastic about development opportunities, demonstrating a positive attitude, openness to feedback and willingness to learn

• Committed to improving knowledge and skills for the future

• Develops specialist expertise in their area, through listening and learning from others

Evidence Informed Delivery

“Delivering excellent public policy and services requires us to make evidence based and well-informed judgements and decisions, prioritise objectives and effectively manage resources, using relevant information to evaluate the delivered outcome to ensure maximum benefit for the people we serve.”

Delivering Excellence

Managing Work Effectively

• Manages, plans and prioritises workload to ensure targets and deadlines are met

• Works in a systematic, organised and efficient manner

• Uses their time effectively, seeking additional work or volunteering to support others during quiet periods

Delivering Quality Outcomes & Service

• Maintains a focus on quality, accuracy and attention to detail, even when completing routine tasks • Delivers high quality and professional customer service

• Actively seeks support, checks and reviews their work to ensure high standards

Attitude, Ownership & Flexibility

• Takes ownership and responsibility over work, strives to become self-sufficient in their area of responsibility • Gets up to speed with new tasks or roles at an appropriate pace and asks questions to ensure correct understanding • Flexible, agile and resilient in the face of challenges or changing demands, maintaining a ‘can-do’ attitude and seeking support as necessary

Handling Information, Problems and Decisions

Gathering & Processing Information

• Ability to gather, understand and work with information from a range of different sources • Handles all information and data carefully, particularly when dealing with sensitive or confidential matters • Checks, processes, and interprets information and data, in an accurate and timely manner

Problem Solving

• Identifies and solves problems in an effective and efficient manner, with support • Understands when to escalate issues, sharing all relevant information and working with others to find a solution

Informed Judgement & Decision Making

• Makes good judgements and decisions, considering the available information and following the relevant procedures or protocol

• Makes appropriate and timely decisions on matters within own remit, seeking support and referring decisions upward, where necessary

Communicating & Collaborating

“Delivering excellent public policy and services requires us to work together, build relationships and collaborate enabling a joined up, whole-of-Government approach. Effective engagement and communication with our customers, clients and colleagues will enhance and build trust in our services.”

Collaboration, Teamwork & Building Relationships

• Utilises interpersonal skills to build positive and effective working relationships, even in a blended or hybrid working environment

• Effective collaboration and teamworking skills, plays their part and works well with team members

Effective Communication

• Communicates in a clear, helpful and appropriate manner verbally, digitally, and in writing

• Willing to communicate openly, sharing their views, thoughts and concerns

• Keeps others updated, sharing all relevant details

• Approaches difficult conversations with care and professionalism, seeking support when required

Engaging, Including & Listening

• Listens carefully to others and takes on board their views, guidance and feedback • Appreciates diversity and makes an effort to listen, include and engage with a variety of people

Candidates with Disabilities

The Courts Service has a key role to play in attracting candidates from all sectors of society, ensuring that routes to career opportunities are accessible to all who are interested. We are committed to equality of opportunity for all candidates. If you have a disability or need reasonable accommodation made during the selection process, we strongly encourage you to share this with us so that we can ensure you get the support you need.

Reasonable accommodation in our selection process refers to adjustments and practical changes which would enable a disabled candidate to have an equal opportunity for this competition. Examples of adjustments we provide include the use of assistive technology, extra time, scribes and/or readers or a range of other accommodations.

Please be assured that having a disability or requiring adjustments will not impact on your progress in the selection process; you will not be at a disadvantage if you disclose your disability or requirements to us. Your disability and/or adjustments will be kept entirely confidential.

6. INTERVIEWS Interviews will take place at a location in Limerick City on the 24th, 25th or 26th March 2026. Interviews will be structured in format, with candidates asked to provide examples of the capabilities 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 capabilities will carry equal marks of 40 therefore a total of 120 marks is available. Candidates are required to achieve 20 marks in each capability 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 26th March 2027 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.

Confidentiality Candidates can expect that all enquiries, applications and all aspects of the proceedings to the extent that they are managed by the Courts Service are treated as strictly confidential subject to the provisions of the Freedom of Information Act 2014. However, candidates should note that all application material may be made available to the interview board. Certain items of information, not specific to any individual, are extracted from computer records for general statistical purposes.

Garda Vetting Garda vetting will be sought in respect of individuals who come under consideration for appointment. The applicant will be required to complete and return a Garda Vetting form should they come under consideration for appointment. This form will be forwarded to An Garda Siochána for security checks on all Irish and Northern Irish addresses at which they resided. Enquiries may also be made with the police force of any country in which the applicant under consideration for appointment resided. If the applicant subsequently comes under consideration for another position, they will be required to supply this information again.

Other important information The Courts Service will not be responsible for refunding any expenses incurred by candidates. Prior to recommending any candidate for appointment to this position the Courts Service will make all such enquiries 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 decline, or having accepted it, relinquish it, or if an additional vacancy arises the Courts Service may, at its discretion, select and recommend another person for appointment on the results of this selection process.

Review and Complaint Procedures under the Code of Practice for

Appointments to Positions in the Civil and Public Service

If a candidate is unhappy following the outcome of any stage of a selection process, they can either:

Request a Review of a decision made during the process Or

Make a Complaint that the selection process followed was unfair

A candidate can follow either one of the two procedures in relation to the same aspect of a selection process, but not both. Where a review of a selection process has taken place under Section 7 (as detailed below), a complainant may not seek a further review of the same process under Section 8, other than in the most exceptional circumstances that will be determined by the Commission for Public Service Appointments (CPSA) at its sole discretion.

There is no obligation on the Courts Service to suspend an appointment process while a Review or Complaint is being considered. However, the CPSA expects that, where possible, the Courts Service will intervene in cases where it finds an error is likely to have occurred.

Salary

The salary scale for the position (rates effective from 1st February 2026) is as follows:

Court Messenger – Personal Pension Contribution Salary Scale: €608.24, €668.05, €679,51, €729.21, €771.66, €808.95 (NMAX), €834.52 (LSI1), €874.52 (LSI2)

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.