Estate & Tenancy Manager

Waterford City and County Council is seeking applications from suitably qualified candidates with relevant experience for the position of Estate & Tenancy Manager.

Waterford City & County Council is currently inviting applications from suitably qualified persons for the above competition. Waterford City & County Council will, following the interview process, form a panel for the post of Estate & Tenancy Manager from which future relevant vacancies may be filled subject to sanction approval from the Department of Housing, Planning and Local Government. This panel will exist for one year and may be extended for a further period of one year at the discretion of the Chief Executive.

The Estate & Tenancy Manager is a key role within the Housing Dept. It provides a visible Council presence within social housing estates, helping to support tenants/communities and build a positive tenant/landlord relationship. By ensuring good standards of tenant behaviour are maintained, it helps create a positive living environment for all. It is a proactive role, where problems are addressed early with a view to quick resolution. The post is permanent and based in Waterford City.

Duties and Responsibilities

Primary Duties:

·       Meet with every new tenant at sign up stage.

·       Work in a proactive manner to build relationships with tenants, provide support and advice and ensure full compliance with the tenancy agreement

·       Be a visible presence on Council estates and carry out regular site inspection visits

·       Proactively monitor estates to ensure good standards of estate management

·       Ensure early re-possession of abandoned housing units.

·       Deal with reports of Anti-Social behaviour in line with the Council’s ASB Policy and Standard Operating Procedures

·       Ensuring all breaches of the tenancy agreement are addressed and resolved (eg. Deal with undeclared occupants, unauthorised developments, property neglect, waste build up etc)

·       Work with internal Council departments in an effort to resolve tenancy breaches i.e. rents, environment, housing welfare.

·       Work with external agencies as required; eg. Gardai, TUSLA, HSE, DEASP

·       Work in compliance with all Council policies and procedures (Lone Working, H&S etc.)

Other Duties:

o   Meet & liaise with other agencies, Council Departments & Council members on council estate/property issues

o   Provide Assistance & advice to housing allocations team

o   Reporting of Child Protection issues in line with Council protocol

o   Report/attend Municipal District meetings as required, including out of hours meetings.

o   Operate CRM & liaise with Environment & Roads re same.

o   Attend joint Housing/Environment Enforcement team meetings re tenancy issues

o   Attend Tenancy Case Management team (housing) meetings

o   Support to Housing Welfare Department re tenants welfare issues including call out to tenants homes with Housing Welfare Officer

o   Liaise and meet with elected members on estate/property issues

o   Work with HSE, Community Gardaí, Dept of Social Protection, St Vincent de Paul, Focus Ireland, etc. on various estate/community issues

o   Assist older & vulnerable tenants to link in with relevant services

·       Establishing & support set up of residents associations within Council housing estates/streets

o   Support and encourage capacity building for residents associations so they can take responsibility for their estates and develop a senses of ownership

o   Facilitate first meeting of R.A. if required

o   Administration of Residents associations grant schemes e.g. Set up grant

o   Act as point of contact with residents associations/groups for any planned maintenance or remediation works

·       Work with & support community development groups on various community projects within Council housing estates/streets

o   Liaise with residents groups, Community groups, Council Departments, tenants & other agencies to enhance the physical and social infrastructure of estates that will help improve services and enhance the quality of life for all residents.

o   Arrange Community clean –ups, Information days, Safety awareness workshops, Family fun days, Garden competitions (to encourage pride of place)

o   Support National Pride of Place projects

o   Work with SICAP, WAP, PPN, etc on community based initiatives within council estates

·       General Duties

o   Report directly to the Senior Staff Officer

o   Manage own administration

o   Attendance at Team Meetings

o   PMDS

o   Progress Reports

o   Input into Anti Social Behaviour Strategy & any other policies as required

o   Input in to Estate management policy and practice

o   Implementation of the Council’s policies & objectives

o   Attending training as required

o   Other duties as required.

1.     Character

Candidates shall be of good character.

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 for receipt of completed application forms for the office:

• Have a good standard of Education,
• Have proven organisational and administrative experience,
• Have good motivating and communication skills,
• Have a valid full clean drivers licence,
• Have satisfactory knowledge and/or experience working in Community or Social Housing related area or other related disciplines,
• Have satisfactory knowledge of all or any relevant legislation and its application in a Social Housing/Community context; &
• Be Computer Literate.

4. Age

Each candidate must be under 65 years of age on the latest date for receipt of completed Application Forms for the office if they are deemed not to be new entrants to the Public Service as defined by the Public Service Superannuation (Miscellaneous Provisions) Act 2004.

However, the age restriction of 65 years does not apply to "new entrants" to the Public Service as defined by the Public Service Superannuation (Miscellaneous Provisions) Act 2004.

Salary scale: €52,239 - €62,484 (LSI2) per annum (EL 01/26). Payment of increments is dependent on satisfactory performance. Entry point of this scale will be determined in accordance with Circulars issued by the by the Department of Housing, Local Government & Heritage. Remuneration is paid fortnightly directly to the employee’s 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.

The normal working hours are 35 hours per week. Flexible working arrangements apply. 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. Waterford City & County Council requires employees to record their hours using the CORE/TDS Clocking system.

The annual leave entitlement for the grade is 30 days per annum. The Chief Executive of Waterford City & 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.

Waterford City & 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.

The relevant Superannuation Scheme will apply. The provisions of the Local Government (Superannuation) (Consolidation) Scheme 1998 may apply.

Persons who become pensionable officers who are liable to pay the Class A rate of PRSI contribution will be required, in respect of their superannuation contribution, to contribute to the local authority, 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependent or qualified children).

Persons who become pensionable officers who are liable to pay the Class D rate of PRSI contribution will be required, in respect of their superannuation contribution, to contribute to the local authority at the rate of 5% of their pensionable remuneration. The provisions of the Spouses and Children’s/Widows and Orphans Contributory Pension Scheme will continue to apply.

New entrants will be admitted to the Single Public Service Pension Scheme with effect from the date of appointment. The scheme is contributory and provides pension, retirement gratuity, death gratuity and survivors benefits. To qualify for a pension the successful candidate must have served a minimum of two years employment in a Local Authority.

There is no mandatory retirement age for new entrants to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act2004.

Anyone who is not a new entrant to the public service, as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004, is subject to a compulsory retirement age of 70 years or as determined in accordance with Department Circulars and in line with Government Policy.

The maximum retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and other Provisions) Act 2012 is 70 years.

The Council may refer staff to a medical advisor at any time to determine fitness to carry out the duties to which they have been assigned.

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 debarred from applying for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position.

The successful candidate shall reside in the district in which his/her duties are to be performed, or within a reasonable distance thereof.

Estate & Tenancy Manager employed by Waterford City & County Council will 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 for business use and to indemnify Waterford City & County Council with the indemnity specified on the 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.

Employees are to be required to adhere to all current and future Waterford City & 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. A full list of relevant policies is contained on the council Intranet.

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.

Waterford City & 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 (subject to notice requirements) 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, Waterford City & County Council shall not appoint them.

Estate & Tenancy Manager reports directly to the Senior Staff Officer, Housing Department or to any other employee of Waterford City & County Council as the Chief Executive, Director of Services or other appropriate employee may designate for this purpose. A system of regular appraisal (PMDS) will be operated during employment, which will involve discussions between the employee and the line manager regarding performance and conduct.

Waterford City & County Council as an Employer is obliged to ensure, in 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.