Executive Officer

The Role Executive Officers support the manager of the division they are assigned to in achieving the overall objectives of the MHC. Their primary role is to contribute to the delivery of an efficient and effective service to the public and to colleagues in the Commission. The successful candidate will be required to engage and communicate effectively with various internal and external stakeholders including staff, officials from government departments and public bodies, private sector bodies, disability organisations and others.

The duties of the Executive Officer are varied and can involve assignment to different parts of the organisation or different areas of work. The performance of the entire range of duties is not necessarily confined to any one individual within a division as the work requires that employees in the role function in a flexible manner and work effectively together as a team to deliver required outcomes or outputs As an Executive Officer, the holder of the post 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 Officer’s key duties and responsibilities include:

• Planning and organising people and resources to meet goals, targets and objectives.
• Carrying out detailed research on matters relevant to the work of the MHC and analysing results.
• Taking ownership of assigned tasks and prioritising competing tasks in order to ensure that they are completed on time and to a high standard.
• Presenting material (written and oral) in a clear, concise, comprehensive and convincing manner.
• Analysing and preparing responses to non-routine issues, queries, correspondence etc.
• Providing Clerical Officers with on-the-job training and support to deliver objectives.
• Sharing information, knowledge and experience with colleagues with the purpose of assisting the team/organisation to meet its objectives.
• Contributing to and carrying out project work as and when required.
• Keeping up-to-date with the practices and procedures of the MHC and developing and maintaining the technical skills and knowledge required to perform effectively in the role.
• Contributing to new and more effective ways of work and implementing changes to improve efficiency and effectiveness as directed.
• Any other duties that are deemed appropriate by the line manager.

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:

• 2 years’ relevant work experience.
• Level 6 or higher on the National Framework of Qualifications or 2+ years’ experience in a related role within the Public Sector.
• Experience using Microsoft Office packages.
• The requisite competencies to carry out the role as outlined below.

Desirable The following criteria are considered desirable for the post:

• Experience in dealing with regulatory and / or compliance matters.
• Understanding of mental health and / or mental health services.
• Previous public sector experience.

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 & interprets numerical information, conducting accurate numerical calculations • Draws accurate conclusions & 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 project, 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/reviews are in place and implemented

Interpersonal and Communication Skills • Modifies communication approach to suit the needs of a situation/ 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/ 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/team work • Is personally honest and trustworthy • Acts with integrity and encourages this in others 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

Selection Process The selection process will include:

• Shortlisting of applications
• A competitive interview, and
• Completion of all relevant checks as set out below.

Additional selection steps may be included A selection board shall be established and will use the essential requirements as referred to earlier in this candidate information booklet to shortlist applicants. Scoring at the shortlisting stage shall be based on the information contained in the application form. Therefore, it is in your interest to provide a detailed and accurate account of how your skills, personal qualities, qualifications, and experience meet the requirements of the post. While candidates may meet the eligibility criteria of the competition, if the numbers applying for the post are such that it would not be practical to progress all candidates to the next stage of the selection, which is the interview process, the MHC may decide that a certain number of candidates shall only be progressed to the next stage. Candidates will be progressed through the various stages of the selection process based on their order of merit at each stage. Following the interview stage, the MHC shall produce a panel of candidates listed in order of merit. Not all those interviewed may be placed on the panel. Prior to recommending any candidate for appointment to a position, the HR team complete all relevant checks. 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, the MHC may at its discretion, select and recommend the next person on the panel for appointment and this will be based on the results of this selection process.

The MHC is under no obligation to select a candidate from this panel. Please note that any offer of employment made to a successful candidate may be subject to satisfactory:

• Reference verification,
• Qualification verification,
• Medical Assessment, and
• Garda Vetting

At the reference verification stage, referees sought will include your current employer and your next most recent employer. Salary The Executive Officer salary scale (rates effective 1 January 2024) is as follows: €35,687 - €58,251² 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/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 has 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 temporary contract of employment with the MHC. The probationary period will be for a period of one to three 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. Notwithstanding the preceding paragraphs in this section, the probationary period may be terminated at any time prior to the expiry of the term of the contract by either side in accordance with the Minimum Notice and Terms of Employment Acts 1973 to 2005.