Executive Officer

About the Office of the Planning Regulator The Office of the Planning Regulator (OPR) is an independent oversight body that was established by Government to oversee the functioning and policy consistency of Ireland’s planning process to ensure quality outcomes in relation to proper planning and sustainable development.

Functions of the OPR The Planning and Development Act 2000, as amended, established the legal basis for the OPR and outlines its role and functions, which include the following: • assessment of local authority county/city development plans and local area plans, and regional assembly regional spatial and economic strategies to ensure consistency with relevant regional or national policies; • reviews of the systems and procedures used by any planning authority, including An Bord Pleanála, in the performance of their planning functions; and • research, training and education programmes that support the progressive development of Ireland’s planning process. Following the recent enactment of the Planning and Development Act 2024, the OPR’s statutory functions will be further expanded upon commencement of the relevant sections of the Act. The OPR currently has 3 vacant Executive Officer (EO) positions, one within the Plans Evaluation Team and two within the Reviews and Examinations Team. The successful candidates will be placed on the team which the OPR deems best suitable to their skills.

Responsibilities The EO position is an administrative position within the OPR. The successful candidates will report to a Higher Executive Officer (HEO) within their team and will play a key role in supporting all areas of the Team’s work. Some of the key responsibilities of the EO of the Reviews and Examinations Team will include: • Effective and efficient complaint handling within a statutorily defined context; • Assisting in reviews of local authorities’ planning functions; • Ability to respond in an effective and timely manner to a variety of correspondence received; • Working with multiple systems, including cloud-based systems, such as the OPR Case Management System; • Creating and maintaining accurate management information; • Customer focus and effective liaison with external stakeholders; • Providing high quality administrative support across the Team’s functions; • Liaising with other OPR teams and / or external parties to achieve effective resolution of complaints received; and • Undertaking such tasks and duties as may be assigned appropriate to the grade. Some of the key responsibilities of the Executive Officer of the Plans Evaluation Team will include: • Detailed review of statutory submissions to ensure content is accurate, written to a high standard and in line with OPR style guidelines; • Ability to manage multiple cases and balance competing timeframes to ensure submissions are made within statutory deadlines; • Responsible for providing administrative support for judicial reviews; • Working with multiple systems, including cloud-based systems such as MS Planner/Project; • Administrative support for processing Freedom of Information and Access to Information on Environment requests; and • Undertaking such tasks and duties as may be assigned appropriate to the grade.

Who we are looking for We are seeking experienced administrators who are customer/stakeholder focussed with excellent verbal and written communication skills, with experience of case-handling / project work. The ideal candidate will be innovative and dynamic, demonstrating the ability to adapt to rapidly changing requirements or circumstances, with a proven track record in working to tight deadlines in a fast-paced environment, maintaining high quality output and strong attention to detail.

Skills • Self-motivated, energetic and able to offer suggestions for continuous improvement; • Organised, methodical, with strong time management skills; • Ability to interact positively with team members, external stakeholders and the public; • Agile and adaptable to changing environments; and • Positive and ‘can-do’ attitude to new tasks or new areas of responsibility.

Essential criteria Candidates must, on or before 16 June 2025, demonstrate: • Experience in stakeholder engagement, specifically in a legal, compliance and/or regulatory capacity, including experience working in customer service or in providing information to the public and/or other stakeholders; • Ability to effectively manage case work / project delivery; • Familiarity with the local government sector / planning system; • Experience interpretating legislation and applying to work practices; • Strong attention to detail and ability to work to competing deadlines in a fast-paced environment; • Proactive approach and initiative in carrying out work tasks; • Ability to generate, analyse and present accurate metrics and other management information; • Proven ability to build productive working relationships with internal and external stakeholders; including the public/legal advisors/ government officials; • Excellent written communication skills and the ability to communicate effectively with people at all levels both orally and through written communications; • Experience in the area of Data Protection and/or Freedom of Information and/or Access to Information on the Environment; • Ability to contribute to continuous improvements of work practices within the team; • Flexible working style to adapt to evolving legislative landscape and ability to manage core work with multiple projects; • Interest in the planning system and committed to the concept of public service.

Desirable qualities • Experience working in complaints / compliance / legal / regulatory team or similar; • Third level qualification in the area of planning and/or public management/administration and/or legal studies; • Experience working in planning / local government; • Previous staff management experience; • Ability to interact using Irish language.

Location of the post The post will be located at the OPR offices at Park House, Dublin 7.

Employer of Choice As an Employer of Choice the Civil Service has many flexible and family friendly policies e.g. Worksharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis) etc. All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation.

Principal Conditions of Service The appointment is to a permanent post in the Civil Service and is subject to the Civil Service Regulations Acts 1956 to 2005, the Public Service Management (Recruitment and Appointments) Act 2004, and any other Act for the time being in force relating to the Civil Service.

Salary Scale The salary scale for the position (rates effective from 01 March 2025) is as follows. Executive Officer - (PPC) €37,544 - €39,465 - €40,550 - €42,667 - €44,564 - €46,400 - €48,229 - €50,019 - €51,848 - €53,670 - €55,604 - €56,900 - €58,748(LSI1) - €60,610(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. 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 with current Government Policy. 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.

Tenure and Probation The appointment is to a permanent position on a probationary contract in the Civil Service. The probationary contract will be for a period of one year from the date specified on the contract. During the period of your probationary contract, your performance will be subject to review by your supervisor(s) to determine whether you: (i) Have performed in a satisfactory manner, (ii) Have been satisfactory in general conduct, and (iii) Are suitable from the point of view of health with particular regard to sick leave. Prior to the completion of the probationary contract a decision will be made as to whether or not you will be retained pursuant to Section 5A(2) Civil Service Regulation Acts 1956 – 2005. This decision will be based on your performance assessed against the criteria set out in (i) to (iii) above. The details of the probationary process will be explained to you by the Office of the Planning Regulator and you will be given a copy of the Department of Public Expenditure and Reform’s guidelines on probation. Notwithstanding the preceding paragraphs in this section, the probationary contract 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. In the following circumstances your contract may be extended and your probation period suspended. • The probationary period stands suspended when an employee is absent due to Maternity or Adoptive Leave. • In relation to an employee absent on Parental Leave or Carers Leave, the employer may require probation to be suspended if the absence is not considered to be consistent with the continuation of the probation and • Any other statutory provision providing that probation shall - (i) stand suspended during an employee’s absence from work, and (ii) be completed by the employee on the employees return from work after such absence. Where probation is suspended the employer should notify the employee of the circumstances relating to the suspension. The appointee will serve a one-year probationary period. If an appointee who fails to satisfy the conditions of probation has been a serving civil servant immediately prior to their appointment from this competition, the issue of reversion will normally arise. In the event of reversion, an officer will return to a vacancy in their former grade in their former Department. Hours of attendance Hours of attendance will be fixed from time to time but will amount to not less than 41 hours 15 minutes gross per week (35 hours net per week). Where extra attendance is necessary, overtime payments, or time off in lieu, will be allowed in accordance with the Civil Service overtime regulations.

Unfair Dismissals Acts 1977-2015 The Unfair Dismissals Acts 1977–2015 will not apply to the termination of this employment by reason only of the expiry of this probationary contract without it being renewed.

The Organisation of Working Time Act The terms of the Organisation of Working Time Act 1997 will apply, where appropriate, to this employment.

Annual Leave In addition to the usual public holidays, annual leave for this position is 23 days rising to 24 after 5 years’ service, 25 days after 10 years’ service, 26 days after 12 years’ service and 27 after 14 years’ service.

Sick Leave Pay during properly certified sick absence, provided there is no evidence of permanent disability for service, will apply on a pro-rata basis, in accordance with the provisions of the sick leave circulars. An officer who will be paying Class A rate of PRSI will be required to sign a mandate authorising the Department of Social Protection to pay any benefits due under the Social Welfare Acts directly to the employing organisation. Payment during illness will be subject to the officer making the necessary claims for social insurance benefit to the Department of Social Protection

Superannuation and Retirement The appointee will be offered the appropriate superannuation terms and conditions as prevailing in the Public Service at the time of being offered an appointment. In general, an appointee who has never worked in the Public Service will be offered appointment based on membership of the Single Public Service Pension Scheme (‘Single Scheme’). Full details of the Scheme are at: www.singlepensionscheme.gov.ie Where the appointee has worked in a pensionable (non-Single Scheme terms) public service job in the 26 weeks prior to appointment or is currently on a career break or special leave with/without pay different terms may apply. The pension entitlement of such appointees will be established in the context of their public service employment history.

The key provisions attaching to membership of the Single Scheme are as follows: • career average earnings are used to calculate benefits (a pension and lump sum amount accrue each year and are up-rated annually by reference to CPI); • pensionable age - The minimum age at which pension is payable is the same as the age of eligibility for the State Pension, currently 66; • retirement age - Scheme members must retire at the age of 70; • post-retirement pension increases are linked to CPI.

Pension Abatement This may have pension implications for any person appointed to this position who is currently in receipt of a Civil or Public Service Pension or has a Preserved Civil or Public Service Pension which will come into payment during his/her employment in this position. • If the appointee has previously been employed in the Civil or Public Service and is in receipt of a pension from the Civil or Public Service or where a Civil/Public Service pension comes into paymentduring his/her re-employment that pension will be subject to abatement in accordance with Section 52 of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. Please Note: In applying for this position you are acknowledging that you understand that the abatement provisions, where relevant, will apply. It is not envisaged that the employing Department/Office will support an application for an abatement waiver in respect of appointments to this position. • However, if the appointee was previously employed in the Civil or Public Service and awarded a pension under voluntary early retirement arrangements (other than the Incentivised Scheme of Early Retirement (ISER), the Department of Health Circular 7/2010 VER/VRS or the Department of Environment, Community & Local Government Circular letter LG(P) 06/2013, any of which renders a person ineligible for the competition) the entitlement to that pension will cease with effect from the date of reappointment. Special arrangements may, however be made for the reckoning of previous service given by the appointee for the purpose of any future superannuation award for which the appointee may be eligible.