Executive Planner

Waterford City & County Council invites applications from suitably qualified persons who wish to be considered for inclusion on a panel from which permanent & fixed-term contract vacancies for the position of Executive Planner shall be drawn.

The Executive Planner is responsible for implementing programmes of work in the Planning Department and for providing a multiplicity of planning services and related services. Executive Planner positions are multi-faceted and may include some or all of the following key service areas:

·       Development Management

·       Planning Enforcement

·       Forward Planning and Sustainable Development

·       Gathering and analysis of Statistics on Development

The Executive Planner will from time to time be required to deputise for a Senior Executive Planner and must be willing to take on this challenge. The ideal candidate will be a highly motivated person with a strong sense of commitment to delivering quality public services.

Duties and Responsibilities

The successful applicant will have responsibility for the following duties:

General duties

The particular duties and responsibilities attached to the post may vary from time to time, without changing the general character of the duties or level of responsibilities entailed. The post holder may therefore be required to perform duties appropriate to the post, other than those detailed above, and to take instructions from and report to, an appropriate Officer or such designated Officer as may be assigned from time to time by Waterford City & County Council.

The role involves, but is not limited to the following:

·       Conducting site visits and preparing recommendations on assigned planning applications including applications made directly to An Bord Pleanála where a local authority report is requested.

·       Preparing responses to pre-planning requests and holding pre-planning meetings

·       Provide opinions and recommendations on exempt development and Part V and other legislation as required

·       Preparing responses to planning appeals, attendance and input at oral hearings as necessary

·       Carrying out site visits and preparing recommendations in relation to planning enforcement and derelict sites, including attendance at court cases and the giving of evidence.

·       Preparation of reports on the taking in charge of residential

developments

·       Giving planning advice on the preparation and processing of “Part 8” Local Authority development applications

·       Responding to planning queries, completions of returns, etc from other Council departments and national and regional Government/statutory agencies/external bodies as directed

·       Carrying out survey work, research, analysis, drafting policies and proposals, preparing written statements and maps and other work as required on the agreed Forward Planning Work Programme, including but not limited to plans, other planning strategies and studies, urban and rural renewal strategies/plans, urban design/public realm strategies.

·       Input into the preparation of management and administration of environmental assessments of planning applications and plans/programmes as required

·       Assistance in organising and facilitating public consultation and participation including attendance at meetings and other public forums, making presentations and recording and responding to queries

·       Dealing professionally and courteously with queries from member of the public and their agents

·       Providing a high level of service to public representatives, including attendance at and presentations to the relevant Strategic Policy Committee and at meetings of the Council, including Municipal District level.

·       Maintaining, managing where required and proactively developing a culture of Health and Safety in the workplace

·       Engaging in continuing Professional Development/Training

·       Incorporating the use of IT and efficiencies into work practices

·       Preparation for and attendance at staff meetings

·       Working in a supervisory role in relation to planning related areas of work as required, also taking a lead role in the planning section’s input into multi-disciplinary teams a s specified by the Senior Executive Planner or senior Planner

·       Taking a leadership role in the strategic planning related projects as required

·       Acting or deputising for senior personnel in their absence when required

·       Undertaking any other duties of a similar level and responsibility as may be required or assigned from time to time.

Qualifications for the Post

Each candidate must be of good character.

Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service.

Education, Experience, etc.

(a)   Candidates shall hold a qualification in Planning (at least level 8 on the National Framework of Qualifications);

(b)   Have at least five years’ satisfactory relevant experience of planning work

(c)   Possess a high standard of technical training and experience

(d)   A high degree of administrative experience

Current Salary Scale: €60,255 - €83,758 (2nd LSI)

The salary shall be fully inclusive and shall be as determined from time to time. The employee shall pay to the local authority any fees or other monies (other than his/her inclusive salary) payable to or received by him/her by virtue of his/her employment or in respect of services which he/she is required by or under any enactment to perform.

Entry point of this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government & Heritage. In accordance with Departmental Circular letter EL 01/2026, a person who is not a serving local authority employee on or after 1st January 2011, will enter the scale for the position at the minimum point (currently €60,255).

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.

Under the Public Service Stability Agreement 2013, the working hours for newly appointed/promoted staff are 37 hours per week. All posts will be offered on the basis of the candidate working whole time.

Where a person who is not already a permanent officer of Waterford City & County Council is appointed, the following provisions shall apply:-

(a)             there shall be a period after such appointment takes effect, during which such person shall hold office on probation;

(b)             such period shall be one year but the Chief Executive may, at his or her discretion extend such a period;

(c)              such a person shall cease to hold office at the end of the period of probation, unless during such period, the Chief Executive has certified that the service of such person is satisfactory.

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 as follows:

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) Act 2004.

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 for carrying 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 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.

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

Waterford City & County Council employees may on occasion 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 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.

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.

Executive Planner report directly to the appropriate supervisor in the Section 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.

Waterford City & County Council operates under OHSAS 18001 accreditation and will be seeking to adopt ISO 45001 in due course. All employees are required to cooperate with the implementation of any and all measures necessary to achieve same.