External Courts Service Clerical Officer

1. Operating Environment

The long-term strategic vision for the future of the Courts Service sets out the 10-year plan to 2030 to re-design services around court users, leveraging digital technology to streamline services and ultimately delivering a modern court system. This is an exciting time to be a member of Courts Service staff and be part of our evolving and modernising journey.

2. THE ROLE

Are you looking for a new challenge? Do you want a varied role with fantastic career opportunities in a dynamic, fast paced environment?

The Courts Service is offering entry-level positions for individuals to join our team as a first step toward a rewarding and fulfilling career. These exciting on-site roles provide a vibrant work environment and the opportunity to make a real impact.

The Clerical Officer is often the first point of contact for our customers and may be seen as the face of our organisation. In this role you will have an opportunity to learn, develop and gain a knowledge of court proceedings and will be at the forefront of providing our customers access to justice. The office environment is rewarding and fulfilling and gives successful candidates an excellent foundation for career progression.

You will play a key role in the implementation of our exciting modernisation programme and as such, we want to make you the best that you can be.

A Clerical Officer will be responsible for:

• Support management and colleagues in providing efficient, team-oriented, and customer-focused service.
• Play a crucial role in assisting customers, including the most vulnerable in society, on a one-to-one basis.
• Network and liaise with Court stakeholders, support the Judiciary, and assist legal representatives and customers to ensure efficient and user-friendly service.
• Prepare Court lists and files, ensuring customers have access to justice.
• Perform general clerical duties.
• Use Information Technology daily.
• Maintain high-quality records in a thorough and organised manner.
• Check all work meticulously to ensure it meets high standards.
• Approach tasks methodically and carefully, ensuring accuracy at all times.
• Approach work in a careful and methodical manner, displaying accuracy at all times.

Note, the above is intended as a guide and is neither definitive nor restrictive.

4. Essential Requirements:

On the closing date of 2nd April 2026 candidates must have:

a)      Be at least 18 years of age on or before the closing date.

b)      Fulfil the Citizenship requirements, Health & Character, Garda Vetting & Security Clearance and Reference & Qualification Checks requirements.

c)      Ensure that they meet the criteria regarding Public & Civil Service Redundancy/III Health Retirement Schemes.

d)      A Leaving Certificate or equivalent.

e)      Relevant knowledge and skills to undertake the duties of the position, including a strong command of the English language and the ability to:

·      Take direction/follow instructions.

·      Organise and prioritise work effectively.

·      Work well with the public and colleagues.

·      Be flexible in their approach to work.

·      Be able to communicate effectively in a clear and concise manner.

·      Have a strong work ethic and willingness to learn.

f)        Basic level and experience of relevant ICT skills,

5. Benefits And Opportunities

It is important to us that staff feel supported and are given every opportunity to learn, develop and progress in our organisation.

Our people and organisation strategy places a high emphasis on diversity and wellness, personal and career development and employee engagement, but what does that mean for you?

We will provide an environment where you can:

·       Enjoy the benefits of flexible working hours for a healthy work-life balance.

·       Advance your career with regular promotion opportunities.

·       Receive strong management support to achieve your career goals and development needs.

·       Expand your knowledge of the justice system through internal mobility.

·       Benefit from the refund of fees initiative for further education.

·       Utilise study and exam leave.

Under our People and Organisation Strategy, we are developing a comprehensive training program that prioritises the learning and development of our people. Your journey will begin with a thorough induction program and continue with ongoing engagement with the Learning and Development unit.

Expect to progress quickly in an organisation that values initiative and hard work.

Whether you are a student, graduate, starting your career, or changing careers, we have a role for you in the Courts Service.

6. APPLICATION PROCESS

Application should be made by logging into the advertisement link.

The closing date is 12noon on 2nd April 2026. Applications received after the closing date and time will not be accepted.

In the online application form you are required to highlight specific key achievements and expertise to demonstrate your suitability for the role across the three CO grade capabilities (maximum 250 words each). The key achievements should provide details and an example under:

·       Building Future Readiness

·       Evidence Informed Delivery

·       Communicating & Collaborating

7. Selection Methods

The Selection Process will involve:

·                 Shortlisting of candidates, on the basis of the information contained in their CV and application form

·                 a competitive interview

Assessment

The Courts Service will short list to select a group for interview who, based on an examination of the CV and application form, 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

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 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

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:

1.     Request a Review of a decision made during the process Or

2.     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.

Requesting a Review under Section 7

A request for review may be taken by a candidate should they be dissatisfied with an action or decision taken by the Courts Service. The Courts Service will consider requests for review in accordance with the provisions of Section 7 of the Code of Practice for Appointments to Positions in the Civil and Public Service published by the CPSA.

When making a request for a review, the candidate must support their request by outlining the facts they believe show that the action taken or decision reached was wrong. A request for review may be refused if the candidate cannot support their request.

The Informal Review will consist of a desk-based examination of any available information in relation to the recruitment process and the decision taken regarding the candidate’s application. The outcome of the Informal Review Process will be communicated to the requester in writing.

•       A request for Informal Review must be made within 5 working days of notification of the decision and will normally take place between the candidate and a representative of the Courts Service who had played a key role in the administration of the selection process.

•       Where a candidate remains dissatisfied following any such informal discussion, he/she may adopt the formal procedures set out below.

A request for Formal Review must be made within 5 working days of either the notification of the selection decision, or the notification of the outcome of the Informal Review process. Any extension of these time limits will only be granted in the most exceptional of circumstances and will be at the sole discretion of the Chief Executive.

•       The candidate must address his/her concerns in relation to the process in writing to the Personnel Officer of the Courts Service (via email to careers@courts.ie, or in writing to Personnel Officer, Human Resources, 15/24 Phoenix Street North, Smithfield, Dublin 7), outlining the facts that they believe show an action taken or decision reached was wrong.

•       The Formal Review will be conducted by a person who is completely independent of the selection process

•       The outcome of the Formal Review must generally be notified to the candidate within 25 working days of receipt of the request for review. If the investigation does not produce a decision within this time, the Courts Service must keep the candidate informed of the status of the review and the reasons for the delay.

Making a Complaint under Section 8

A candidate may believe there was a breach of the Commission’s Code of Practice by the Courts Service that may have compromised the integrity of the decision reached in the appointment process. The complaints process enables candidates to make a complaint under Section 8 to the Courts Service in the first instance, and to the Commission for Public Service Appointments subsequently on appeal if they remain dissatisfied.

On foot of a Section 8 Complaint process, either the Courts Service or the CPSA may find that the recruitment and selection process in question has not adhered to the standard set out in the Code of Practice. In such cases, the Courts Service and the CPSA may make recommendations in order to prevent such issues from reoccurring again in the future. The CPSA cannot instruct the Courts Service to reverse a decision taken in the course of an appointment process. Any candidate wishing for an investigation into the decision taken regarding their application as part of a selection process should request a Review under Section 7, as outlined above.

The complainant must outline the facts that they believe show that the process followed was wrong. The complainant must also identify the aspect of the Code they believe has been infringed and enclose any relevant documentation that may support the allegation. A complaint may be dismissed if they the complainant cannot support their allegations by setting out how the Public Appointments Service has fallen short of the principles of this Code.

The Informal Complaint will consist of a desk-based examination of any available information in relation to the recruitment process. The outcome of the Informal Complaint will be communicated to the requester in writing.

•       An Informal Complaint must be made within 5 working days of notification of the decision and will normally take place between the candidate and a representative of the Courts Service who had played a key role in the administration of the selection process.

•       Where a candidate remains dissatisfied following any such informal discussion, he/she may adopt the formal procedures set out below.

A Formal Complaint must be made within 5 working days of either the notification of the selection decision, or the notification of the outcome of the Informal Complaint. Any extension of these time limits will only be granted in the most exceptional of circumstances and will be at the sole discretion of the Chief Executive.

•       The candidate must address his/her concerns in relation to the process in writing to the Personnel Officer of the Courts Service (via email to careers@courts.ie, or in writing to Personnel Officer, Human Resources, 15/24 Phoenix Street North, Smithfield, Dublin 7), outlining the facts that they believe show an action taken or decision reached was wrong.

•       The Formal Complaint will be investigated by a person who is completely independent of the selection process.

•       The outcome of the Formal Complaint must generally be notified to the candidate within 25 working days of receipt of the request for review. If the investigation does not produce a decision within this time, the Courts Service must keep the candidate informed of the status of the review and the reasons for the delay.

For further information on the above Review and Complaint procedures please see the Code of Practice for Appointments to Positions in the Civil and Public Service which is available on the website of the Commission for Public Service Appointments, www.cpsa.ie

Requests for Feedback

Feedback in relation to the selection process is available on request. There are no specific timeframes set for the provision of feedback.

Please note that the Review Process as set out in the Code of Practice is a separate process with specified timeframes that must be observed. Receipt of feedback is not required to invoke a review. It is not necessary for a candidate to compile a detailed case prior to invoking the review mechanism. The timeframe set out in the Civil and Public Service published by the CPSA Code cannot be extended for any reason including the provision of feedback.

Use of Recording Equipment

The Courts Service does not allow the unsanctioned use of any type of recording equipment on its premises. This applies to any form of sound recording and any type of still picture or video recording, whether including sound recording or not, and covers any type of device used for these purposes. Any person wishing to use such equipment for any of these purposes must seek written permission in advance. Unsanctioned use of recording equipment by any person is a breach of this policy. Any candidate involved in such a breach will be disqualified from the competition.

Deeming of candidature to be withdrawn

Candidates who do not attend for interview when and where required by the Courts Service, or who do not, when requested, furnish such evidence as the Courts Service requires in regard to any matter relevant to their candidature, will have no further claim to consideration.

Candidates are expected to provide all requested documentation to the Courts Service, including all forms issued by the Courts Service for completion, within five days of request. Failure to do so will result in the candidate being deemed to have withdrawn from the competition and their candidature will receive no further consideration.

MATTERS RELATING TO ELIGIBILITY TO APPLY

Citizenship Requirements

Eligible candidates must be:

(a)  A citizen of the European Economic Area (EEA). 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 has a stamp 41 or a Stamp 5 permission;

1Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent.

Salary

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

Clerical Officer - Personal Pension Contribution Salary Scale:

€605.69 €639.04 €647.53 €664.05 €688.44 €712.80 €737.14 €754.87 €774.99

€798.31 €814.74 €837.85 €860.81 €896.63 €924.78(LSI1) €949.31(LS2)

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.