External Courts Service Research Support Associate

THE ROLE

The Research Support Office (RSO) provides the following services:

·             The compiling and updating of bench books on various court lists and areas of law (civil and criminal) for use by members of the judiciary;

·             The provision of written memoranda in response to research requests made by individual judges in the Appellate, High, Circuit and District Courts;

·             The circulation of legal updates to all members of the judiciary;

·             The delivery of briefings to both members of the judiciary and colleagues in the Courts Service on the legal research conducted by the office on various areas of law;

·             The provision of information sessions on the Irish legal system to visiting delegations of international dignitaries; and

·             The provision of research support for members of the judiciary in attending conferences.

KEY RESPONSIBILITIES

The following list of duties is indicative (but not exhaustive) of the responsibilities and duties Research Support Associates may be expected to perform:

·         Create comprehensive guides on specific areas of law for the Irish judiciary – these are referred to as ‘Bench Books’;

·         Update Bench Books on an annual basis to ensure the research is accurate and of high quality;

·         Keep abreast of recent legal developments and update the judiciary on same;

·         Deliver legal research briefings to members of the judiciary and judicial assistants on various areas of law;

·         Produce detailed legislative tables on various areas of the law for members of the judiciary;

·         Complete complex and comprehensive research memoranda that are well-written, concise, and accessible;

·         Provide high-quality editing, proof-reading and summarisation services for the Irish judiciary;

·         Create and gather legal research to be used for our internal Knowledge Management System;

·         Assist with the overview, management and further development of our Knowledge Management System;

·         Provide peer-review support to colleagues;

·         Carry out other research tasks, as required.

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

ESSENTIAL REQUIREMENTS

·         Hold an honours law degree at 2.1 (LLB or BCL) at a minimum of level 8 on the National Framework of Qualifications or the Diploma in Law from The Honorable Society of King’s Inns AND;

·         Hold a professional legal qualification as a solicitor or barrister licensed to practice within the State with at least 2 years of relevant post qualification experience as a legal practitioner;

·         The ability to write and present legal research in an accurate, concise, accessible and plain English style.

The following are desirable:

·         Experience in knowledge-management systems;

·         Candidates indicate fluency in Irish and in particular an ability to read and understand legal materials in the Irish language.

APPLICATION PROCESS

Applications should be made by logging onto the advertisement link and uploading your CV and complete all mandatory fields within the application portal.

The closing date is 12noon on 26 March 2026. Applications received after the closing date and time will not be accepted.

The admission of a person to a competition, or invitation to attend an interview, is not to be taken as implying the Courts Service is satisfied such a person fulfils the requirements of the competition or is not disqualified by law from holding the position and does not carry a guarantee that your application will receive further consideration. It is important, therefore, for candidates to note that the onus is on them to ensure that they meet the eligibility requirements for the competition before attending for interview. If a candidate does not meet these essential entry requirements but nevertheless attends for interview, that candidate will be putting him or herself to unnecessary expense.

It is important to note the onus is on applicants to ensure the eligibility requirements for the competition are met when applying for the competition.

The Courts Service accepts no responsibility for communication not accessed or received by an applicant.

SELECTION METHODS

The selection process will involve:

·                 The shortlisting of candidates, on the basis of the information contained in their CV;

·                 A competitive interview;

·                 If further shortlisted, an in-person presentation to be assessed by a panel including a judge.

Shortlisting

The Courts Service will assess to select candidates for possible interview who, based on an examination of their CV, meet the eligibility criteria and appear to be the most suitable for the position. Those that demonstrate evidence at the required level will be called forward to interview stage.

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

Communicating & Collaborating

Collaboration, Teamwork & Building Relationships

• Utilises interpersonal skills to build positive and effective working relationships, even in a blended or hybrid working environment
• Effective collaboration and teamworking skills, plays their part and works well with team members

Effective Communication

• Communicates in a clear, helpful and appropriate manner verbally, digitally, and in writing
• Willing to communicate openly, sharing their views, thoughts and concerns
• Keeps others updated, sharing all relevant details
• Approaches difficult conversations with care and professionalism, seeking support when required

Engaging, Including & Listening

• Listens carefully to others and takes on board their views, guidance and feedback
• Appreciates diversity and makes an effort to listen, include and engage with a variety of people

Candidates with Disabilities

The Courts Service has a key role to play in attracting candidates from all sectors of society, ensuring that routes to career opportunities are accessible to all who are interested. We are committed to equality of opportunity for all candidates. If you have a disability or need reasonable accommodation made during the selection process, we strongly encourage you to share this with us so that we can ensure you get the support you need.

Reasonable accommodation in our selection process refers to adjustments and practical changes which would enable a disabled candidate to have an equal opportunity for this competition. Examples of adjustments we provide include the use of assistive technology, extra time, scribes and/or readers or a range of other accommodations.

Please be assured that having a disability or requiring adjustments will not impact on your progress in the selection process; you will not be at a disadvantage if you disclose your disability or requirements to us. Your disability and/or adjustments will be kept entirely confidential.

6. INTERVIEW AND PRESENTATION

Following the shortlisting process successful candidates will be asked to take part in a competitive interview. Interviews will be held in person in Dublin City Centre. Interviews will be structured in format, with candidates asked to provide examples of the capabilities for the role as outlined in Section 5of this document. It is anticipated the interview will last 45 minutes

If successful, candidates will then be invited to present to an interview board. Candidates will be given the presentation topic and provided with instructions to assist with preparation. Candidates will be given 1 hour to prepare, and it is anticipated the presentation will last 30 minutes.

This presentation will be to an expert board including a judge. Further questions regarding candidates’ skills and capabilities may also be asked at this stage.

Confidentiality

Candidates can expect that all enquiries, applications and all aspects of the proceedings to the extent that they are managed by the Courts Service are treated as strictly confidential subject to the provisions of the Freedom of Information Act 2014. However, candidates should note that all application material may be made available to the interview board. Certain items of information, not specific to any individual, are extracted from computer records for general statistical purposes.

Garda Vetting

Garda vetting will be sought in respect of individuals who come under consideration for appointment. The applicant will be required to complete and return a Garda Vetting form should they come under consideration for appointment.

This form will be forwarded to An Garda Siochána for security checks on all Irish and Northern Irish addresses at which they resided. Enquiries may also be made with the police force of any country in which the applicant under consideration for appointment resided. If the applicant subsequently comes under consideration for another position, they will be required to supply this information again.

Candidates' Obligations:

Candidates in the recruitment process must not:

•         knowingly or recklessly provide false information

•         canvass any person with or without inducements

•         impersonate a candidate at any stage of the process interfere with or compromise the process in any way

Any person who contravenes the above provisions or who assists another person in contravening the above provisions is guilty of an offence. A person who is found guilty of an offence is liable to a fine and/or imprisonment. In addition, where a person found guilty of an offence was or is a candidate at a recruitment process, then:

·         where he/she has not been appointed to a post, he/she will be disqualified as a candidate; and where he/she has been appointed subsequently to the recruitment process in question, he/she shall forfeit that appointment.

It is important to remember that this is a competitive process for a role where integrity is paramount. Sharing information on the selection process e.g. through social media or any other means, may result in disqualification from the competition.

In addition, if a person found guilty of an offence was, or is a candidate at a recruitment process, they will be disqualified as a candidate and excluded from the process and if appointed to a post following the recruitment process, they will be removed from that post.

Specific candidate criteria

Candidates must have the knowledge and ability to discharge the duties of the post concerned and be suitable on the grounds of character.

Candidates must be suitable in all other relevant respects for appointment to the post concerned; and if successful they will not be appointed to the post unless they:

·             Agree to undertake the duties attached to the post and accept the conditions under which the duties are, or may be required to be, performed;

·             Are fully competent and available to undertake, and fully capable of undertaking, the duties attached to the position.

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 4 permission1 or a Stamp 5 permission

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

Declaration

Applicants will be required to declare whether they have previously availed of a Public Service scheme of incentivised early retirement. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment.

Failure to make such a declaration may disqualify a candidate from proceeding further in this competition, the final determination of which shall be made by Courts Service at its absolute discretion.

PRINCIPAL CONDITIONS OF SERVICE

The appointment is subject to the Civil Service Regulation 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. Appointees will be subject to the Civil Service Code of Standards and Behaviour.

All contracts will be subject to reference and qualification checks.

Salary

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

Research Support Associate at Higher Executive Officer level

€59,435 €61,173 €62,908 €64,640 €66,380 €68,111 €69,849 €72,353(LSI1) €75,788(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.

Duties

Appointees will be expected to perform all acts, duties and obligations as appropriate to this position (which may be revised from time to time).

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 twelve months 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 detail of the probationary process will be explained to you and you will be given a copy of the Department of Public Expenditure NDP Delivery 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.

All appointees 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

This is a full-time post and hours of attendance will be fixed from time to time but will amount to not less than 41 hours and 15 minutes gross per week. Appointees will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of his or her duties subject to the limits set down under working time regulations.

Annual Leave

The annual leave entitlement for this post is 29 working days per year. This leave is on the basis of a five-day week and is exclusive of the usual public holidays. Please note that all leave, other than in exceptional circumstances, is unlikely to be granted during the legal term.

Headquarters

The appointee’s headquarters will be such as may be designated from time to time by the Courts Service, but generally appointees will be assigned to the Four Courts campus. There may be a requirement for some travel associated with this post. When absent from home and headquarters on official duty, an officer will be paid appropriate travelling expenses and subsistence allowances subject to normal Civil Service regulations.