Heritage Officer

DUTIES AND RESPONSIBILITIES

The Heritage Officer shall perform such duties as may from time to time be assigned in relation to employment and as may be appropriate to any function of the council and shall carry out such instructions as may be given in relation to the performance of their duties.

The duties of the post include, but are not limited to, the following: -

• Preparing and implementing the Monaghan Heritage Plan 2026-2030,
• Ensuring that national and regional heritage policy is implemented at a local level
• Leading, managing and advising on the heritage and conservation strategy and direction of the local authority, with a view to enhancing, promoting and protecting the county’s heritage, including advising and supporting other sections of the local authority on heritage-related aspects of projects and on the upkeep and conservation of historic structures and heritage assets. Embedding heritage considerations across all functions of the local authority and supporting colleagues to take on board new practices.
• Communicating with elected representatives. Liaising and collaborating effectively with all relevant statutory and non-statutory stakeholders. Promoting community engagement in relation to heritage matters and supporting communities to participate in the conservation and management of local heritage
• Developing and implementing policies that establish clear and coherent strategies for natural and cultural heritage in local authority plans, county development plans and submissions to national policy
• Managing the Heritage Annual Service Delivery Plan, including a portfolio of annual and multi-annual projects such as county-wide surveys, conservation plans for specific sites – historic buildings, biodiversity areas, archaeological sites, managing capital restoration and conservation works, and initiating publications of county interest.
• Managing the local authority’s heritage section budget, and identifying funding opportunities. Coordinating procurement, tendering, resource allocation and reporting, including financial reporting, as required.
• Using communications effectively to communicate a vision for Monaghan heritage and to bring and keep stakeholders on board
• Organising heritage events, public consultations, large conferences, co-ordinating heritage week and ensuring training and best practice across the heritage sector in the county
• Co-ordination and oversight of the effective delivery of relevant government grant schemes on behalf of Local Authority, including the DHLGH Community Monument Fund, Heritage Council Historic Towns Initiative, etc..
• Managing and ensuring the satisfactory performance of any team members assigned
• Complying with Health and Safety legislation at all times
• Undertaking any other duties of a similar level and responsibility as may be required or assigned from time to time
• Deputising for other employees of a higher grade as required

These duties are indicative rather than exhaustive and outline the main functions and responsibilities of the post of the Heritage Officer and may be subject to change in the future. The post holder may therefore be required to perform duties appropriate to the post, other than those detailed above and to take instruction from and report to an appropriate officer or such designated officer as may be assigned from time to time by Monaghan County Council.

ESSENTIAL QUALIFICATIONS FOR THE POST

1.     Character

Candidates shall be of good character.

2.     Health

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

3.      Citizenship:

Candidates must, by the date of any job offer, 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 is a spouse or child of an EEA or UK 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 the UK or Switzerland and has a stamp 4 visa.

4.      Education, Training and Experience

Each candidate must, on the latest date for receipt of completed application forms for the post:

• Have a minimum educational qualification of primary degree or equivalent post-graduate qualification in a subject relevant to heritage, for example: archaeology, history, museum studies, building conservation, object conservation, earth and natural sciences, etc.
• Have a recognized track record in heritage management or conservation.
• Have a minimum of five years’ work experience at an appropriate senior level of responsibility in a heritage-related position following graduation.
• Demonstrate knowledge or experience of contemporary heritage management approaches.
• Have excellent communication, organizational and management skills.
• Be enterprising, innovative and capable of working to a brief on his/her own initiative

Desirable skills

It is desirable that candidates demonstrate through their application form and at the interview that they:

• Have a track record of delivering results;
• Have an understanding of Local Authority services and structures in Ireland, or have the ability to quickly acquire same;
• Have good knowledge and awareness of statutory Health and Safety obligations for the organization and the employee, and of their application in the workplace

Non-Irish Qualifications must be accompanied by a determination from Quality and Qualifications Ireland (QQI) to establish their comparability against the Irish National Framework of Qualifications. Oversees qualifications must also be accompanied by a translation document.

Each candidate must include on the application form details of all qualifications obtained by them. The invitation to attend for Interview is not to be regarded as an admission that you possess the prescribed qualifications and/or requirements for this post or are you qualified by law to hold the post. Documentary proof will be required before appointment where you claim credit for particular qualification, experience, etc.

COMPETENCIES FOR THE POST

Key Competencies for the post are outlined in the table below. Candidates will be expected to demonstrate sufficient evidence within their application form and at interview of competence under each of these headings.

Essential Requirements:

Knowledge, Experience and Skills

• Demonstrates a knowledge and understanding of the structure and functions of Local Government

• Understands the role of a Heritage Officer

• Has a range and depth of experience relevant to the post.

• Has an understanding of health and safety

• Has experience of compiling, preparing, and presenting reports, presentations, correspondence etc.

• Has knowledge and experience of operating ICT systems

• Has effective budget and financial and resource management skills.

Competencies:

Strategic Management and Change

Strategic Ability

• Displays the ability to think and act strategically.
• Can translate strategy into operational plans and outputs.
• Evaluates capacity and performance against objectives.
• Demonstrates innovation and creativity to secure successful strategic outcomes

Political Awareness

• Has a clear understanding of the political reality and context of the organisation.

Networking and Representing

• Develops and maintains positive and beneficial relationships with a range of stakeholders.
• Builds networks of technical and professional contacts.
• Promotes and sustains an appropriate, positive, and cohesive image for the organisation.

Bringing about Change

• Demonstrates flexibility and an openness to change.
• Develops and initiates change management programmes to meet end objectives.
• Influences others and fosters commitment to change.

Delivering Results

Problem Solving and Decision Making

• Can pinpoint critical information and address issues logically.
• Understands the context and impact of decisions made.
• Acts decisively and makes timely, informed and effective decisions.

Operational Planning

• Contributes to operational plans and develops team plans in line with priorities and actions for their area of operations.
• Delegates, tracks and monitors activity.
• Establishes high quality service and customer care standards.

Managing Resources

• Manages the allocation, use and evaluation of resources to ensure they are used effectively to deliver on operational plans.
• Drives and promotes reduction in cost and minimisation of waste.

Delivering Quality Outcomes

• Promotes the achievement of quality outcomes in delivering services.
• Organises the delivery of services to meet or exceed the required standard.
• Evaluates the outcomes achieved, identifies learning and implements improvements required.

Performance through People

Leading and Motivating

• Motivates others individually and in teams to deliver high quality work and customer focused outcomes.
• Develops the competence of team members and helps them meet their full potential.
• Leads by example in terms of commitment, flexibility and a strong customer service ethos.

Managing Performance

• Effectively manages performance including underperformance or conflict.
• Empowers and encourages people to deliver their part of the operational plan.

Communicating Effectively

• Recognises the value of communicating effectively with all employees.
• Actively listens to others.
• Has highly effective verbal and written communication skills.
• Presents ideas clearly and effectively to individuals and groups.
• Maintains accurate records.

Personal Effectiveness

Relevant Knowledge

• Keeps up to date with current developments, trends and best practice in their area of responsibility.
• Demonstrates the required specialist knowledge, understanding and training for the role.
• Has strong knowledge and understanding in relation to statutory obligations of Health and Safety legislation and its application in the workplace.

Resilience and Personal Well Being

• Demonstrates appropriate and positive self-confidence.
• Remains calm under pressure and operates effectively in an environment with significant complexity and pace.

Integrity

• Behaves in an honest, trustworthy and respectful manner and is transparent, fair and consistent in dealing with others.

Personal Motivation, Initiative and Achievement

• Is enthusiastic about the role and sets challenging goals to achieve high quality outcomes.

• Is self-motivated and persistent when faced with difficulties.
• Engages in regular critical reflection in order to identify how own performance can be improved.

PRINCIPAL TERMS AND CONDITIONS

The Competition

Monaghan County Council invites applications from suitably qualified persons, who wish to be considered for inclusion on a panel from which permanent and temporary vacancies for the post of Heritage Officer shall be filled. The post(s) shall be wholetime, permanent/temporary and pensionable

The post holder shall not engage in any gainful occupation, other than as an employee of a local authority, to such an extent as to impair the performance of his or her duties as an employee of a local authority or in any occupation which might conflict with the interests of the local authority, or which might be inconsistent with the discharge of his/her duties as a local authority employee.

Salary:

The salary shall be fully inclusive and shall be as determined from time to time. Starting pay for new entrants will be at the minimum of the scale. Holders of the post shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their office or in respect of services which they are required by or under any enactment to perform. An allowance may also be payable in respect of travel expenses and subsistence.

The salary scale for the post is: -

€59,067, - €61,217, - €63,366, - €65,520, - €67,672, - €69,823, - €71,956, - €74,116 - €76,280, €78,425, 1st LSI €80,897, 2nd LSI €82,108

Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government, and Heritage. Appointees who are not existing public servants will enter at the minimum point of the scale.

Probation:

Where a person who is not already a permanent employee of a local authority is appointed, the following provisions shall apply: -

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

(b)             such period shall be twelve months, but the Chief Executive may, at his discretion, extend such period.

(c)              such person shall cease to hold such 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.

Hours of Duty:

The successful candidate’s normal hours of work will be 35 hours per week. Flexible working arrangements apply. The Council reserves the right to alter the hours of work from time to time. The role requires flexibility in terms of working hours as the duties may involve working outside of normal office hours.

Annual Leave

The annual leave entitlement will be 30 days per annum.

Health

For the purpose of satisfying the requirement as to health it will be necessary for each successful candidate, before he/she is appointed, to undergo a medical examination by a qualified medical practitioner to be nominated by the local authority.

Superannuation:

Membership of the Local Government Superannuation Scheme or the Single Public Service Pension Scheme is compulsory for all employees. Details will be provided to the appointee prior to appointment.

Superannuation contributions

Persons who become pensionable officers of a Local Authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the Local Authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. 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 dependant or qualified children).

Persons who become pensionable officers of a Local Authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the Local Authority at the rate of 5% of their pensionable remuneration.

Widows & Orphans/Spouses & Children’s scheme

All persons who become pensionable officers of a Local Authority will be required in respect of the Spouses and Children’s Contributory Pension Scheme to contribute to the Local Authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the scheme.

New entrants from 1st January 2013 – Single Public Services Pension Scheme

For new entrants under the Single Public Service Pension Scheme, effective from 1st January 2013, superannuation contributions are as follows: 3.5% of net pensionable remuneration and 3% of pensionable remuneration. Pension and retirement lump sum will be based on career-average pensionable remuneration; pensions will be co-ordinated with the State Pension Contributory.

Retirement:

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.

Garda Vetting/Child Protection

The successful candidate(s) will be subject to the Garda Vetting Procedures and will be required to complete Appendix V of the County Council’s Child Protection Policy.

Residence

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

Training

Successful candidates will be required to attend and participate in training programmes as may be decided by the local authority from time to time and to apply their learning in the course of their working activities.

Offer of appointment

Monaghan County Council shall require any person to whom an appointment is offered to take up such appointment within a period of not more than one month from the date on which the offer is made. If he/she fails to take up the appointment within such period or such longer period as the Council in its absolute discretion may determine, the Council shall not appoint him/her.

References

All appointments are subject to receipt of satisfactory references.