Outdoor Sports and Diversity Inclusion Officer

Sport Ireland and its network of Local Sports Partnerships (LSPs) are committed to promoting and creating opportunities for participation of the whole community in sport. This commitment is formalized in the objectives set out in Sport Ireland’s National Sports Policy. This policy outlines guiding principles to create greater opportunities for outdoor sport and the participation of women and ethnic minorities in sport and physical activity. Longford Sports Partnership is looking to fulfill these objectives within its Partnership and is seeking to recruit an Outdoor Sports and Diversity Inclusion Officer (OSDIO). The OSDIO will foster and encourage a culture of active participation, access to sport and physical activity in local communities and the development of outdoor sport activities. The Outdoor Sports and Diversity Inclusion Officer (OSDIO) will work in a coordinating capacity with all relevant stakeholders to increase and sustain participation opportunities for all communities within the county and to further outdoor sport development.

Role & Duties Specific tasks of the OSDIO will be determined locally having regard to the overall job purpose (as set out above) with reference to the National Sports Policy. The following represents an indicative list from which the OSDIO duties may be drawn depending on the above factors. The duties of the post include but are not limited to the following:

Research & Planning • Assessing the levels of participation, of ethnic minority and women in sport and physical activity, taking account of socio-economic, gender, demographic and other factors. • Assessing levels of programme and service provision by relevant agencies targeted at encouraging increased quality of and, participation opportunities, for ethnic minority and women in sport and physical activity • To provide regular analysis of the level of participation and development of sport and physical activity for ethnic minority and women in sport and physical activity within Longford • To provide regular analysis of the level of participation and development of sport and physical activity for ethnic minority and women within the county.

Specific Areas of Responsibility • Develop and sustain effective working relationships with the Longford County Council, LSP and National Governing Bodies of Sport operating within Longford to increase the range and choice of sport and physical activity opportunities for ethnic minority, women and outdoors programme. • Provide guidance and support to community-based organisations and clubs, to enhance their capacity to facilitate increased participation opportunities for ethnic minority, women and outdoors. • Establish and support partnership networks between activity providers, clubs, volunteers and others in order to maximise access to existing outdoor resources in Longford • Identify and deliver outdoor programmes from existing facilities within the county (e.g. outdoor gym programme / walking groups / woodland walks / waterways etc) • Work with LSP /NGB’s Sports Officers and key support workers to strategically support the creation of and further enhancement of existing programmes to provide increased opportunities for ethnic minority and women and to encourage them participate at all levels within sport and physical activity. • Build positive relationships with services provides providers within the county to heighten awareness of sport and physical activity opportunities for ethnic minority and women and key support services to adopt a culture that promotes active and healthy lifestyles for ethnic minority and women. • Work as part of Local Sports Partnership team that will be instrumental to shaping the delivery of sport and physical activity opportunities for ethnic minority and women. across Longford. This will include networking/training /events, sharing information and support, and working as part of team tasked with contributing to the development of local resources/training and delivering objective of the Longford Sports Partnership Strategic plan. • Communications/ Public Relations - good knowledge/ experience in the area of social media/ website etc and developing compelling content for use across a range of channels including press release, graphics, digital and video content. • Participate and take part in the duties as required as part of the organizational response to Climate Action to promote and ensure capacity building, empowering change and delivering action.

Training & Development • Identify the training needs across the sport and physical activity sector within the county specific to the participation of ethnic minority and women in sport and physical activity. • Develop and sustain a network of voluntary and professional personnel through collaboration with Sport Ireland achieving a coordinated approach to the delivery of inclusive training and education workshops in Longford. • Support and promote training opportunities for ethnic minority and women in sport to understand the benefits of participating in sport and physical activity, enhancing their awareness of participation opportunities that exist, in addition to, promoting and supporting ethnic minority and women in sport becoming coaches, instructors and leaders in sport within the county. • Enhance the recognition and promotion of equality inclusive practice across the sport and physical activity sector in Longford. Qualifications 1. Character Each candidate must be of good character. 2. Health Each candidate must 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, etc: Each candidate must, on the latest date for receipt of application, have: • a Third-Level Degree qualification in Sports Development, Leisure Management, Adapted Physical Activity, Community Development, Health Promotion or other relevant discipline • A minimum of one years’ experience working in a similar role i.e. working in communities piloting and developing, project management, facilitating and delivering sport and physical activity programmes • Inter-personal skills to involve people, schools and communities in the planning, delivery and evaluation of programmes and initiatives. • Experience of working with people from diverse backgrounds • Experience in programme monitoring, evaluation and reporting • Proficiency in IT Microsoft office tools and communication technology systems. • Excellent communication (oral and written), administration, organisational and presentation skills • Awareness of current issues facing ethnic minorities and the importance and value of their participation in sport/physical activity • Ability to produce and disseminate information efficiently and accurately • Ability and commitment to work unsociable hours • Experience in managing budgets and preparing financial reports • Full clean driving licence and access to own transport for travel incurred at work PARTICULARS OF EMPLOYMENT 1. The Post The post is wholetime and appointment will be on a contract basis for a period of one year. 2. Location Longford County Council reserves the right to assign the successful candidates 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. 3. Commencement Longford 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 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, Longford County Council shall not appoint them. 4. Working Hours The successful candidate needs to be aware of the fact that the job is not nine to five Monday to Friday but may require evening work and weekends. Also, the successful candidate may be required to travel as part of their work. 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. Longford County Council requires employees to record their hours using a Clocking system. 5. Reporting Arrangements The successful candidate will be required to report to the employee(s) designated by the Director of Services for Community and Enterprise. A system of regular appraisal will be operated during employment, which will involve discussions between the employee and the line manager regarding performance and conduct. 6. Probationary Period of Employment There shall be a period after appointment during which you will hold the post of Outdoor Sports and Diversity Inclusion Officer on probation. The Chief Executive may at his/her discretion extend this period of probation. If your service is deemed unsatisfactory within the probationary period, you will cease to hold the position. Please note that tenure of employment is subject to satisfactory service on an ongoing basis. 7. Remuneration The current salary scale for the post of Outdoor Sports and Diversity Inclusion Officer (Analogous to Assistant Staff Officer) is €35,260 - €54,367 gross per annum (EL 03/2025), the rate of remuneration may be adjusted from time to time in line with Government Circulars. On appointment successful candidates will be placed on the first point of the point of the salary scale. Appointment to a higher point of the salary scale may apply to candidates employed elsewhere in the public service, subject to verification of service history. Remuneration is paid fortnightly by PayPath directly to the employees 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. 8. Superannuation & Retirement A person who becomes a pensionable employee of the County Council will be required in respect of their Superannuation to contribute to the Local Authority at the appropriate rate. The terms of the Local Government Superannuation (Consolidation) Scheme 1998 as amended or the Public Services Superannuation (Miscellaneous Provisions) Act 2004 or the Public Service Pensions (Single Scheme & Other Provisions) Act 2012 will apply as appropriate on appointment. Retirement age for employees is dependent on their relevant contract of employment, with due consideration being given to the rules of the Superannuation Scheme to which they belong. • For appointees who are deemed not to be “new entrants” as defined in the Public Service Superannuation (Miscellaneous Provisions) Act, retirement is compulsory on reaching 65 years of age. • The minimum retirement age for “new entrants” to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004 is 65. There is no mandatory retirement age. • Effective from 1st January, 2013, The Single Public Service Scheme applies to all firsttime new entrants to the public service, as well as to former public servants returning to the public service after a break of more than 26 weeks: - Retirement age is set, initially, at 66 years; this will rise in step with statutory changes in the State Pension Contributory (SPC) age to 67 years in 2021 and 68 years in 2028. - Compulsory retirement age will be 70. 9. Annual Leave The current annual leave entitlement for Outdoor Sports and Diversity Inclusion Officer is 30 days per annum, in accordance with the Council’s Annual Leave Policy. The Chief Executive of Longford 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.

10. Driver’s Licence & Insurance is your responsibility to arrange insurance cover for business use and to indemnify Longford County Council with the indemnity specified on your insurance certificate under the heading “Persons or classes of person who are covered”. If, during your employment, your licence is revoked, even temporarily, or if you receive endorsements on your licence which may affect your duties you are obliged to notify the Council immediately. 11. Code of Conduct/Organisation Policies Employees are required to adhere to all current and future Longford 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. 12. Training

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. 13. Health and Safety Regulations Longford County Council as an Employer is obliged to ensure, 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.