Permanent and Temporary Household Survey Co-Ordinators

Roles and Responsibilities

Overview of RoleTitle of Position

Household Survey Co-Ordinator in the Central Statistics Office.

Location

Permanent positions: Dublin, Cork, South-East, North-West, Mid-West, Midlands

Temporary positions: Dublin, Cork, South-East, North-West, Mid-West, Midlands

Official headquarters for the Household Survey Co-Ordinator will be as designated by the Director General of the Central Statistics Office.

Job Description

To efficiently manage the data collection operation in a designated area as directed by the Central Statistics Office.

DutiesManagement of the Data Collection Team

This involves ensuring that the work returned by the Survey Interviewers in a designated area is of the highest standard.

Responsibilities include:

• Ensuring that specific deadlines are met.
• Ensuring staff are motivated.
• Ensuring the work of the Survey Interviewers is carried out in the most effective and cost-efficient manner.
• Involvement in the recruitment and delivery of training to Interviewers in a designated area.
• Ensuring that ongoing training needs are met.
• Ensuring that all Interviewers are fully trained to carry out the duties assigned to them.

Ensuring that Data Quality is Maintained to a High Standard

Survey Co-Ordinators should:

• Ensure that the prescribed sample size for the designated area is achieved.
• Ensure that non-response is kept to a minimum.
• Ensure that data is collected in the prescribed manner.
• Maintain the quality of data by carrying out regular checks on the data collected as defined by Headquarters.
• Work proactively with Interviewers to encourage reluctant respondents to participate in relevant surveys.

Liaison with Headquarters

As Co-Ordinators may work offsite from CSO headquarters, they should be in regular contact with headquarters.

This includes:

• Email communication.
• Phone contact.
• Regular Co-Ordinator group meetings.

Co-Ordinators are expected to be proactive and enthusiastic regarding suggestions for survey improvements and implementation.

Adherence to Deadlines

Specified deadlines will apply to data and administrative returns.

These deadlines may change from time to time depending on work requirements.

Co-Ordinators are expected to:

• Meet all specified deadlines.
• Ensure Interviewers also comply with these deadlines.

Management of Change

Modes of data collection are constantly being updated.

Co-Ordinators are expected to:

• Keep abreast of such changes.
• Assist in implementing change as required.

Training

• Participate in training as required.

Other Duties

The appointee will be required to perform any survey duties assigned from time to time appropriate to the position of Survey Co-Ordinator.

Primarily, duties will consist of managing the field operation of specific surveys in a designated area.

These duties may change from time to time as the business needs of the CSO dictate.

Full-Time/Temporary Positions

The position will be full-time/temporary and, during the term of this contract, the appointee may not engage in private practice or be connected with any outside business that may interfere with the performance of official duties.

Applicants should have all the abilities required of a Survey Co-Ordinator.

In particular, applicants must demonstrate, by reference to specific achievements in their career to date, that they possess, or have the capacity to acquire, the qualities, skills and knowledge required for the role of Survey Co-Ordinator as identified by the CSO.

A description of the capabilities is set out in Appendix 1.

Personal and Job Specifications for Household Survey Co-OrdinatorEssential Requirements

To be eligible for consideration, candidates must:

• Have fluent English, both written and spoken.
• Have excellent communication skills with experience of personal interaction with the public, preferably through face-to-face interviewing or related work.
• Have proven experience of staff management, preferably in an off-site capacity, and the organisation of work for groups in the recent past (within the past three years).
• Have a proven ability to achieve work of high quality and demonstrate a concern for achieving this.
• Have the ability to monitor work output, ensuring good quality and Office targets are met to improve response rates.
• Demonstrate a high level of managerial skills, with particular emphasis on leading and successfully delivering change in work practices.
• Be a self-starter with the ability to work on their own initiative and meet tight deadlines.
• Be enthusiastic about the job and have considered how potential difficulties might be overcome.
• Be computer literate, including familiarity with Microsoft packages.
• Be available to work flexible hours, including evenings and weekends, to support a team of Survey Interviewers.
• Have successfully completed the Leaving Certificate examination or equivalent.
• Hold a current full clean driving licence and have full-time use of a car.
• Have an understanding of the work of the CSO.

Desirable Qualifications

• Additional qualifications in People Management or a related area.
• Fluency in Irish is desirable but not required.

Eligibility to Compete and Certain Restrictions on EligibilityCitizenship Requirements

Eligible candidates must be:

• A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or
• A citizen of the United Kingdom (UK); or
• A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or
• A non-EEA citizen who has a Stamp 4 permission¹ 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.

To qualify, candidates must meet one of the citizenship criteria above by the date of any job offer.

If your visa expires, this may result in your being stepped down from your employment until you have regularised your permission to work in the State.

Selection Process

The selection process may include some or all of the following:

• Shortlisting of candidates based on the information contained in their application form.
• A competitive interview.

On completion of the selection process, panels will be formed in order of merit from which candidates may be called for interview.

These panels will remain in place for a period of 2 years from the date of establishment or until exhausted, whichever is earlier.

The CSO is an equal opportunity employer.

Shortlisting

If the number of applicants is such that it would not be practical to interview everyone, the CSO may decide that only a certain number will be called for interview.

A shortlisting board will examine application forms and assess them against predetermined criteria based on the requirements of the position.

The CSO uses a shortlisting process to select candidates who appear, based on their documentation, to be most suitable for progression to the next stage.

This does not suggest that other candidates are unsuitable or incapable of undertaking the role.

Applicants should therefore provide a detailed and accurate account of their qualifications and experience.

Interview Stage

At interview, candidates will be required to provide specific and detailed examples of past or current experience demonstrating the skills and capabilities required for the role of Survey Co-Ordinator (Executive Officer level).

The interview will explore evidence across the following four Capabilities Framework dimensions:

• Building Future Readiness
• Communicating and Collaborating
• Evidence Informed Delivery
• Leading and Empowering

The interview board will comprise at least two officers at Higher Executive Officer (or equivalent) level or above.

The board will receive a copy of the candidate's application form in advance.

The interview board will assess:

• Behaviours
• Skills
• Strengths
• Knowledge
• Values
• Motivation
• Interests
• Experience
• Suitability
• Readiness for the role

There is also a potential category within the scoring system.

Candidates may demonstrate potential in one capability while still being successful overall if they pass all other areas.

Potential recognises transferable skills, understanding, motivation to learn and the ability to develop capability quickly.

Interviews will be conducted using MS Teams.

Further information will issue to candidates deemed suitable for interview.

Accessibility, Disability and Reasonable Accommodation for the Selection Process

The CSO is committed to promoting equality of opportunity and ensuring recruitment processes are accessible and inclusive.

Candidates requiring reasonable accommodation at any stage are encouraged to make this known as early as possible.

Examples include:

• Adjustments to assessment format.
• Additional time.
• Other tailored supports.

Requests will be considered on a case-by-case basis in line with legislation and best practice.

Disclosure of disability or accommodation requirements will not disadvantage candidates.

Information will be treated as strictly confidential.

Special requirements should be advised to:

Ms. Niamh Forde, Disability Liaison Officer

Candidates wishing to request reasonable accommodation should contact:

competitions_supervisor@cso.ie

Candidates should provide sufficient detail regarding the accommodation required.

Supporting medical or professional documentation may be requested where necessary.

Deeming of Candidature to be Withdrawn

Candidates must make themselves available for interview.

Requests for postponements will not be considered.

Candidates who:

• Do not attend interview or testing when required.
• Do not provide requested evidence relevant to their candidature.

will have no further claim to consideration.

Request for Feedback

Feedback on the selection process is available upon written request.

The Review Process outlined in the Code of Practice is separate and has specified timeframes.

Specific Candidate Criteria

Candidates must:

• Have the knowledge and ability to discharge the duties of the post.
• Be suitable on the grounds of character.
• Be suitable on the grounds of health and physical fitness.
• Be suitable in all other relevant respects for appointment.

If successful, candidates will not be appointed 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, available and capable of undertaking the duties attached to the position.

Quality Customer Service

The CSO aims to provide an excellent quality service to all customers.

If you are unhappy with any aspect of the service received, you are encouraged to bring it to the CSO's attention.

Feedback will be provided upon written request.

Principal Conditions of Service

The appointment is subject to:

• Civil Service Regulation Acts 1956–2005.
• Public Service Management (Recruitment and Appointments) Act 2004.
• Any other relevant legislation relating to the Civil Service.

Co-Ordinator Salary

The salary scale effective from 1 June 2026 is:

€38,803, €40,764, €41,871, €44,030, €45,965, €47,838, €49,703, €51,534, €53,419, €55,296, €57,289, €58,624, €60,527¹, €63,227²

¹After three years satisfactory service at the maximum.

²After six years satisfactory service at the maximum.

The PPC pay rate applies where the individual is required to pay a Personal Pension Contribution (main scheme contribution).

A different rate applies where the appointee is not required to make a Personal Pension Contribution.

Important Notice

• Entry will be at the minimum point of the scale and is not negotiable.
• Remuneration may be adjusted from time to time in line with Government pay policy.
• Increments may be awarded annually subject to satisfactory performance.
• Two Long Service Increments (LSI) are payable after three and six years of satisfactory service at the maximum of the scale.
• Different terms and conditions may apply where the appointee is already a serving civil or public servant.

The appointee agrees that any overpayment of salary, allowances or expenses will be repaid in accordance with Circular 07/2018: Recovery of Salary, Allowances and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners.

Atypical Work Allowance

The work of the Co-Ordinator is considered atypical because the appointee must:

• Be available outside normal working hours to support Survey Interviewers.
• Work flexibly with other supervisors.
• Provide cover for colleagues in adjacent areas during annual leave, illness and other absences.

An additional annual allowance of €4,486.86 (or pro-rata where applicable) will be paid.

This payment:

• Is pensionable.
• Requires full flexibility regarding attendance as job requirements dictate.
• Is paid annually in April, once eligibility conditions are met.

Tenure and Probation

The appointment is:

• Permanent for Permanent Survey Co-Ordinators.
• Temporary for Temporary Survey Co-Ordinators.

Permanent appointments are subject to a one-year probationary contract.

Temporary appointments are made on a fixed-term contract basis.