Probation Assistant (Executive Officer)

The Role

A Probation Assistant (Executive Officer) is a new role in the Probation Service. Working as part of a team, a Probation Assistant’s role is to support in the supervision and management of offenders and in interagency work at an appropriate level.

A Probation Assistant may be assigned to duties in any of the following areas: Courts and Community, Prisons/Places of Detention, Young Persons‟ Probation or other particular assignments that may arise in the Service. A Probation Assistant can anticipate changes in assignment from time to time during their careers with the Service.

The areas of current strategic priority for the Probation Service that are likely to impact on the work of a Probation Assistant include:

·        Ensuring community sanctions remain a viable and relevant disposal for the court;

·        Expanding the range of community sanctions and approaches to offender rehabilitation available to the Courts, the Department of Justice and other relevant authorities;

·        Developing new ways of working with our criminal justice partners, including greater integration of work practices in the management of offenders;

·        Developing a more victim sensitive approach in our work with offenders as well as further developing restorative justice interventions and services to victims;

·        Engaging with the community in promoting and delivering community sanctions.

In order for Probation Assistants to be effective in their role, candidates need to be:

·        interested in public affairs and committed to the concept of public service;

·        capable of planning and organising people and resources to meet goals, targets and objectives;

·        understanding and sensitive in dealing with others, and persuasive when communicating in general;

·        interested in making sure all tasks are completed to a very high standard;

·        willing to share ideas and information with people, with the purpose of achieving a particular result;

·        interested in working as part of a team;

·        capable of presenting written material in a clear, concise, comprehensive and convincing manner;

·        fully committed to achieving quality results;

·        capable of using initiative as and when appropriate;

Specific Responsibilities of the Probation Assistant Role:

•       Assisting Probation Teams in managing the supervision of offenders on Community Service Orders

•       Assisting Probation Teams in monitoring low risk offenders

•       Assisting Probation Officers in the co-ordination of Programme Delivery

•       Assisting Probation Teams in attending and carrying out Court duties.

Training

The Probation Service is committed to providing on-going training and development opportunities for all its staff. There is a dedicated staff training and development section within the Probation Service which provides induction training to all new staff. It also offers on-going skills and knowledge training in specific areas relevant to the core work of the Probation Service.

Locations of Posts:

Vacancies will arise nationwide across the Probation Service. If you are successful in this competition you will be placed on a panel in order of merit from which vacancies across the country will be filled.

Candidates should be aware that requirements in relation to working on site at their place of work will be in line with the Probation Service Blended Working Policy.( All Probation Assistants are required to attend their place of work on, at least three days per week to be agreed with their line manager. Additional in person attendance may be also required depending on the business need).

QUALIFICATIONS AND EXPERIENCEEssential

Candidates must, on or before 24th February 2026

(i) have obtained in the Leaving Certificate Examination a minimum of grade D at Ordinary (or Pass) level in Mathematics and Irish or English, having obtained a minimum of Grade C in at least five subjects at Higher (or Honours) level papers;

or

(ii) hold a qualification, that in the opinion of the Probation Service, is of a standard in terms of both level and volume of learning that is of at least an equivalent or higher standard to the Leaving Certificate (this will only be determined during the selection process or if a candidate comes under consideration for a position);

or

(iii) have passed the first-year examination of a course leading to a recognised degree;

or

(iv) be serving as a Civil Servant with not less than two years-service.  Temporary officers and officers serving in an acting capacity in the eligible grades may compete in the competition provided they fulfil the eligibility requirements set out

And

Demonstrate the competencies set out in Appendix I

Desirable Criteria

·        A recognised third level qualification relevant to the area e.g., Bachelor of Social Science Degree,Applied Social Care, Social Care, Applied Social Studies, Social Care Practice. Psychology or Criminology.

·        Experience of working with offenders/other marginalized groups

·        Court Room Experience

·        Experience of working with victims and related issues

·        Experience of offending behaviour programmes

·        Experience of working in addiction treatment settings

It is the responsibility of applicants to ensure that they meet the eligibility criteria. Eligibility may not be confirmed until an applicant comes under consideration for assignment. An invitation to an interview does not constitute acceptance of eligibility.

Eligibility to compete and certain restrictions on eligibility

Citizenship Requirements

Eligible Candidates must:

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 or a Stamp 5 permission;

To qualify candidates must be eligible by the date of any job offer.

Collective Agreement: Redundancy Payments to Public Servants

The Department of Public Expenditure and Reform letter dated 28th June 2012 to Personnel Officers introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure and Reform and the Public Services Committee of the ICTU in relation to ex-gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the Public Service by any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011) for a period of 2 years from termination of the employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility)

Incentivised Scheme for Early Retirement (ISER):

It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees, under that Scheme, are not eligible to apply for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position.

Department of Health and Children Circular (7/2010):

The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re- employment in the public health sector or in the wider Public Service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years. People who availed of the VER scheme are not eligible to compete in this competition. People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility).

Department of Environment, Community & Local Government (Circular Letter LG(P)06/2013)

The Department of Environment, Community & Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28 June 2012 as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment in any Public Service body [as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012] for a period of 2 years from their date of departure under this Scheme. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor).

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.

Employer of Choice

As an Employer of Choice the Civil Service has many flexible and family friendly policies e.g. Worksharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis) etc.  All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation.

The Civil Service also operates a Mobility scheme for all general service grades. This scheme provides staff with career opportunities to learn and partake in diverse roles across a range of Civil Service organisations and geographical locations.

Principal Conditions Of ServiceGeneral

The appointment is to a permanent post in the Civil Service and is subject to the Civil Service Regulations 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.

Pay

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

€38,419 €40,360 €41,456 €43,594 €45,510 €47,364 €49,211 €51,024 €52,890

€54,749 €56,722 €58,044 €59,928 LSI1 €62,601 LSI2

Personal Pension Contribution (PPC)

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.

Important Note

Entry will be at the minimum of the scale and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if you are a currently serving civil or public servant. In accordance with Circular 21/20024 agreement on incremental credit for previous service at Clerical Officer, Executive Officer or equivalent grades may apply.

Subject to satisfactory performance increments may be payable in line will current Government Policy.

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

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 one year 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 by the Department of Justice and you will be given a copy of the Department of Public Expenditure and Reform’s guidelines on probation.

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.

Headquarters

The Probation Service is a national service with offices in over 30 locations around the country. The Probation Service also has offices in each of the Prisons and Places of Detention located throughout the country. Probation Assistants may be required to serve in any part of the state, both in a community and custodial setting. An Assistant’s headquarters will be such as may be designated from time to time by the Head of Service.

Probation Assistants may be required to travel in the course of their official duties. When absent from home and headquarters on duty, appropriate travelling expenses and subsistence allowances will be paid subject to the normal Civil Service regulations.

Hours of attendance

Hours of attendance will be fixed from time to time but will amount to not less than 41 hours and 15 minutes gross or 35 hours net per week. Where extra attendance is necessary, overtime payments or time off in lieu will be allowed in accordance with the Civil Service overtime regulations.

Annual Leave

The Annual leave allowance for the positions of Probation Assistant is 23 days rising to 24 days after 5 years’ service, 25 days after 10 years’ service, 26 days after 12 years’ service and 27 days after 14 years’ service This allowance is subject to the usual conditions regarding the granting of annual leave in the civil service, is based on a five day week and is exclusive of the usual public holidays.

Sick Leave

Pay during properly certified sick absence, provided there is no evidence of permanent disability for service in accordance with the provisions of the sick leave circulars.

Officers paying Class A rate of PRSI will be required to sign a mandate authorising the Department of Social Protection to pay any benefits due under the Social Welfare Acts direct to the employing Office/Department. Payment during illness will be subject to the officer making the necessary claims for social insurance benefit to the Department of Social Protection within the required time limits.

Superannuation and Retirement

The successful candidate will be offered the appropriate superannuation terms and conditions as prevailing in the Civil Service at the time of being offered an appointment.  In general, an appointee who has never worked in the Public Service will be offered appointment based on membership of the Single Public Service Pension Scheme (“Single Scheme”). Full details of the Scheme are at www.singlepensionscheme.gov.ie

Where the appointee has worked in a pensionable (non-Single Scheme terms) public service job in the 26 weeks prior to appointment or is currently on a career break or special leave with/without pay different terms may apply. The pension entitlement of such appointees will be established in the context of their public service employment history.

Key provisions attaching to membership of the Single Scheme are as follows:

• Pensionable Age: The minimum age at which pension is payable is the same as the age of eligibility for the State Pension, currently 66.
• Retirement Age: Scheme members must retire on reaching the age of 70.
• Career average earnings are used to calculate benefits (a pension and lump sum amount accrue each year and are up-rated each year by reference to CPI).
• Post retirement pension increases are linked to CPI

Pension Abatement

If the appointee has previously been employed in the Civil or Public Service and is in receipt of a pension from the Civil or Public Service or where a Civil/Public Service pension comes into payment during his/her re-employment that pension will be subject to abatement in accordance with Section 52 of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. Please note: In applying for this position you are acknowledging that you understand that the abatement provisions, where relevant, will apply. It is not envisaged that the employing Department/Office will support an application for an abatement waiver in respect of appointments to this position.

However, if the appointee was previously employed in the Civil or Public Service and awarded a pension under voluntary early retirement arrangements (other than the Incentivised Scheme of Early Retirement (ISER), the Department of Health Circular 7/2010 VER/VRS or the Department of Environment, Community & Local Government Circular letter LG(P) 06/2013, any of which renders a person ineligible for the competition)the entitlement to that pension will cease with effect from the date of reappointment. Special arrangements may, however be made for the reckoning of previous service given by the appointee for the purpose of any future superannuation award for which the appointee may be eligible.

Department of Education and Skills Early Retirement Scheme for Teachers Circular 102/2007

The Department of Education and Skills introduced an Early Retirement Scheme for Teachers. It is a condition of the Early Retirement Scheme that with the exception of the situations set out in paragraphs 10.2 and 10.3 of the relevant circular documentation, and with those exceptions only, if a teacher accepts early retirement under Strands 1, 2 or 3 of this scheme and is subsequently employed in any capacity in any area of the public sector, payment of pension to that person under the scheme will immediately cease. Pension payments will, however, be resumed on the ceasing of such employment or on the person's 60th birthday, whichever is the later, but on resumption, the pension will be based on the person's actual reckonable service as a teacher (i.e. the added years previously granted will not be taken into account in the calculation of the pension payment).