Probation Officer

The Role

A Probation Officer in the Probation Service of the Department of Justice 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 Officer 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 Officer 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.

Accountabilities for the Position

• Meeting Service standards and guidelines in the preparation of assessment reports on offenders.
• Managing the supervision of offenders subject to a range of Court Orders including Probation Orders, Community Service Orders, and post custody supervision.
• Delivery of Young Persons’ Probation programmes, including the preparation of court reports, engaging with and motivating young offenders and implementing the Children Act 2001.
• Ensuring offenders’ compliance with Court Orders and other orders being managed on behalf of relevant authorities e.g. Department of Justice, the Irish Prison Service.
• Delivery of interventions with offenders to reduce offending, establish pro-social behaviour and reduce victimisation.

Training

The Probation Service is committed to providing ongoing 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 officers. It also offers ongoing skills and knowledge training in specific areas relevant to the core work of the Probation Service.

Locations of Posts

All candidates will be considered to have applied for a Dublin, Galway and the Midlands panel.

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 Officers 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 also be required depending on business needs.

QUALIFICATIONS AND EXPERIENCEEssential

Candidates must, on or before 3rd September 2026, have:

A Qualification at Level 8 on the National Framework of Qualifications in Social Science with a social policy component, or an equivalent qualification recognised for entry onto one of the Social Work courses approved by CORU, Health and Social Care Professionals Council.

OR

Have been working as a Social Worker.

AND

Have relevant experience in, and capacity to demonstrate, the following:

• Interviewing skills.
• Report writing and assessment skills.
• Case management skills, including the ability to meet deadlines.
• Ability to work as part of a team.

AND

Have knowledge of:

• The Criminal Justice system.
• Community resources and how these can be mobilised.

Desirable

• CORU registered for Social Work.
• Post qualification work experience in a probation or social work setting.
• Court room skills.
• Knowledge of a range of social work methods of intervention.
• Knowledge of legislation relevant to the work of a Probation Officer.
• Knowledge and understanding of victim related issues.
• Knowledge of offending behaviour interventions and programmes.
• Ability to engage and motivate offenders.
• Knowledge of addictions.
• A full current driving licence that enables you to drive in Ireland and a car available for official business use, or access to a form of transport which enables you to meet the full requirements of the post.

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 EligibilityCitizenship 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.

b) A citizen of the United Kingdom (UK).

c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons.

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 two years from termination of 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 Scheme (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, the wider Public Service or in a body wholly or mainly funded from public money.

The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of seven 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

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, 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 two years from their date of departure under this scheme.

These conditions also apply in the case of engagement or 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.

Principal Conditions of ServiceGeneral

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

Pay

The Probation Officer salary scale (rates effective from 1st June 2026) is as follows:

€40,374 €42,921 €43,602 €47,001 €50,412 €53,886 €57,526 €59,823 €62,132 €64,461 €66,776 €69,097 €71,418 €73,732 €76,066 €78,644 (LSI1) €81,218 (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 years satisfactory service at the maximum of the scale (LSI1).
• 6 years satisfactory service at the maximum of the scale (LSI2).

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.

Subject to satisfactory performance, increments may be payable in line with 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 probationary period, 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.

(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) of the Civil Service Regulation Acts 1956–2005.

This decision will be based on your performance assessed against the criteria set out above.

The details 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.

Notwithstanding the preceding paragraphs, 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 Leave or Adoptive Leave.
• In relation to an employee absent on Parental Leave or Carer's Leave, the employer may require probation to be suspended if the absence is not considered to be consistent with the continuation of probation.
• Any other statutory provision providing that probation shall:

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.

Officers may be required to serve in any part of the State, both in a community and custodial setting.

An officer's headquarters will be such as may be designated from time to time by the Head of Service.

Probation Officers are normally required to travel extensively in the course of their official duties and are expected to provide their own motor cars and driving licence for this purpose.

The existing regulations governing recoupment of travelling expenses provide for payment of motor allowance, subject to certain conditions, in respect of the use by an officer of his or her own motor car on official business.

Subsistence allowances at appropriate rates are also payable.

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.

The successful candidate will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of their duties, subject to the limits set down in the Working Time Regulations.

The rate of remuneration payable covers any extra attendance liability that may arise from time to time.

Annual Leave

Annual leave will be:

• 25 working days in the first five years of service.
• 29 working days in the next five years of service.
• 30 working days after 10 years of 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, will be 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 directly to the employing Office or 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 prevailing in the Civil Service at the time of 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").

Where the appointee has worked in a pensionable (non-Single Scheme) public service job in the 26 weeks prior to appointment, or is currently on a career break or special leave with or 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 a 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 accrue each year and are uprated each year by reference to CPI).
• Post-retirement pension increases are linked to CPI