Risk and Compliance Manager

The Role

The Irish Prison Service seeks to appoint a Risk & Compliance Manager to support and manage its risk management and compliance frameworks and related risk and compliance activities at tactical and operational levels. This post will act as a key support to the Directors Leadership Team of the Irish Prison Service and the Governors of all Prisons and Support Units. Functionally, the post holder will work in the Corporate Services Directorate, reporting to a Principal Officer (Head of Risk, Assurance and Compliance) within that directorate.

Key responsibilities of this function will include service-wide implementation and ongoing administration of the Irish Prison Service’s risk and compliance processes, roll-out and maintenance of risk tools, processes and procedures, and monitoring of the Irish Prison Service’s key compliance obligations from a risk management perspective.

While responsibility for the execution of compliance and risk resides with each of the directorate divisions, Prisons and Support Units (which are also responsible for managing their key risks), the Irish Prison Service requires support and co-ordination of these areas to give assurance to the Directors Leadership Team, Director General, and the Department of Justice, Home Affairs and Migration that these activities are operating as designed and effective.

The Risk & Compliance Manager has responsibility for all aspects of the following tasks and for such other tasks as may be assigned from time to time in line with the business requirements:

Risk Management:

• Responsible for the ongoing development and day-to-day management of the Irish Prison Service Risk Management Policy and Procedures.

• Support senior management in the development, articulation and ongoing review of risk management strategies, including risk appetite and risk prioritisation, in line with organisational objectives and public sector guidance.

• Support risk identification, assessment, escalation, review and reporting of risks across the estate.

• Ensure consistency, clarity, and robustness of risk descriptions, controls and actions.

• Manage the development and implementation of risk management tools, including risk registers maintained at Corporate, Directorate, Prison and Support Unit levels.

• Provide risk management training and support, and promote awareness of good risk management principles and practices to staff throughout the organisation.

• Strengthen risk-related engagement mechanisms by providing guidance and assistance to risk owners in every area, in understanding, monitoring and continuously managing risk.

• Advise on risk-related issues as they arise.

• Communicate specific risks and thematic issues to senior management.

• Develop, refine and report key risk indicators and management information systems to provide regular risk updates on progress in the implementation of the Risk Management Policy to senior management, the Audit Committee, and other fora.

• Oversee the implementation of audit recommendations.

• Implement a system of central identification of risks associated with key compliance requirements across the Irish Prison Service, to ensure that such requirements are consistently captured, ownership established, and controls and assurance requirements identified.

• Collate and produce risk reporting for senior management, including information published in Annual Reports.

• By keeping abreast of external developments, and with a “best in class” mindset, ensure at all times that Irish Prison Service risk management systems and practices exceed or (at a minimum) align with recognised public sector good practice models and relevant industry norms.

• Lead and support internal risk reviews based on both specific incidents and thematic areas in collaboration with relevant functional staff, particularly with a view to identifying key learnings.

• Support the integration of business continuity and operational resilience considerations within the risk management framework, including the identification, escalation and reporting of resilience-related risks in line with recognised public sector good practice.

Compliance:

• Support the management of and compliance with governance obligations of the Irish Prison Service, including legislative and regulatory requirements.

• Map existing corporate and local compliance systems and practices across Directorates, Prisons and Support Units.

• Work closely and constructively with operational managers to identify compliance issues, including potential system gaps and overlaps in existing compliance arrangements.

• Design and support the implementation of compliance processes that provide effective second-line assurance to senior management on the completeness and effectiveness of internal controls.

• Rollout and embed effective compliance processes, tools, methods, best practices, and training programmes.

• Work closely with relevant regulatory bodies to determine compliance issues and take measures to resolve these in a proactive manner.

• Produce compliance reports for the Annual Report and governance fora.

• Provide oversight on the Irish Prison Service’s compliance activities.

General:

• Supervise risk and compliance staff, including the coaching and mentoring of team members, and optimise team performance.

• Prepare annual business plans, policies and reports.

• Work collaboratively with Internal Audit and relevant oversight interfaces.

• Operate to high standards of professional judgement, confidentiality and independence.

• Ensure outputs are well-documented, transferable and capable of being embedded within the Irish Prison Service.

• Undertake other duties as delegated.

The above is not intended to be a comprehensive list of all duties involved and consequently the post holder may be required to perform other duties as appropriate to the post which may be assigned to him/her from time to time and to contribute to the development of the post while in office.

Entry Requirements

Essential Requirements

Candidates must demonstrate significant professional experience (at least five years) at a level appropriate to the Assistant Principal Officer grade in one or more of the following areas:

• Enterprise risk management

• Internal or external audit

• Regulatory compliance

• Governance

• Assurance functions

This experience must clearly demonstrate:

• Responsibility for the development, maintenance or quality assurance of organisational risk management and/or compliance systems, including the operation and review of risk registers and associated controls.

• Experience conducting structured reviews (such as audits, compliance reviews, risk reviews or investigations), including the analysis of evidence, identification of systemic issues, and preparation of clear, well-reasoned written reports for senior management or governance fora.

• The ability to provide professional advice, oversight and constructive challenge to senior managers on risk, governance and compliance matters, exercising sound judgement in complex and sensitive operational environments.

• The capacity to appropriately manage competing demands and deliver high-quality outputs in a regulated organisational context.

Candidates must also demonstrate a knowledge of, or the ability to rapidly acquire a strong understanding of, the Irish criminal justice system and the operational environment in which the Irish Prison Service operates. Experience in the public service or in a similar regulated, operationally complex environment will be an advantage.

Desirable:

Membership of a recognised professional body in accountancy, internal audit, risk, compliance or governance (e.g. ACA, CPA, ACCA, CIMA, IIA, IRM or equivalent), including adherence to a professional code of ethics and continuing professional development requirements.

In addition to the above, candidates must also be able to demonstrate the Key Capabilities identified for effective performance at the level of Assistant Principal Officer.

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.

Eligibility and Certain Restrictions on Eligibility to Compete

Citizenship Requirements

Eligible candidates must be:

• a citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union (EU), 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 permission or stamp 5 permission

Please note that a 50 TEU permission, 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.

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 reemployment 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 reemployment 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 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.

Principal Conditions of Service

General

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 Assistant Principal Officer PPC scale rates effective 1 February 2026 is as follows:

€82,290.00 €85,320.00 €88,393.00 €91,475.00 €94,553.00 €96,329.00 (NMAX) €99,433.00 (LSI1) €102,550.00 (LSI2)

Long service increments may be payable after 3 (LSI1) and 6 (LSI2) years satisfactory service at the maximum of the scale.

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 or 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 a civil servant or public servant recruited before 6th April 1995 and who is not required to make a Personal Pension Contribution.

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.

Payment will be made fortnightly in arrears by Electronic Fund Transfer (EFT) into a bank account of the appointee’s choice.

Payment cannot be made until a bank account number, bank sort code, IBAN (International Bank Account Number) and BIC (Bank Identifier Code) has been supplied to the Human Resources Division of the Irish Prison Service.

Statutory deductions from salary will be made as appropriate by the Department.

The appointee will agree 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 or Former Staff Members or 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.

Notwithstanding this paragraph and the paragraph immediately following below, this will not preclude an extension of the probationary contract in appropriate circumstances.

During the period of your probationary contract, your performance will be subject to review by your supervisor or supervisors 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) Civil Service Regulation Acts 1956–2005.

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

The detail of the probationary process will be explained to you by the Irish Prison Service during your induction.

Notwithstanding the preceding paragraphs in this section, 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 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.

• Any other statutory provision providing that probation shall stand suspended during an employee’s absence from work and be completed by the employee on return from such absence.

Where probation is suspended the employer should notify the employee of the circumstances relating to the suspension.

The employee may, in these circumstances, make an application to the employer for an extension to the contract period.

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

You will be assigned to the Irish Prison Service Headquarters, Ballinalee Road, Longford.

An appointee’s headquarters may be designated from time to time by the Head of the Department or Office.

When required to travel on official duty the appointee will be paid appropriate travelling expenses and subsistence allowances, subject to 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 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 his or her 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

The annual leave allowance for this position is 30 days.

This leave is on the basis of 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 apply on a pro rata basis, in accordance with the provisions of the sick leave circulars.

Officers who will be 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 Irish Prison Service.

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.