Senior Probation Officers

LOCATION: Nationwide

The Department of Justice, Home Affairs and Migration intends to establish a panel for promotion to the grade of Senior Probation Officer (SPO). The panel will remain in place for a period of 2 years, or until such time as the panel is cleared, whichever is sooner.

Applications are invited from eligible and suitably qualified candidates who wish to be considered for promotion to SPO.

The required SPO competencies are as follows (further details are attached at Appendix A):

• Leadership
• Judgement, Analysis, and Decision Making
• Management and Delivery of Results
• Interpersonal and Communication Skills
• Specialist Knowledge, Expertise and Self Development
• Drive and Commitment to Public Service Values

The Role

A Senior Probation Officer is the local service manager, reporting to the appropriate Assistant Principal Probation Officer (Regional Manager), and is responsible for the effective delivery of services and programmes to the courts, the community and custodial institutions, in accordance with policies in place within the Service.

In his/her capacity as manager and Probation Service team leader, the effective co-ordination and management of the work includes, but is not limited to:

• Managing a team, which includes providing leadership in staff management and development, managing Probation Officers, Community Service Supervisors and administrative staff.
• Co-ordination and management of the work of the team for which he/she is responsible, liaison with other disciplines, services and community organisations in his/her area of responsibility.
• Commitment to regular professional staff supervision with each member of the team, combining direction in case management with assisting staff in developing a variety of skills and generally supporting and motivating staff in their practice.
• Supervising all work activity within the team, including the management of caseloads, quality assurance of assessment, case records and other aspects of case management, in accordance with established professional practice and Service policy.
• The management and administration of community service in accordance with the Criminal Justice (Community Service) Act 1983, and the Community Return Scheme as set out in the Service policy.
• Ensuring that each office under his/her responsibility is a safe place to work in accordance with the requirements of health and safety legislation and Service Policy.
• Supervising all aspects of attendance, performance and duties of Probation Service staff assigned to courts, prisons or places of detention and other Service staff in the office or area including:
• Ensuring that expenditure is managed in a planned and effective way.
• Carry a small client caseload.

Eligibility

In order to be eligible to compete, prospective candidates must, on the closing date:

Essential Requirements

The successful candidate will, on or before the closing date of 5:00 pm, 26th of August 2026, have:

• A Qualification at Level 8 on the National Framework of Qualifications in Social Science with 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 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.
• A minimum of two years relevant operational experience in a probation or social work setting.
• Strong knowledge base and experience in working with clients, including assessment, supervision and intervention programmes through effective practice standards.
• Full current driving licence that enables you to drive in Ireland and a car available for official business or access to a form of transport which will enable you to meet the full requirements of the post.

Desirable Requirements

• A professional qualification in Social Work, recognised by CORU.

Candidates will also be required to demonstrate the competencies set out in Appendix A.

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; 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 visa or a Stamp 5 visa.

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, National Development Plan 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, National Development Plan 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, 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.

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.

Salary

The Salary Scale for the position is as follows (rates effective from 26th August 2026):

Personal Pension Contribution (PPC)

€76,202 €77,944 €79,680 €81,425 €83,165 €83,629 €85,344 €87,125 €90,024 (LSI1) €92,931 (LSI2)

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 (LSI1) and 6 years (LSI2) 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.

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 your choice.

Payment cannot be made until a bank account number and bank sort code has been supplied on appointment and statutory deductions from salary will be made as appropriate.

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 twelve months 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.

(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 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, NDP Delivery and Reform's guidelines on probation.

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:

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.