Senior Staff Officer

QUALIFICATIONS

For the purpose of satisfying the requirement as to health, it will be necessary for each successful candidate, before they are appointed, to undergo, at their expense, a medical examination by a qualified medical practitioner to be nominated by the Local Authority. On taking up employment, the expense of the medical examination will be refunded to the candidate.

Each candidate must, on the latest date for receipt of completed application forms:

i. (a) Have obtained at least Grade D (or a Pass), in Higher or Ordinary Level, in five subjects (or four if Irish is included) from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme including Irish and/or English and one of the following: Mathematics, Accounting, Business Organisation or Economics,

and

(b) Have obtained at least Grade C (or Honours) in Higher Level (or Honours) papers in three subjects in that examination (or two subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation or Economics),

or

(ii) Have obtained a comparable standard in an equivalent examination,

or

(iii) Hold a third level qualification of at least degree standard,

and

(iv) Shall have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organisation and control of staff.

CONFINED COMPETITION:

(v) (a) Be a serving employee in a local authority, or a regional assembly where applicable, and have at least two years satisfactory experience in a post of Clerical Officer or analogous post,

and

(b) Have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organisation and control of staff.

Recruitment of the post of Senior Staff Officer (Grade VI) will now be on the following basis:

Panel A: 50% confined to employees of the sector being all Local Authorities & Regional Assembly (where applicable)

Panel B: 30% open competition

Panel C: 20% confined to employees of Dún Laoghaire-Rathdown County Council

More details below at No. 10 (iv).

Non-Irish qualifications must be accompanied by a determination from Quality and Qualifications Ireland (QQI) to establish their comparability against the Irish National Framework of Qualifications. Overseas qualifications must also be accompanied by a translation document.

SENIOR STAFF OFFICER – COMPETENCIES

Candidates will be expected to demonstrate sufficient evidence of such competencies within their application form and at interview. Any short-listing or interview processes will be based on the information provided by candidates on their application form.

The competencies for the role of Senior Staff Officer are:

COMPETENCY: Management & Change

• Translates corporate mission and objectives into clear operational plans and outputs. • Effectively manages change, showing flexibility and openness while leading teams through evolving organisational environments. • Understands the changing operating environment of the Council and leads change to deliver quality services. • Builds and maintains strong, productive working relationships internally and externally. • Upholds strong governance and ethical standards.

COMPETENCY: Delivering Results

• Contributes to and leads the development of operational and team plans. • Plans, prioritises, and manages work programmes and resources effectively. • Demonstrates relevant administrative experience at a senior level in delivering complex work programmes. • Ensures delivery of high-quality services and customer care standards. • Makes timely, informed decisions with sound judgement. • Demonstrates effective financial and resource management skills. • Works under pressure and meets tight deadlines in achieving operational objectives.

COMPETENCY: Leading, Motivating, Managing Performance and Communicating Effectively

• Demonstrates strong ability to manage, supervise, and develop staff, including performance management. • Motivates, empowers, and encourages staff to maximise performance, supporting PMDS. • Leads teams to deliver quality results aligned with organisational objectives. • Communicates clearly and effectively, both verbally and in writing, with strong report writing and presentation skills. • Builds positive engagement with stakeholders and represents the Council professionally and credibly.

COMPETENCY: Personal Effectiveness

• Shows initiative and self-motivation, with the ability to work independently. • Manages time and workload efficiently. • Maintains a positive, constructive, and solution-focused attitude. • Demonstrates strong interpersonal and communication skills.

COMPETENCY: Local Government Knowledge & Understanding

• Demonstrates in-depth understanding of the structure, functions, and environment of local government. • Understands the role of the Senior Staff Officer within this context. • Maintains awareness of current local government issues and future trends, advocating practical solutions. • Understands the representational role of elected members and works effectively with them to implement policy. • Demonstrates political awareness and sensitivity. • Understands relevant legislation, including Health & Safety and data governance, and applies it appropriately. • Demonstrates competence in ICT systems relevant to service delivery.

JOB SPECIFICATION

The office is whole-time, permanent and pensionable.

A panel will be formed from which permanent and temporary appointments may be made.

€57,895 - €59,276 - €60,960 - €64,126 - €66,017 - €68,367 (1st LSI) - €70,730 (2nd LSI). Rates as at 01/02/2026.

Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government and Heritage.

In accordance with Departmental Circular Letter EL 02/2011, a person who is not a serving local authority employee on or after 1 January 2011 will enter the scale for the position at the minimum point.

Rate of remuneration may be adjusted from time to time in line with Government policy.

The salary shall be fully inclusive and shall be as determined from time to time. Holders of the office shall pay to the Local Authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their office or in respect of any services which they are required by or under any enactment to perform.

Persons who become pensionable officers of a Local Authority who are liable to pay the Class A rate of PRSI contribution will be required, in respect of their superannuation, to contribute to the Local Authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children).

Persons who become pensionable officers of a Local Authority who are liable to pay the Class D rate of PRSI contribution will be required, in respect of their superannuation, to contribute to the Local Authority at the rate of 5% of their pensionable remuneration.

All persons who become pensionable officers of a Local Authority will be required, in respect of the Spouses and Children’s Contributory Pension Scheme, to contribute to the Local Authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the scheme.

RETIREMENT

New Entrants recruited to the Public Service on or after 1 January 2013

Pensionable public servants (new joiners) recruited to the Public Service for the first time on or after 1 January 2013 (the commencement date of the Single Scheme) will be members of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012.

Pension age

Minimum pension age is linked to the State Pension age, which is currently 66 but may be subject to change.

Compulsory retirement age

Scheme members must retire at the age of 70.

In all other cases, staff recruited on or after 1 January 2013 who were employed in the Public Service on 31 December 2012 or within a period prior to 31 December 2012 not exceeding 26 weeks will retain their existing pension scheme terms and conditions.

In certain circumstances, e.g. where the public servant was on secondment or approved leave or remains on the same contract of employment, the 26-week rule does not apply.

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 debarred from applying for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position.

All new entrants to the Local Authority sector and any individuals on new appointments or promotion will work 35 hours per week.

When a person is not already a permanent officer of a Local Authority within the Public Service in Ireland and is appointed to a permanent office, the following provisions shall apply:

a. There shall be a period after such appointment takes effect during which such person shall hold office on probation.

b. Such period shall be one year.

c. Such person shall cease to hold such office at the end of the period of probation unless, during such period, the Chief Executive has certified that the service of such person in such office is satisfactory.

Annual leave entitlement for the position of Senior Staff Officer is 30 days per annum in accordance with Department of Environment, Community and Local Government Circular LG(P) 07/2011.

The duties of the post include but are not limited to:

a. Leadership and management of employees in supporting roles up to the position/grade of Staff Officer, including assigning duties and workload. b. Supporting management in the implementation of work programmes as required by the Council’s Corporate and Operational Plans. c. Supporting line manager to communicate, implement and manage all change management initiatives within the relevant area of responsibility. d. Responsibility for the management of a section or function within the Council. e. Delivery of specific departmental/organisational objectives. f. Management of conflicting demands within a team environment and to prescribed timelines and deadlines. g. Provide ongoing leadership, motivation and support to employees in the department/section, including resolving day-to-day problems and identifying training and development requirements as appropriate. h. Ensure full compliance with all organisational policies and procedures including grievance and disciplinary, performance management and attendance management. i. Effective communication and liaison with colleagues, managers and customers in relation to operational matters for their section. j. Compile, prepare and present reports as necessary, including preparation of reports or letters which may be of a sensitive and/or confidential nature. k. Support implementation of good practices with transparent reporting and communications and to deliver accountable services in the department/section. l. Carry out duties in a manner that enhances public trust and confidence and ensures impartial decision making. m. Such other duties as may be assigned from time to time.

The particular duties and responsibilities attached to the post may vary from time to time, without changing the general character of the duties or level of responsibilities entailed. The post holder may therefore be required to perform duties appropriate to the post, other than those detailed above, and to take instructions from and report to an appropriate Officer or such designated Officer as may be assigned from time to time by the Council.

The duties of the post are to give to the Local Authority and to:

a. The local authorities or bodies for which the Chief Executive is Chief Executive, and b. Any other local authority or body with which an agreement has been made by the Local Authority or by any of the authorities or bodies referred to in sub-paragraph (a),

under the general direction and control of the Chief Executive or of such officers as the Chief Executive may from time to time determine, such appropriate computing, technical, management, administrative, executive, supervisory, advisory and ancillary services as may be required by any local authority or body hereinbefore mentioned in the exercise and performance of any of its powers, functions and duties and to exercise such powers, functions and duties as may be delegated to them by the Chief Executive from time to time, including the duty of servicing all committees that may be established by any such local authority or body.

The holder of the post will, if required, act for an officer of a higher level.

Candidates must, by the date of any job offer, 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 is a spouse or child of an EEA or UK or Swiss citizen and has a Stamp 4 visa; or e. A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a Stamp 4 visa; or f. A non-EEA citizen who is a parent of a dependent Irish citizen child and has been granted residence permission (usually Stamp 4).

Holders of the office shall reside in the district in which their duties are to be performed or within a reasonable distance thereof.

Dún Laoghaire-Rathdown County Council reserves the right to assign employees to any premises in use by the Council, now or in the future, subject to reasonable notice.

Pursuant to Article 8 of the Local Government (Appointment of Officers) Regulation, 1974, the Minister has given directions as follows:

i. Selection of candidates for appointment shall be by means of a competition based on an interview conducted by or on behalf of the Local Authority. The interview will be competency-based and marks will be awarded under the competency skill sets identified for the position of Senior Staff Officer as outlined above. Candidates will also be required to demonstrate knowledge of the key duties and responsibilities for this role. Please note that the interview may be held in person or online.

ii. DLRCC reserves its right to shortlist candidates, in the manner it deems most appropriate, to proceed to the interview stage of the competition. Following receipt of all applications, job applicants may be shortlisted for assessment based on the extent to which they meet the criteria from the job description and/or where it would not be practical to interview all applicants.

Aptitude testing may, in some circumstances, be used to facilitate the shortlisting process. If required, the testing will be performed through a third-party provider and submission of an application for employment is regarded as consent to share your information for the purposes of shortlisting and recruitment. Your information will be provided for the sole purpose of shortlisting suitable candidates and for no other purpose.

Dún Laoghaire-Rathdown County Council will ensure any third party fully complies with GDPR and Data Protection legislation.

It is therefore in your own interest to provide a detailed and accurate account of your relevant qualifications/experience on the application form and also to demonstrate sufficient evidence of the competencies required for this position under each competency heading detailed above.

Short-listing does not suggest that candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates who, based on their application, appear to be better qualified and/or have more relevant experience.

Short-listing may take the form of desktop short-listing, aptitude test and/or preliminary interview, or combinations thereof.

iii. If a candidate wishes to appeal either a short-listing or interview board decision, they must do so within five working days of being notified of this decision. The appeal must clearly state the grounds of appeal and must be emailed to the Appeals Officer at recruitment@dlrcoco.ie.

The HR Department will evaluate the grounds of the appeal. If grounds for an appeal are not upheld, HR Management will notify the candidate in writing of this outcome and no further action will be taken. If the grounds upon which the appeal is made are upheld, the HR Department will notify the candidate of this outcome and corrective action will be taken. The decision of the HR Department on the appeal is final.

iv. Panels may be formed on the basis of such interviews. Candidates whose names are on a panel and who satisfy the Local Authority that they are otherwise suitable for appointment may, within the life of the panel, be appointed as appropriate vacancies arise. The life of the panel will not be more than one year reckoned from the date of the formation of the panel unless extended.

Panels may be formed on the basis of interviews to fill vacancies that may arise as follows:

A. 50% confined to employees of the sector B. 30% open C. 20% confined to employees of Dún Laoghaire-Rathdown County Council

Panel A (Confined to Local Authority Sector) will comprise successful applicants in order of merit from within the Local Authority Sector only, i.e. candidates serving in a local authority or Regional Assembly (where applicable).

Panel B (Open) will comprise all successful applicants in order of merit and may include candidates serving in a local authority, regional assembly and external applicants.

Panel C (Confined to the recruiting local authority or applicable Regional Assembly) will comprise all successful applicants in order of merit and may include candidates serving in the recruiting local authority or regional assembly (where applicable).

An employee of an individual local authority may be on all three panels (Panel A, B, C).

An employee of the sector (all local authorities) may be on two of the three panels (Panel A, B).

An applicant who is not employed in the sector may be on one panel (Panel B).

The order of candidates placed on each of the three panels is determined by where they were placed on the overall order of merit.

v. The Local Authority shall require persons to whom appointments are offered to take up such appointments within a period of not more than one month and if they fail to take up the appointments within such period, or such longer period as the Local Authority in its absolute discretion may determine, the Local Authority shall not appoint them.

vi. An applicant who withdraws their application at any stage of the competition will not be permitted to re-enter the competition at a later stage.