Senior Staff Officer

The Role

The Senior Staff Officer is a middle management position within the Local Authority and is assigned responsibility for the day to day administration and management of a section or department handling an area of the local authority’s activities, including management and supervision of staff. The Senior Staff Officer is responsible for ensuring that goals set out in Departmental and Team Plans become operational actions through the planning, allocation and prioritisation of work.

The Senior Staff Officer is a key point of contact and liaison with other sections or departments in relation to all operational matters for the service delivery section or sections for which they are responsible.

The Senior Staff Officer is expected to carry out their duties with an understanding of the political context of local government and in such a manner that enhances public trust and confidence and ensures impartial decision making.

Duties

The key duties and responsibilities of the post of Senior Staff Officer include but are not limited to:

• To be responsible for the management and administration of a section or sections within the Council, including the management and supervision of staff.

• To support their line manager to ensure work programmes are implemented to deliver on the Council’s corporate and operational plans, including planning and prioritising work and allocating resources.

• To develop and maintain productive working relationships, including providing information and assistance when required.

• To act as a key point of contact and liaison in relation to all operational matters for the service delivery section or sections for which they are responsible.

• To research, analyse and communicate information on specific issues and policies as appropriate, including compiling, preparing and presenting reports, presentations, correspondence, etc.

• To represent the local authority on committees and at meetings and to report on progress in his or her respective section or department as required.

• To provide support and administrative assistance in the delivery of projects as required.

• To be involved in the day to day financial management of capital and operational expenditure in the department or section.

• To identify opportunities for improvements in service delivery within the relevant areas of responsibility.

• To implement and manage change management initiatives within the relevant area of responsibility.

• To manage and supervise employees in supporting roles, including assigning and scheduling duties and workload, providing ongoing support and handling day to day issues.

• To ensure compliance with all organisational policies and procedures within their area of responsibility and to provide assistance in the understanding and interpretation of policies and procedures to employees in their area of responsibility and to customers and other stakeholders as appropriate.

• To participate in corporate management activities and responsibilities appropriate to the grade.

• To comply with Health and Safety legislative requirements, policies and procedures and safe systems of work.

• To participate in duties as required as part of the organisational response to Climate Action to promote and ensure capacity building, empower change and deliver action.

• To deputise for the line manager or equivalent as required.

• To undertake any other duties of a similar level and responsibility, as may be required or assigned from time to time.

Qualifications

Character

Candidates shall be of good character.

Health

Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service.

Citizenship

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 child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a Stamp 4 visa.

Education, Training and Experience, etc.

Applicants for Panel B – Open Competition

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

a.

i. have obtained at least a Grade D (or a pass), in Higher or Ordinary Level, in five subjects (or four subjects 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

ii. 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

b. have obtained a comparable standard in an equivalent examination; or

c. hold a third level qualification of at least degree standard; and

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

Applicants for Panel A – Confined Competition

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

a. be a serving employee in a local authority or a regional assembly 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.

Applicants for Panel C – Confined Competition

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

a. be a serving employee in Longford County Council 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.

Particulars of Employment

The Post

The post is whole time (i.e. 35 hours per week) and appointment may be permanent or temporary.

Location

Longford County Council reserves the right to assign the successful candidate to any premises in use by the Council, now or in the future. The person appointed will be required to report to their place of work by their own means of transport and at their own expense.

Commencement

Longford County Council shall require a person to whom an appointment is offered to take up such appointment within a period of not more than one month and, if they fail to take up the appointment within such period or such longer period as the Council in its absolute discretion may determine, Longford County Council shall not appoint them.

Working Hours

The current working hours are 35 hours per week, Monday to Friday. A flexible working system is in operation. Longford County Council reserves the right to alter the hours of work from time to time.

All hours worked are subject to and recorded in accordance with the provisions of the Organisation of Working Time Act 1997 and the Organisation of Working Time Regulations 2001. Longford County Council requires employees to record their hours using a clocking system.

Reporting Arrangements

Senior Staff Officers report directly to the appropriate supervisor in the section or to any other employee of Longford County Council as the Director of Services or other appropriate employee may designate for this purpose.

A system of regular appraisal will be operated during employment, which will involve discussions between the employee and the line manager regarding performance and conduct.

Probationary Period of Employment

There shall be a period after appointment during which the appointee will hold the position on probation. The period of probation will be prescribed by the Chief Executive. Employment may be terminated during the probationary period should service be deemed by the Chief Executive to be unsatisfactory. Employment may be terminated at the end of the probationary period unless the Chief Executive has certified that the employee has satisfactory service. Tenure of employment following probation will be subject to satisfactory service.

Remuneration

The current salary scale for the post of Senior Staff Officer is:

Salary (gross per annum): €57,895 – €70,730 per year

Per circular:

The rate of remuneration may be adjusted from time to time in line with Government Circulars.

On appointment, successful candidates will be placed on the first point of the salary scale. Appointment to a higher point of the salary scale may apply to candidates employed elsewhere in the public service, subject to verification of service history.

Remuneration is paid fortnightly by PayPath directly to the employee’s nominated bank account. The current wage pay cycle may be revised during the period of employment.

Remuneration is subject to all statutory deductions, e.g. PAYE and PRSI. Increments are paid annually subject to satisfactory attendance, conduct and performance and national agreements. Increments may be withheld if performance, attendance and or conduct are not satisfactory.

Superannuation and Retirement

A person who becomes a pensionable employee of the County Council will be required, in respect of their superannuation, to contribute to the Local Authority at the appropriate rate.

The terms of the Local Government Superannuation (Consolidation) Scheme 1998 as amended or the Public Services Superannuation (Miscellaneous Provisions) Act 2004 or the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 will apply as appropriate on appointment.

• Retirement age for employees is dependent on their relevant contract of employment, with due consideration being given to the rules of the Superannuation Scheme to which they belong.

• For appointees who are deemed not to be “new entrants” as defined in the Public Service Superannuation (Miscellaneous Provisions) Act, retirement is compulsory on reaching 70 years of age.

• The minimum retirement age for “new entrants” to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004 is 65. There is no mandatory retirement age.

• Effective from 1 January 2013, the Single Public Service Scheme applies to all first time new entrants to the public service, as well as to former public servants returning to the public service after a break of more than 26 weeks:

– Retirement age is set initially at 66 years; this will rise in line with statutory changes in the State Pension Contributory age to 67 years and 68 years.

– Compulsory retirement age will be 70.

Annual Leave

The current annual leave entitlement for Senior Staff Officer is 30 days per annum, in accordance with the Council’s Annual Leave Policy.

The Chief Executive of Longford County Council retains autonomy with regard to office closures (e.g. Christmas Office Closure). Any days arising from such closure will be reserved from the employee’s annual leave entitlement. Proposed office closure days will be reviewed and advised to all employees each year.

Driver’s Licence and Insurance

Longford County Council employees may on occasion be required to use their car on official business. In such situations, the employee must hold a current clean driver’s licence and have available adequate means of transport.

It is the responsibility of the employee to arrange the appropriate car insurance cover for business use and to indemnify Longford County Council with the indemnity specified on your insurance certificate under the heading “Persons or classes of person who are covered”. Documentation to confirm the appropriate insurance cover will be required to be supplied to the Council on an annual basis.

Code of Conduct and Organisation Policies

Employees are required to adhere to all current and future Longford County Council codes of practice, including the Code of Conduct of Employees and all current and future organisational policies including, but not limited to, Health and Safety, Communications, Data Protection, Equality, Staff Mobility, Attendance Management and Use of Electronic Equipment.

Training

Employees are required to attend and participate fully in training programmes as may be decided by the Council from time to time and to apply their learning in the course of their daily working activities.

Health and Safety Regulations

Longford County Council, as an employer, is obliged to ensure, so far as it is reasonably practicable, the Safety, Health and Welfare at Work of all of its employees. Under the Safety, Health and Welfare at Work Act 2005, the County Council has a legal duty to exercise all due care and take all protective and preventative measures to protect the Safety, Health and Welfare of its employees.

All employees also have a legal obligation under Safety and Health legislation to cooperate with management and not engage in any improper conduct or behaviour or do anything which would place themselves or others at risk. Employees must not be under the influence of an intoxicant at the place of work.

Employees must comply with all Safety and Health rules and regulations and attend all required Safety and Health training.