Senior Staff Officer

The Senior Staff Officer is a middle management supervisory position within the local authority. A Senior Staff Officer will generally work under the direction and management of an Administrative Officer, Senior Executive Officer or analogous grade and may from time to time be required to deputise for more senior staff.

The Senior Staff Officer is a frontline management position in the Council which has assigned responsibility for managing the performance of a department, section within a department or a business unit of the local authority. He/she is responsible for ensuring that goals set out in the Corporate, Departmental and Team plans become operational actions within their department or unit and will generally work as part of a multidisciplinary team.

A Senior Staff Officer also works closely with senior management, elected representatives, external agencies and relevant stakeholders to deliver services to the highest standard. 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.

The ideal candidate must therefore be a highly motivated person, with a strong sense of commitment to delivering quality public services, willing to take on a challenge and work on their own initiative.

It is desirable that the successful candidate will demonstrate through their application form and at interview that he/she has:

• A satisfactory knowledge of the functions and duties of Local Authorities;

• A satisfactory knowledge or experience of office organisation;

• Excellent communication, interpersonal and people management skills;

• Excellent organisational, time management and leadership skills;

• Ability to work effectively under pressure and achieve objectives in a timely manner;

• Good understanding and knowledge of local authority policy procedures and practices;

• Ability to work effectively as part of a team;

• Be self-motivated with ability to work on own initiative;

• Proven problem solving and trouble shooting skills;

• Budgetary management skills;

• Supervisory management skills;

• Have knowledge and experience of operating ICT systems;

• A current, full, Category B driving licence and have access to own car.

Competition Details

Louth County Council is currently inviting applications from suitably qualified persons for the above competition.

Louth County Council will, following the interview process, form a panel for the post, from which future relevant vacancies may be filled subject to sanction approval from the Department of Housing, Local Government and Heritage.

This panel will exist for 12 months and may only be extended at the discretion of the Chief Executive.

Essential Criteria

1. Character

Each candidate must be of good character.

2. 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.

3. Education, Experience etc.

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 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

(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 equivalent examination, or

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

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

Confined Competition (Panel A & C)

(v)

(a) be a serving employee in a local authority, and have not less than 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.

Candidates will have to demonstrate from their application form, to the satisfaction of a short-listing board, that they possess sufficient skills and experience in the competencies listed below in order to be called for interview:

Leading & Motivating

Problem Solving & Decision Making

Managing Resources

Candidates short-listed for interview will then be assessed at the interview stage under the three competencies listed above in addition to Local Government Knowledge and Understanding.

Leading & Motivating

• Works with the team to facilitate high performance, developing clear and realistic objectives and addressing performance issues if they arise.

• Provides clear information and advice as to what is required of the team.

• Strives to develop and implement new ways of working effectively to meet objectives.

• Leads the team by example, coaching and supporting individuals as required including managing underperformance.

• Places high importance on staff development, training and maximising skills and capacity of the team.

• Demonstrates enthusiasm for new developments/changing work practices and strives to implement these changes effectively.

Problem Solving & Decision Making

• Gathers and analyses information from relevant sources, whether financial, numerical or otherwise, weighing up a range of critical factors.

• Takes account of broader issues, agendas, sensitivities and related implications when making decisions.

• Uses previous knowledge and experience in order to guide decisions.

• Uses judgement to make sound decisions with a well-reasoned rationale and stands by these.

• Puts forward solutions to address problems.

Managing Resources

• Takes responsibility and is accountable for the delivery of agreed objectives.

• Successfully manages a range of different projects and work activities at the same time.

• Structures and organises their own work and others’ work effectively.

• Is logical and pragmatic in approach, delivering the best possible results with the resources available.

• Delegates work effectively, providing clear information and evidence as to what is required.

• Proactively identifies areas for improvement and develops practical suggestions for their implementation.

• Applies appropriate systems/processes to enable quality checking of all activities and outputs.

• Practices and promotes a strong focus on delivering a high-quality customer service, for internal and external customers.

Local Government Knowledge and Understanding

(To be assessed at Interview stage)

• Demonstrates knowledge of the structure and functions of local government.

• Demonstrates knowledge of current local government issues and advocates practical approaches to addressing them.

• Demonstrates a clear and realistic view of future trends and strategic direction of local government.

• Demonstrates an understanding of the role of a Senior Staff Officer in this context.

Duties

Senior Staff Officers are key frontline personnel who deliver a range of services to the public and internally within the Council and shall include the duty of deputising for other officers of the local authority when required and such duties as may be required in relation to the area of any other local authority.

Senior Staff Officers are required to perform a range of tasks including but not limited to the following:

• Responsible for the management and administration of a section or sections within the Council.

• Supervision and management of staff within a section or sections, including assigning and scheduling duties and workload, providing on-going support and handling day to day issues.

• Promote a culture of dignity, respect and fairness and seek to eliminate all forms of discrimination.

• Promote equality of opportunity, and protect the human rights of staff and service users.

• Planning, allocation and prioritization of work.

• Supervise and participate in the Performance Management Development System (PMDS).

• Reporting on the progress of work at staff meetings.

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

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

• Liaise with Public Representatives and work closely with other public bodies.

• To act as a key point of contact and liaison in relation to all operational matters for the section(s) 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 and correspondence.

• Representing the Council on committees and at meetings and reporting on progress in their section or department as required.

• Providing support and administrative assistance in the delivery of projects including project management as required.

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

• To identify opportunities for improvements, implement and manage change management initiatives within the relevant area of responsibility.

• Compliance with all organizational policies and procedures within an area of responsibility and provide assistance in the understanding and interpretation of policies and procedures to employees, customers and other stakeholders as appropriate.

• Use of all technology and equipment assigned.

• Compliance with Health & Safety legislative requirements, policies and procedures and safe systems of work.

• To undertake any other duties of a similar level and responsibilities as may be required from time to time.

These duties are indicative rather than exhaustive and are carried out under general guidance.

Salary

The salary shall be fully inclusive and shall be as determined from time to time.

The holder of the office shall pay to the local authority any fees or other monies (other than his/her inclusive salary) payable to and received by him/her by virtue of his/her office or in respect of services which he/she is required by or under any enactment to perform.

The salary scale for the position of Senior Staff Officer is:

€57,322 – €70,030 (LSI 2) gross per annum.

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

In accordance with Departmental Circular Letter EL.02/2011, a person who is not a serving local authority employee on or after 1st 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.

Probation

Where a person, who is not already a permanent officer of Louth County Council, is appointed, the following provisions shall apply:

• There will be a probationary period of 9 months from date of employment;

• The Chief Executive may at his or her discretion extend this period;

• You shall cease to hold office at end of the period of probation unless during this period the Chief Executive has certified that your service is satisfactory.

Location of Post

Louth County Council reserves the right to assign the post holder to any council premises, now or in the future, subject to reasonable notice.

Changes in location of employment will not result in payment of disturbance money or other compensation.

The person appointed will be required to provide him/herself at his/her own expense with the necessary mode of travel to and from work.

Superannuation

A. Officers joining the Public Service after the 1st January 2013 will be required to join the Single Public Service Pension Scheme. A Class rate of PRSI contribution will apply. A rate of 3% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the rate of State Pension Contributory (SPC)). This includes a contribution to a Spouse’s and Children’s Scheme.

OR

B. Officers who became pensionable officers of the Public Service prior to 1st January 2013 and who are liable to pay the Class A rate of PRSI contribution will be required to contribute at a rate of 1.5% of their pensionable remuneration plus 3.5% of the net pensionable remuneration (i.e. pensionable remuneration less twice the rate of State Pension Contributory (SPC)). You will be required to contribute at a rate of 1.5% of your pensionable remuneration to the Spouses & Children’s Pension Scheme.

OR

C. Officers who became pensionable officers of a Public Service prior to 5th April 1995 and who are liable to pay the Class D rate of PRSI contribution will be required to contribute at a rate of 5% of their pensionable remuneration. If an option to join a dependent scheme was made, you will be required to contribute at a rate of 1.5% to a Dependents Pension Scheme.

Retirement

Retirement is dependent on the superannuation scheme you become a member of and details will be made available to you upon appointment.

Health

For the purpose of satisfying the requirements as to health, it may be necessary for the successful candidate, before he/she is appointed, to undergo at his/her expense a medical examination by a qualified medical practitioner to be nominated by the local authority.

On taking up appointment, the expense of the medical examination will be refunded to the candidate.

Residence

The holder of the office shall reside in the district in which his/her duties are to be performed or within a reasonable distance thereof.

References

Applicants are required to advise the names of two responsible persons to whom they are well known but not related. At least one of the referees should be an existing or former employer.

In advance of any offer of employment, Louth County Council reserves the right to seek both written and verbal references from current and previous employers, educational institutions or any other organisations with which the candidate has been associated.

The Council reserves the right to determine the merit, appropriateness and relevance of such references and referees.

Hours of Work

The working hours at present provide for a five-day, thirty-five hour working week.

A flexible working hours’ system is in operation and may be availed of subject to the terms and conditions of the Flexitime Policy.

Sick Leave

The terms of the Public Service Sick Pay Scheme will prevail.

Annual Leave

Annual leave entitlement for the position will be 30 days per annum.

Louth County Council’s leave year runs from 1st January to 31st December.

Granting of annual leave, payment for annual leave and arrangements for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1977 (as amended).

Start Date

The successful candidate will commence on direction from Directors of Service and/or Chief Executive.

Should they fail to take up the appointment on direction, the Council at its discretion may not appoint them.