Staff Officer

The Role:

The position of Staff Officer Library Service is a front line supervisory position with responsibility for managing the performance of a section within the Library Services of the Council. The person will work as part of a multidisciplinary team within the library service, assisting with the implementation of work programmes to achieve goals, targets and standards set out in the Departmental and Team development plans. A Staff Officer is expected to use initiative, work to a high standard and have excellent interpersonal and communication skills.

QUALIFICATIONS

CHARACTER:

Candidates shall be of good character.

HEALTH:

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

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.

EDUCATION

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,

Or

(iv) be a serving employee of a local authority or a regional assembly and have not less than two years’ satisfactory experience in a post of Library Assistant or analogous post.

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

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

Panel B. 30% open competition

Panel C. 20% confined to employees of Dun 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.

THE IDEAL CANDIDATE:

In the context of key duties and responsibilities for the post of Staff Officer within the library services, the ideal candidate will demonstrate the following knowledge, skills and competencies:

• Knowledge and understanding of the structure and functions of local government, of current local government issues, priorities and concerns and of the key influencers of local government in relation to the library services

• Understanding of the role of a Staff Officer - Library Service

• Ability to support the library team

• Understanding and dedication to customer service

• Knowledge and working experience of ICT systems and their benefits

• An ability to ensure strong governance and ethics standards are adhered to and maintained

• Ability to motivate and encourage staff to achieve maximum performance by supporting the current Performance Management and Development System (PMDS)

• An ability to work under pressure to tight deadlines in the delivery of key operational objectives

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

• Have strong interpersonal and communications skills and be capable of representing the Council in a professional and credible manner with all stakeholders

• Have an awareness of the implications in the workplace of the relevant legislation and regulations in the area of Health and Safety and the implications for the organisation and the employee

• Demonstrates administrative skills including report writing, Finance and IT competencies to deliver on organisational objectives

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 competences for the role of Staff Officer – Library Service are:

COMPETENCY BEHAVIOURS

Delivering Results

• Makes decisions in a timely and well-informed manner

• Translates the business or team plan into clear priorities and actions for their area of responsibility

• Implements high quality service and customer care standards

• Plans work and allocation of staff and other resources effectively

Performance Through People

• Leads and develop the team to achieve corporate objectives

• Effectively manages performance

• Managing conflict

• Demonstrates a good understanding of the components of the job

• Ability to work in a team to deliver programmes and projects and to work to strict deadlines

Personal Effectiveness

• Personal motivation

• Takes initiative and is open to taking on new challenges or responsibilities

• Manages time and workload effectively

• Maintains a positive and constructive and enthusiastic attitude to their role

• Commitment to integrity and good public service values

• Effective interpersonal, presentation and communications skills

• Effective written and verbal skills

Understanding Purpose and Change

• Understanding the structures and environment within which the library service operates and the role of the Staff Officer – Library Service in this context

• Has knowledge and understanding of Local Authority functions and structures including those of the library service

• Understands key challenges facing the Local Authority sector

• Understand the need for change and get this across persuasively to others

• Make a positive case for change and elicit commitment from others

• Implement change in an orderly and determined manner

JOB SPECIFICATION

The office is wholetime, permanent and pensionable.

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

SALARY:

€52,239 - €53,799 - €55,392 - €57,019 - €58,657 - €60,567 (1st LSI) - €62,484 (2nd LSI). Rates as at 1/02/2026

Entry point to this scale will be determined in accordance with Circulars issued by the Department of the 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 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

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.

SUPERANNUATION CONTRIBUTION:

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 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.

HOURS OF WORK

All new entrants to the Local Authority sector and any individuals on new appointments or promotion will work 35 hours per week. The successful candidate must be available to work weekend and evening work as part of normal roster. Rotas may be amended periodically in response to the library service needs.

PROBATION:

When a person is not already a permanent officer of a Local Authority within the public service Ireland and is appointed to a permanent office the following provisions shall apply, that is to say:

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

Annual leave entitlement for the position of STAFF OFFICER - LIBRARY SERVICE is 30 days per annum in accordance with Department of Environment, Community and Local Government Circular LG(P) 07/2011.

DUTIES

The main duties and responsibilities of the STAFF OFFICER - LIBRARY SERVICE will be consistent with the provision of a modern 21st century public library service that is responsive to the changing requirements of customers of all ages and abilities. The duties will include but are not limited to the following:

Supervision of employees in supporting roles up to position/grade of Senior Library Assistant, including assigning duties and workload

Supporting the Library Management team, Senior Librarian/Branch Manager in the implementation of work programmes and initiatives in delivering the National Library Strategy and the local dlr Library Development Plan and as required by the Council’s Corporate and Operational Plans

Responsibility for the supervision of delivery of service within the library service

Manage conflicting demands within a team environment and to prescribed timelines and deadlines

Provide on-going motivation and support to employees in the department/section including resolving day to day problems and identifying training and development requirements as appropriate

Ensure full compliance with all organisational policies and procedures including grievance and disciplinary, performance management and attendance management

Communicate and liaise effectively with colleagues, managers and customers in relation to operational matters for their section

Compile, prepare and present reports as necessary

Carry out duties in a manner that enhances public trust and confidence and ensures impartial decision making

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) To 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) of this paragraph 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.

The duties shall be such as shall be assigned by the local authority from time to time and shall include the duty of deputising for other officers of the local authority when required. The duties shall also include such duties as may be assigned in relation to the area of any other local authority.

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 Irish citizen child and has been granted residence permission (usually Stamp 4).

LOCATION AND RESIDENCE

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.

RECRUITMENT:

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 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 Staff Officer – Library Service 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 3rd party provider and submission of an application for employment is regarded as consent to share your information for the purposes of short-listing 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 3rd 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 which are 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 Desk-top 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 which must be emailed to The Appeals Officer 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