Staff Officer

Introduction to Role:

Waterford City & County Council is currently inviting applications from suitably qualified persons for the above competition. Waterford City & County Council will, following the interview process, form a panel from which future relevant vacancies may be filled subject to sanction approval from the Department of Housing, Planning and Local Government. This panel will exist for one year and may be extended for a further period of one year at the discretion of the Chief Executive. The filling of posts will be in line with the Guidance Procedures for the Recruitment to Clerical Administrative Grades IV to Grade VII in the Local Authority Sector. Suitably qualified persons are invited to apply for inclusion on the following panel(s);

-      Panel A (Open Panel);

-      Panel B (Confined to current employees of Waterford City & County Council (plus Southern Regional Assembly); and

-      Panel C (Confined to current employees of the Local Government Sector).

The Staff Officer is a frontline supervisory position in the Council with responsibility for managing the performance of a section or function within a department. He/She will work as part of a multidisciplinary team within the Council, assisting with the implementation of work programmes to achieve goals, targets and standards set out in 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.

Duties and Responsibilities

The duties to be assigned include the following, although this list is not exhaustive and may be reviewed from time to time as organisational needs require :

·         To be responsible for the supervision of a section or function within the Council.

·         To support the Senior Staff Officer to ensure the section or department work programmes are implemented to deliver on the Council’s Corporate Plan and operational plans.

·         To support the Senior Staff Officer to communicate, implement and manage all change management initiatives within the relevant area of responsibility.

·         To supervise employees in supporting roles up to the position/grade of Assistant Staff Officer (Grade IV) or analogous grades, including assigning duties and workload.

·         To provide on-going support to employees in the department or section, including handling day to day problems and identifying training and development requirements as appropriate.

·         To support the implementation of good practices with transparent reporting and communications to deliver accountable services in the department or section.

·         To carry out duties in a manner that enhances public trust and confidence and ensures impartial decision making.

·         To organise and facilitate internal and external meetings and participate and engage in discussions as appropriate.

·         To support the Senior Staff Officer in the management and implementation of Health and Safety for the section or department.

·         Deputise for line manager when required.

·         Undertake any other duties of a similar level and responsibilities as may be required from time to time.

The Minister for Housing, Planning, Community and Local Government has declared that the qualifications for the position of Staff Officer (Open Panel) shall be as set out hereunder.

1.     Character

Candidates shall be of good character

2.     Health

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

3.     Education, Training, 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 an equivalent examination or,

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

4.     Age

Each candidate must be under 65 years of age on the latest date for receipt of completed Application Forms for the office if they are deemed not to be new entrants to the Public Service as defined by the Public Service Superannuation (Miscellaneous Provisions) Act 2004.

However, the age restriction of 65 years does not apply to "new entrants" to the Public Service as defined by the Public Service Superannuation (Miscellaneous Provisions) Act 2004.

The Minister for Housing, Planning, Community and Local Government has declared that the qualifications for the position of Staff Officer (Panel B (WCCC & SRA ) & Panel C (Local Government Sector) shall be as set out hereunder.

1.     Character

Candidates shall 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, Training, Experience, etc.

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

(a)     be a serving employee in a local authority, and have satisfactory experience at a level not lower than that of Assistant Staff Officer

(b)    have not less than two years satisfactory experience either in that post or at a level not lower than that of Clerical Officer in one of the organisations set out in paragraph (a) above,

(c)     possess a satisfactory knowledge or experience of office organisation.

4. Age

Each candidate must be under 65 years of age on the latest date for receipt of completed Application Forms for the office if they are deemed not to be new entrants to the Public Service as defined by the Public Service Superannuation (Miscellaneous Provisions) Act 2004.

However, the age restriction of 65 years does not apply to "new entrants" to the Public Service as defined by the Public Service Superannuation (Miscellaneous Provisions) Act 2004.

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

·       Knowledge of the structure and functions of local government, of current local government issues, and of the key influences of local government

·       An understanding of the role of Staff Officer

·       An understanding of the representational role of the elected members and the need to work with them to deliver quality services and implement policy decisions

·       An ability to supervise a team effectively to achieve a common goal, ensuring strong governance and ethics standards are adhered to and maintained

·       An ability to motivate and encourage staff under his/her control to achieve maximum performance by supporting the current Performance Management and Development System (PMDS)

·       A career record that demonstrates an ability to supervise staff

·       Relevant administrative experience and input to delivery of organisational objectives

·       Proven management report writing and analysis skills

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

The ideal candidate will also:

·       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 Health and Safety Legislation and Regulations, the implications for the organisation and the employee, and their application in the workplace

Salary scale: €52,239 - €62,484 (LSI2) per annum. Payment of increments is dependent on satisfactory performance. Entry point of this scale will be determined in accordance with Circulars issued by the by the Department of Housing, Local Government & Heritage. Remuneration is paid fortnightly 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. P.A.Y.E. and P.R.S.I. 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.

The normal working hours are 35 hours per week. Flexible working arrangements apply. 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. Waterford City & County Council requires employees to record their hours using the CORE/TDS Clocking system.

The annual leave entitlement for the grade is 30 days per annum. The Chief Executive of Waterford City & 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.

Waterford City & 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.

The relevant Superannuation Scheme will apply. The provisions of the Local Government (Superannuation) (Consolidation) Scheme 1998 may apply.

Persons who become pensionable officers who are liable to pay the Class A rate of PRSI contribution will be required, in respect of their superannuation contribution, to contribute to the local authority, 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (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 dependent or qualified children).

Persons who become pensionable officers who are liable to pay the Class D rate of PRSI contribution will be required, in respect of their superannuation contribution, to contribute to the local authority at the rate of 5% of their pensionable remuneration. The provisions of the Spouses and Children’s/Widows and Orphans Contributory Pension Scheme will continue to apply.

New entrants will be admitted to the Single Public Service Pension Scheme with effect from the date of appointment. The scheme is contributory and provides pension, retirement gratuity, death gratuity and survivors benefits. To qualify for a pension the successful candidate must have served a minimum of two years employment in a Local Authority.

There is no mandatory retirement age for new entrants to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act2004.

Anyone who is not a new entrant to the public service, as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004, is subject to a compulsory retirement age of 70 years or as determined in accordance with Department Circulars and in line with Government Policy.

The maximum retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and other Provisions) Act 2012 is 70 years.

The Council may refer staff to a medical advisor at any time to determine fitness to carry out the duties to which they have been assigned.

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.

The successful candidate shall reside in the district in which his/her duties are to be performed, or within a reasonable distance thereof.

Staff Officer employed by Waterford City & County Council will 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 for business use and to indemnify Waterford City & County Council with the indemnity specified on the 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.

Employees are to be required to adhere to all current and future Waterford City & County Council codes of practice including 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. A full list of relevant policies is contained on the council Intranet.

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.

Waterford City & 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 (subject to notice requirements) and if they fail to take up the appointment within such period or such other longer period as the Council in its absolute discretion may determine, Waterford City & County Council shall not appoint them.

Staff Officer reports directly to the Senior Staff Officer or to any other employee of Waterford City & County Council as the Chief Executive, Director of Services or other appropriate employee may designate for this purpose. A system of regular appraisal (PMDS) will be operated during employment, which will involve discussions between the employee and the line manager regarding performance and conduct.

Waterford City & County Council as an Employer is obliged to ensure, in 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 co-operate 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.