Strategy & Transformation Senior Manager

An Overview of Strategy and Transformation

Strategy, Planning & Prioritisation

• Development, co-ordination and liaison with key stakeholders on strategic deliverables, including the Annual Service Plan and the 3-Year Strategy Statement.

• Maintenance of a view on innovative trends and best practice developments to feed into An Garda Síochána's strategy development.

• Reporting on progress against the delivery of these strategies and targets and development of briefing materials for internal (e.g., An Garda Síochána Board, Senior Leadership Team, Commissioner) or external governance (e.g., Department of Justice, Home Affairs and Migration, Policing & Community Safety Authority).

• Development and management of the prioritisation framework for proposed projects, making recommendations based on factors including strategic imperatives, proposed benefits, and An Garda Síochána’s organisational capacity.

Transformation Delivery

• Change and transformation delivery centre of excellence for An Garda Síochána, deploying expert programme/project management, business process analysis, and change management resources for the end-to-end delivery of the major programmes/projects within the transformation portfolio.

• Consistent implementation of a best practice approach as part of end-to-end project delivery and engagement across key stakeholder groups.

• Effective and controlled handover and transfer skills and knowledge to colleagues managing business as usual activities.

Portfolio Management & Reporting

• Governance and oversight of programmes and projects within the transformation portfolio.

• Development and maintenance of the portfolio plan, management of dependencies, risks and issues, and change impact across the portfolio.

• Co-ordination of reporting on progress, risks, and issues across the programmes and projects within the portfolio and collation of portfolio-level reporting for appropriate governance bodies.

Innovation & Continuous Improvement

• Working in conjunction with Transformation Delivery to ensure programme benefits are realised and tracked, undertaking post programme evaluations, and sharing lessons learned with the S&T senior management team and across the wider organisation.

• Providing business process improvement expertise to the wider organisation. This involves deploying process improvement methods such as Lean and Six Sigma to redesign processes that will ultimately maximise the delivery of value to the organisation.

• Working closely with programme/project leads to provide advice and guidance around introducing innovative initiatives into business-as-usual activities throughout the organisation.

• Building change management capability in the wider organisation to support process improvement initiatives by providing advice and expertise.

As part of the Strategy and Transformation senior management team, the role holder will drive the delivery and implementation of An Garda Síochána’s transformation and reform strategy.

As appropriate to the relevant pillar, key responsibilities may include:

• Effective day-to-day management of assigned personnel, providing leadership direction, development and mentoring to team members, to deliver results in line with time, cost and quality and expected benefits, aligned to the strategic direction of the organisation.

• Drive the development and implementation of organisation wide frameworks, approaches and standards, related to the relevant pillar, for e.g. strategic prioritisation within Strategy Planning & Prioritisation, benefits realisation within Innovation & Continuous Improvement, project management within Transformation Delivery, or portfolio management within Portfolio Management & Reporting.

• Lead planning, delivery and risk management for specific areas of work, as relevant to the pillar, e.g. projects and programmes within Transformation Delivery, initiatives within Innovation & Continuous Improvement, or key deliverables within Strategy, Planning & Prioritisation or Portfolio Management & Reporting, to deliver strategic imperatives.

• Implement sustainable solutions through involvement in key areas, as relevant to individual pillars such as; research and horizon scanning, strategic planning, service design, operating model design, lean process improvement, analytics and business analysis, change management, benefits realisation, innovation, project and programme management, portfolio management, governance and risk management and communications.

• Collaborate and engage with key stakeholders across the organisation to build consensus and ensure delivery of results and expected benefits. Work across enabling functions to ensure alignment and orientation towards expected outcomes.

• Review and assess emerging demands and analyse, evaluate and prioritise these against alignment to strategic imperatives and available resources.

• Translate complex data and information into succinct, clear messaging and communications for leadership decision-making.

• Drive a culture of strong, transparency through robust governance and oversight, managing and reporting on risks, issues and dependencies across the portfolio, to provide visibility to senior leadership on barriers to overcome and solutions to address these.

• Monitor team and deliverable performance, resource utilisation, and other relevant metrics, ensuring that timely reporting is provided to the Strategy and Transformation senior leadership team to enable effective financial management and planning.

• Develop perspectives on the latest developments and best practice in relevant areas of Strategy and Transformation, or within police services and other public bodies. This will involve developing, updating, and rolling out appropriate methodologies and actively seeking to continually optimise delivery in line with An Garda Síochána’s strategic plan.

• Lead the progression of core capabilities consistently across the team by an ongoing focus on professional development, keeping up to date with best practices and actively seeking to continually improve delivery.

• Lead all HR aspects regarding the day-to-day running of the teams, ensuring full compliance with employment legislation, and civil service HR policy, overseeing recruitment, training, and performance of staff.

• Carry out such other duties and responsibilities as are assigned from time to time by the line manager or Executive Director of Strategy and Transformation.

Essential Criteria

Applicants must, as at the closing date for receipt of applications have:

Qualification

• A qualification at minimum level 8 in the National Framework of Qualifications (Honours Bachelor Degree level) in a related subject.

Experience

Applicants must be able to demonstrate by providing personal and specific examples on their application form that they have:

• A minimum of 3 years’ experience working in a project/change/portfolio management or continuous improvement role with a proven track record of successfully managing and delivering across a range of projects or programmes.

• Experience of effectively managing and reporting risks and issues to deliver expected benefits and results on time, cost and quality, in line with key stakeholders’ expectations.

• Excellent interpersonal and communication skills with a proven ability to analyse and synthesise large amounts of information (qualitative and quantitative) and present required information clearly and concisely to a wide audience both verbally and in written communication to enable informed decision making.

• Experience of leading/managing change within an organisation and a demonstrated commitment to driving innovation.

• Experience of managing and developing a team of 5+ staff, including the capacity to work effectively and collaboratively within teams to develop solutions and deliver results, along with building and fostering positive collaborative working relationships both internally and externally.

• The proven ability to deliver objectives, including the ability to make well informed decisions and work under pressure, and the capacity to work to tight deadlines.

• Experienced in programme and project management methodologies (PMP, PgMP, PRINCE2) or project management frameworks, (Agile, Sigma, Lean or PRINCE2, Scrum, Kanban, or SAFe), or Change Management frameworks (e.g. PROSCI, Change Management Institute, Kotter, ADKAR).

Desirable Criteria

• Experience in more than one organisation, or experience outside of the Civil Service, or international experience (e.g. working abroad or significant engagement with international organisations and processes).

• Relevant certification or qualification (e.g. High Diploma, Masters) in project management (PMP, PgMP, PRINCE2, Agile Scrum, SAFe, etc.) or Change Management (e.g., PROSCI, Change Management institute, Kotter, ADKAR) or Process Improvement (Lean, Six Sigma etc.) or a related discipline.

Key Skills/Competencies for Effective Performance at Assistant Principal Officer LevelLeadership

• Actively contributes to the development of the strategies and policies of the Department/Organisation.

• Brings a focus and drive to building and sustaining high levels of performance, addressing any performance issues as they arise.

• Leads and maximises the contribution of the team as a whole.

• Considers the effectiveness of outcomes in terms wider than own immediate area.

• Clearly defines objectives/goals and delegates effectively, encouraging ownership and responsibility for tasks.

• Develops capability of others through feedback, coaching and creating opportunities for skills development.

• Identifies and takes opportunities to exploit new and innovative service delivery channels.

Judgement, Analysis & Decision Making

• Researches issues thoroughly, consulting appropriately to gather all information needed on an issue.

• Understands complex issues quickly, accurately absorbing and evaluating data (including numerical data).

• Integrates diverse strands of information, identifying inter-relationships and linkages.

• Uses judgement to make clear, timely and well-grounded decisions on important issues.

• Considers the wider implications, agendas and sensitivities within decisions and the impact on a range of stakeholders.

• Takes a firm position on issues they consider important.

Management & Delivery of Results

• Takes responsibility for challenging tasks and delivers on time and to a high standard.

• Plans and prioritises work in terms of importance, timescales and other resource constraints, reprioritising in light of changing circumstances.

• Ensures quality and efficient customer service is central to the work of the division.

• Looks critically at issues to see how things can be done better.

• Is open to new ideas initiatives and creative solutions to problems.

• Ensures controls and performance measures are in place to deliver efficient and high value services.

• Effectively manages multiple projects.

Interpersonal & Communication Skills

• Presents information in a confident, logical and convincing manner, verbally and in writing.

• Encourages open and constructive discussions around work issues.

• Promotes teamwork within the section, but also works effectively on projects across Departments/Sectors.

• Maintains poise and control when working to influence others.

• Instills a strong focus on Customer Service in their area.

• Develops and maintains a network of contacts to facilitate problem solving or information sharing.

• Engages effectively with a range of stakeholders, including members of the public, Public Service Colleagues and the political system.

Specialist Knowledge, Expertise and Self Development

• Has a clear understanding of the roles objectives and targets of self and the team and how they fit into the work of the unit and Department/Organisation.

• Has a breadth and depth of knowledge of Department and Governmental issues and is sensitive to wider political and organisational priorities.

• Is considered an expert by stakeholders in own field/area.

• Is focused on self-development, seeking feedback and opportunities for growth to help carry out the specific requirements of the role.

Drive & Commitment to Public Service Values

• Is self-motivated and shows a desire to continuously perform at a high level.

• Is personally honest and trustworthy and can be relied upon.

• Ensures the citizen is at the heart of all services provided.

• Through leading by example, fosters the highest standards of ethics and integrity.

Eligibility to Apply and Certain Restrictions on EligibilityCitizenship Requirements

Eligible candidates must 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 has a Stamp 4* or a Stamp 5 permission.

*Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent.

To qualify candidates must be eligible by the date of any job offer. It is the candidates responsibility to maintain eligibility.

Collective Agreement: Redundancy Payments to Public Servants

The Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation letter dated 28th June 2012 to Personnel Officers introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation and the Public Services Committee of the ICTU in relation to ex-gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the Public Service by any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009–2011) for a period of 2 years from termination of the employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility).

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 not eligible to apply for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position.

Department of Health and Children Circular (7/2010)

The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector or in the wider Public Service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years. People who availed of the VER scheme are not eligible to apply in this competition. People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility).

Department of Environment, Community & Local Government (Circular Letter LG(P) 06/2013)

The Department of Environment, Community & Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28 June 2012 as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment in any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009–2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012) for a period of 2 years from their date of departure under this Scheme. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor).

Declaration

Applicants will be required to declare whether they have previously availed of a Public Service scheme of incentivised early retirement. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment.

Employer of Choice

As an Employer of Choice, An Garda Síochána has many flexible and family friendly policies e.g. Worksharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis), etc. All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation.

General

The appointment is to a permanent post in An Garda Síochána and is subject to the Policing, Security and Community Safety Act 2024, the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to An Garda Síochána.

Please note appointments from within An Garda Síochána for staff employed pre-commencement of the Policing Security & Community Safety Act will be to a Civil Service grade with Civil Service terms and conditions, insofar as applicable.

Salary Scale

The Assistant Principal Officer salary scale will apply to this position.

The PPC (Personal Pension Contribution) salary scale (annually) for this position, with effect from 1st August 2025, is as follows:

€81,475 – €84,475 – €87,518 – €90,569 – €93,617 – €95,375 – €98,449* – €101,535**

* Long Service increment (LSI 1) may be payable following 3 years’ satisfactory service at the maximum of scale. ** Long Service increment (LSI 2) may be payable following 6 years’ satisfactory service at the maximum of scale.

Personal Pension Contribution

The PPC pay rate applies when the individual is required to pay a Personal Pension Contribution (otherwise known as a main scheme contribution) in accordance with the rules of their main/personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme, or the Additional Superannuation Contributions (ASC).

A different rate will apply where the appointee is not required to make a Personal Pension Contribution.

Candidates should note that entry will be at the minimum of the scale and will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Increments may be awarded annually, subject to satisfactory performance.