Student Summer Scheme

Candidates may be assigned to office-based duties in any of, but not limited to, the following Sections:

·       Planning/Regeneration

·       Housing

·       Economic Development & Tourism

·       Environment & Climate Change

·       Corporate Services

·       Roads & Transport

·       Libraries

·       HR/Municipal Districts/Finance

·       Arts, Community, Sports Partnership, Culture

·       Heritage

·       NWCPO

QUALIFICATIONS

1.           Education, Experience, etc.

Candidates must:

Currently be enrolled in the 1st, 2nd, 3rd or 4th of their respective undergraduate course.

Or

In the first years of a Masters course in their respective field.

2.           Character

Candidates shall be of good character.

3. Health

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

PARTICULARS OF OFFICE

The Post:

The post is whole-time, temporary for a maximum twelve-week period.

Salary:

The salary shall be fully inclusive and shall be as determined from time to time.  Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department Circular.   Starting pay for new entrants will be at the minimum of the scale.   The rate of remuneration may be adjusted from time to time in line with Government pay.

The current salary scale applicable to the post is the minimum wage of €14.15 per hour.

Duties:

You shall perform such duties as may from time to time be assigned to you in relation to your employment and as may be appropriate to any particular function of any local authority for which the Chief Executive is responsible and carry out such instructions as may be given in relation to the performance of your duties. You shall, if required, act for an employee of a higher level. You may be required to work outside your normal job description from time to time.

Work Base:

Offaly County Council reserves the right to assign you to any department or premises in use by the Council, now or in the future. 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.

Working Hours:

The working hours at present provide for a five day, thirty-five hours working week , hours may vary from time to time. Successful candidates will work from 9.00 a.m. – 5.00 p.m., Monday – Friday during the placement. The working hours may be reviewed at any time by the Council. The post may require flexibility in working outside of normal hours, including at weekends, as necessary. No additional remuneration will be paid in respect of such activities.

The provisions of Offaly County Council’s Time and Attendance Policy is applicable to this grade at the current time.

Sick Leave:

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

Annual Leave Allowance

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, 1997.

As a result of a recent agreement between the Department of Public Expenditure and Reform and the Public Services Committee of the Irish Congress of Trade Unions, regarding the standardisation of annual leave, all sectors including local authorities are required to implement a standardised band of annual leave for staff on recruitment or promotion within the range of a minimum of 20 days and a maximum of 30 days. At present, the current leave allowance for this post is 20 days (pro rata). This may be subject to change pending the outcome of further inter-sectoral discussions.

The annual leave entitlement for this position is 5 days.

Permission and prior authorisation is essential before annual leave is taken. The granting of annual leave at any particular time is always subject to the requirements of the Council and all annual leave is liable to suspension during periods of exceptional pressure. The final decision in allocating leave rests with Management.

If, when your employment terminates, paid holidays already taken by you exceeds the paid holiday entitlement on the date of termination, Offaly County Council will deduct the excess holiday pay from any termination pay. You will be paid for any accrued leave on termination of employment.

Recruitment:

Shortlisting:

Normally the number of applications received for a position exceeds that required to fill existing and future vacancies to the position. The management board will examine the application forms based on the requirements of each department. This is not to suggest that other 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. 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. On occasion a shortlisting interview may take place, but this not always be feasible.

Right to Review:

Offaly County Council’s Recruitment & Selection Policy document is available from the Human Resources Department on the HR page of iPortal or on our website at www.offaly.ie/careers . This document includes details of the review procedure available to applicants for each stage of the recruitment process.

Residence:

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

Safety & Welfare:

The holder of the post shall co-operate with the terms of Offaly County Council’s Safety Statement and Major Emergency Plan. He/She shall familiarise him/herself with the safety rules and procedures and make proper use of all safety clothing and equipment. Failure to comply with the terms of the Safety Statement may result in a disciplinary action. If required, the successful candidate shall wear protective clothing and always have on his/her person a valid safepass card. Should he/she not hold a valid safepass card, a course shall be undertaken to attain the card.

Training:

It is a condition of employment that successful candidates will be required to participate in training programmes relevant to the skills necessary for the performance of the duties attaching to the post.

Garda Vetting:

Successful candidates may be subject to Garda Vetting and Child Protection Procedures in advance of appointment to the position.

Receipt of Application Forms:

Any claim in relation to the late receipt of application forms will not be entertained unless such claim is supported by a certificate of evidence of postage from the appropriate postal authority.

Canvassing

Any attempt by a candidate, or by any person(s) acting at the candidate’s instigation, directly or indirectly, by means of written communication or otherwise, to influence in the candidate’s favour any member or employee of the Council or person nominated by the County Council to interview or examine applicants, will automatically disqualify the candidate for the position being sought.