Survey Co-Ordinator (Tourism Surveys)

Role and Responsibilities

We are looking for a Tourism Coordinator in Dublin Airport with values consistent with public service values and who wants to bring their experience and knowledge to an important public service role.

Some of the duties and responsibilities are listed below.

Working in the airport with a team of full time Interviewers, the Survey Co-Ordinator will provide Interviewers with the information, supervision and support required for the performance of their duties. The person appointed to this role will also work closely with staff working in the Tourism Section of the CSO and act as a conduit for the flow of information between the Interviewers and Tourism Section.

The successful applicant will lead the work of Tourist Interviewers in Dublin Airport and will work closely with this team to implement change when required. Initially this change will involve overseeing the introduction of Computer Assisted Personal Interviewing and revised sampling practices in Dublin Airport.

Key Duties and Responsibilities

• Provide day to day supervision, support and guidance to the Tourist Interviewers working in the airport.

• Work actively with the Interviewer team to implement change as required.

• Ensure that the interviewers are fully motivated and that their work is carried out efficiently, professionally and following the prescribed sampling guidelines.

• Effective management of staff rosters and ensuring adequate cover for Interviewer duties at all times.

• Foster and maintain effective relationships with the appropriate Dublin Airport Authority (DAA) personnel and represent the CSO on routine issues/meetings with the DAA.

• Manage staff performance and implement PMDS for all Interviewers.

• Organize and assist with the training of new Interviewers and ensure that any ongoing or additional training needs are identified and met.

• Maintain regular contact and attend meetings with Tourism Section.

• Be pro-active and enthusiastic in relation to suggestions for survey improvements and the implementation of same.

• Meet specified deadlines and ensure that their team also complies with these deadlines.

• Any other duties which may be assigned from time to time as appropriate to the position.

Key Capabilities for Effective Performance

The attention of candidates is drawn to the key capabilities that have been developed for posts at this level, see Appendix 1.

The selection process will be underpinned by the capability framework. This provides an opportunity to look more broadly and holistically at a candidate. While past experience is a good predictor of performance, the capability framework also takes into consideration a candidate’s behaviours, skills, strengths, knowledge, values, motivation and interests.

Applicants will be expected to demonstrate that they have the attributes, knowledge and skills required to operate at Executive Officer level and will be evaluated against the centrally agreed Capability Framework for the grade of Executive Officer.

There are 4 Dimensions under the capability framework that have been developed for posts at Executive Officer level and they are:

• Building Future Readiness.

• Communicating and Collaborating.

• Evidence Informed Delivery.

• Leading and Empowering.

Further information for each of the capability dimensions are provided in Appendix 1.

Eligibility to Compete and Certain Restrictions on Eligibility

Citizenship 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 permission¹ or a Stamp 5 permission.

¹ 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 meet one of the citizenship criteria above by the date of any job offer.

Essential Entry Requirements

The successful candidate must have on or before the 19th January 2026.

A: Essential Requirements

The person appointed as Survey Co-Ordinator – Tourism Surveys will be required to:

• Have proven recent experience of staff management (within the past 3–5 years), preferably in a shift environment.

• Be available to work a 24-hour shift pattern throughout the year (see sample roster in Appendix 2).

• Have proven experience of recent personal interaction with the public in a work environment and excellent communication skills.

• A proven ability to work on their own initiative.

• The ability to make informed decisions and be persuasive.

• Have experience of working effectively in a highly pressurised environment and meeting targets and deadlines.

• A proven ability to motivate and build morale amongst the people they manage.

• Have experience of delivering high quality outputs.

• A proven ability to follow clear instructions and share information effectively in order that team members can meet objectives.

• Good IT skills and the capacity to understand new IT systems.

• The energy, enthusiasm, drive and ambition to succeed in the role.

• Be flexible and able to adapt to change.

• Shown evidence of the competencies necessary to fulfil the role of Tourism Survey Co-Ordinator, including:

➢ Building Future Readiness

➢ Communicating and Collaborating

➢ Evidence Informed Delivery

➢ Leading and Empowering

B: Desirable Requirements

It is desirable that the person appointed as Tourism Survey Coordinator will also have:

• Experience of change management.

• Experience of survey work.

• Good negotiation skills.

Availability and Admission

During the selection process, the onus is on all applicants to make themselves available on the date(s) specified by the CSO and to make whatever arrangements are necessary to ensure that they receive communications sent to them at the contact details specified on the CSO Careers Portal.

The CSO will not be responsible for refunding any expenses incurred by candidates. The admission of a person to a competition, or invitation to attend interview, is not to be taken as implying that the CSO is satisfied that such person fulfils the requirements of the competition or is not disqualified by law from holding the position and does not carry a guarantee that your application will receive further consideration.

It is important, therefore, for you to note that the onus is on you to ensure that you meet the eligibility requirements for the competition before attending for interview. If you do not meet these essential entry requirements but nevertheless attend for interview you will be putting yourself to unnecessary expense.

Prior to recommending any candidate for appointment to this position, the CSO will make all such enquiries that are deemed necessary to determine the suitability of that candidate. Until all stages of the recruitment process have been fully completed, a final determination cannot be made nor can it be deemed or inferred that such a determination has been made.

Should the person recommended for appointment decline, or having accepted it relinquish it, or if an additional vacancy arises, the board may, at its discretion, select and recommend another person for appointment on the results of this selection process.

Pre-Employment Checks

Should your place on the panel be reached and you come under consideration for a position, several pre-employment checks must be completed before a candidate is deemed suitable for appointment. These checks are carried out to satisfy the Central Statistics Office that the candidate satisfies all necessary requirements.

These checks include an evaluation of Citizenship, Health & Character, Garda Vetting/Security Clearance and Reference Checks. Where these are unsatisfactory or cannot be obtained, the Central Statistics Office reserves the right to disqualify a candidate from any further consideration of appointment or termination of your employment where an appointment has already been made.

References

It would be helpful if you would start considering names of people who you feel would be suitable referees that we might consult (2–3 names and contact details). Please be assured that we will only contact referees should you be successful at final interview.

The referees should be able to provide relatively recent information on your performance and behaviour in a work context. A reference from your current employer will also be required prior to recommendation for appointment.

Security Clearance

Security Clearance will be completed by the Dublin Airport Authority (DAA). You will be required to complete this prior to appointment to this position. As part of this process you will be required to complete and return a Garda eVetting form.

If you have resided or studied in countries outside of the Republic of Ireland for a period of 6 months or more, it is mandatory to furnish a Police Clearance Certificate from each country. Clearance must be dated after the date you left the country.

It is your responsibility to seek security clearances in a timely fashion. You cannot be appointed without this information being provided and being in order.

The Importance of Confidentiality

Subject to the provisions of the Freedom of Information Acts 2014, applications will be treated in strict confidence. All enquiries, applications and proceedings are treated as strictly confidential. Certain items of information, not specific to any individual, are extracted from computer records for general statistical purposes.

Code of Practice

This competition is being organised in accordance with the Code of Practice titled Appointment to Positions in the Civil Service and Public Service published by the Commission for Public Service Appointments (CPSA).

The CSO is an equal opportunity employer. Assignments will be made based on qualifications and the ability to carry out the responsibilities of the grade or post.

Candidates’ Obligation

Candidates should note that canvassing will disqualify and will result in exclusion from the process.

Candidates must not:

• knowingly or recklessly provide false information

• canvass any person with or without inducements

• personate a candidate at any stage of the process

• interfere with or compromise the process in any way

Sharing information on the selection process may result in disqualification.

Deeming of Candidature to be Withdrawn

Candidates who do not attend for interview or fail to furnish requested evidence will have no further claim to consideration. Requests for postponements will not be considered.

Request for Feedback and Review Procedures

Feedback is available by written request. Review procedures are set out in Sections 7 and 8 of the Code of Practice.

• Informal Review

• Section 7 Review

• Section 8 Review

Requests must be submitted within the timelines specified in the Code.

Principal Conditions of Service

The appointment is subject to the Civil Service Regulation Acts 1956 to 2005 and related legislation.

Salary – PPC Survey Co-Ordinator Tourism Surveys (EO Grade)

The salary scale effective from 1st August 2025 is:

€37,919, €39,860, €40,956, €43,094, €45,010, €46,864, €48,711, €50,519, €52,366, €54,207, €56,160, €57,469, €59,335¹, €61,216²

¹ After three years satisfactory service at the maximum

² After six years satisfactory service at the maximum

Entry will be at the minimum of the scale and is not subject to negotiation. Increments are subject to satisfactory performance and Government pay policy.