Temporary Sports Development Officer

1. The Role

The Sports Development Officer will plan, promote and develop sport and recreation in Fingal. The Sports Development Officer will be responsible for the delivery of initiatives which will develop and expand the range of opportunities for all the people of Fingal County to more fully participate in recreational, sporting and physical activity. The vision is to increase participation in sport, recreation and physical activity while supporting excellence regardless of age, gender, ability, economic or social circumstances.

2. Duties

The person appointed will carry out their duties subject to the control and direction of the appropriate officer. The duties will include but are not limited to:

·        Develop, implement and evaluate opportunities for the development of new programmes and initiatives with partner agencies.

·        Design, plan, implement and co-ordinate programmes for target group populations within Fingal County Council.

·        Facilitate and support the development of locally based initiatives and sports clubs that are providing sport and recreation opportunities to members of the community.

·        Initiate, facilitate and maintain close contact with voluntary and community-based sporting organsations.

·        Maintain a knowledge of national trends and the ability to identify them locally.

·        Promote and support social inclusion for minority/disadvantaged groups through the medium of sport.

·      Identifying gaps in the provision and developing/implementing responses.

·      Develop external funding and sponsorship in order to maximise the sports development opportunities on offer within the County.

·      Actively promote programmes through social media mediums and the Fingal County Council website.

·      Prepare, in consultation with relevant partners where applicable, regular press releases on upcoming events and successful achievements.

·      Marketing and advertising of all Fingal County Council Sports Office events and programmes.

·      Contribute to making sure that all facilities used are fully in compliances with current health and safety standards.

·      Assist with the investigation of all accidents and/or incidents.

·      Undertake any other duties/responsibilities, which may be assigned from time to time.

These tasks which are indicative rather than exhaustive are carried out under general supervision.

 

Persons appointed will be required to work in any location within the Fingal administrative area.

 

3. Qualifications and Requirements of the Post

CHARACTER

Each candidate must be of good character.

 

HEALTH

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

 

EDUCATION, TRAINING, EXPERIENCE, ETC.

Candidates must on the latest date of receipt of completed application forms have:

(a)     A satisfactory standard of education;

(b)     Experience of working in a sports development environment is essential (two years or more);

(c)      Experience of working with sports clubs, community groups and young people in a community setting;

(d)     Experience in planning, co ordinating and delivering sustainable sporting and recreational programmes;

(e)     Possess a current unendorsed full driving licence (Category A1, A and / or B) and have / or have access to a car as he / she may be required to travel in the course of his / her duties.

 

The ideal candidate shall have:

·        A recognised qualification in sports development, community development, leisure management or similar is desirable.

·        Experience of working in a sports development environment (two years or more).

·        Excellent communication skills, including written communication.

·        Excellent organisational skills.

·        A good understanding of project-based programme delivery with measureable outcomes.

·        Be motivated by and committed to sports development and increasing opportunities for participation in particular among hard-to-reach groups in local communities.

·        Be self-motivated and able to work independently to meet or exceed goals.

·        Experience of building, managing and nurturing partnerships and relationships across a wide range of key stakeholders.

·        An understanding and/or experience of local government structures.

·        Excellent IT, data management & administration skills, including MS Word, Excel & Power Point.

Candidates may be shortlisted based on the desirables listed above.

 

4. The Selection Process:

Fingal County Council reserves the right to shortlist applications, if required. This is not to suggest that any candidate may be unsuitable or incapable of undertaking the duties of the post advertised, but rather that there may be candidates who have demonstrated that they are better qualified and/or have more relevant experience.

The number of persons to be invited, in these circumstances, to interview shall be determined by the local authority from time to time, having regard to the likely number of vacancies to be filled.

Step 1: Initial Screening

In the first instance, all applications received by the latest date/time for receipt of completed applications are screened for eligibility in accordance with the qualifications for the post as set out in this booklet and declared by the Minister for the Department of Housing, Local Government and Heritage under Section 160 of the Local Government Act 2001.

Step 2: Shortlisting

Each candidate’s application may be assessed against pre-determined criteria based on the requirements of the position as outlined in this booklet. It is the sole responsibility of the applicant to provide a detailed and accurate account of their qualifications and/or experience in their application form and to outline the relevance of their experience in the examples provided.

Step 3: Interview

Candidates who are successful in the shortlisting process will be invited to attend for interview(s). Fingal County Council will endeavor to give sufficient notice of the interview to shortlisted candidates. Thereafter, it is the responsibility of the candidate to make themselves available on the date/time selected. Candidates who do not attend for interview will be deemed to have withdrawn their application from the competition. Expenses incurred by candidates in attending for interview, will be at the candidates own expense.

An independent interview board will be established by the Senior Executive Officer, People Services, or other designated officer, to assess the candidates shortlisted for interview. The interview board will generally comprise of a Chairperson and two other members, who will have expert knowledge in the relevant field. The objective of the interview board is to identify candidates who best meet the objective criteria and competencies required for the position and to place them in order of merit.

Candidates who are successful in the interview will be qualified in order of merit for appointment to the post of Sports Development Officer (3 year contract) and placed on a panel. It should be noted that placement on a panel may not necessarily lead to a job offer. The selection process is not concluded until such time as references have been sought and clearance checks, i.e. Garda vetting, occupational health, verification of education qualifications, etc, have been carried out to the satisfaction of the Council.

5. Benefits

At Fingal County Council, we value our employees and want to support them to develop their careers. We offer flexible working arrangements, competitive salaries and pension benefits, a positive work environment, training and development opportunities, a defined career path in a supportive and inclusive culture and the opportunity to make a difference, along with the following benefits:

Standard working day is 9-5

Excellent Work/Life balance with Family Friendly Schemes such as Shorter Working Year and Work-sharing

Opportunities for promotion and career development

Employee Assistance and Wellbeing Programme

Pension Scheme

Blended Working available - up to 2 days per week

Ongoing training and higher educational support

Cycle to Work Scheme

6. Particulars of Employment

The employment is whole time, temporary and pensionable. Persons who become pensionable employees 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 dependent or qualified children).

Persons who become pensionable employees 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 employees of a local authority will be required in respect of the local Government (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.

 

PROBATION

(a)   there shall be a period after such employment takes effect during which such persons shall hold such employment on probation,

(b)   such period shall be one year but the Chief Executive may at his or her discretion extend such period,

(c)    such persons shall cease to hold employment at the end of the period of probation unless during such period the Chief Executive has certified that the service of such persons is satisfactory.

 

SALARY

€52,761 – €54,337 – €55,946 – €57,589 – €59,244 – €61,173 LSI1 – €63,109 LSI2 PER ANNUM.

Persons who are not serving local authority employees will be based on the minimum of the scale.

Holders of the post 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 post or in respect of any services which they are required by or under any enactment to perform.

 

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 child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa.

 

HEALTH

For the purpose of satisfying the requirement as to health it will be necessary for successful candidates, before they are employed, to undergo a medical examination by a qualified medical practitioner to be nominated by the Local Authority.

 

RETIREMENT AGE

The retirement age is 70 years.

 

Recruitment

The local authority shall require a person to whom employment is offered to take up such employment within a period of not more than 6 weeks and if he or she fails to take up the employment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not employ the person.

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