Tourism Development Officer

ROLE & DUTIES OF THE POST

Project Description:

The Tourism Development Officer will lead a highly motivated and experienced tourism team assisting with the delivery of the Tipperary Tourism Roadmap 2025-2030, ‘Growing Tourism in Tipperary’ and the Transforming Tourism Product Development Plan 2020 -2030. Established in 2014, the Tourism Section leads the development of Tipperary as a tourism destination by collaborating with tourism providers, communities, and local and national agencies. The role of the section is to support, implement, and deliver tourism development across the county; lead on tourism product development; and collaboratively market Tipperary as an authentic, immersive tourism destination to domestic and international markets.

The Tourism Development Officer will work as part of the Directorate’s senior management team, overseeing the implementation of the tourism strategic plans and projects and substantively supporting engagement with the wider public authority environment and key tourism stakeholders across the county.

Tourism Development Officer: Role, Responsibilities and Duties:

The Tourism Development Officer will report directly to and support the Senior Executive Officer in the Economic, Community and Rural Development Directorate of Tipperary County Council.

The main purpose of this role is to lead the development of Tipperary as a tourism destination and to support market and product development. Central to the role is the implementation of strategic tourism priorities that align with the growth of the brand Tipperary, Time for Tipperary, development of tourism networks and development and implementation of tourism projects.

This is a permanent position.

This role is based in Ballingarrane, Clonmel, Co. Tipperary but will require regular travel in the region.

Key duties & responsibilities:

• Support and deliver the implementation of the Tipperary Tourism Roadmap ‘Growing the value of tourism in Tipperary’ 2025-2030 Transforming Tourism Product Development Plan 2020 -2030

• Support and implement the Transforming Tourism Product Development Plan 2020 -2030.

• The servicing of Tipperary Tourism CLG and Tipperary Tourism Working Groups as assigned.

• Creation and implementation of the annual Tipperary Tourism Membership Scheme.

• Develop and manage tourism development in Tipperary Ancient East, and Ireland's Hidden Heartlands brands.

• Develop, manage and promote www.tipperary.com

and all associated strategic marketing plans.

• Identify potential opportunities for additional funding, both from governmental and non-governmental agencies and sources.

• Preparation, submission and management of funding applications.

• Managing the internal tourism affairs of the Council within the framework of the Corporate Plan and Management Team Objectives.

• Managing external relationships across a broad range of business activities, i.e. Tipperary Tourism, Fáilte Ireland, Tourism Ireland, the relevant State and semi-state Agencies, local tourism interests, other stakeholders, etc.

• Developing and nurturing high-functioning clusters of tourism SMEs and experienced providers who can elevate the visibility and promotion of the destination now and into the future;

• Ensure compliance with all required local authority financial, management and governance reporting requirements;

• Communicate principles of sustainable and regenerative tourism across the tourism industry within the county.

• Act as a progressive advocate for the region and the development of the Tipperary tourism brands, particularly promoting the importance of tourism to business and stakeholders in the region.

• Preparation and delivery of regular progress reports to Tipperary Tourism and Tipperary County Council and others as required.

• Procurement and budget management.

• Setting up and attending exhibitions and consumer shows;

• Organising events – both online and in person;

• Devising and planning familiarisation trips, and arranging itineraries;

• Liaising with local operators, the media, designers and printers;

• Managing the internal tourism affairs of the Council within the framework of the Corporate Plan and Management Team Objectives.

• To lead and direct the resources of the Tourism Department staff team to deliver their work programme.

• To manage and supervise staff up to the position/grade of Senior Staff Officer and analogous grades, and to ensure the training and development of such staff.

• To identify and agree work programmes, targets and deadlines and ensure their subsequent implementation.

• To build effective teams, develop motivation and commitment and maintain sound employee relations and morale as relevant, in accordance with good employment practice and relevant legislation.

• To achieve and maintain the productive association between elected representatives and the executive delivery of the service.

• Work closely and seek to foster and maintain relationships with key industry groups, partner organisations, local authorities and individuals in the region to ensure commitment to the Tipperary brands.

• Procurement and budgets management.

• Administration of funding.

• Constructing and maintaining business databases;

• Support to Community Tourism Groups

• To arrange and ensure that capacity building is provided to stakeholders and businesses are fully aware of Tipperary Tourism Brand and Fáilte Ireland initiatives.

• Create realistic and achievable KPIs to ensure that all tasks are completed to a high standard and in a timely fashion, and to demonstrate the valuable contribution to tourism makes to the local economy.

• Providing funding and business advice and sending e-newsletters to local businesses;

• Flexibility on working hours will be required as evening and weekend working will be an essential part of the job.

• Any other duties.

These duties are indicative rather than exhaustive and are carried out under general guidance.

Persons employed will be required to work in any location within the Tipperary County Council administrative area.

Qualifications:

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.

g) Non-EEA citizens with a valid work permit.

Character

Candidates shall 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.

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

• Hold a third level qualification in culture, business or tourism with a minimum of 5 years relevant post-graduate experience in tourism development.

• Previous relevant experience in the tourism industry.

• Possess knowledge of a wide range of tourism business development techniques and concepts.

• Excellent IT skills are required, particularly in the area of website management, all social media platforms, and Google Analytics for monitoring trends online and identifying targets.

• Superior knowledge of tourism development and marketing and how it can be used to develop and promote the Tipperary brand.

• Strong competency in finance, budgeting and marketing.

• Proven track record of developing business plans, funding applications and strategic tourism development plans.

• Experience with event organisation is a distinct advantage, both online and in person.

• Good understanding and knowledge of local government and role in developing and promoting tourism.

• Full valid driving license and access to own transport

• Strong understanding of tourism offerings in Tipperary, Tipperary Tourism, Horse Country, Lough Derg, Munster Vales, Ireland's Ancient East and Irelands Hidden Heartlands regions of Ireland

• Project management skills are essential, and the ability to complete multiple tasks simultaneously and to a high standard.

• A creative and innovative mindset is required.

• The ideal candidate will be flexible in order to achieve targets and complete projects.

• The successful candidate will be self-motivated, a self-starter and results-driven.

• Excellent planning and organisation skills and the ability to use resources effectively and efficiently.

• Excellent time management skills.

• Excellent communication and presentation skills both written and oral.

• The ability to build and maintain relationships and networks is essential for this role.

Proven ability to:

• Work in a customer-focused environment

• Work well with others as part of a team

• Learn new tasks and adapt quickly to new work practices in a team environment

• Be open and receptive to new information and be comfortable with change.

Desirable:

• Demonstration of interagency work to add value to tourism projects, for example, with County Councils, Failte Ireland, Local Enterprise Boards, etc.

Salary:

Current Salary Scale: €60,011- €78,015 (2nd LSI).

The salary shall be fully inclusive and shall be as determined from time to time.

The employee shall pay to the local authority any fees or other monies (other than his/her inclusive salary) payable to or received by him/her by virtue of his/her employment or in respect of services which he/she is required by or under any enactment to perform.

Entry point of this scale will be determined in accordance with Circulars issued by the by the Department of Housing, Local Government & Heritage. In accordance with Departmental Circular letter EL 02/2011, a person who is not a serving local authority employee on or after 1st January 2011, will enter the scale for the position at the minimum point currently €60,011.

Remuneration is paid fortnightly by PayPath 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.

Under the Public Service Stability Agreement 2013, the working hours for newly appointed/promoted staff are 35 hours per week. All posts will be offered on the basis of the candidate working wholetime.

Probation:

Where a person who is not already a permanent officer of Tipperary County Council is appointed, the following provisions shall apply:

(a) there shall be a period after such appointment takes effect, during which such person shall hold office on probation;

(b) the maximum period shall generally be one year for permanent contracts and such other period as may be required in relation to temporary or fixed term/purpose contracts as set out in the council’s probationary policy. No probationary period shall exceed 12 months in duration;

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

Superannuation:

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 as follows:

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.

Retirement Age

There is no mandatory retirement age for new entrants to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004.

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 for carrying out the duties to which they have been assigned.

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 debarred from applying for another position in the same employment or the same sector.

Therefore, such retirees may not apply for this position.

Hours of Work:

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. Tipperary County Council requires employees to record their hours using the CORE/TDS Clocking system.

Annual Leave:

The annual leave entitlement for the grade is 30 days per annum.

The Chief Executive of Tipperary 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.

Residence:

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

Drivers Licence:

Tipperary County Council employees may on occasion 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 Tipperary 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.

Code of Conduct/Organisational Policies:

Employees are required to adhere to all current and future Tipperary 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.

Training:

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.