Traineeship Programme 2026

Overview of this Competition and Career Development Journey for Deciding Officer to Job Coach, EO Inspector or EO Operations.

Successful candidates will gain valuable experience of working in the Civil Service at an entry level grade of CO initially carrying out the Deciding Officer role, while undertaking learning (to include structured on the job training and formal classroom-based learning) to develop towards an EO role in several key areas across the Department.

In commencing employment under this competition Officers will be required to develop and apply the following key skills:

·       Efficiency: meeting deadlines while ensuring all work carried out is to a high standard.

·       Being a Team Player: the capacity to work well with others by offering ideas and knowing/understanding the responsibilities expected by others.

·       Organisational Skills: you may have several tasks to complete every day. Good organisational skills are required so that you can plan, manage, and delegate all tasks as necessary.

·       Technical Skills: strong IT skills are required to process the knowledge to run relevant tools and programmes within DSP.

·       Results-driven: ensuring that all work carried out is thoroughly checked to ensure a high standard of work while showing the flexibility to get a number of tasks completed daily.

·       Customer Service Skills: Strong customer service skills can help you negotiate interpersonal relationships with members of the public and other stakeholders.

On-the-job practical experience and structured learning (on the job and formal accredited training) will be provided to successful candidates from this competition. Over the two-year distinct career development journey, in which candidates will be fully supported, it is envisaged that successful candidates will take on the following DSP-specific customer facing roles: Year 1

·       Deciding Officer - making decisions on the awarding of income support and other payments within the scope of the Social Welfare legislation.

ANDYear 2

·       Job Coach – working with and engaging with jobseekers to assist them find employment.

OR

·       EO Inspector (EOI) - carrying out routine investigations/reviews in line with powers under Section 250 of the Social Welfare (Consolidation) Act 2005.

OR

·       EO Operations - Process claims, manage applications for various schemes, and handle customer inquiries related to income supports and services.

It is expected that those successful in this competition will:

·       Spend their first year in the Deciding Officer role.

·       Following successful probation (or for those staff who have already completed probation) take part in an accelerated learning programme in their second year (in either a Job Coach, EOI or EO Operations role) to gain experience of different areas and of key aspects of these and other roles in the Department.

·       Upon successfully commencing their second year, be awarded an allowance to support them taking on either a Job Coach, EO Inspector or EO Operations role.

·       Participate, complete and be successful in Third Level Accredited Learning Programmes (to QQI Level 6 & 7, Special Purpose Awards), E-Learning, Self-Directed Learning, Instructor Led Training and Peer Supported Learning (practical role-based activities). Examples of specific accredited learning modules included on the Programme are:

·       Certificate in Social Protection Studies (Accredited QQI Level 6).

·       Certificate in Social Welfare Decision Making (Accredited QQI Level 7) – for Deciding Officer Role.

·       Certificate in Public Employment Services Provision (Accredited QQI Level 7) – for Job Coach Role.

·       Certificate in Social Protection Investigative Work (Accredited QQI Level 7) – for EO Inspector Role.

·       Certificate in Managing Social Protection Services (Accredited QQI Level 7, 15 ECTS) – for EO Operations Role.

·       [Note: For those staff who have already completed these specific accredited learning programmes noted, there will be no obligation to complete the learning again.]

·       Take part in regular checkpoint meetings to assess and review their progression. Successfully completing these assessments will allow staff in the distinct roles to progress on the career development journey. Local Coaches and a Human Resources Mentor will provide successful candidates with ongoing support and advice.

·       After year two, and having demonstrated satisfactory progression, successful candidates will have an opportunity to participate, via an interview process, for a role at Executive Officer grade.

·       Be placed in any available EO roles further to successful promotion to EO.

Who Should Apply

Eligible persons who are:

·       Interested in joining the Department at an entry level as a starting point for a career in the Civil Service.

·       Existing/Serving Civil Servants – up to and including Clerical Officer grades (or equivalent grades), interested in progressing to a higher-grade role in DSP, following an accelerated learning programme and a further assessment through a final interview process following completion of the initial two years.

The Application Process

If interested in this unique career development opportunity, your first step, will be to create an account on the DSP Careers Portal so that you can apply for this opportunity by 3pm on the closing date of 17th September 2025.

The next stage is the assessmentstage:

1.     All eligible candidates will be invited to undertake an online psychometric test.

2.     The highest placed candidates, by preferred location, placed in order of merit following the psychometric test will be called for competitive interview.

These candidates will be requested to submit a capability-based questionnaire in advance of the interview which will be used during the interview stage.

At the competitive interview stage, candidates will be assessed for suitability based on:

·       The capabilities for the CO role based on the Public Jobs Capability Framework (see Clerical Officer).

·       An aptitude and interest in engaging in the training and development aspects of the career development opportunity and in developing EO Capabilities as detailed in the EO Capability Framework. In particular:

o   Innovation and change management

o   Managing a team and ensuring high quality outputs

o   Resolving complex queries

o   Using initiative and taking responsibility for areas of work

o   Analysing and understanding information, making recommendations and decisions

o   Leading supporting and motivating a team to achieve set goals

o   Coaching, guidance and feedback to others to support their development

o   Developing specialist expertise and knowledge in their area.

Following the competitive interview stage, it is intended to recruit 30 successful candidates on the order of merit, by preferred location, to undertake this Programme commencing early in 2026.

Entry Requirements and Eligibility

Candidates must:

·        Demonstrate an ability to perform the capabilities required of a Clerical Officer with potential to develop the capabilities required for the role of Executive Officer during a two-year period.

– see relevant capabilities (Executive Officer).

·        Demonstrate an openness and ability to acquire the skills and knowledge to progress to the Executive Officer Role in DSP.

·        Demonstrate a keen interest in the career development aspects of the opportunity, the learning / training (on the job and formal) and the development opportunities that will be provided, as well as the capacity to take on and succeed in Accredited learning, e.g. QQI Level 6 and 7.

·        Have the requisite knowledge, skills, and behaviours required including:

•       take direction / follow instructions.

•       organise and prioritise work effectively.

•       work well with the public and colleagues.

•       be flexible in their approach to work.

•       be able to communicate effectively in a clear and concise manner.

•       Be at least 17 years of age on or before the closing date of 3pm on Wednesday, 17th September 2025.

•       Fulfil citizenship, health, and character requirements (see below).

•       Ensure that they meet the criteria regarding Public & Civil Service Redundancy/Ill Health Retirement Schemes.

Choosing the Location for the roles of Deciding Officer, Job Coach, EO Inspector and EO Operations.

Successful candidates will be placed in a role located in Longford, Buncrana, Letterkenny, Galway City, Waterford City, Cork City, Limerick City and Dublin City initially and for the duration of the career development journey in Deciding Officer and Job Coach / EO Inspector.

Applicants should select a maximum of one location where they would be prepared to work if successful. Locations, once chosen, cannot be changed.

Selection of one particular location will automatically eliminate applicants from being considered for positions in the other locations. The panel formed as part of this recruitment process will be in place for a period of 1 year from the date on which it is established.

DSP is an Equal Opportunities Employer. We believe that a thriving, inclusive public service that is energised by the contribution of employees from all sectors of society leads to more innovative, productive workplaces and more responsive and inclusive policies, programmes, and services. All of our activities and initiatives are underpinned by our Equality, Diversity and Inclusion strategy 2021-2023.

Other Recruitment Information

Health & Character

Candidates must be in good health, capable and competent of carrying out the work assigned to them, and they must be of good character. Those under consideration for a position will be required to complete a health and character declaration and a Garda Vetting form. References will be sought.

Some posts will also require special security clearance. In the event of potential conflicts of interest, candidates may not be considered for certain posts.

Garda Vetting

If an applicant comes under consideration for appointment, they will be required to complete and return a Garda Vetting form. This form will be forwarded to An Garda Síochána for security checks

on all Irish and Northern Irish addresses at which they resided. If otherwise unsuccessful at the selection process, the Garda Vetting form will be destroyed by the Department of Social Protection. Therefore, if the applicant subsequently comes under consideration for another competition conducted by the Department of Social Protection, they may be required to supply this information again on that occasion.

Eligibility to Compete and Certain Restrictions on Eligibility

Citizenship Requirements

Eligibility to Compete and Certain Restrictions on Eligibility

In order to participate in this competition, the following Citizenship requirements apply:

(a)    A citizen of the European Economic Area. 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 41 permission or a Stamp 5 permission.

1Please 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 closing date.

Collective Agreement: Redundancy Payments to Public Servants

The Department of Public Expenditure and Reform 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 and Reform 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 debarred from applying 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 1st 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 compete 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 and Local Government (Circular Letter LG(P) 06/2013)

The Department of Environment, Community and 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 28th 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 and/or the collective agreement outlined above. 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, the Civil Service 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.

The Civil Service also operates a Mobility scheme for all general service grades. This scheme provides staff with career opportunities to learn and partake in diverse roles across a range of Civil Service organisations and geographical locations.

Principal Conditions of Service

General

The appointment is to a permanent post in the Civil Service and is subject to the Civil Service Regulations Acts 1956 to 2005, the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to the Civil Service.

Salary

New Entrant Appointees will be offered a salary of €596.11 per week. This is the first point of the Clerical Officer Salary scale.

Where a successful candidate has had prior Civil/Public service, incremental credit may be awarded after offer and acceptance of the position on the first point of the Clerical Officer Salary scale and further to satisfactory evidence being provided by the Appointee in line with normal procedures.

CO Pay-scale effective 1st August 2025 DPER Circular 16/2025

€596.11 €629.46 €637.94 €654.47 €678.87 €703.22 €727.55 €745.29 €765.40 €788.74

€805.15 €828.27 €851.22 €887.05 €915.19 (LS1) €928.12 (LS2)

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.

Important Note

Entry will be at the minimum of the scale and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if you are a currently serving civil or public servant.

Subject to satisfactory performance increments may be payable in line with current Government Policy. You will agree that any overpayment of salary, allowances, or expenses will be repaid by you in accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners.

The Probation Process as part of this Competition

For new entrants into the Civil Service, the appointment in Year 1 is to a permanent Clerical Officer position on a Probationary Contract in the Civil Service. The Probationary Contract will be for a period of one year from the date specified on the contract.

For existing Civil Servants who have already successfully completed a 1 year Probationary Contract at

CO grade, there will be no requirement to repeat probation.

All other appointees will serve a one-year Clerical Officer probationary period. If an appointee who fails to satisfy the conditions of probation has been a serving civil servant immediately prior to their appointment from this competition, the issue of reversion will normally arise. In the event of reversion, an officer will return to a vacancy in their former grade in their former Department.

If successfully assigned as an Executive Officer after two years, having undertaken the various roles and learning provided to a satisfactory standard, Officers will be required to complete a 1-year probationary period further to appointment as Executive Officer.

If after an Officer’s second year appointed under this competition or at any time throughout the first two years of employment, as part of this competition, it is found that the Officer does not meet the assessment criteria required either to progress or the criteria required at the end of the two years to be assigned as an Executive Officer, they will be retained in the Department as a permanent Clerical Officer, provided they have successfully passed probation as a Clerical Officer.

During the period of the probationary contract, an officer’s performance will be subject to review by the appropriate supervisor(s) to determine whether the officer:

(i)                    has performed in a satisfactory manner,

(ii)                   has been satisfactory in general conduct,

(iii)                 is suitable with regard to attendance, and

(iv)                  is suitable from the viewpoint of health with particular regard to sick leave.