Work Placement Officer

Role Description

Applications are invited from suitably qualified individuals for the whole-time position in the UCC Career Services and Cork University Business School. The post holder will be responsible for administering work placement programmes as delegated by the Head of Career Services and Cork University Business School. They will also support the other activities of Career Services.

Main Responsibilities of the post will include:

• Administer work placement programme(s) as delegated by the Head of Career Services and Cork University Business School.

• Work with the other staff in the Careers Services to ensure that the university provides a professional and coordinated approach to work integrated learning and work placement and also graduate recruitment interaction with all participating Placement providers.

• Co-teach and examine pre-placement and professional development modules on placement programmes at undergraduate and postgraduate level with Cork University Business School academics.

• Contribute to the development of new professional development and placement modules and their assessment.

• Coordinate and deliver a suite of training workshops with academics, career services team and external speakers, to enhance student skills in preparation for their work placement and career choice on graduation. This includes CV preparation, interview techniques, LinkedIn & networking, creative job seeking etc. and workplace skills such as communication skills, teamwork skills, presentation skills etc.

• Provide career advice and guidance to students of the business school and occasionally graduates and Alumni. This may include conducting one-to-one guidance and coaching interviews, supporting students to devise individual career action plans and delivering career related workshops and seminars to groups of students.

• Ensure that comprehensive and up to date Placement provider and vacancy information is available to students.

• Prepare careers information material and publications as allocated. Develop research and prepare reports and statistics for the use of students, the university and other interested parties as required.

• Participation in recruitment fairs that take place on campus. This may involve working outside normal working hours and weekends.

• Work with relevant Academic Departments/Disciplines and College/Faculty Committees to develop and enhance the work placement programme.

• Market University College Cork and its graduates to potential employers in Ireland and abroad.

• Support graduating students and recent graduates of the university in their search for full time employment.

• Develop alumni links via LinkedIn and other means with the aim of capturing and coordinating contact points with graduates from relevant programmes serviced.

• Meet Placement providers while they are on campus for Placement interviews and recruitment related activities.

• Attend employer promotion and sponsorship events on and off campus, to network, build and maintain strong employer/University working relationships.

• Administer annual student Work Placement Awards process with employers, students and academic staff and organise the annual Awards Ceremony event.

• Work with other Placement staff in Career Services to review Placement policies and procedures and to implement changes towards best practice.

• Work with other staff in Career Services to review and update digital systems used for management of Placement programmes.

• Attend College/Faculty/Academic Department meetings as appropriate.

• Attend meetings with other Department/Service providers across the University to build linkages in service provision.

• Research and source new Placement providers in Ireland and overseas and maintain up to date knowledge of industry and economic developments which impact on Placement.

• Any other duties as requested by Cork University Business School and Head of Career Services or nominee.

Health & Safety:

In addition to the statutory safety duties of all employees (as prescribed in safety legislation and the relevant local safety statement) each staff member is responsible for:

• Discharging any safety functions delegated to them by their Head of College/School/Department/Centre/Unit, in relation to the areas/ activities under their control.

• Co-operating and assisting the University and the Head of College/School/Department/Centre/Unit in the discharge of their statutory safety responsibilities.

• Ensuring that all work under their control is undertaken safely and without risk to health and complies with the provision of all relevant statutory legislation.

Note: As the university continues to expand and evolve, it is likely that flexibility in regard to the allocation of specific duties will be necessary. Accordingly, the list of duties specified above is not intended to be exclusive or restrictive; duties may be added or withdrawn but any such alteration will take place after consultation with the appointee.

SELECTION CRITERIA

The successful candidate will be expected to have:

Essential Criteria

Level 8 (Honours) degree qualification – or an equivalent professional qualification.

Relevant management experience at an appropriate level or a minimum of three years’ work placement/recruitment experience.

Strong organisational and administrative skills.

Evidence of excellent interpersonal skills.

Experience and knowledge of business sector and the commercial environment.

Self-motivated.

Networking and relationship management skills and experience.

Proficiency in digital technologies and/or competence in relevant software applications.

Excellent team working skills.

Desirable Criteria

Understanding of the undergraduate and postgraduate programmes in the business school.

Experience of working with 3rd level students.

Candidates are requested to make a personal assessment of these criteria against their own qualifications, skills and abilities to assess whether they should apply for the post.

Please note: Candidates who do not demonstrate that they meet the criteria as detailed above will not be short listed.

The University, at its discretion, may undertake to make an additional appointment(s) from this competition following the conclusion of the process.

Competencies relating to administrative grades in the University are available on the website.

CONDITIONS OF EMPLOYMENT

Salary: Appointment may be made on the Admin II Salary Scale: €72,044 - €91,259 (Scale B) / €68,551 - €86,698 (Scale A).

Salary placement on appointment will be in accordance with public sector pay policy.

As required by public pay policy for the higher education sector, new appointments to a direct entry recruitment grade will generally be at the minimum (1st point) of the relevant scale.

For existing public servants, the restriction to the first point on scale may be varied where a person is appointed to the same or an analogous grade, role or position as their previous public service employment.

The rate of remuneration for all appointments may be adjusted from time to time in line with government policy.

The working hours for administrative staff are 35 hours per week with normal hours of duty from 9.00am to 5.00pm Monday to Friday, with 1 hour for lunch break.

Due to the nature and seniority of the post, however, it may be necessary to extend and vary these hours from time to time in order to meet the exigencies of the post.

Annual Leave: 30 days per annum. This leave is exclusive of public holidays and Good Friday. The leave year commences on 1 July annually and four days annual leave must be held for the Christmas closure period.

Sick Leave: Sick leave will be granted in line with University policy in this regard which may change from time to time. You should familiarise yourself with the University Sick Leave Policy and University Sick Leave Management Policy.

The tenure of the post is permanent whole time post, based on the following provisions:

a) A probationary period of twelve months shall apply from commencement of employment in the post during which the contract of employment may be terminated by either party in accordance with the Minimum Notice and Terms of Employment Acts, 1973 to 2005.

b) Except in circumstances of gross misconduct justifying immediate dismissal, the appointee will receive one month's notice of termination of employment, or, if greater, such notice as is provided for in a minimum notice in terms of Employment Act, 1973.

c) The appointee is required to give one month's notice of termination of employment.

Pension: The Public Service Pensions (Single Scheme and Other Provisions) Act 2012 established the Single Public Service Pension Scheme. In general, anyone taking up pensionable public service employment on or after 1 January 2013 is a member of the Single Scheme. The Act provides that most members of the Single Scheme have a minimum pension age consistent with the age of eligibility for the State Pension (Contributory) and a compulsory retirement age of 70. A member of this group is generally referred to as a “Single Scheme member”. However, applicants who have previously worked in a pensionable post (non-Single Scheme terms) in the Irish Civil/Public service, may be offered membership of the UCC Pension scheme. The normal retirement date in this scheme is age 65. A compulsory retirement date of 70 may apply depending on date of first employment in the Irish Civil/Public service. The relevant pension scheme will be confirmed to the successful applicant on completion of the Pensions Declaration form prior to taking up employment.

Applicants that have previously availed of an Irish Public Service Scheme of Incentivised early retirement or enhanced redundancy payment should ensure that they are not precluded from re-engagement in the Irish Public Service under the terms of such Schemes. Queries should be directed to an applicant’s former Civil/Public Service Employer in the first instance.

Applicants who are in receipt of an ill-health pension from an Irish Civil/Public Service body are required to declare that they are in receipt of such a pension.

Pension Abatement: If an appointee has previously been employed in the Civil or Public Service and that appointee is entitled to or in receipt of a pension from the Civil or Public Service or where a Civil/Public Service pension comes into payment during the appointee’s re-employment that pension will be subject to abatement in accordance with Section 52 of the Public Service Pensions (Single Scheme and other Provisions) Act 2012. Please note: In applying for this position, you are acknowledging that you understand that the abatement provisions, where relevant, will apply. It is not envisaged that the employing Department/Office/Body will support an application or an abatement waiver in respect of appointments to this position.

Additional dependants’ benefits can be provided by membership of the Supplementary Life Assurance Scheme. You will be automatically included as a member of the scheme on commencement of your employment but you may elect to opt out of the scheme at any stage. The current membership rate is 0.26% of your salary.

Membership of the Group Personal Accident Scheme shall apply to all employees, subject to individual acceptance by the Insurance Company. The salary quoted is subject to a deduction from salary at the rate of .06%.

The UCC Income Continuance Plan (ICP) provides a source of income in the event of long or short-term temporary disability. As part of your contract of employment you will be automatically included in the ICP with effect from the same date provided you have not previously opted out of the plan or you have been declined for cover under previous contracts of employment with UCC. An additional benefit is membership to Specified Illness Cover (SIC) which pays a once off lump sum benefit in the event of a member being diagnosed with a specified illness. The cost of membership of both plans will be deducted from your salary. The current combined membership rate is 1.05% of your salary.

The Pay Related Social Insurance Class A1 rate of Pay Related Social Insurance (PRSI) applies to the post.

Voluntary Health Insurance: VHI /Laya Healthcare & Irish Life Healthcare offer group schemes. Premiums must be paid via the UCC payroll. The Laya Group No is 32805 and VHI Group No is 137.

Additional benefits: We offer progressive employment and training policies including opportunities for further studies. Staff can avail of membership of a variety of clubs and societies and a wide range of facilities on campus, including a leisure centre.

As an equal opportunities employer we offer a comprehensive suite of Work Life Balance Policies. A list of such initiatives is available on our webpage.

UCC welcomes applications from non-EEA citizens. However, regulations regarding employment permits are set by the Department of Enterprise Trade and Employment and must be strictly adhered to. An offer of appointment to Non-EEA candidates is subject to the granting of a Work Permit by the Department of Enterprise Trade & Employment. Candidates are requested to make a personal assessment against their own eligibility as to whether they should apply for this post.

Certificates and Testimonials: These documents should not be sent with the application. Candidates who are selected for interview will be requested to submit the necessary documentation.

References: Following completion of the interview process and the identification of the preferred candidate, any offer of appointment will be subject to receipt of satisfactory references. For internal candidates, the People & Culture Department will seek a reference from a candidate’s line manager once the preferred candidate has accepted a conditional offer of employment. Additional references may be sought on the request of the hiring manager.

Shortlisted candidates for posts shall be required to appear before a Board of Assessors. Interviews will be conducted either online via Microsoft Teams or in person in the first instance. Candidates may also be required to attend an interview in person if the interview takes place online. Candidates will be notified as appropriate.

A successful candidate will be required to submit a birth certificate, documentary evidence confirming academic qualifications, and to undergo a medical examination. Garda vetting and/or an international police clearance may also be required.

Candidates may be required to produce documentary evidence to support any statements made by them on their application form or any supporting documentation.

Note: Candidates should note that any inaccurate information will invalidate their application.

Restrictions that may apply in relation to the re-employment of former public service employees or pensioners

Certain restrictions may apply in relation to the re-employment / appointment of:

(a) former public service employees who have availed of certain collective agreements or arrangements OR

(b) former public service employees who are in receipt of a public service pension or who have preserved benefits under a pre-existing public service pension scheme.

The following outlines some of the main agreements and schemes that may restrict a candidate’s right to be re-employed in the public service or affect how they are re-employed. The list is not exhaustive, so prospective candidates should declare any other agreements or arrangements that they may have availed of that affects or restricts their re-employment in the Public Service.

Employment Control Framework for the Higher Education Sector

Under the Employment Control Framework for the Higher Education Sector, re-employment of retired staff may only occur in very limited exceptional circumstances and in these cases the salaries offered may not exceed 20% of the full-time salary an individual was in receipt of at the time of their retirement, adjusted to reflect the application of Government pay policy in the period since their date of retirement – including in particular the application of salary adjustments imposed under the Financial Emergency Measures in the Public Interest (No. 2) Act 2009. Any such proposed arrangements must be put in advance to the Higher Education Authority (HEA) and the person concerned will only be eligible for re-employment if approval is obtained for same from the HEA.

Collective Agreement: Redundancy Payments to Public Servants

The Department of Public Expenditure, National Development Plan 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, National Development Plan 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 may 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).

Pension Abatement: The Public Service Pensions (Single Scheme and Other Provisions) Act 2012 extended pension abatement so that a retiree’s public service pension is liable to abatement on re-entering public service employment, even where the new employment is in a different area of the public service.

Declaration: Applicants will be required to declare whether they have previously availed of a Public Service scheme of incentivised early retirement. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment.