Jobs in Co. Down
Sort by: relevance | dateChef De Partie
Buffalo Brands Ltd T/A Buffalo Boy, Main street, Carrick on Shannon, Leitrim require Chef De Partie for their popular restaurant. Each chef must have at least two years, min experience in preparing & cooking quality cuisine and must be hardworking & capable of producing high quality foods. Minimum 2years’ experience Salary: €34,000 per annum, 39 Hrs p/w CV to Sean at buffaloboysteakhouse@gmail.com
General Operative
Summary A Key Role in Delivering Quality Food Products to the World Additional Benefits Discounted or Free Food The Role Sofina Foods is currently seeking reliable, motivated General Operatives to join our team at our Tullamore site. As a General Operative, you’ll play a vital part in our production process—supporting the delivery of high-quality meat products to customers across the globe.Whether you’re packing, preparing, or ensuring hygiene standards are met, this role is essential to the smooth and efficient running of our operations. It’s also a great entry point into a company that values its people and provides real opportunities for development. Hours of Work: 12-hour shifts, 7:00 AM – 7:00 PM, on a two-week rotating schedule:
Material Handler
Hours of work : 40 Hours Monday to Friday, 8AM – 5PM Reporting to Production Supervisor, you will work as part a team to handle materials in a safe and efficient manner at our site in Carrickmacross. You will be responsible for creating a seamless flow of materials to and from Production, Paint and Assembly. Main Duties & Responsibilities:
Material Call Off Coordinator
Purpose To ensure that the necessary materials are available at the right time, in the right place, and quantity to meet production schedules. Key Responsibilities / Measures of Success Leadership • Safety is a condition. Behave in a safe manner while on site. People • Communicate effectively with key internal stakeholders; Planning, Operations, Engineering, Central Materials team, Technical, OPEX, R&D, etc. on risks, issues, and key changes required to deliver optimised customer service at the lowest cost. Excellent Results Desirable • Plan and order all site material orders and deliveries to meet production plan and schedule requirements using the site Materials Requisition Planner (MRP) and SAP. • Schedule deliveries & manage stock levels at third-party logistics partners. Essential • Optimise material delivery schedules in line with stock holding policies to improve business performance across the balanced scorecard. • Build strong relationships with the site Operations team. Utilise these relationships to solve problems quickly & effectively. • Build strong relationships with the Noon and Central Procurement teams. Utilise these relationships to solve problems quickly & effectively. • Identify & support delivery of site material Profit Improvement Projects (PIPs) with the central Procurement team. Standard Work & Problem Solving • Maintain master performance data sets for all suppliers, materials, lead times, stock holding rules, minimum order quantities, within the site Materials Requisition Planner (MRP). • Maintain material Key Performance Indicators (KPIs) and use data analysis to make problems visible, quantifiable, and to guide decisions. • Ensure that all delivery queries, financial or otherwise, are dealt with in the agreed timescales. Skills & Knowledge • Experience in a FMCG Industry, ideally in a material management role. • Understanding of OPEX and its use in optimising production schedules. • Experience in material call off with an in-depth understanding of material requisition planning systems and their optimisation. • Strong communication skills and the ability to influence multiple levels of the site. • Strong analytical & problem-solving skills. Desirable • Advanced Excel capability • Working knowledge of SAP & Innova or similar manufacturing systems. • Degree in Manufacture / Engineering / Science or another appropriate discipline. Behaviours • Listens to others and builds trust among colleagues. • Disciplined and decisive, does not get distracted away from priorities. • Courageous, able to speak up even if it feels uncomfortable to do so and ask for help when an impasse is reached. • Takes ownership for solving material risks & issues. • Available to support issues from other functions, especially manufacturing. • Collaborative and dynamic when problem solving. • Continuously looks to simplify what materials are ordered, how materials are ordered, delivered & stored. • Live our values to an exemplary level.
Junior Company Secretary
Who We Are UHY FDW is a leading Top 20 audit and accountancy, advisory and taxation practice in the Northeast of Ireland and a member of the global accountancy network UHY, ranked in the Top 20 networks worldwide. UHY FDW has evolved significantly over the past decade to become one of the most modern and cutting-edge firms in today’s market. It has a significant market share and presence across the north-east which is attributed to its exceptionally talented workforce, strategic planning and adoption of new technologies & methodologies to now be labelled a trendsetter within the sector. We pride ourselves on being people-focused, and we understand the importance of attracting and retaining the highest calibre individuals. Our team of 7 directors and 80 staff deliver a first-class service across 4 offices to a diverse range of clients, locally, nationally and internationally. We are committed to our purpose “Achieve a Better Future Together” and are excited to expand our team with individuals who will help us in fulfilling our purpose. The Role The successful candidate will support the Company Secretarial Team in a junior capacity in respect of the provision of company secretarial and corporate governance advisory services to a range of clients. This role would be suitable for an ambitious and motivated professional who enjoys working in a fast-paced environment in a hands on role. We are specifically looking for energetic professionals who possess the following: Our Values Our firm and entire team are committed to our purpose “Achieve a Better Future Together,” and we have aligned our core values to support us all in achieving this. Our core values are: Integrity, Teamwork, Respect, Be Engaged & Be Passionate.
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 assessment stage : 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.
Customer Service Advisor
Employee Benefits include:
Administrative Officer (Grade VII)
THE COMPETITION Laois County Council is inviting applications from suitably qualified candidates with relevant experience for the position of Administrative Officer (Grade VII). Recruitment arrangements to this grade will now be on the following basis: The Council will form three (3) separate panels of suitably qualified candidates to meet the requirements for posts confined to the local authority sector, open and those confined to Laois County Council staff, from which future relevant vacancies may be filled including that of Healthy Ireland Coordinator. Suitably qualified persons are invited to apply for the following panel(s): - For the purposes of the above, the sector Panel A is comprehended to include all local authorities and the three (3) Regional Assemblies only. Staff who are not existing employees of local authorities or regional assemblies are not eligible to apply for the competition confined to the sector (Panel A) or to the local authority (Panel C). Eligibility criteria for all three panels are set out under Qualifications below. THE ROLE The Administrative Officer is a middle management supervisory position in Laois County Council and is assigned responsibility for the development, management and day to day operations of one or more departments or services within the Council. The Administrative Officer is the primary point of contact and liaison with other sections in relation to service delivery for their area of responsibility. The Administrative Officer is also a contributor to the strategic and policy making decisions of the Council and will be expected to contribute to the development and implementation of forward-thinking strategies within the local authority and to work closely with senior management, elected representatives, external agencies and relevant stakeholders in delivering services to the highest standard. The Administrative Officer may represent the Council on committees and at meetings and may be asked to report on progress in their respective section(s) at Council meetings, Municipal District meetings, Strategic Policy Committee meetings etc. The Administrative Officer is responsible for the efficient management, direction and deployment of resources for the department or service to which they are assigned and will generally work as part of a multi-disciplinary team within one of the Council’s Directorates to deliver a broad and diverse range of services. These may include planning, economic and enterprise development, community and social development, housing, recreation, amenity and cultural services, environmental services, transportation and infrastructure, and emergency services. Laois County Council is also the employer for all staff at the MyPay Shared Services Centre, responsible for the delivery of a payroll and superannuation service to multiple local authorities nationwide. THE QUALIFICATIONS 1. CHARACTER: Candidates shall be of good character. 2. HEALTH: Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render an efficient service. Successful candidates will be required to undergo a medical examination carried out by the Council’s Occupational Medical advisor prior to appointment. On taking up appointment, the expense of the medical examination will be refunded to the candidate. 3. EDUCATION, TRAINING AND EXPERIENCE ETC: Each candidate must, on the latest date for receipt of completed application forms: - Applicants to Panel B (Open) (i) (a) Have obtained at least Grade D (or a Pass), in Higher or Ordinary Level, in five (5) subjects (or four (4) if Irish is included) from the approved list of subjects in the Department of Education established Leaving Certificate Examination or Leaving Certificate Vocational Programme including Irish and/or English and one of the following: Mathematics, Accounting, Business Organisation or Economics and (b) have obtained at least Grade C (or Honours) in Higher Level (or Honours) papers in three (3) subjects in that examination (or two (2) subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation or Economics) or (ii) Have obtained a comparable standard in an equivalent examination, or (iii) Hold a third level qualification of at least degree standard and (iv) Have satisfactory experience in administrative procedures, including adequate practical experience in work or an executive nature, office organisation and control of staff. Confined Competition (Panels A and C as appropriate) (v) (a) be a serving employee of a local authority or a regional assembly and have not less than two years’ satisfactory experience in a post of Clerical Officer or analogous post, and (b) have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organisation and control of staff. The Ideal Candidate Shall: · Have knowledge of the structure and functions of local government, of current local government issues, future trends and strategic direction of local government and an understanding of the role of Administrative Officer in this context; · Have an understanding of organisation policies and implementation of such policies, as applicable to a public body; · Have a strong sense of commitment to delivering quality public services and be willing to take on a challenge; · Be highly motivated and have excellent interpersonal and communications skills; · Have an ability to foster and maintain productive working relationships within the organisation and with relevant stakeholders externally; · Be capable of working in close co-operation with the elected Council, the Strategic Policy Committees and other Council Departments while being able to seek co-operation and consensus from a wide range of bodies and representative groups; · Be able to work within, and where necessary lead, multi-disciplined teams and have the ability to motivate, empower and encourage employees to achieve maximum performance; · Have the ability to plan and prioritise work effectively, to work under pressure to tight deadlines and to take a strategic approach in the formulation and delivery of key policy objectives; · Have a career record that demonstrates a high level of competence in the management of staff, including managing performance; · Demonstrate relevant administrative experience at a sufficiently high level; · Demonstrate experience of managing staff working under Service Level Agreements and to Key Performance Indicators. · Demonstrate experience utilising project management software (eg Microsoft Project, TeamWorks Projects) and utilizing business process mapping software (eg Microsoft Visio). · Have the ability to manage financial resources within a budgetary control framework; · Have good knowledge and awareness of Health and Safety Legislation and Regulations, the implications for the organisation and the employee, the role and duties of managers, and the application of safety management in the workplace; Key Duties: Details of Key Duties are outlined under ‘The Principal Terms and Conditions’ below. Competencies for the Post: Key Competencies for the post include the following and candidates will be expected to demonstrate sufficient evidence within their application form of competence under each of these. Please take particular note of these when completing the application form as any short-listing or interview processes will be based on the information provided by candidates: Management & Change · Ability to think and act strategically to ensure functional responsibility is properly aligned with corporate policies and strategies · Clear understanding of political reality and context of the local authority · Embeds good governance practices into day to day activities, practices and processes · Develops and maintains positive and productive professional relationships both internally and externally to the local authority · Effectively manages change, fosters a culture of creativity in employees and overcomes resistance to change. Delivering Results · Acts decisively and makes timely, informed and effective decisions · Pinpoints critical information and addresses issues logically · Develops operational and team plans having regard to corporate priorities, operational objectives and available resources · Establishes high quality service and customer care standards Allocates resources effectively to deliver on operational plans · Identifies and achieves efficiencies · Ensures compliance with legislation, regulation and procedure. Performance through People · Effectively manages performance of individuals and teams to achieve operational plan targets and objectives · Leads by example to motivate staff in the delivery of high quality outcomes and customer service · Develops staff potential · Manages underperformance or conflict · Understands effective communications at all levels within the organisation · Actively listen to others · Demonstrates high level of verbal and written communication skills · Ability to foster and maintain productive working relationships within the organisation and with relevant stakeholders externally. Personal Effectiveness · Initiative and creativity · Knowledge and Understanding of Local Government · Enthusiasm and positivity about the role · Resilience and Personal Well-Being · Personal Motivation · Understands the importance of corporate governance · Commitment to integrity and good public service value THE PRINCIPAL TERMS & CONDITIONS 1. PARTICULARS: The position is wholetime, permanent and pensionable. The Council reserves the right to, at any time, re-assign an employee to any department now or in the future 2. PROBATION: Where a person who is not already a permanent employee of this local authority is appointed, the following provisions shall apply: (a) There shall be a period after appointment takes effect, during which such a person shall hold the position on probation; (b) Such period shall be ten months but the Chief Executive may, at his/her discretion, extend such period; (c) Such a person shall cease to hold the position at the end of the period of probation, unless during this period the Chief Executive has certified that the service is satisfactory; (d) There will be ongoing assessments during the probationary period. Employment may be terminated by either party during probation or at the end of the probationary period on one week’s notice. 3. REMUNERATION: The salary shall be fully inclusive and shall be as determined from time to time. Holders of the office 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 office or in respect of services which they are required by or under any enactment to perform. The current annual pay-scale is: €60,011 minimum to €78,015 maximum LSI 2 (as per circular EL 07/2025). Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department circular. In accordance with EL02/2011 starting pay for new entrants will be at the minimum of the scale. The rate of remuneration may be adjusted from time to time in line with government policy. 4. DUTIES: The duties of the office are to give to the local authority and (a) Such other local authorities or bodies for which the Chief Executive, for the purposes of the Local Government Acts, is Chief Executive, and (b) to any other local authority or body with which an agreement has been made by the local authority or by any of the authorities or bodies mentioned in sub-paragraph (a) of this paragraph, Under the general direction and control of the Chief Executive or of such other officers as the Chief Executive may from time to time determine, such appropriate services of an executive, administrative or management nature as are required for the exercise and performance of any of its powers, duties and functions as may be delegated to him or her by the Chief Executive from time to time including the duty of servicing all committees that may be established by the local authority and such duties as may be required in relation to the area of any local authority. The holder of the office, will, if required, act for an officer of a higher level. The main duties and responsibilities of the role of Administrative Officer (Grade VII) include but are not limited to the following: - · Managing one or more sections or departments within the Council and implementing the strategic and policy making decisions of the local authority; · Ensuring that section or department work programmes are implemented to deliver on the Council’s strategies and objectives for the overall development of the County outlined in various corporate plans and strategies; · Identifying opportunities for improvements in the service delivery within the relevant area of responsibility and to use key performance indicators or other performance indicators effectively as appropriate; · Initiating, development and delivering relevant projects and work and evaluating their success relevant to various strategies and plans · Preparation of budgets and responsibility for the day to day financial management of capital and operational expenditure in the department or section, including maximising funding opportunities where appropriate and ensuring all available funding is availed of, drawn down and recouped within appropriate time frames; · Managing and supervising employees in supporting roles up to the position/grade of Senior Staff Officer (Grade VI) or analogous grades, including assigning duties and workload; · Providing on-going support to employees in the department or section, including handling day to day problems and identifying training and development requirements as appropriate; · Ensuring full compliance with all organisational policies and procedures including grievance and disciplinary, performance management and attendance management; · Communicating and liaising effectively with employees, managers in other sections, senior managers, customers and elected representatives in relation to operational matters for their section; · Researching, analysing, disseminating and communicating essential information on specific issues and policies as appropriate; · Compiling, preparing and presenting reports as necessary, including the preparation of reports or letters, which may be sensitive and/or confidential in nature; · Ensuring that department or section operations are in compliance with all Council policies, procedures, practices and standards and in compliance with the principles of good governance, legislative requirements and Department of Housing, Planning, Community and Local Government circulars and guidance; · Implementing good practices with transparent reporting and communications to deliver accountable services in the department or section; · Providing assistance in the understanding and interpretation of the Council’s policies and procedures to employees in their area of responsibility and to customers as appropriate; · Promoting awareness of the local authority’s policies and activities on community, social, economic and infrastructure development; · Carrying out duties in a manner that enhances public trust and confidence and ensures impartial decision making; · Developing and maintaining a productive working relationship with all external agencies, bodies, elected representatives and committee members, including appropriate information provision and assistance when required; · Promoting co-ordination and integration of service delivery between local government, voluntary, public sector and local development bodies operating within the local authority area, especially in relation to cross-sectoral interests, community and business interests; · Assisting from time to time with the development, implementation and review of appropriate strategies/plans/policies for the development of the local authority area which may include relevant research, consultation and interaction with the statutory, local development and social partners; · Representing the local authority on committees and at meetings, including Council, Municipal District and Strategic Policy Committee meetings and reporting on progress in his or her respective section or department; · Organising and facilitating internal and external meetings and participating and engaging in discussions as appropriate; · Supporting the Council and Municipal District operations; · Carrying out duties in a politically neutral manner, with a clear understanding of the political reality and context of the local authority; · Providing specialist administrative assistance and support in the delivery of projects as required; · Managing and implementing Health and Safety for the section or department; · Deputising for the Senior Executive Officer or analogous grade as required; · Undertaking any other duties of a similar level and responsibility, as may be required, or assigned, from time to time.
Dispensing Optician
Specsavers in Clonmel are looking for an experienced or newly qualified Dispensing Optician to join them. The focus at this store, is about pulling together and working as a team to ensure that our valued patients have an excellent experience. Become our new Dispensing Optician at Specsavers in Clonmel - a highly successful store with a great reputation for staff progression and the very highest standards of customer care What’s on Offer? We’re fully equipped with 4 test rooms, the latest clinical technology (including OCT), and a team of 25 – which includes fully trained optical assistants, so everything is in place to let you focus on what you do best. What we’re looking for Alongside being a qualified and CORU registered Dispensing Optician, the right person for this position will be confident, possess a strong worth ethic and a willingness to succeed. You’ll be passionate about your job and enjoy a fast-paced environment. We are looking for a Dispensing Optician who will go the extra mile for our customers and someone who encourages their colleagues to do the same. In summary, we’re looking for a high calibre resident Dispensing Optician to join us and assist in driving this excellent practice forward. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Dispensing Optician
Salary: Competitive basic depending on your experience Working Hours: Full or part time Experience Level: Must have previous experience working in an optician Come and join our accomplished team as a Dispensing Optician at Specsavers Ennis, where we are at the height of customer care. Join us and help work to ensure every single one of our customers receives the very best patient experience. We’re community-focused and we need someone ready to use their passion, skills and experience to build on our ever-growing and loyal customer base. Our Dispensing Opticians are the face of our clinic on the shop floor and usually an integral part of our store management team, so we’re keen to get you up to speed with management responsibilities. With ILM courses, pre-reg supervision and Specsavers Partnership Pathway available, we can guide you on your way to becoming a great leader. This – along with your clinical expertise – will stand you in good stead if you choose to become a store director yourself one day. We’re dedicated to our customers, but what really makes this role stand out is that we offer a workplace with a difference - where people grow both personally and professionally. What’s on offer? Then there’s you Alongside being a qualified and CORU registered Dispensing Optician, we are searching for someone who shares our store’s ethos. Someone who wants to grow, develop and offer exceptional customer care along the way. We want a practitioner who prides themselves on their clinical judgment, that isn’t afraid of a hands-on approach and who is keen to get involved and build rapport with the rest of the team. In summary, we’re looking for a skilled Dispensing Optician to join us, be part of the team and assist in driving our practice forward. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
