Jobs in Co. Down
Sort by: relevance | dateMonitoring And Placement Officer
The successful candidate will undertake a key role in assisting in the induction, placement, monitoring and recording of the progress of apprentices/trainees on Skills Training programmes and other training programmes as may be required. To act as the link between the College’s skills training organisation, the apprentices/trainees, employers and other participating partners. This is a temporary full time position within the College until February 2027. Closing date for applications is Friday 13th March 2026 at 12noon. Please note all correspondance will be sent from recruitment@src.ac.uk. Please check your mailbox including any spam folders regularly. College benefits include: Competitive Salary, Excellent Pension Benefits, Generous Annual Leave Entitlement, Family & Work Life Balance entitlements and much more.
Accountant
The Accountant will work under the direction and guidance of the Financial Accountant to ensure the provision of an efficient and effective service within the Finance Department. The post holder will: This is a full time permanent position within the College. Closing date for applications is Friday 13th March 2026 at 12noon. Please note all correspondance will be sent from recruitment@src.ac.uk. Please check your mailbox including any spam folders regularly. College benefits include: Competitive Salary, Excellent Pension Benefits, Generous Annual Leave Entitlement, Family & Work Life Balance entitlements and much more.
Finance Business Partner, Management Accounts
The Finance Business Partner will report to the Management Accountant and will contribute to the effective and smooth operation of the College through the provision of a dedicated business and finance support service to Faculties and Functional Areas. In particular, the post-holder will provide expertise, advice and direct support to Senior Curriculum and other Managers in areas including budgetary control and financial management, preparation of a range of Business Cases, Projects, Bids, Appraisals and Post Project Evaluations. This is a full time permanent position within the College. Closing date for applications is Friday 13th March 2026. Please note all correspondance will be sent from recruitment@src.ac.uk. Please check your mailbox including any spam folders regularly. College benefits include: Competitive Salary, Excellent Pension Benefits, Generous Annual Leave Entitlement, Family & Work Life Balance entitlements and much more.
Music Development Officer
Mayo, Sligo, Leitrim Education and Training Board (MSLETB), as Lead Partner for Leitrim Local Music Education Partnership, seeks to employ a Music Development Officer to implement its plans for the provision of performance music education for children and young people in Co. Leitrim. We are seeking a skilled professional with significant experience in music development and/or music education or a relevant artistic field, who has a combination of initiative, rigour, excellent interpersonal and leadership skills and a passion for music. This position requires a hard-working and efficient individual with a demonstrable track record of achievement and delivering results. The ideal candidate will have a breadth of experience and understanding of performance music education across a range of ages, genres of music and contexts, and must have quantifiable and relevant management and financial experience in project planning/delivery and/or developmental initiatives. There is the potential, subject to qualifications and experience, and the needs of the role, for the Music Development Officer to be involved in the delivery of some programmes; however this is not mandatory. The role of Music Development Officer offers a unique opportunity for someone dynamic to join MSLETB at a time of exciting change in the music education landscape in Ireland. ESSENTIAL CRITERIA To qualify for appointment candidates must have: A professional qualification in music or music education and/or a relevant Level 7 qualification (e.g. music degree, arts management, business management, etc.) and/or a proven track record of at least three years’ experience in music development, music education management, or another relevant artistic field Experience of leading and developing musician/artistic and administrative teams Management experience in project planning and delivery and/or developmental initiatives Full current Driving Licence with access to own transport DESIRABLE CRITERIA Candidates should have: An excellent understanding of performance music education, music, arts and education policies and the local music/music education sector A track record of playing a key role in actively developing and sustaining strategic partnerships. An understanding of or experience in working in a large public sector organisation would be an advantage Management and administration experience, including strong financial and budget management Experience of preparing reports, statistical information, and meeting other reporting requirements Excellent communication skills, including written, verbal, and digital CORE COMPETENCIES REQUIRED: Leadership, Initiative and Managing Teams • Possess excellent leadership capability with the capacity to champion, energise, motivate and manage teams, deliver successful results and make things happen • Have a track record in delivering successful results in an arts-related field • Understand that the delivery of high-quality performance music education is the core business of Music Generation Leitrim and demonstrate the willingness and ability to lead and manage individuals and teams to achieve this Drive, Commitment and Delivery of Results • Be a highly-motivated and diligent individual, with a passion for and commitment to music education • Demonstrate the ability to use, and to manage others in using, a range of resources, supports and processes to ensure the effective and efficient running of the Music Generation Leitrim programme Leading Effective Partnerships and Networks • Demonstrate the capacity to foster positive strategic relationships, communicate effectively and create synergies with a variety of stakeholders • Be a strategic thinker with a high level of proficiency in planning and organisation and a natural capacity to manage a busy and varied role Managing and Developing Initiatives and Programmes • Demonstrate the skills to take on and respond to a broad and long-term view of the development needs of the Music Generation Leitrim programme • Have an entrepreneurial mind-set, with strong financial experience and an aptitude for the challenges of achieving success • Have a knowledge of developing practice in music education nationally and internationally, and a breadth of experience and understanding of performance music education across a range of ages, genres of music and contexts Self-Awareness / Self-Management • Have a high level of motivation and passion for this job, a strong understanding of the role, and a clear and convincing rationale for seeking the position • Be a reflective thinker, consistently review own performance and set self-challenging goals and targets JOB DESCRIPTION About Music Generation Leitrim Music Generation Leitrim is a performance music education programme in Co. Leitrim providing access to a range of vocal and instrumental music opportunities for children and young people in their local area. Initiated by Music Network, Music Generation is co-funded by U2, The Ireland Funds, the Department of Education and Youth and Local Music Education Partnerships (LMEPs). Locally, Music Generation Leitrim is supported and funded by MSLETB and Leitrim Co Council. Duties The Music Development Officer has overall responsibility for delivering the Music Generation Leitrim programme. Duties shall include, but are not limited to: Programme Development • Drive the artistic and developmental vision of Music Generation Leitrim and ensure that it is focused on delivering high-quality experiences and outcomes for children/young people • Generate participation among children/young people • Based on the Music Generation Leitrim 5-year plan, devise and deliver annual plans for Music Generation Leitrim Leading and Managing a team of Musician Educators • Participate in the engagement and recruitment of the Music Generation Leitrim team of musician educators • Lead, motivate and manage musician educators in the design, development and delivery of a range of performance music education programmes of high artistic and educational standards in response to local need and context • Plan and manage, on an ongoing basis, a range of professional development and training supports for these musician educators which supports and cultivates a community of learning Leading and Managing Administration Support • Line manage the Music Generation Administrator role • Establish and oversee effective data management systems such as student records, musician educator records, attendance, purchasing and spending procedures, and timetables Strategic Partnership Development • Build and develop strategic partnerships and close working relationships with a network of stakeholder agencies, organisations, groups and individuals within the public, private, community and voluntary sectors Public Awareness • Raise public awareness about Music Generation Leitrim through a variety of channels and media Finance and Compliance • Overall responsibility for budget management, including procurement • Identify and access additional sources of locally-generated matched funding • Financial and compliance reporting to MSLETB and the Music Generation National Development Office • Asset management • Ensure compliance with Child Protection regulations, including Garda Vetting Monitoring, Evaluation and Reporting • Work closely with and report on a regular basis to Leitrim Local Music Education Partnership and Working Group • Monitor and evaluate progress and development on a continuous basis and ensure standards as set by Leitrim Local Music Education Partnership and the Music Generation National Development Office are being reached • Compile indicators and complete progress reports for Leitrim Local Music Education Partnership • Responsible for reporting on all aspects of the Music Generation Leitrim programme to the Music Generation National Development Office, including programme development and planning, strategic plan updates, budgeting and an annual workplan Participation in the National Programme of Music Generation • Work with the Music Generation National Development Office in developing Music Generation Leitrim • Actively participate in the Leadership Network (the professional learning network for Music Generation Development Officers nationally) • Work with Music Generation National Development Office on public awareness and advocacy initiatives Other Duties Undertake other duties at the direction of MSLETB, as required, to ensure the success of Music Generation Leitrim. Duties and responsibilities may evolve or change from time to time in accordance with the needs of the organisation. Garda Vetting Garda Vetting will be sought in accordance with the National Vetting Bureau Act, 2016 and there being no disclosure of convictions which MSLETB considers would render the candidate unsuitable to work with children/vulnerable adults. This process will commence prior to appointment. Driving Licence Candidates must hold a full current driving licence with access to own transportation. Terms & Conditions of Employment Tenure Specific Purpose whole-time contract from 30/04/2026 to 30/04/2027 Hours of Work Attendance will be 35 hours per week, required during normal ETB office hours and at such other times as are necessary for the delivery of the Music Generation Leitrim. Initial Location The role of Music Generation Leitrim Development Officer will be primarily based in Carrick-on-Shannon, Co. Leitrim. Mayo, Sligo and Leitrim Education and Training Board reserves the right to assign you to any other location or base that is under the control of Mayo, Sligo and Leitrim Education and Training Board, as the need arises. Any change in location or base by Mayo, Sligo and Leitrim Education and Training Board will not be deemed as redeployment as provided for under the Public Service Agreements Salary The current salary scale for the Music Development Officer post is – Rate from 01/02/2026 €57,896 €59,278 €60,960 €64,125 €66,016 €68,365* €70,731** IMPORTANT NOTICE RE: SALARY: As per DEY guidelines, new appointees who are entering this grade for the first time will start at the minimum point of the scale. Incremental credit may only apply, if, immediately prior to appointment, the appointee is already a serving Civil or Public Servant. Rate of remuneration may be adjusted from time to time in line with Government pay policy. Starting Salary is not subject to negotiation. Recruitment Selection shall be by means of a competition based on an interview conducted by or on behalf of MSLETB. Recruitment to posts within MSLETB is on the basis of merit as assessed at interview and supported by references. A shortlisting process may be undertaken to identify candidates who most closely meet the criteria for the post. Candidates invited for interview may be required to give a verbal presentation outlining their approach to the role of Music Development Officer and their ideas regarding further development of the Music Generation Leitrim programme. The first interview may reduce the initial short list and remaining candidates may be invited for a subsequent interview. Probation The successful candidate shall serve a probationary period in accordance with the terms set out in MSLETB’s Probationary Policy. Annual Leave The annual leave allowance for the position of Music Generation Development Officer is 27 days p.a. This allowance is subject to the usual conditions regarding the granting of annual leave in MSLETB, is based on a five-day week and is exclusive of the usual public holidays. Sick Leave Pay during properly certified sick absence, provided there is no evidence of permanent disability for service, will apply on a pro-rata basis, in accordance with the provisions of the relevant legislation and Department of Education & Youth sick leave circulars. Start Date MSLETB shall require a person to whom an appointment is offered to take up such appointment within a period of not more than 6 weeks and if they fail to take up the appointment within such period or such long period as the MSLETB in its absolute discretion may determine, MSLETB shall not appoint them. Business Travel When absent from home and headquarters on duty appropriate travelling expenses and subsistence allowances will be paid subject to the normal Civil Service regulations.
Activities Coordinator
Beechfield Care Group are currently seeking to recruit an Activities Coordinator to assume responsibility for the care of residents at Bethany House Nursing Home, Tyrellspass, Co.Westmeath N91P5P6 We are a long-established Nursing Home Group based Dublin, Carlow, Meath, Westmeath & Kildare. Our mission is to provide the best standard of quality care to our residents. Our philosophy places the care of the resident at the heart of the nursing home. About Bethany House Bethany House Nursing Home is a purpose-built residential home situated in the picturesque village of Tyrellspass pleasantly located in the heart of the midlands in the Lake County of Westmeath. But what really makes us special is our homely country atmosphere brought to life by our residents, families, staff, and our pets. Every resident is unique, and we respect and value each individual for who they are. We take immense pride in our wonderful care team, who strive to continuously create an environment that meets all the needs of each resident, and this is essential in ensuring and keeping the high standard that we set for ourselves. About the Role: The Activities Coordinator assesses, plans, implements, and evaluates programs for resident activities which are multi-faceted, meet the resident's functional needs, and reflect interests of each resident. Role Responsibilities:
Employment Adviser
Job Role Due to our continuing success in the National Employment service we are currently recruiting for an Employment Adviser to join our fantastic team in an exciting opportunity to make a real difference in this influential role. You can become an Employment Adviser if you have excellent customer service skills gained from having a sales, recruitment or hospitality background or have worked in an environment that involves advising and guidance. We do provide excellent on the job training, so are not looking for someone who ticks every single box, we’re looking for someone who has an engaging personality, can provide a warm and welcoming experience, and can seek out solutions to problems to help our customers progress into sustainable employment. This is a fantastic opportunity that will allow you to utilise your current skills to influence, support and encourage others to build a future. Employment Advisers provide motivational support, careers advice and guidance to our clients whilst making them feel welcome and at ease, enabling them to overcome barriers and build confidence. They provide training workshops covering a wide range of subjects from CV writing to online job searching. They engage with people to assess their skills and abilities and talk about their ambitions and career goals whilst exploring learning and work opportunities acting as an intermediary with local employers. In return for your dedication, knowledge, and commitment, we’re offering a competitive salary of €30,000 p.a. with these great benefits: • 25 days annual leave + Bank Holidays + Birthday Day off (with the opportunity to buy additional days) • Volunteer Days • Company Pension Scheme • Health Insurance Allowance • Employer Paid Healthcare Cash Plan, incl. 3 x salary life assurance • Annual Salary Review • Enhanced Maternity/Adoption and Paternity Pay Arrangements • Refer a friend scheme • Free access to BenefitHub – an online portal with access to a wide range of retail discounts, Life assurance, Cycle to Work scheme, Tax Saver Commuter Tickets, Digital Gym Membership There’s also the opportunity to progress your career! Interested? There’s an easy to apply route below to upload your CV! If you need any further information, talk to our experienced Internal Recruitment Team on +44 1702 595200 or 01- 8608200. Seetec Group is an employee-owned organisation, and we continually pride ourselves on our sense of community, both in the incredible work we do throughout UK and Ireland, and internally within our employee-owners. People are at the front, centre, and heart of every service we provide and each decision we make. What it means to be employee-owned What our people say Location: Castlebar Hours: 37.5 hours per week – 8:30am to 5:00pm Monday to Friday (full time) Closing Date: 3 March 2026 Key Responsibilities • Assess client’s specific needs providing support, careers advice and guidance, and work with them to create a personal progression plan. • Work with clients using a variety of strategies to support development, enabling them to overcome barriers and build confidence. • Provide training workshops covering a wide range from CV writing to online job searching. • Explore learning and work opportunities, acting as an intermediary with local employers. • Meet with clients regularly to review their progress. • Deliver an exceptional level of customer service at all times. Skills and Experience • Leaving Certificate standard (as a minimum). A third level degree is desirable but not a pre-requisite. • Minimum of one year experience in a recruitment, sales, training and/or customer facing role. • Experience of working in a target orientated environment. • Ability to multi-task, organise and manage workload. • Positive, enthusiastic approach to problem solving with a ‘can do attitude’. • Be fully IT literate in using a range of Microsoft Office programmes.
Temporary Active Cities Coordinator
1. The Role The Active Cites Coordinator is responsible for the development, delivery and coordination of a programme of work that leads to an increase in participation in sport, physical activity, and active lifestyles across all communities in Fingal County, with a particular focus on people who are economically or socially disadvantaged, educationally disadvantaged or who have a disability. This will involve creating effective partnerships with a wide range of agencies and community organisations and maximising access to and use of resources, both financial and human. The Active Cities Coordinator will report to an officer of the Local Authority as designated by the Chief Executive. 2. Duties The duties of the post of the Active Cities Coordinator include, but are not limited to: Project Co-ordination and Collaboration These tasks which are indicative rather than exhaustive are carried out under general supervision. Persons appointed will be required to work in any location within the Fingal administrative area. 3. Qualifications and Requirements of the Post CHARACTER Each candidate must be of good character. HEALTH Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. EDUCATION, TRAINING, EXPERIENCE, ETC. Candidates must on the latest date of receipt of completed application forms have: (a) (i)hold a recognised qualification in Project/Programme Management/Marketing/Planning/Business Development; OR (ii) have a minimum of three years relevant experience in one of the above disciplines; (b) Have a minimum of three years’ experience working with agencies such as local government/ public sector in the area of project management; (c) Have experience in creating partnerships with a variety of agencies; (d) Have an understanding of the role and importance of co-ordinated and integrated inter-agency responses to facilitating active lifestyles; (e) have experience in working with voluntary and/or community groups; (f) possess excellent interpersonal, communication, problem solving, team working, decision making and influencing skills; (g) possess the ability to produce, access and disseminate information efficiently and accurately; (h) possess the ability to prioritise, plan and co-ordinate the delivery of a work programme and produce high quality work; (i) have the ability to prepare, monitor and manage budgets; (j) have an understanding of and a personal commitment to the vision and values of the Sports Partnership model; (k) have good knowledge and awareness of Health and Safety Legislation and Regulations, their implications for the organisation and the employee, and their application in the workplace. Candidates must also: · hold a clean, current Class B Driving License and will be required to have access to their own car. The ideal candidate shall have: · Relevant Degree in Sports/Community Development, Health Promotion or equivalent;· Experience and/or understanding in the areas of community sport and physical activity administration; · Experience and/or understanding the community sector in a developmental and supportive capacity; · Understanding of targeting groups with low levels of participation in physical activity and the barriers that inhibit their participation; · Understanding of the international, national sport and physical activity sector relative to Policy, Funding and the Global Action Plan for Physical Activity; · Have an understanding of research methods. · Have the ability to work in a self-motivated manner; · Possess the ability to positively represent and advocate for the project across partners and agencies; · Possess strong IT , administrative and organisational skills; · Have experience in consulting, communicating and networking appropriately and effectively with all sectors of the community; · Have experience in advising, informing, motivating and supporting individuals and organisations; · Have the ability to produce good quality publicity material; · Have an awareness of the importance and value of participation in sport, physical activity and active lifestyles; · Have a constructive, positive and progressive attitude to working as part of the Local Sports Partnership team and an ability to develop partnerships with the wider community; · Be willing and have the ability to travel and work unsociable hours. Candidates may be shortlisted based on the desirables listed above. 4. The Selection Process: Fingal County Council reserves the right to shortlist applications, if required. This is not to suggest that any candidate may be unsuitable or incapable of undertaking the duties of the post advertised, but rather that there may be candidates who have demonstrated that they are better qualified and/or have more relevant experience. The number of persons to be invited, in these circumstances, to interview shall be determined by the local authority from time to time, having regard to the likely number of vacancies to be filled. Step 1: Initial Screening In the first instance, all applications received by the latest date/time for receipt of completed applications are screened for eligibility in accordance with the qualifications for the post as set out in this booklet and declared by the Minister for the Department of Housing, Local Government and Heritage under Section 160 of the Local Government Act 2001. Step 2: Shortlisting Each candidate’s application may be assessed against pre-determined criteria based on the requirements of the position as outlined in this booklet. It is the sole responsibility of the applicant to provide a detailed and accurate account of their qualifications and/or experience in their application form and to outline the relevance of their experience in the examples provided. Step 3: Interview Candidates who are successful in the shortlisting process will be invited to attend for interview(s). Fingal County Council will endeavor to give sufficient notice of the interview to shortlisted candidates. Thereafter, it is the responsibility of the candidate to make themselves available on the date/time selected. Candidates who do not attend for interview will be deemed to have withdrawn their application from the competition. Expenses incurred by candidates in attending for interview, will be at the candidates own expense. An independent interview board will be established by the Senior Executive Officer, People Services, or other designated officer, to assess the candidates shortlisted for interview. The interview board will generally comprise of a Chairperson and two other members, who will have expert knowledge in the relevant field. The objective of the interview board is to identify candidates who best meet the objective criteria and competencies required for the position and to place them in order of merit. Candidates who are successful in the interview will be qualified in order of merit for appointment to the post of Active Cities Coordinator (Grade VI) and placed on a panel. It should be noted that placement on a panel may not necessarily lead to a job offer. The selection process is not concluded until such time as references have been sought and clearance checks, i.e. Garda vetting, occupational health, verification of education qualifications, etc, have been carried out to the satisfaction of the Council. 5. Benefits At Fingal County Council, we value our employees and want to support them to develop their careers. We offer flexible working arrangements, competitive salaries and pension benefits, a positive work environment, training and development opportunities, a defined career path in a supportive and inclusive culture and the opportunity to make a difference, along with the following benefits: Ø Standard working day is 9-5 Ø Excellent Work/Life balance with Family Friendly Schemes such as Shorter Working Year and Work-sharing Ø Opportunities for promotion and career development Ø Employee Assistance and Wellbeing Programme Ø Pension Scheme Ø Blended Working available - up to 2 days per week Ø Ongoing training and higher educational support Ø Cycle to Work Scheme 6. Particulars of Employment The employment is whole time, temporary and pensionable. Persons who become pensionable employees of a local authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependent or qualified children). Persons who become pensionable employees of a local authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 5% of their pensionable remuneration. All persons who become pensionable employees of a local authority will be required in respect of the local Government (Spouses and Children’s Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the Scheme. PROBATION (a) there shall be a period after such employment takes effect during which such persons shall hold such employment on probation, (b) such period shall be one year but the Chief Executive may at his or her discretion extend such period, (c) such persons shall cease to hold employment at the end of the period of probation unless during such period the Chief Executive has certified that the service of such persons is satisfactory. SALARY 1st February Rates €57,895 – €59,276 – €60,960 – €64,126 – €66,017 – €68,367 (LSI1) – €70,730 (LSI2) Per annum Persons who are not serving local authority employees will be based on the minimum of the scale. Holders of the post shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their post or in respect of any services which they are required by or under any enactment to perform. CITIZENSHIP Candidates must, by the date of any job offer, be: a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or b) A citizen of the United Kingdom (UK); or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa or f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. HEALTH For the purpose of satisfying the requirement as to health it will be necessary for successful candidates, before they are employed, to undergo a medical examination by a qualified medical practitioner to be nominated by the Local Authority. RETIREMENT AGE The retirement age is 70 years. Recruitment The local authority shall require a person to whom employment is offered to take up such employment within a period of not more than 6 weeks and if he or she fails to take up the employment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not employ the person.
Temporary Active Cities Coordinator
1. The Role The Active Cites Coordinator is responsible for the development, delivery and coordination of a programme of work that leads to an increase in participation in sport, physical activity, and active lifestyles across all communities in Fingal County, with a particular focus on people who are economically or socially disadvantaged, educationally disadvantaged or who have a disability. This will involve creating effective partnerships with a wide range of agencies and community organisations and maximising access to and use of resources, both financial and human. The Active Cities Coordinator will report to an officer of the Local Authority as designated by the Chief Executive. 2. Duties The duties of the post of the Active Cities Coordinator include, but are not limited to: Project Co-ordination and Collaboration These tasks which are indicative rather than exhaustive are carried out under general supervision. Persons appointed will be required to work in any location within the Fingal administrative area. 3. Qualifications and Requirements of the Post CHARACTER Each candidate must be of good character. HEALTH Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. EDUCATION, TRAINING, EXPERIENCE, ETC. Candidates must on the latest date of receipt of completed application forms have: (a) (i)hold a recognised qualification in Project/Programme Management/Marketing/Planning/Business Development; OR (ii) have a minimum of three years relevant experience in one of the above disciplines; (b) Have a minimum of three years’ experience working with agencies such as local government/ public sector in the area of project management; (c) Have experience in creating partnerships with a variety of agencies; (d) Have an understanding of the role and importance of co-ordinated and integrated inter-agency responses to facilitating active lifestyles; (e) have experience in working with voluntary and/or community groups; (f) possess excellent interpersonal, communication, problem solving, team working, decision making and influencing skills; (g) possess the ability to produce, access and disseminate information efficiently and accurately; (h) possess the ability to prioritise, plan and co-ordinate the delivery of a work programme and produce high quality work; (i) have the ability to prepare, monitor and manage budgets; (j) have an understanding of and a personal commitment to the vision and values of the Sports Partnership model; (k) have good knowledge and awareness of Health and Safety Legislation and Regulations, their implications for the organisation and the employee, and their application in the workplace. Candidates must also: · hold a clean, current Class B Driving License and will be required to have access to their own car. The ideal candidate shall have: · Relevant Degree in Sports/Community Development, Health Promotion or equivalent;· Experience and/or understanding in the areas of community sport and physical activity administration; · Experience and/or understanding the community sector in a developmental and supportive capacity; · Understanding of targeting groups with low levels of participation in physical activity and the barriers that inhibit their participation; · Understanding of the international, national sport and physical activity sector relative to Policy, Funding and the Global Action Plan for Physical Activity; · Have an understanding of research methods. · Have the ability to work in a self-motivated manner; · Possess the ability to positively represent and advocate for the project across partners and agencies; · Possess strong IT , administrative and organisational skills; · Have experience in consulting, communicating and networking appropriately and effectively with all sectors of the community; · Have experience in advising, informing, motivating and supporting individuals and organisations; · Have the ability to produce good quality publicity material; · Have an awareness of the importance and value of participation in sport, physical activity and active lifestyles; · Have a constructive, positive and progressive attitude to working as part of the Local Sports Partnership team and an ability to develop partnerships with the wider community; · Be willing and have the ability to travel and work unsociable hours. Candidates may be shortlisted based on the desirables listed above. 4. The Selection Process: Fingal County Council reserves the right to shortlist applications, if required. This is not to suggest that any candidate may be unsuitable or incapable of undertaking the duties of the post advertised, but rather that there may be candidates who have demonstrated that they are better qualified and/or have more relevant experience. The number of persons to be invited, in these circumstances, to interview shall be determined by the local authority from time to time, having regard to the likely number of vacancies to be filled. Step 1: Initial Screening In the first instance, all applications received by the latest date/time for receipt of completed applications are screened for eligibility in accordance with the qualifications for the post as set out in this booklet and declared by the Minister for the Department of Housing, Local Government and Heritage under Section 160 of the Local Government Act 2001. Step 2: Shortlisting Each candidate’s application may be assessed against pre-determined criteria based on the requirements of the position as outlined in this booklet. It is the sole responsibility of the applicant to provide a detailed and accurate account of their qualifications and/or experience in their application form and to outline the relevance of their experience in the examples provided. Step 3: Interview Candidates who are successful in the shortlisting process will be invited to attend for interview(s). Fingal County Council will endeavor to give sufficient notice of the interview to shortlisted candidates. Thereafter, it is the responsibility of the candidate to make themselves available on the date/time selected. Candidates who do not attend for interview will be deemed to have withdrawn their application from the competition. Expenses incurred by candidates in attending for interview, will be at the candidates own expense. An independent interview board will be established by the Senior Executive Officer, People Services, or other designated officer, to assess the candidates shortlisted for interview. The interview board will generally comprise of a Chairperson and two other members, who will have expert knowledge in the relevant field. The objective of the interview board is to identify candidates who best meet the objective criteria and competencies required for the position and to place them in order of merit. Candidates who are successful in the interview will be qualified in order of merit for appointment to the post of Active Cities Coordinator (Grade VI) and placed on a panel. It should be noted that placement on a panel may not necessarily lead to a job offer. The selection process is not concluded until such time as references have been sought and clearance checks, i.e. Garda vetting, occupational health, verification of education qualifications, etc, have been carried out to the satisfaction of the Council. 5. Benefits At Fingal County Council, we value our employees and want to support them to develop their careers. We offer flexible working arrangements, competitive salaries and pension benefits, a positive work environment, training and development opportunities, a defined career path in a supportive and inclusive culture and the opportunity to make a difference, along with the following benefits: Ø Standard working day is 9-5 Ø Excellent Work/Life balance with Family Friendly Schemes such as Shorter Working Year and Work-sharing Ø Opportunities for promotion and career development Ø Employee Assistance and Wellbeing Programme Ø Pension Scheme Ø Blended Working available - up to 2 days per week Ø Ongoing training and higher educational support Ø Cycle to Work Scheme 6. Particulars of Employment The employment is whole time, temporary and pensionable. Persons who become pensionable employees of a local authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependent or qualified children). Persons who become pensionable employees of a local authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 5% of their pensionable remuneration. All persons who become pensionable employees of a local authority will be required in respect of the local Government (Spouses and Children’s Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the Scheme. PROBATION (a) there shall be a period after such employment takes effect during which such persons shall hold such employment on probation, (b) such period shall be one year but the Chief Executive may at his or her discretion extend such period, (c) such persons shall cease to hold employment at the end of the period of probation unless during such period the Chief Executive has certified that the service of such persons is satisfactory. SALARY 1st February Rates €57,895 – €59,276 – €60,960 – €64,126 – €66,017 – €68,367 (LSI1) – €70,730 (LSI2) Per annum Persons who are not serving local authority employees will be based on the minimum of the scale. Holders of the post shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their post or in respect of any services which they are required by or under any enactment to perform. CITIZENSHIP Candidates must, by the date of any job offer, be: a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or b) A citizen of the United Kingdom (UK); or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa or f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. HEALTH For the purpose of satisfying the requirement as to health it will be necessary for successful candidates, before they are employed, to undergo a medical examination by a qualified medical practitioner to be nominated by the Local Authority. RETIREMENT AGE The retirement age is 70 years. Recruitment The local authority shall require a person to whom employment is offered to take up such employment within a period of not more than 6 weeks and if he or she fails to take up the employment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not employ the person.
Clerical Officer
The Role The duties of Clerical Officers (COs) may vary depending on the nature of work carried out by the employing department/organisation. This involves such clerical and administrative tasks which may be assigned to the employee from time to time. The following outlines the type of work that you may be required to undertake, if appointed. • Communicating and dealing with the public/customers e.g. responding to queries and providing information face-to-face, by telephone and/or via email; • Using Information Technology on a daily basis, e.g. MS Office applications (including Word and Excel), database, email and internet; • Supporting line-managers and colleagues, and working as part of a team in delivering services; • Providing the highest quality standards in customer service; • Approaching work in a careful and methodical manner, displaying accuracy at all times, even when conducting routine/repetitive work; • Maintaining high quality records in a thorough and organised manner; • Checking all work thoroughly to ensure it is completed to a high standard; • General clerical work e.g. carrying out routine accounts work, filing, photocopying, answering/making telephone calls, dealing with emails, reception desk duties, etc. under the supervision of a designated manager; • Any other duties deemed appropriate. Please note, the above is not an exhaustive list. Specific duties may vary depending on the role within the employing Department/Office. IMPORTANT: The Clerical Officer Capability Framework will inform the assessment of candidates. Further information on the Capability Framework and preparation guidelines is set out in Appendix 1. In certain instances, positions may arise where specialist skills or experience is required. Suitable candidates may be selected for the purpose of filling such vacancies. Vacancies Applicants who are successful in this competition will be placed on a panel, in an order of merit. Vacancies which may arise for Clerical Officers may be filled from this panel. Such vacancies may exist in one of many Government Departments/Offices, or in an ‘agency’ of a Government Department. Please note, this may also include Garda Civilian positions in An Garda Síochána. It is not envisaged that appointments will be made from this competition after 30th April 2027. ESSENTIAL ENTRY REQUIREMENTS Candidates must by the closing date of 12th March 2026: (a) have previous relevant work experience, preferably in a customer service office environment; (b) have appropriate level and experience of relevant ICT Skills, e.g. proficiency in MS Office applications (Word, Excel), email and internet; (c) have relevant knowledge and skills to undertake the duties of the position, including the ability to: • take direction / follow instructions; • organise and prioritise work effectively; • work well with the public and colleagues; • make good judgements and decisions considering the available information and following the relevant procedures or protocol; • communicate in a clear, helpful and appropriate manner verbally, digitally, and in writing; • take ownership and responsibility over work, become self-sufficient in their area of responsibility; • be flexible, agile and resilient in the face of challenges or changing demands; maintain a ‘can-do’ attitude and seek support as necessary; (d) be at least 17 years of age on or before the closing date of 12th March 2026; (e) fulfil Citizenship, Health & Character, Garda Vetting & Security Clearance and Reference Check requirements (CLICK HERE for further information); (f) ensure that they meet the criteria regarding Public & Civil Service Redundancy/Ill Health Retirement Schemes (CLICK HERE for further information). Candidates should demonstrate the skills and capabilities under the three main Capability Dimensions identified for this role: • Evidence Informed Delivery • Communicating and Collaborating • Building Future Readiness It is important that candidates list their previous civil or public service employment, if they have availed of a voluntary redundancy or retirement scheme and/or are in receipt of an ill-health retirement pension. Failure to do so could lead to disciplinary action. 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 (subject to conditions). 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 The Clerical Officer Standard Salary Scale applies to this position and is as follows: Personal Pension Contribution (PPC) (rates effective from 1st February 2026) €605.69, €639.04, €647.53, €664.05, €688.44, €712.80, €737.14, €754.87, €774.99, €798.31, €814.74, €837.85, €860.81, €896.63, €924.78 (LSI1), €949.31 (LSI2) Long service increments may be payable after 3 (LSI1) and 6 (LSI2) years satisfactory service at the maximum of the scale. 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 rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Subject to satisfactory performance, increments may be payable in line with current Government Policy. Different terms and conditions may apply if, immediately prior to appointment, the appointee is a serving civil or public servant. Payment will be made weekly in arrears by Electronic Fund Transfer (EFT) into a bank account of your choice. Payment cannot be made until a bank account number and bank sort code has been supplied on appointment and statutory deductions from salary will be made as appropriate. 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. Headquarters Headquarters will be such as may be designated from time to time by the Head of the Department/organisation. When required to travel on official duty the appointee will be paid appropriate travelling expenses and subsistence allowances, subject to normal civil service regulations. Hours of Attendance Hours of attendance will be fixed from time to time but will amount to not less than 41 hours 15 minutes gross per week or 35 hours net per week. Where extra attendance is necessary, overtime payments, or time off in lieu, will be allowed in accordance with the Civil Service overtime regulations. Annual Leave The Annual Leave allowance is 22 days rising to 23 days after 5 years’ service and to 24 days after 10 years’ service, 25 days after 12 years’ service and 26 after 14 years’ service. This allowance is subject to the usual conditions regarding the granting of annual leave in the civil service, is based on a five-day week and is exclusive of the usual public holidays. Candidates with Disabilities - Reasonable Accommodations for the Selection Process publicjobs has a key role to play in attracting candidates from all sectors of society, ensuring that routes to career opportunities are accessible to all who are interested. We are committed to equality of opportunity for all candidates. If you have a disability or need reasonable accommodations made during the selection process, we strongly encourage you to share this with us so that we can ensure you get the support you need. Please note, this relates only to the selection process (e.g. online tests, interviews, etc.) and not workplace accommodations. Reasonable accommodation in our selection process refers to adjustments and practical changes which would enable a disabled candidate to have an equal opportunity for this competition. Examples of adjustments we provide include the use of assistive technology, extra time, scribes and/or readers or a range of other accommodations. Please be assured that having a disability or requiring adjustments will not impact on your progress in the selection process; you will not be at a disadvantage if you disclose your disability or requirements to us. Your disability and/or adjustments will be kept entirely confidential. Should you be successful, the disclosure of a disability for this stage of the process will not be passed onto the employing department unless you request that we do so. If you have indicated on your application/profile that you require reasonable accommodations, you should upload a copy of your psychologist/medical report directly to your online application before submitting your application. You are required to include a copy of your medical/psychologist report before the closing date of the competition (3pm on Thursday 12th March 2026). Please do not email a copy of your report to the recruitment unit mailbox. The purpose of the report is to provide publicjobs with information to act as a basis for determining reasonable accommodations, where appropriate. The information within these reports that is useful for us to see includes the outcome of any diagnostic tests conducted by your psychologist/doctor, and their summary of recommendations in relation to your requirements. You may redact (block out) parts of medical reports/psychologist’s reports that you feel are sensitive or unnecessary for the decision to make reasonable adjustments. If you have previously applied for a competition with publicjobs and submitted a report (within the past 3 years), there will be an area on the online application where you can provide details of the previous competition and/or your previous candidate ID number. A member of the Assessment Services unit will check if your report is still on file (if you consented to this information being retained). Next Steps Should you come under consideration to proceed to subsequent stages of the selection process, information will be forwarded to you at the appropriate time. General Information The admission of a person to a competition, or invitation to attend interview, or a successful result letter, is not to be taken as implying that publicjobs is satisfied that such a person fulfils the requirements. Prior to recommending any candidate for appointment to this position publicjobs will make all such enquiries that are deemed necessary e.g. health, character, employer references, security checks (including international checks), or any other enquiries as are deemed necessary to determine the suitability of that candidate. Until all stages of the recruitment process have been fully completed a final determination cannot be made nor can it be deemed or inferred that such a determination has been made. Security Clearance You will be required to complete and return a Garda eVetting form should you come under consideration for appointment. This form will be forwarded to An Garda Síochána for security checks on all Irish and Northern Irish addresses at which you resided. If you subsequently come under consideration for a position in another recruitment competition within 6 months of being vetted by publicjobs, please notify us as you may not be required to complete a further Garda Vetting Form. If you have resided/studied in countries outside of the Republic of Ireland for a consecutive period of 12 months or more after the age of 18, it is mandatory for you to furnish a Police Clearance Certificate from those countries stating that you have no convictions recorded against you while residing there. You will need to provide a separate Police Clearance Certificate for each country you have resided in. The clearance Certificate must be dated after the date you left the country. It is your responsibility to seek security clearances in a timely fashion as they can take some time. You cannot be appointed without this information being provided and deemed satisfactory by publicjobs. Candidates should be aware that any information obtained in the Garda Vetting process can be made available to the employing authority. Reschedule Requests Requests for a reschedule or change to a candidate’s allocated date/time for assessment, interview, etc. may only be considered in exceptional circumstances (i.e. bereavement/illness). Reschedules cannot be guaranteed as there are often strict time frames around the running of competitions and we may request supporting documentation as evidence. Candidates who are rescheduled will be scored with their rescheduled batch where applicable and may not be reinserted into their original batch. Please note that candidates who are permitted to reschedule will be given only one opportunity to do so. Specific Candidate Criteria In addition to fulfilling the eligibility criteria set out, candidates must: • Have the knowledge and ability to discharge the duties of the post concerned; • Be suitable on the grounds of health and character; • Be suitable in all other relevant respects for appointment to the post concerned. If successful, they will not be appointed to the post unless they: • Agree to undertake the duties attached to the post and accept the conditions under which the duties are, or may be required to be, performed; • Are fully competent and available to undertake, and fully capable of undertaking, the duties attached to the position. Non-Refund of Expenses Any expenses incurred by candidates whilst undertaking or attending any elements of the selection process will not be refunded. Appointments from Panels and the Pre-Employment Checks Process At the end of the selection process a panel(s) of qualified candidates is formed from which vacancies may be filled. A panel is made up of candidates who have been deemed suitably qualified having successfully completed the assessment e.g. Testing, Interview, etc. The panel may consist of multiple batches as groups of candidates are brought through the full assessment process in response to the demand from clients. As vacancies arise, they will be filled from the panel of suitably qualified candidates. It is not envisaged that appointments will be made from this competition after 30th April 2027. When a candidate is placed on a panel, they will have to wait for a vacancy to arise that corresponds with their order of merit. Candidates are placed by order of merit into batches, so candidates should be aware that there may be already batches in place ahead of them and their overall placement on the panel could be affected by this. publicjobs has no foresight as to how many vacancies may be filled over the lifetime of the panel, and potentially candidates may not be reached on the order of merit. Qualification and placement on a panel is not a guarantee of appointment to a position. Should your place on the panel be reached and you come under consideration for a position, several pre-employment checks must be completed before a candidate is deemed suitable for appointment. These checks are carried out to satisfy publicjobs that the candidate fulfils all necessary requirements. Prior to assigning any candidate for appointment to the position, publicjobs will make all such enquiries necessary to determine the suitability and eligibility of that candidate. This process will consist of an assessment of your general eligibility, health and character (including Garda Vetting and security clearance for time spent abroad), and your employment history. If you are currently employed, please note a reference from your current employer will be required in advance of your assignment from the panel. This will be requested at the latter stages of the pre-employment checks process. Other Elements of the selection process may be undertaken by other parties. In such circumstances it will be necessary for your information to be shared between publicjobs and these parties in order for your application to be processed. Honesty Agreement Honesty and integrity are key values in the Civil and Public Service. Candidates are therefore required to complete this selection process honestly, independently and in accordance with the rules and guidelines. The use of online systems, software or artificial intelligence to facilitate completion of assessment stages, is not permitted. Candidate responses and submissions for relevant assessment stages are subject to checks for response pattern, duplication, originality and a range of other checks. As this is a competitive process, these checks are required to ensure fairness and originality of work submitted. Where a breach occurs, publicjobs will consider sanctions which may result in disqualification from the competition. In completing the assessment stages, you are confirming that you consent for your work to be subject to this process, as relevant. Overview The Civil Service Capability Framework is the new model which will be used for recruitment and selection for roles across the Civil and Public Service. The framework was developed based on extensive research and consultation and supports the Civil and Public Service in building the workforce of the future. Our ambition is to attract, empower and develop a diversity of people, with the capability and talent to collaboratively deliver excellence, on behalf of our government and the people of Ireland. The Civil Service Capability Framework for Clerical Officer will be used as a basis for selection for the Clerical Officer role. Exploring and strengthening capability requires us to consider the whole person. The framework builds on the competency-based approach to consider a wider variety of factors that may influence performance, including: behaviours/past experience, skills, strengths, knowledge, values, motivation and interests.
Dental Nurse
We have an exciting opportunity for a qualified or trainee Dental Nurse to be part of our family run group of Practices and to join our team in Bangor working full-time in a private Denplan practice. As this is a Denplan practice, an enhanced hourly rate will be offered. The successful applicant will work 36.5 hours per week, Monday to Thursday 8:50am-5:20pm and 8:50am-4:20pm on Fridays Duties will include assisting the dentist, sterilising dental equipment, keeping the surgery clean and occasional reception duties. Promoting high standards of patient care at all times is vital. Essential Criteria:
