Jobs in County Down
Sort by: relevance | dateBar and Waiting Team Member
A range of quality own-brand and high street restaurants and cafés, mixed with great food, family-friendly menus, and a generous sprinkling of excellent service. That’s the recipe for success in our Food and Beverage department. Around each village, the Food and Beverage department employs around 350 team members across multiple different restaurants, cafés, and bars, as well as a production kitchen. From American grills to authentic Indian cuisine, or for those wanting a relaxing drink after a busy day, there’s something to suit all appetites at Center Parcs. BAR AND WAITING TEAM MEMBER | €13.70 per hour plus tips All colleagues working in our restaurants, cafés and bars will benefit from the discretionary service charge we add to bills. The majority of our guests are happy to reward our colleagues for their excellent service. Your day-to-day duties will include welcoming and seating guests, taking orders, bar service, serving food and drinks, handling payments and maintaining a clean working environment. Some roles may require you to be over the age of 18, these will be discussed at interview. Find out more about what it’s like to work in our Food and Beverage team from some of our existing colleagues here . Please note that to apply for a role with us, you must be able to reliably commute to Center Parcs Longford Forest, as it is not easily accessible by public transport. If you plan to use public transport, please follow this link for a realistic overview of your commute: Plan Your Journey ABOUT YOU Any experience of working in a customer-facing role is ideal but not essential as we will provide all the training you need, and you will be surrounded by a supportive team. If you can bring the following qualities and skills, then we’d love to hear from you: If this sounds like your ideal job, then we’d love to see your application.
Cleaning Operative
Company Description Consider joining Eurofins where people are the most important element in our business. Eurofins Biopharma Product Testing is a leading contract lab that provides testing services in the pharmaceutical, and biopharmaceutical sciences to clients worldwide. What can Eurofins offer you as an employee? Job Description Eurofins are currently seeking Cleaning Operatives on our site in Dungarvan. The main responsibilities of this role are ensure the premises, building and laboratory glassware is kept clean and in a tidy manner at all times, keeping in mind efficiency, quality and accuracy standards as required by the company. Please note, this is a full-time and permanent position. Working hours are 10.45am - 7pm Monday, Tuesday, Thursday, Friday and 10.30am - 7pm on Wednesday. Weekend work may be required once a month. Responsibilities include: Cleaning and maintaining the building at an acceptable housekeeping level in accordance with company procedures. Disposing of waste in the skip in the most efficient and space efficient manner i.e. collapsing boxes prior to placing them in the skip. Stripping and re-sealing the floors when required. Sanitisation of pharm micro labs and completing log books. Responsible for washing all glassware as per the appropriate company procedures. Responsible for general cleaning around the building i.e. general dirt problems, toilets, outside etc. (Providing housekeeping cover during the day in the absence of evening staff.) Working as part of a team,this person will be responsible for providing cover for other members of staff as required. Responsible for ensuring all canteen areas are kept clean & tidy at all times Qualifications Experience in industrial cleaning GMP environment is preferable but not essential. Good team player. Good communication skills both internally and externally.
HR Officer
IWA is committed to promoting, maintaining and adding to our diverse and inclusive work environment. Company Profile The Irish Wheelchair Association is one of Ireland's leading representative organisations and a significant service provider for people with physical disabilities. We believe that everyone should have the opportunity to live a life of choice and equality. We provide nationwide assisted living services, community centres in every county, a fleet of accessible buses, a national parking permit and driving school service, wheelchair-accessible social houses, and help young people with disabilities build employability skills and confidence. We provide a nationwide assisted living service, community centres in every county, a fleet of accessible buses, a national parking permit and driving school service, wheelchair accessible social houses and help young people with disabilities to build employability skills and confidence. Our flagship sports programme, IWA Sport, is the national governing body for wheelchair basketball, wheelchair rugby and Para powerlifting and runs sports clubs for children and adults. Many of Ireland’s finest para-athletes started their careers with IWA Sport. Vacancy We invite applications for this full-time, permanent role based in Clontarf, with occasional travel within Ireland. The job holder reports to one of our Head of Human Resources Team Leads and plays an essential role in delivering excellent service to our over 2,000 colleagues across every county in Ireland. The role could span one or more of our existing teams, including recruitment and resourcing, employee relations, and the HR service and support team. This is an excellent career development opportunity for someone looking to make the next step in their human resources career and join a dynamic team within one of Ireland’s leading not-for-profit organisations. You will be mentored and supported with a supportive and positive environment. Your role will focus on helping managers and colleagues deliver the highest quality of service to IWA members, ensuring best-practice human resource deliverables and action-taking are embedded across our organisation. Working in a busy and rewarding environment, you will work as part of IWA’s centralised HR team and have regular contact with HR and other colleagues across a range of levels, throughout the organisation. You will have a varied, stimulating and challenging role and the opportunity to thrive and grow your career prospects. You will support our HR mission to be a leading employer of choice with our sector. Main Duties and Responsibilities The overall aim of this role is to work of an HR team providing support, advice and insight to a key portfolio of internal work areas. You role will be in a dedicated HR area(s) and you will also have the opportunity to contribute to cross-functional projects as well as the delivery of broader HR objectives. Your role will be to add value and apply the experience you have while also being open to learning and career growth opportunities as they arise. You may already work in an HR specialist role or as a generalist; either background will be considered equally. This role is not a first-time HR position or for somebody without direct and recent HR experience. Some of the roles you may be involved in are as follows: Recruitment & Onboarding: Work as a recruiter in attracting talent, at all levels, to work in IWA. Support employee seamless and professional onboarding and induction, working with local and central colleagues to drive retention and succession goals. Employee Relations: Provide a proactive, practical and usable approach to ER matters in line with employment legislation, HR policies and procedures; advise managers on best practice approaches, always seeking to maintain a positive work environment. HR Service Delivery: Provide timely, consistent and accurate day-to-day HR support to management and staff queries regarding staff entitlements and rights, including the updating of HRIS, creation of documents, and capture and sharing of best practice. Other Roles: Other key contributions, including projects and assignments as they emerge, to support our position as a strong, people-focused employer of choice. PERSON SPECIFICATION Technical Requirements A minimum of 3 years of experience working a busy HR Team either in a specialist or generalist role. (Essential) QQI Level 7 qualification in HR, or an analogous discipline. (Essential) CIPD qualified or advanced in a course of study that achieves this qualification. (Essential) Experience in communication, influencing and persuasion skills, working well with colleagues to achieve consensus and agreement in challenging situations Proven experience in people management, including coaching, mentoring, and performance management. Personal Requirements Clear decision-making capability Team player, excellent communication, interpersonal, and problem-solving skills. Strong networking and relationship building skills. Ability to work effectively in a fast-paced environment with competing priorities. Experience working in the not-for-profit sector is desirable Remuneration & Benefits Annual salary range – circa €40,000 per annum – strictly based on demonstrated experience in your prior role Excellent working conditions, including partial working from home arrangements following the probation period Training & development opportunities 25 days annual leave pro-rata Access to Defined Contribution Pension scheme Free onsite parking Employee Assistance Service Bike to Work Scheme TaxSaver Scheme
Retail Team Leader
About Choice Stores Choice Stores is a proudly 100% Irish-owned retailer, known for great value, bright and welcoming stores, and teams who take pride in delivering a great customer experience. With a growing presence across Ireland, we’re deeply committed to supporting local jobs, local suppliers, and the communities we serve. Our locally led business model keeps us agile, people-focused, and responsive to what really matters: our teams and our customers. As we grow, we’re looking for passionate, driven individuals to join us and be part of our journey. Your Role: As a Team Leader, you will be a vital part of the store leadership team, working alongside the Store Manager and Assistant Manager in delivering an exceptional customer experience. This hands-on role blends operational focus with team support, helping to keep the shop floor running smoothly while fostering a positive, professional environment. What You’ll Do: · Lead by example in delivering outstanding customer service · Partner in the day-to-day leadership and support of store team members · Drive performance through coaching, motivation and clear communication · Contribute to merchandising, visual standards and stock control · Ensure compliance with health & safety and company policies · Support key daily routines such as till checks and close up procedures · Foster a positive, inclusive work environment where everyone feels valued What We’re Looking For: · 1–2 years of experience in a retail or team leadership role preferred · A reliable and enthusiastic individual who thrives in a fast-paced environment · Strong people skills and excellent communication ability · Confident multitasker who thrives in a fast paced, high-energy environment · A team player who thrives in high-energy environments · A genuine interest in developing others and progressing in retail · Passion for coaching others and building a career in retail · A genuine team player who leads with energy and focus Why Join Choice? · Competitive hourly rate · 20 days Annual Leave (pro rata for part time team members) · Clear progression pathways and a strong record of internal promotions · Supportive leadership and support office teams · Access to an Employee Assistance Programme (EAP) for well-being support · Staff discount and occasional wellness initiatives to support work-life balance · A dynamic, fast-paced team environment where contribution is encouraged · We offer more than just a job we offer the opportunity to grow with us
Café Assistant
Avoca operates in 13 locations across the country. After all this time, the ethos of Avoca remains the same. We cherish our time-honoured traditions, which have been lovingly passed down through several generations. Our skills might be steeped in a long and rich tradition, but our attitude is to look to the future. We are now heralded as one of Ireland’s most exciting retail stores, with a host of award-winning cafes, restaurants and food markets crammed with artisanal ingredients from near and far. We are recruiting for a full-time Cafes Assistant for our gorgeous Avoca Kilmacanogue Sugar Tree Cafe . This position is for an immediate start. Duties include: Does this sound like the job for you? We look forward to hearing from you.
Warehouse Operator
Job Summary: To provide efficient and effective day to day tasks of the dispatch, packing and goods in departments Key Responsibilities:
Temporary Team Manager
Salary: €51,028 Contract: Full-Time Fixed Purpose, 5 days out of 7 Benefits: 23 days annual leave, pension, colleague discount, enhanced maternity and paternity leave, employee assistance programme. BECAUSE YOU’RE READY FOR THE NEXT LEVEL A people-first culture where you can work with impact. A business that continues to grow and invest creating maximum joy at minimum cost. Just look at our 80,000+ colleagues across 450+ stores covering many markets globally, all leaving their mark. Our colleagues are the heart of everything we do – we’re caring, dynamic and we succeed together. The Department Manager plays a pivotal role, with genuine accountability and ownership. Our managers are empowered within a structured framework, allowing you to mould your team’s growth and enhance the customer experience. What you’ll do At Primark we do retail our way…so here is a taste of what you can expect in the role: Excited? Good. Because it’s energising to put your skills to work in a growing global business committed to helping people express themselves – and feel a sense of belonging. Apply to make an impact as a Department Manager and be welcomed to the wide world of Primark. THIS IS RETAIL OUR WAY! APPLY NOW!
Temporary Team Manager
Salary: Commencing at €45,995 Contract: Full-Time, Fixed Term, 5 days out of 7 Benefits: 23 days annual leave, colleague discount, employee assistance programme. BECAUSE PEOPLE LISTEN WHEN YOU TALK A people-first culture where you can work with impact. A business that continues to grow and invest creating maximum joy at minimum cost. Just look at our 80,000+ colleagues across 450+ stores covering many markets globally, all leaving their mark. Our colleagues are the heart of everything we do – we’re caring, dynamic and we succeed together. The Team Manager role is at the forefront of this. There’s real accountability and ownership, we give our managers freedom within a framework, which means you can shape your team’s development and encourage a fast, efficient, enjoyable customer experience. What you’ll do At Primark we do retail our way…so here is a taste of what you can expect in the role. Excited? Good. Because it’s energising to put your skills to work in a growing global business committed to helping people express themselves – and feel a sense of belonging. Apply to make an impact as a Team Manager and be welcomed to the wide world of Primark.
Communications Officer
Salary Scale: P01 – NJC scale 29-32 (£39,862 - £42,839) Job Summary: As Communications Officer for the Building Resilient Institutions for Development, Governance & Engagement (BRIDGE) project the postholder will be responsible for all Communications activity relating to the project, key elements include public and stakeholder engagement, public relations, media relations and event management. The postholder will play a crucial role in developing and coordinating communication activities to achieve the programmes’ objectives and to ensure that all communications requirement of the PEACEPLUS Programme are adhered to: • To raise awareness among local elected members, public officials, and community stakeholders about the BRIDGE project’s goals, objectives, and partner roles. • To keep stakeholders informed through regular updates on project progress, milestones, and outcomes via newsletters, online platforms, and public briefings. • To encourage participation from local East Border Region Ltds, community organisations, businesses, and disadvantaged groups, ensuring inclusive engagement in training and collaboration activities. • To highlight the benefits of the project, including improved governance, leadership capacity, and enhanced service delivery, and showcase success stories to inspire further participation. • To acknowledge PEACEPLUS funding and its role in enabling the project’s achievements. • To contribute to maintaining effective internal communications to support the Project Steering Group throughout the project lifecycle. BRIDGE Project Background The Building Resilient Institutions for Development, Governance and Engagement (BRIDGE) project is a cross-border initiative that aims to strengthen governance, leadership, and institutional capacity in the border counties of Northern Ireland and Ireland. Led by East Border Region (EBR) and supported by the Irish Central Border Area Network (ICBAN), the partners will engage with 12 local authorities and involve 775 participants, including locally elected members and local government officials over 3 years. Key project activity: Leadership & Skills Development. • To provide a strategic leadership and decision-making training programme for 100 participants. • Collaborative governance and ethical leadership training for 80 participants. • Financial management and budgeting training for 60 participants. • A cross-border governance and policy alignment programme for 75 participants. • Cross-border working groups in tourism, economic development and regeneration and environment with 90 participants. • Training in marketing, communication, and public engagement for 50 participants. • Digital media and public messaging training for 40 participants. Collaboration & Institutional Networks. • Border corridor and functional area networking for 60 participants. • Cross-border knowledge exchange and institutional collaboration programme for 80 participants. • European Knowledge Exchange Symposium, engaging 60 participants. • To produce a consensus-based decision-making framework with the involvement of 80 participants. Main Duties and Responsibilities • Developing and implementing a robust Communications Strategy for the BRIDGE project. • To create marketing and promotional materials through various means including; press releases, websites, social media (Facebook, X, LinkedIn, YouTube, TikTok), blogs, brochures. • To manage and update all communications channels, both online and offline to enhance the profile of the BRIDGE Project. • To co-ordinate a range of communications activities throughout the project lifetime to generate regular news and social media content and sustain a high profile for the project in the public domain. • To assist in the planning and co-ordination of the Project Launch event, Project closure event, and any publicity events to mark key milestones throughout the project lifetime. • To ensure that all Communications and Publicity is in accordance with PEACEPLUS Guidance. • To deliver presentations, reports and updates to EBR and SEUPB as required. • To collate available feedback from delivery agents and practitioners to evaluate training and events. • To advertise and promote the training and events, highlighting their value and outcomes. • To raise awareness among local elected members, public officials, and community stakeholders about the BRIDGE project’s goals, objectives, and partner roles. • To keep stakeholders informed through regular updates on project progress, milestones, and outcomes via newsletters, online platforms, and public briefings. • To encourage participation across the project area, community organisations, businesses, and disadvantaged groups, ensuring inclusive engagement in training and collaboration activities. • To highlight the benefits of the project, including improved governance, leadership capacity, and enhanced service delivery, and showcase success stories to inspire further participation. • To be ready to implement crisis communications plan if needed to protect reputation. • To liaise with external service providers for e.g. Communication, Marketing and Website developers. The list of duties / responsibilities must not be considered comprehensive nor exhaustive. They are simply a summary of the main duties / responsibilities that the post holder will be required to undertake. No Job Description can cover every issue that may arise within the post at various times and the post holder is expected to carry out other duties from time to time which are broadly consistent with those in this Job Description. Educational and Professional Qualifications Essential • 3rd level qualification in Communications, Marketing, Public Relations, or related field. Previous Experience / Training Essential • At least 1 year experience of below; • developing and executing communications strategies. • Excellent written and verbal communication skills for multiple audiences. • Familiarity with digital communication tools and platforms. • Proficiency in Microsoft Office packages (Word, Excel, Powerpoint, Outlook). • Ability to prioritise tasks and meet deadlines. • Ability to work collaboratively within and across projects. Other Essential • Willing and able to travel within NI, the border counties and occasionally further if required. • Willing and able to work occasional extended hours if required (within East Border Region’s time off in lieu policies). • Hold a full current driving licence and access to transport, or access to transport to meet the requirements of the post. Salary Scales • Communications Officer: Scale PO1, NJC spinal point 29 - 32, £39,862 - £42,839 (plus 19% employer pension contribution). Terms and Conditions Pay Pay frequency is monthly by BACS (Bank Automated Clearing System) in arrears on the third last banking day of the month. Flexi Scheme This post is not eligible to participate in a Flexi Scheme. Annual Leave 23 days a year plus statutory bank holidays. Notice (i) Giving notice: you are required to give written notice to terminate your employment. Subject to (Probationary Period), the minimum period of notice you must give the East Border Region Ltd to terminate your employment shall be 1 month.
Temporary Clerical Officer
Introduction The Civil Service is at the heart of Irish society. Everything we do impacts our country, and most importantly, our people. We are a robust and trusted institution, which has served the people of Ireland since the foundation of the State. The Civil Service has played, and continues to play, a critical role in supporting the whole of Government response to the needs of the nation. While the challenges which face the Civil Service today are different to those faced at the foundation of the State, our core values remain the same. The Irish Civil Service is a large complex organisation employing nearly 42,000 people in over 40 Government Departments and Offices with a diverse set of responsibilities to support the Government by developing policy options and legislation to address major national issues, coordinating the broader public service, helping to manage the economy and delivering services to the public. Civil Service Renewal 2030 is an ambitious 10-year strategy of reform for the Civil Service. It is aligned to Better Public Services, the Public Service Transformation Strategy which aims to deliver for the public and build trust. The Civil Service Renewal Strategy will be implemented through a series of 3-year action plans that will detail the precise goals and initiatives which will progress each of our strategic priorities to ensure a diverse and high performing Civil Service that is more inclusive, engaged, agile and ready to meet current and future challenges. By implementing these plans and demonstrating an enduring commitment to public service values, the Civil Service can create a more diverse yet unified, professional, responsive, open and accountable organisation that inspires trust and confidence in Ireland and internationally. Civil Service bodies may, from time to time, require staff to fill Temporary Clerical Officer vacancies in various locations throughout the country. publicjobs is the centralised independent recruitment provider for the Civil and Public Service and will conduct the selection process for this competition. publicjobs will establish a panel of suitably qualified individuals to fill vacancies, which may arise in the Civil Service. The Civil Service can offer suitable candidates a very satisfying and varied career, with competitive terms and conditions. All civil service employers are committed to championing an inclusive and diverse workforce that reflects modern Ireland and the people we serve. We strive to create a culture where all staff have equal access to opportunity and feel comfortable and confident to be themselves at work. The Role The duties of Temporary Clerical Officers (TCOs) 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: Please see Appendix 1 for more information on the Capability Framework and preparation guidelines. 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 Temporary 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 also includes Garda Civilian positions in An Garda Síochána. It is not envisaged that appointments will be made from this competition after 31st October 2026. ESSENTIAL ENTRY REQUIREMENTS Candidates must by the closing date of 13th November 2025: (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 16 years of age on or before the closing date of 13th November 2025; (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) and 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. 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 (Please note the terms shown below relate to the Temporary Clerical Officer role in the civil service and the terms, including the rate of pay, may vary depending on the organisation/agency to which you may be assigned. These are intended as indicative only. Contracts of employment will be available at time of assignment.) The appointment is to a temporary 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. Pay The salary for this position, weekly rate effective from 1st August 2025, is: €596.11 per week 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). Candidates should note that salary will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. 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. Upon appointment, 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. Tenure Assignments will be to a temporary position. The duration and period of a temporary contract will vary from post to post. There is no entitlement to a permanent position. Notwithstanding the above paragraph on tenure, we retain the right to consider holding a confined Selection Process for permanent appointment to certain positions within the Civil Service in certain limited circumstances. Any such process will be held in compliance with the Commission for Public Service Appointments (CPSA) Code of Practice. 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 for this position is determined by the number of hours worked. Further Principal Conditions of Service for this role can be found here. Important Notice The foregoing represents the principal conditions of service and is not intended to be the comprehensive list of all terms and conditions of employment which will be set out in the probationary contract to be agreed with the successful candidate. Location Choices At application stage you may select a maximum of one location choice, listed below, where you would be prepared to work if offered an appointment: Carlow Cavan Clare Cork Donegal Dublin Galway Kerry Kildare Kilkenny Laois Leitrim Limerick Longford Louth Mayo Meath Monaghan Offaly Roscommon Sligo Tipperary Waterford Westmeath Wexford Wicklow You should only select a location choice where you would be prepared to work if offered an appointment. Candidates should review their location choice before submitting their application. Changes to your location choice will not be permitted after your application has been submitted. Vacancies for which you may be considered will extend only to a city/town in your chosen county. Candidates should be aware that vacancies may not arise in all of the above locations while this panel is active. Once a candidate has been assigned, they are removed from the panel. In addition to this, at application stage candidates are requested to select areas within their chosen county (if applicable) where they would be willing to take up a position. Please note: • There is no limit to the number of locations a candidate may select within their chosen county (if applicable). • Vacancies may not arise in all your chosen locations. • Vacancies arise with more frequency in cities and larger towns. • Candidates will not be provided with an opportunity to amend their choices once submitted. • There is no automatic entitlement to Hybrid/Blended working. Local working arrangements will be determined by business needs. In light of this, please only select locations where you would be willing to take up duty. Candidates who wish to be considered for positions which may arise (in accordance with their availability preference outlined on the application form), must be available for the full duration of the contract offered. Holidays/Events are not taken into consideration. Candidates who indicate that they are available from ‘April to September’ or ‘All Year’ should be available for the entirety of that period. Please note, it is unlikely that candidates who select “April to September” will be invited to interview after 30th June 2026. 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. Shortlisting Normally the number of applications received exceeds the numbers required to fill existing and future vacancies. While you may meet the eligibility requirements of the competition, if the numbers applying for the positions are such that it would not be practical to interview everyone, publicjobs may decide that a number only will be called to interview. In this respect, publicjobs provide for the employment of a shortlisting process to select a group for interview who, based on an examination of the application forms, appear to be the most suitable for the position. This is not to suggest that other candidates are necessarily unsuitable, or incapable of undertaking the job, rather that there are some candidates who are, prima facie, better qualified and/or have more relevant experience. During any shortlisting exercise that may be employed, publicjobs are guided by an assessment board(s) who examine the application forms and assess them against pre-determined criteria based on the requirements of the position. It is therefore in your own interests to provide a detailed and accurate account of your qualifications/experience on the application form. 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 to initiate security checks on all Irish and Northern Irish addresses at which you resided. However, should your application for the competition be unsuccessful this form will be destroyed by publicjobs. If you subsequently come under consideration for another position, you may therefore be required to complete a further Garda Vetting Form. Reschedule Requests Reschedule requests will only be considered under exceptional circumstances as deemed acceptable by publicjobs (e.g. Bereavement/Illness). Please note that publicjobs may request supporting documentation as evidence. Candidates who are rescheduled will be scored with their rescheduled batch and will not be reinserted into their original batch. 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 At the end of the selection process a panel(s) of qualified candidates is formed from which vacancies may be filled. A panel is a list of qualified candidates ranked in order of merit from the final stage of the selection process. Should a vacancy arise and their place reached, candidates undergo the final stage of the selection process. It is not envisaged that appointments will be made from this competition after 31st October 2026. Prior to recommending any candidate for appointment to this position publicjobs or employing organisation will make all such enquiries that are deemed necessary e.g. employer references, to determine the suitability of that candidate. Until all stages of the selection 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. Qualification and placement on a panel is not a guarantee of appointment to a position. Please note that once an offer of appointment has been accepted a candidate may no longer remain on the panel. Deferrals from Panels Candidates should be aware that in most cases vacancies are for immediate positions. Candidates who meet the essential eligibility requirements, when reached on the panel, must undergo the clearance process. Deferrals will not be considered except in the most exceptional extenuating circumstances which will be considered at the discretion of publicjobs on a case-by-case basis. Please note that publicjobs may request supporting documentation as evidence. Employment start dates are arranged at the discretion of the employing department or organisation and candidates will be required to take up duty within a reasonable timeframe once assigned to a position. Deeming of candidature to be withdrawn Candidates who do not complete and submit the Online Assessments before the specified date; or do not attend/undertake any subsequent stage of the selection process as requested, attend for interview or other test when and where required by publicjobs or who do not, when requested, furnish such evidence as publicjobs require in regard to any matter relevant to their candidature, will have no further claim to consideration.
