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Sort by: relevance | dateEmployment Guidance Officer
Salary Salary – LP Officer level starting point circa €39,000 - €45,000 DOE Role Purpose The Employment Guidance Officer (EGO) is required to work as part of a staff team implementing objectives and actions as set out in Dublin City Community Local Area Employment Services’ (DCCLAES) Annual Programme of Work. The purpose of the role is to facilitate and assist clients of the service to secure employment, training, or education that matches their skills, abilities, and personal circumstances. Duties of the Role The duties of the Employment Guidance Officer (EGO) are to work as part of the DCCLAES staff team in the delivery of the Local Area Employment Service (LAES), initially in the D8 delivery centre, but with the flexibility to work across all 4 locations (D1, D8, D10 & D12) within Dublin City. The role will involve utilising adult guidance techniques to develop and plan individual career progression routes for unemployed clients which, having assessed the client’s current employability status, indicates concrete actions that need to be taken to secure employment or progress on to training and education programmes. Taking into consideration the client’s starting point from an adult guidance perspective, key duties include: • To be both creative and dynamic in reaching out to and engaging adults who are particularly distanced from labour market opportunities. • Be able to deliver bespoke employability programmes that engage and motivate young people. • To work on an individual and group basis delivering one-to-one guidance and bespoke employability and personal development supports orientated towards promoting the value of labour market participation. • To co-ordinate and manage the realisation of the client’s progression route, ensuring that the relevant agencies provide the necessary progression supports. • To manage a caseload of 100 clients, providing the appropriate support, advice, and guidance relating to employment, training, and career options. • To make and track referrals internally to programmes such as SICAP, Tús, Sláintecare Healthy Communities, and family support where required. • To identify, refer, and track referrals to external support programmes, e.g. Solas, ETB, and other vocational training programmes, support agencies, e.g. addiction services. • To source access pathways for young people into apprenticeships and traineeships. • To play an advocacy role with respect to working with job vacancies, statutory labour market programmes, training, education, and self-employment opportunities on behalf of clients. • In co-operation with the service delivery team, assist in identifying issues that arise in the course of service delivery with a view to establishing alternative progression routes into employment. • To provide an aftercare service to both clients and employers, with a focus on sustaining employment placements. • To work towards and reach set objectives, targets, and key performance indicators. • Collate, monitor, and present statistical information on participant and programme outcomes and ensure all programme participants are tracked. • Generate progression reports on an agreed basis. • Ensure all programmes and participants are registered on required CRM systems. • To effectively manage a DSP’s computerised client caseload system to ensure that the appropriate tracking mechanisms are in place. • Adhere to Professional Standards and Code of Ethics in the Company. • Undertake other duties and responsibilities as may be assigned. Person Specification Qualifications The person appointed will have a relevant third level qualification in adult guidance or a related social science discipline achieved at level 7 or above on the QQI National Framework of Qualifications. Knowledge & Expertise The Employment Guidance Officer should be able to demonstrate experience and expertise in the following areas: Essential: • Minimum of 2 years’ experience working in a relevant professional field. • Must have experience of working directly with adults in a developmental role such as adult guidance, social care, adult education, recruitment sector, or related area. • Must have knowledge and understanding of the factors impacting on unemployed individuals seeking work. • Must demonstrate an understanding and commitment to social inclusion and adult guidance practices. Desirable: • Experience in the use of assistive tools such as aptitude and interest inventories, personal development tools, e.g. Outcome Star, distance travelled tools, or similar. • Knowledge of apprenticeship opportunities, access, and support pathways. • Understanding of welfare to work financial supports. • Must have experience of establishing contact and developing referral relationships with key stakeholders, e.g. employers, ETB, HSE, health and wellbeing services, and support agencies such as women’s aid, disability and migrant support services, and other sector stakeholders. Skills & Competencies The Employment Guidance Officer should be: • Able to work sensitively and in an empowering way in an employment guidance setting. • Able to demonstrate a commitment to assuring high standards of professional practice. • Competent in group-based facilitation, delivery systems, and adult learning methodologies. • Be competent in a variety of interviewing techniques, e.g. motivational, informational, narrative, or equivalent. • Capable as a career coach and able to apply cognitive behavioural techniques to assist clients to self-progress and sustain progress. • Computer literate in dealing with standard MS Word and data processing, spreadsheet, and CRM packages. • Confident and capable in engaging with employers of a range of sizes and with varying recruitment needs. Character & Personal Qualities • Be passionate about learning, creative, and forward thinking. • Able to work in a self-directed dynamic manner and to develop good working relationships with all stakeholders. • Be flexible and be prepared to work in any of the four designated centres of delivery (D1, D8, D10 & D12). • Appreciative of the main social, economic, and environmental issues currently affecting the sector. • Fair, impartial, and open to new ideas and information. • Be a role model for lifelong learning and continuous professional development.
Project Officer
Background The Health Research Board (HRB) is a statutory agency under the aegis of the Department of Health. As the lead agency in Ireland responsible for supporting and funding health research, generating health information and promoting the use of evidence in policy and practice, we are motivated and inspired by our vision – for better health through excellent research, data and evidence. The HRB’s mission is to support research that improves people’s health, promotes evidence-informed care and creates solutions to societal challenges. An overview of the HRB’s objectives and activities may be found in The HRB Strategy 2021-2025, Health research – making an impact , ( HRB Strategy 2021-2025 ). The Research Strategy and Funding (RSF) Directorate plays a leadership role in advancing patient-oriented research, health services research and population health research in Ireland. This is achieved by supporting a rich and diverse portfolio of research grants (including for projects and programmes, capacity building and career development, enabling infrastructure and research networks). To optimise reach, quality and impact, staff in the RSF Directorate work on an ongoing basis with a wide range of national and international stakeholders to progress partnerships and collaborations, to discuss and develop new policies and practices and to ensure high standards and best practice and in all aspects of our work. The work of the RSF Directorate ensures that public investment in health research informs better healthcare and better decision making and that it also contributes to wider economic and societal goals of Government. The HRB is seeking applications for high-calibre Project Officers to join the RSF Directorate to support delivery of our soon-to-be-launched new Strategy (2026-2030). A minimum of two permanent, full-time positions exist in the first instance in our teams managing our investigator-led programmes and our clinical trials investments. However, we also intend to form a panel based on merit which will remain in place for up to12 months from the date of interviews and may be used to fill posts at the same grade that arise applicable to this recruitment campaign. Posts are permanent positions subject to probation being completed satisfactorily. Project Officer work assignments and responsibilities may be revised by the Director from time to time to support evolving strategic priorities and to enhance staff development. Key responsibilities of the Project Officer (RSF) post Project Officers play a critical role in delivery of the HRB Strategy. Reporting on a daily basis to a Programme Manager and working as part of a team, Project Officers should be able to multi-task and manage a varied workload, including but not limited to the following: Supporting the development and management of new and existing grant calls
Executive Assistants
Background Enterprise Ireland is the Irish Government’s enterprise development agency. We invest in and support the development of Irish-owned companies on their journey to achieving greater scale and to become global leaders in their field. This provides a platform for strong economic growth and creating and sustaining jobs in communities around the country. Our teams in Ireland and across our network of 40 international offices help Irish companies to develop high-growth strategies and enter new markets with innovative and sustainable solutions. Role Purpose Enterprise Ireland is seeking to recruit Executive Assistants to provide executive assistant/administration support services to a number of departments within the Agency. The role of an Executive Assistant is to support one or more departments within Enterprise Ireland to deliver on their strategic objectives by providing a comprehensive administrative support service, ensuring that the departments’ administrative tasks are handled efficiently and effectively. The successful candidate will work closely with management and team members within the relevant departments and will be responsible for delivering a range of diverse administrative activities. The Executive Assistant’s duties will incorporate a range of the deliverables set out below depending on the departments’ requirements. Key Deliverables • Provide an executive assistant support service to the Department Manager, including diary management, filing, and organising one-to-one/team meetings. • Provide day-to-day administrative support services to colleagues within the assigned department as required. • Engage and communicate with a range of internal and external stakeholders through face-to-face and online channels, maintaining professionalism at all times. • Support the set up and maintenance of the department’s files and records. This may include creating and updating spreadsheets and databases. • Plan and organise meetings, events, and initiatives. This may include supporting the delivery of a range of Enterprise Ireland’s programmes, panels, and support schemes and may include organising and co-ordinating travel, accommodation, and other logistics with key providers as required. • Process relevant invoices and purchase orders on Oracle Fusion. • Play an active role as a key contributor to the team and provide administrative support for key projects from time to time. Functional Competencies (Key Skills and Knowledge) • Robust executive assistant/administration and organisational skills, with relevant experience, is essential. • Demonstrated evidence of strong computer literacy and typing/keyboard skills (i.e. MS Office skills including Outlook, Word, Excel, and PowerPoint) is essential, coupled with an ability to learn new technologies and use of Enterprise Ireland’s systems. • Demonstrated skills and experience in processing data and information with accuracy and attention to detail is essential. • Strong oral and written English communication skills, with an ability to engage and interact effectively with stakeholders, is essential. • Skills and experience in operating business processes and systems. • Demonstrated ability to prioritise tasks and manage work efficiently to strict deadlines. • General understanding of Enterprise Ireland’s role, structures, and services. • Sound judgement, professionalism, confidentiality, and discretion. • Willingness to take on other key projects as may be assigned from time to time. • Strong interpersonal skills and ability to positively contribute to the work of a busy team. • A relevant qualification (e.g., in secretarial, administration, office skills, or a similar discipline) is desirable. Enterprise Ireland Behavioural Competencies Results Focused The ability to remain outcome- and results-focused with regard to business priorities and organisational goals, monitoring progress and adjusting approach, ensuring delivery against the appropriate timescales. Innovation and Risk-Taking Actively encourages new ideas, experimentation, and measured risk-taking, while always being on the lookout for opportunities to continuously improve business processes and efficiencies within Enterprise Ireland and client organisations. Problem Solving and Decision-Making The ability to be decisive and take tough decisions about clients, people, and costs to deliver sustainable results, using the analysis of information and situations to make logical and sound decisions. Client Focused The ability to provide an excellent client service, focusing on client needs and building and maintaining effective personal and business relationships to advance clients’ objectives and Enterprise Ireland strategy. Communicating with Impact to Influence Others Communicates in a manner that will persuade, convince, and influence their own staff and others, both internally and externally, in order to motivate, inspire, or encourage them to follow a particular course of action. Teamworking Co-operates with colleagues, shares information, and respects the opinions and values of staff members. Understands the skills, experience, and knowledge of staff members and maximises how these can be utilised to the benefit of the department, the organisation, and the client. Embracing & Leading Change Understands the business agenda of Enterprise Ireland and embraces changes for area of responsibility and for external and internal clients. Acting / Leading with Integrity Lives the Enterprise Ireland purpose and values, acting genuinely and with integrity, in a manner that builds trust and engages and motivates others, placing the genuine needs of the client, the organisation, and staff ahead of personal agendas. Networking Establishes and maintains mutually beneficial relationships with colleagues and other networks for the purpose of sharing information. Developing Yourself & Others Creates an environment that enables others to excel in terms of job performance. Salary Scale: €27,577 to €45,479 per annum contributory superannuation Rising to €48,116 by long service increments €26,504 to €43,529 per annum non-contributory superannuation Rising to €46,035 by long service increments Candidates should note that entry will be at the minimum of the relevant scale, and the rate of remuneration 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. Point of entry on this salary scale may differ from the minimum point of the scale if the successful candidate is a current public or civil servant.
Executive Officer
THE ROLE The HR Unit is at the heart of bringing our organisational mission and strategy to life. We work to the NLI’s values of welcome, trust, collaboration and a progressive approach, and the Unit’s work is sited under the NLI’s strategic pillar of Innovation. Members of the NLI’s HR team are key strategy drivers and change makers, currently engaged in shaping the NLI’s workforce into the next decade. Reporting to the HR Manager, the EO in HR will be responsible for managing key components of HR service delivery in the NLI for the full employee life cycle, including recruitment and onboarding; learning and development programming; Shared Services liaison; employee and manager first point of contact for local HR; standard HR reporting; and other such duties as required within the HR Department. Building and maintaining positive stakeholder relationships, internally and externally, is a crucial part of this EO role. The role is eligible for blended working arrangements, subject to the NLI’s Blended Working Policy, of up to three days remote working per week, in line with business needs. DUTIES AND RESPONSIBILITIES The successful applicant’s duties will include the following tasks: • First point of contact for HR related queries from staff and managers; • Support the recruitment process, from point of receipt of sanction to onboarding; • Management of the probation and leaver processes; • Management of current and historic HR files in accordance with GDPR protocols, including off site storage arrangements; • Co ordination of learning and development programming for the NLI, including identification of training options and providers, scheduling and communication with staff and managers; • Liaison with NSSO (primarily HR Shared Services and PSSC); supporting staff and managers where appropriate in their NSSO interactions; responding to requests and queries from NSSO teams or referring these to Assistant Keeper in HR where appropriate; • Day to day management of the NLI’s time and attendance system; supporting staff and managers in use of the system; liaison with system provider as required; • General HR related correspondence; • Quarterly EHECS returns for the NLI; • Other standard HR reporting and projects as required; • Any other duties relevant to the grade which may be assigned by NLI management. The above is a general guide to the role and is not an exhaustive description of duties which are associated with the role or tasks which may be assigned to the role of Executive Officer in the HR Department in the NLI. QUALIFICATIONS, SKILLS AND EXPERIENCE REQUIRED Essential Requirements: • NFQ Level 5 qualification; • A minimum of three years’ experience working in Human Resources; • Demonstrated experience of managing HR operations; • Demonstrated experience working with records management and data protection protocols; • Demonstrated experience of managing full cycle recruitment and onboarding. Desirable Requirements: • Experience of working in HR in a public sector context; • Experience of coordinating Learning and Development programmes; • Demonstrated experience of people management. Person Specification • Excellent interpersonal skills including a collaborative working approach within a small team environment; • Excellent organisational and prioritising skills with ability to manage complex workloads; • Excellent IT skills, with a high level of competency in the Microsoft Office suite; • A solutions oriented approach; • Proven ability to work with tight deadlines and multiple ongoing responsibilities; • Excellent attention to detail; • Flexible and positive attitude; • Self motivated and takes ownership of tasks; • Demonstrated ability and willingness to acquire new skills; • Demonstrated ability and willingness to share skills for team learning; • Sound decision making and judgement; • Maintains discretion and confidentiality at all times; PRINCIPAL CONDITIONS OF SERVICE PAY: The payscale applicable to the position is as follows (rates effective from 1st February 2026): Personal Pension Contribution (PPC) The PPC pay scale will apply where the appointee is an existing civil or public servant appointed on or after 6th April 1995 and is required to make a personal pension contribution. It will also apply to new permanent employees and fixed term unestablished employees. *LSI 1 is Long Service Increment after 3 years on Max of scale **LSI 2 is Long Service Increment after 6 years on Max of scale Non Personal Pension Contribution (Non PPC) The Non PPC (Personal Pension Contribution) salary for the position will apply where the appointee is a civil or public servant recruited before 6th April 1995 and who is not required to make a Personal Pension Contribution. €36,843 €39,034 €39,900 €41,769 €43,586 €45,350 €47,102 €48,819 €50,556 €52,263 €54,066 €55,299 €57,069* €59,592** *LSI 1 is Long Service Increment after 3 years on Max of scale. **LSI 2 is Long Service Increment after 6 years on Max of scale. Important Note Entry will be at the minimum of the scale and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Candidates should note that different terms and conditions may apply if immediately prior to appointment you are a currently serving civil or public servant. Subject to satisfactory performance increments may be payable in line with current Government Policy (see Public Service Stability Agreement 2021 to 2022 paragraph 5.1 for recent changes). The rate of pay offered will be payable fortnightly in arrears by Electronic Fund Transfer (EFT) into a bank account of your choice. Payment cannot be made until you supply an IBAN and BIC number to the HR Unit. Statutory deductions from salary will be made as appropriate. You will agree that any overpayment of salary or of travel and subsistence may be deducted from future salary payments due to you in accordance with the Payment of Wages Act 1991. You will be advised in writing of the amount and details of any such overpayment and you will be given at least one week’s notice of the deduction to take place, which will be deducted at an amount fair and reasonable having regard to all the circumstances. Tenure The successful candidate will be appointed to a permanent post, subject to successful completion of a 12 month probationary contract. This does not preclude an extension to the probationary period in appropriate circumstances. During the period of probation, the appointee’s performance will be subject to review by the relevant manager(s) to determine whether the appointee: (i) has performed in a satisfactory manner. (ii) has been satisfactory in general conduct. (iii) is suitable from the point of view of health with particular regard to sick leave. Outside Employment The position will be full time and the appointee may not engage in private practice or be connected with any outside business which conflicts in any way with their official duties, impairs performance or compromises their integrity. Location The successful candidate will initially be based at the National Library of Ireland premises in Kildare Street, Dublin 2, but can be based at any of the Library premises in Dublin. Organisation of Working Time Act 1997 The terms of the Organisation of Working Time Act 1997 will, where appropriate, apply to this position. Hours of Attendance Hours of attendance will be as fixed from time to time but will amount, on average, to not less than 41.25 gross hours per week (35 net hours per week). Annual Leave The annual leave allowance will be 23 days per annum, rising to 24 days after 5 years’ service, 25 days after 10 years’ service, 26 days after 12 years’ service and 27 days after 14 years’ service. This allowance is subject to the usual conditions regarding the granting of annual leave and is on the basis of a five day week and is exclusive of the usual public holidays. Health A candidate and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Important notice: The above 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 employment contract to be agreed with the successful candidate. COMPETITION PROCESS How to Apply Applicants should submit a copy of their current Curriculum Vitae with a letter of interest by email to the Human Resources Unit of the National Library of Ireland at careers@nli.ie . Please note that all application documentation should be submitted in a single PDF document. Applicants will be shortlisted on the basis of the information contained in the application. It is the responsibility of applicants to be available for interview on the allotted time and date. The names and contact details of two referees will be required following an interview. The Library reserves the right to make such enquiries as it considers necessary in relation to an applicant before making an offer of a post to them. Closing Date Please note that the deadline for receipt of applications is 30th March 2026, at 3pm. This closing date and time will be strictly adhered to. Canvassing will disqualify.
Healthy Ireland Co-ordinator
Purpose of Role The Healthy Ireland Co-ordinator for CYPSC will co-ordinate administration of the Healthy Ireland Funding for the CYPSC initiative and support local implementation by local CYPSC. Within this role, the Co-ordinator will respond to relevant governance and financial reporting requirements pertaining to Healthy Ireland Funding, co-ordinate annual reporting on all CYPSC Healthy Ireland projects to funders and relevant others, promote quality and good governance in local implementation of CYPSC Healthy Ireland funded programmes and support the CYPSC National Office to respond to and implement Departmental policy on Healthy Ireland and ensure alignment with the CYPSC model of interagency working. Reporting Relationship The Healthy Ireland Co-ordinator for CYPSC will report to the National Co-ordinator for Children and Young People’s Services Committees. Duties and Responsibilities Main Duties and Responsibilities The Healthy Ireland Co-ordinator for CYPSC will be expected to establish relevant policies and procedures and perform the following duties: • Co-ordinate the establishment and support management of the Healthy Ireland Fund within the CYPSC National Office at Tusla. • Support local CYPSC application of the Healthy Ireland Fund in line with the stated CYPSC methodology, principles, purpose and objectives as described in CYPSC Shared Vision, Next Steps 2019 to 2024, the Healthy Ireland Framework and local CYPSC three year work plans. • Co-ordinate CYPSC monitoring and outcome measurement of the Healthy Ireland Fund, ensuring the provision, collection and reporting of relevant data and information. • Provide professional, technical and administrative assistance to relevant CYPSC national implementation structures to ensure the learning relating to Healthy Ireland Fund implementation is captured, distilled and disseminated for use locally and nationally. • Prepare reports and strategic documents as required and provide timely progress reports to Tusla and the National Co-ordinator for CYPSC, to funders, to the local CYPSC and other organisations as appropriate. • Foster and develop positive working relationships with key personnel nationally and in local counties as appropriate or required, including stakeholders within associated agencies and services. Health and Safety • Comply with and contribute to the development of policies, procedures, guidelines and safe professional practice and adhere to relevant legislation, regulations and standards. • Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to the service, for example National Standards for Child Protection and Care, and comply with associated Tusla Child and Family Agency protocols for implementing and maintaining these standards as appropriate to the role. • Support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. The above job description is not intended to be a comprehensive list of all duties involved and, consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to him or her from time to time and to contribute to the development of the post while in office. Eligibility Criteria Qualifications and or Experience Applicants must, by the closing date of application, have the following: • Minimum two years’ experience of co-ordinating complex multi agency initiatives, programmes or services. • Minimum two years’ experience working in or with child, youth or family support services and or in community, local development or health promotion sectors. • Knowledge of relevant computer programmes, e.g. Microsoft Office Suite including Word, PowerPoint and Excel. Health A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Character Each candidate for and any person holding the office must be of good character. Skills, Competencies and or Knowledge Tusla Leadership Competency Framework The Tusla Leadership Competency Framework describes the behaviours that are key to Tusla colleagues being effective in the execution of their role at all levels within the Agency. The competencies and associated behavioural descriptors capture the transversal knowledge, skills, abilities and other characteristics that will enable colleagues, regardless of role or rank, to be effective in their work. The Tusla Leader Framework relevant for this role is Leading Others. Please access the Leading Others link to fully familiarise yourself with the impact of this Leading Others proficiency for Tusla. The competency of Professional Knowledge is specifically linked to the duties, responsibilities and criteria for this role. Other Requirements of the Role • The post holder will require a current driving licence and access to appropriate transport, as the post will involve travel. • Have awareness of children and young people’s participatory practice. Application Process Campaign Specific Selection Process Shortlisting and Interview The online application system has a time out facility. This is in order to protect the privacy of the user. This time out facility activates if the application has been dormant for over 60 minutes. Any work not saved will be lost if the system times out due to lack of activity. As such, please ensure to save your application as you work on it. Any lost data cannot be recovered. It may be advisable for candidates to work on their applications outside of the system and copy and paste their answers into the online application forms once they are fully complete and submit them. Once your application is fully submitted, you will receive a confirmation email to your profile. If you do not receive this email, your application has not been submitted and received and you should log back on to submit fully. AI generated content must not be used in your application. Tusla reserves the right to assess if content in applications is likely created by AI in part or in whole. Use of AI may result in disqualification and exclusion from the recruitment process. Shortlisting may be carried out on the basis of information supplied in your application. The criteria for shortlisting are based on the requirements of the post as outlined in the eligibility criteria and skills, competencies and or knowledge section of this job specification. Therefore, it is very important that you consider your experience in light of those requirements. Failure to include information regarding these requirements may result in you not being called forward to the next stage of the selection process. Those successful at the shortlisting stage of this process (where applied) will be called forward to interview. Code of Practice The Recruitment Service of the Child and Family Agency will run this campaign in compliance with the Code of Practice prepared by the Commission for Public Service Appointments (CPSA). The Code of Practice sets out how the core principles of probity, merit, equity and fairness may be applied on a principal basis. The Code also specifies the responsibilities placed on candidates, facilities for feedback to applicants on matters relating to their application when requested, and outlines procedures in relation to requests for a review of the recruitment and selection process and review in relation to allegations of a breach of the Code of Practice. Codes of Practice are published by the CPSA and are available on www.cpsa.ie . Tusla Child and Family Agency is an equal opportunities employer. Tusla Child and Family Agency recognises its responsibilities under the Data Protection Acts 2003 to 2018 and the Freedom of Information Act 2014. Tenure The current vacancies available are permanent and whole time. The post is pensionable. A panel may be created for the purpose of filling this position. Once the position is appointed, the panel will cease. Appointment as an employee of the Child and Family Agency is governed by the Child and Family Agency Act 2013 and the Public Service Management (Recruitment and Appointments) Act 2004. Remuneration The salary scale for the whole time equivalent of this post is: 01 August 2025: €60,013, €61,479, €63,192, €64,911, €66,636, €68,176, €69,745, €71,272, €72,788, €75,397, €78,015 LSIs LSIs (Long Service Increments) are represented by emboldened figures. The first LSI is paid after three years on the maximum, the second LSI after three years on LSI1 and the third LSI after three years on the second LSI, where applicable. The appointee shall commence on the first point of the salary scale. Incremental credit may be given on appointment for certain types of relevant experience, with more information available in Appendix 5. Candidates should note that entry will be at the minimum point of the scale and will not be subject to negotiation, and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if the appointee is currently a serving civil or public servant. Working Week The standard working week applying to the whole time equivalent of this post is 35 hours. Annual Leave The annual leave associated with the whole time equivalent of this post is 30 days per annum. Superannuation This is a pensionable position with Tusla. The successful candidate will, upon appointment, become a member of the appropriate pension scheme. Pension scheme membership will be notified within the contract of employment. Probation A probation period of 39 weeks, or a proportion of same for fixed term or specified purpose contracts, where applicable, shall apply from the commencement of employment, during which the contract may be terminated by either party in accordance with this contract. The probationary period may be extended at the discretion of management by a further nine weeks or a proportion of same for fixed term or specified purpose contracts, where applicable. Confirmation of appointment as a permanent member of staff is subject to the successful completion of the probationary period for permanent contracts. Where you have already completed a probationary period with the Child and Family Agency, Health Service Executive or a Local Authority, and there is no break in service, no period of probation applies.
System Support & Trails Executive
Job Purpose The System Support & Trails Executive will be a key member of the Outdoors Unit at Sport Ireland. The successful applicant will administer the National Trails Register process, including the inspection programme and the sharing of trails data. They will also support the continued development of the digital inspection system within Sport Ireland Outdoors, and ensure key stakeholders maintain a clear understanding of the system and their responsibilities. The successful candidate will work closely with the Sport Ireland Outdoors team, Sport Ireland’s panel of inspectors, trail management groups, and other outdoor recreation stakeholders to deliver these services. Reporting To: Trails & Insurance Manager Key Duties and Responsibilities The primary responsibility of this position will be to administer the National Trails Register inspection process and assist with the development of Sport Ireland Outdoors digital systems. This role will have the following principal duties and responsibilities: • Administer all trail inspections along with the overall management of Sport Ireland’s trail inspection system. • Oversee and administer records of inspection reports, trail contact lists, data feeds and content to and from Sport Ireland’s website. • Act as the operational point of contact for inspectors and trail management contacts. • Manage trail queries, ensuring clear and effective communication with a variety of stakeholders. • Support the further development and efficiency of Sport Ireland’s trail registration system. • Train and support inspectors in the use of the trail registration system. • Support stakeholders in understanding and adhering to the Trail Criteria documentation throughout the trail registration process. • Manage the flow of data between ArcGIS, Sport Ireland’s websites, and other relevant tables and databases. • Support the development of reporting and analysis tools to support the unit, Sport Ireland and external stakeholders. • Provide support in the overall development of digital systems within the unit. • Work with the team in the Outdoors Unit, as well as other units within Sport Ireland, to deliver on Sport Ireland’s policy on Sport and Physical Activity in the Outdoors. This is not an exhaustive list, and the role will include any duties required by Sport Ireland from time to time which are appropriate for the position and the needs of the organisation. Person Specification Essential: Qualifications, Experience, Knowledge, Skills and Abilities • Third-level primary degree in a relevant field. • Systematic and detailed approach to problem solving. • Strong interpersonal, presentation and communication skills, both written and verbal. • Strong adaptive communication skills, with the ability to effectively engage with a diverse range of individuals. • Excellent planning and organisation skills. • Experience in GIS, particularly with ArcGIS Online, ArcGIS Pro, and other GIS software. • Highly proficient in MS Office suite, especially Microsoft Word and Excel. • Technically competent with the ability to pick up cases quickly. • Ability to prioritise and manage conflicting workloads. • Flexible approach with a commitment to quality service. • Ability to work independently and collaboratively; use of own initiative is essential. The desired candidate will be: • Holder of a post-graduate qualification in a relevant field (an advantage). • Able to demonstrate a track record of successfully delivering across a range of different projects and work activities. • Capable of bringing innovation and expertise from previous projects to bear on existing issues, making proposals for improvements and efficiencies where appropriate. • Familiar with the operational network of trails in Ireland (an advantage). Additional Information Contract: Permanent, Full time. Salary Scale: Executive Officer Standard Scale. The appointment will be made on this scale at a point in line with current Government Pay Policy. New entrants to the public sector commence on the first point of the scale. Location: Sport Ireland, Sport Ireland Campus, Snugborough Road, Blanchardstown, D15
Stadium Development & Operations Manager
The Role SDCC is recruiting a Manager for Tallaght Municipal Stadium ahead of completion of the expanded stadium facility. The changed role reflects expected delivery on the current project, including construction of the fourth stand which will increase crowd and stand capacity to 10,000. In addition, the improved corporate facilities and the increase in overall stadium capacity of up to 20,000, enabling events of scale such as concerts. The role will encompass the ongoing management and development of Tallaght Stadium for SDCC, upholding and ensuring continued validation of its status as a national and international sports venue. Ensuring in the short term the retention of UEFA standards and striving at all times to exceed same and thus remain the facility of choice for the Irish National Ladies, the Mens Under 21 National team and the home of Shamrock Rovers Football Club. The Manager will be responsible for day-to-day operational management, delivering and reviewing operations to ensure energy efficiencies, managing staff, meeting climate resilience objectives and crucially developing commercial opportunities for an increase in, and variety of, uses into the future. The Manager will work closely with all relevant sporting bodies and clubs, with event promoters and primarily the stadium tenants and sponsors in this regard. This position will complement the Council’s Tourism Unit which works in developing and supporting visitor numbers to the Stadium and County through increased profile, event type and activity. Event attraction and management, and increasing the number and type of events at Tallaght Stadium, will therefore be an important element of the role. Reporting Arrangements The Tallaght Stadium Development and Operations Manager will report to the Senior Executive Officer, Economic Development, SDCC and will work closely with staff throughout the Council and will oversee and manage tenant licences and leases and day-to-day maintenance and operations. The office is whole-time, permanent and pensionable. A panel will be formed to fill permanent and temporary vacancies. Persons employed will be required to work in any location within the South Dublin administrative area. Salary €60,611 - €62,095 - €63,826 - €65,563 - €67,300 - €68,852 - €70,442 - €71,982 - €73,518 - €76,149 (1st LSI) - €78,795 (2nd LSI). Hours of Work The successful candidates’ normal hours of work will be 35 hours per week. SDCC reserves the right to alter your hours of work from time to time. Annual Leave Annual leave entitlement for this position is 30 days. Qualifications Character Candidates will be of good character. Health Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Essential Education, Training and Experience Each candidate must, on the latest date for receipt of completed application forms: Have a strong academic record in relevant disciplines (for example, Facility Management, spectator management) and related health and safety qualifications; or In the absence of related academic qualifications, at least five years’ recent relevant work experience in the area of large public facility or stadium management (comparable to Tallaght Stadium). Desirable Education, Training and Experience Have extensive recent relevant experience of managing a large facility and events of scale (comparable in scale to Tallaght Stadium). Be capable of managing multi-disciplinary teams in both ongoing management of facilities and the delivery of specific visitor events within budget. Have excellent interpersonal skills, with the ability to network, manage critical relationships and diverse audiences. Demonstrate excellent knowledge, awareness and practical experience of relevant Health and Safety legislation and regulations, the implications for the organisation and the employee, and the application of safety management in the workplace. Have a proven ability in spectator management and managing health and safety requirements for events with significant attendance. Have the ability to troubleshoot and respond to emergency and urgent situations arising in relation to facility and event management. Have a clear appreciation and understanding of customer service, value for money, procurement, financial management, performance management and public relations requirements of the role. Demonstrate a clear understanding of all governance and oversight requirements adhered to by the Council. Have an understanding and appreciation of public sector economic development and tourism functions, the wider functions of the Council and the strategic objectives in the Corporate Plan. On the date of appointment possess a current unendorsed full driving licence (category A1, A and/or B) as they may be required to drive in the course of their duties. Key Competencies / Skills • Strategic Management and change • Delivering results • Performance through People • Personal effectiveness • Local government knowledge and understanding Candidates are requested to give an example of a situation which highlights the behaviour, skills and attitude that underpin effective performance in these areas, and which demonstrates their suitability to meet the challenges of this role. Candidates should ensure the example used clearly demonstrates their ability in this area and that the scale and scope of the example given is appropriate to the post and level of the post. Duties Duties will include but are not limited to: Day-to-day management of Tallaght Stadium Development and Operations, including operations, planned and routine maintenance, financial management, staffing and relationships with tenants and contracted operators, sponsors, sporting, statutory and other relevant agencies and regulatory bodies. Provide strategic and operational input into capital investment planning, including identifying infrastructure needs, contributing to business cases, and advising on prioritisation of stadium development and refurbishment projects. Event attraction and management, including health and safety management, security arrangements and so on for all matches and events in the Stadium and other South Dublin County Council facilities or events as required. Close liaison with the Tourism Unit on promotional opportunities and events in the Stadium and County, including developing and managing the online profile of the Stadium through website, social media and so on. Management and oversight of tenant licences and leases and day-to-day maintenance and management matters associated with same, including regular reviews and management of sponsorship opportunities. Close liaison with relevant bodies including An Garda Síochána, HSE, Civil Defence and Dublin Fire Brigade in relation to event planning at the Stadium. Developing and managing a Strategic Commercial Plan for the Stadium, including actively pursuing opportunities that develop the profile and/or income stream for the Stadium (that have regard to the primary sports use of the playing surface). The marketing and development of Tallaght Stadium as a multi-disciplinary events venue, working with branding and naming partners as applicable. Liaison with tenants and external organisations, particularly national sporting organisations, on promoting the use and profile of Tallaght Stadium. Regular reporting on financial status, review of recent events, details of planned events and overall stadium management issues, and ongoing review of budget. Managing the communications strategy for the Stadium in conjunction with the Tourism Unit. The marketing and development of Tallaght Stadium as a multi-disciplinary events venue. Working with any future sponsorship partner in relation to the operation of a Stadium branding and naming initiative, including brand activation and associated event management. Any other appropriate duties as may be assigned by the Council.
Stakeholder Engagement Coordinator
An Overview of An Garda Síochána An Garda Síochána is the national police and security service of Ireland, comprised of approximately 14,300 Garda Members, 3,600 Garda Staff and 300 Garda Reserves. An Garda Síochána is a community focused organisation with a mission of ‘Keeping People Safe’. With a dual role and responsibility for the provision of policing services, and protecting the security of the State, An Garda Síochána is committed to delivering a responsive, effective and efficient service, that meet the needs of our communities. The organisation was established over 100 years ago at the inception of the state, and has a proud history of delivering community policing. In order to build upon this strong foundation, An Garda Síochána must continue to evolve, responding as a modern police and security service to the changing face of crime, vulnerability, population and citizen expectation. An Garda Síochána is charged with delivering on the key commitments made within the Programme for Government. In support of such, the organisation is growing at scale, with the effective use of Garda resources and capabilities as a key focus area. An Garda Síochána has delivered on a significant organisational transformation programme including the introduction of cutting-edge technology, new methods of working and the biggest change to its structure in its history. The introduction of a Garda Board is supporting the organisation in becoming more agile and adaptive, while a new Policing and Community Safety Authority is supporting the effective provision and continuous improvement of policing services. These developments and more mean it is a particularly exciting time to join An Garda Síochána and the organisation is determined to recruit the best talent to help deliver its ambitious programme of work. The Office of Corporate Communications is a National Office with primary responsibility for external and internal communications for An Garda Síochána. The Office of Corporate Communications comprises the Strategic Stakeholder Communications Unit, the Garda Press Office, the Content Creation Unit, and the Garda Internal Communications Unit. The Corporate Services and Justice Liaison functions sit within the Strategic Stakeholder Communications Unit and undertake key roles on behalf of the Garda Commissioner. The Justice Liaison team are an essential link between An Garda Síochána and the Transparency unit within the Department of Justice Home Affairs and Migration. This team service all requests for observations to Parliamentary Questions and briefing materials required by the Minister, ensuring An Garda Síochána meet its obligations in the provision of information to the Minister. The Corporate Services team serve a strategic function in liaising with internal and external stakeholders communicating with the Garda Commissioner. The Strategic Stakeholder Communications Unit is a new unit which supports the wider Office of Corporate Communications to build and maintain trust between An Garda Síochána and its stakeholders through tailored communications. This includes the drafting of speeches for public engagements by senior leaders, report writing, public affairs duties, and risk management. The primary objective of the unit is to maintain positive professional relationships with internal and external stakeholders, develop and provide high-quality, accurate reports and briefing materials, and maintain and develop a collective source of corporate information. The Garda Press Office is the main point of contact for media seeking information about Garda operations, criminal investigations, missing person appeals, serious road traffic collisions and a wide range of other information concerning the Garda Síochána organisation. Other functions of the office include attendance at major emergencies/incidents, organising and setting up press conferences, facilitating interviews and liaising with filmmakers/documentary makers. An Overview of The Office of Corporate Communications The Content Creation Office has responsibility for planning and organising campaigns (e.g. recruitment campaigns ‘It’s a Job Worth Doing’). The office is also responsible for An Garda Síochána social media platforms and the maintenance of the Garda website. It is also responsible for the publication of the Annual Report and other organisation publications. The Office has responsibility for Crime Call, this television programme plays a vital role in assisting An Garda Síochána with its work on various live investigations, circulating crucial crime prevention advice and traffic safety messages and issuing important public appeals. The Garda Internal Communications Unit is responsible for managing internal communications with An Garda Síochána, including the publication of bi-weekly newsletters, other bespoke communications and the Garda intranet. The Office is headed by the Garda Director of Communications and has a mixed skills base of Garda Staff and Sworn Garda Members. It is based in Garda Headquarters, Phoenix Park, Dublin 8 and also has Communications Coordinators based regionally. Job Specification The Stakeholder Engagement Coordinator (EO) will be primarily responsible for coordinating, recording and responding to parliamentary questions and correspondence received by the Garda Commissioner from the Minister for Justice, Teachta Dála (TDs) or elected representatives, members of the public, and key external stakeholders. Acting as a point of contact between An Garda Síochána and the Department of Justice and/or the Commissioner’s Office. Coordinating and processing of Parliamentary Questions and/or Commissioner’s Correspondence. Reviewing and assessing Parliamentary Questions posed and/or Commissioner’s Correspondence. Management of clerical officers assigned and related administrative and HR duties. Record keeping and management. Report writing. Preparation and review of briefing materials being prepared for the Minister for Justice and the Garda Commissioner. This description of the role is not intended to be an exhaustive list of duties and responsibilities and may be reviewed from time to time to reflect the needs of the role and organisation. This role will rely on the candidates’ knowledge and understanding of the political and current affairs landscape, as well as An Garda Síochána’s role and responsibilities. This is to enable them to identify and escalate matters which are in the public eye and warrant immediate attention. A certain level of risk assessment skills will be required as this office must identify where matters have the potential to cause organisational reputational damage. High-quality communications skills are a must, both written and verbal, as this role requires the holder to engage professionally in line with our corporate identity with key external stakeholders, most significantly, with the Department of Justice. Person Specification Essential: Professional Qualifications, Experience, Requirements, Skills Candidates, by the closing date, must have: Route 1: (A) A relevant qualification at the National Framework of Qualifications (NFQ) Level 6 or greater in Public Affairs, Communications, Politics or a similar discipline. and (B) Experience working in public relations, public affairs or a communications role, or in the political environment. Or Route 2: A minimum of 2 years’ experience working in public relations, public affairs or a communications role, or in the political environment. Candidates must also have experience: Preparing, editing and presenting material in a clear, concise and comprehensive manner, both verbally and in writing. Using Microsoft Office Platforms, e.g. Email, Word, Excel, PowerPoint and Teams. Desirable: Requirements, Skills: Experience dealing with press queries, parliamentary questions or a live news media environment. Oral and written proficiency in Irish. Experience in Content Management and Content Creation platforms or applications. A current, full driving licence – minimum Category B. Key Skills/Competencies for effective performance as an Executive Officer People Management Consults and encourages the full engagement of the team, encouraging open and constructive discussions around work issues. Gets the best out of individuals and the team, encouraging good performance and addressing any performance issues that may arise. Values and supports the development of others and the team. Encourages and supports new and more effective ways of working. Deals with tensions within the team in a constructive fashion. Encourages, listens to and acts on feedback from the team to make improvements. Actively shares information, knowledge and expertise to help the team to meet its objectives. Analysis & Decision Making Effectively deals with a wide range of information sources, investigating all relevant issues. Understands the practical implication of information in relation to the broader context in which they work – procedures, divisional objectives etc. Identifies and understands key issues and trends. Correctly extracts and interprets numerical information, conducting accurate numerical calculations. Draws accurate conclusions and makes balanced and fair recommendations backed up with evidence. Delivery of Results Takes ownership of tasks and is determined to see them through to a satisfactory conclusion. Is logical and pragmatic in approach, setting objectives and delivering the best possible results with the resources available through effective prioritisation. Constructively challenges existing approaches to improve efficient customer service delivery. Accurately estimates time parameters for projects, making contingencies to overcome obstacles. Minimises errors, reviewing learning and ensuring remedies are in place. Maximises the input of own team in ensuring effective delivery of results. Ensures proper service delivery procedures, protocols and reviews are in place and implemented. Interpersonal & Communication Skills Modifies communication approach to suit the needs of a situation or audience. Actively listens to the views of others. Liaises with other groups to gain co-operation. Negotiates, where necessary, in order to reach a satisfactory outcome. Maintains a focus on dealing with customers in an effective, efficient and respectful manner. Is assertive and professional when dealing with challenging issues. Expresses self in a clear and articulate manner when speaking and in writing. Specialist Knowledge, Expertise and Self Development Displays high levels of skills and expertise in own area and provides guidance to colleagues. Has a clear understanding of the role, objectives and targets and how they support the service delivered by the unit and Department/Organisation and can communicate this to the team. Leads by example, demonstrating the importance of development by setting time aside for development initiatives for self and the team. Drive & Commitment to Public Service Values Is committed to the role, consistently striving to perform at a high level. Demonstrates flexibility and openness to change. Is resilient and perseveres to obtain objectives despite obstacles or setbacks. Ensures that customer service is at the heart of own/team work. Is personally honest and trustworthy. Acts with integrity and encourages this in others. Eligibility to Apply Eligibility to apply and certain restrictions on eligibility Citizenship Requirements Eligible candidates must 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 has a Stamp 4* or a Stamp 5 permission. *Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent. To qualify candidates must be eligible by the date of any job offer. It is the candidates responsibility to maintain eligibility. Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation letter dated 28th June 2012 to Personnel Officers introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation and the Public Services Committee of the ICTU in relation to ex-gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the Public Service by any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009–2011) for a period of 2 years from termination of the employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility). Incentivised Scheme for Early Retirement (ISER) It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees, under that Scheme, are not eligible to apply for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position. Department of Health and Children Circular (7/2010) The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector or in the wider Public Service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years. People who availed of the VER scheme are not eligible to apply in this competition. People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility). Department of Environment, Community & Local Government (Circular Letter LG(P) 06/2013) The Department of Environment, Community & Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28 June 2012 as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment in any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009–2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012) for a period of 2 years from their date of departure under this Scheme. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor). Declaration Applicants will be required to declare whether they have previously availed of a Public Service scheme of incentivised early retirement. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment. Employer of Choice As an Employer of Choice, An Garda Síochána 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. General The appointment is to a permanent post in An Garda Síochána and is subject to the Policing, Security and Community Safety Act 2024, the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to An Garda Síochána. Please note appointments from within An Garda Síochána for staff employed pre-commencement of the Policing Security & Community Safety Act will be to a Civil Service grade with Civil Service terms and conditions, insofar as applicable. Salary Scale The Executive Officer salary scale will apply to this position. The PPC (Personal Pension Contribution) salary scale (annually) for this position, with effect from 1st February 2026, is as follows: Executive Officer Standard Scale - PPC €38,419 - €40,360 - €41,456 - €43,594 - €45,510 - €47,364 - €49,211 - €51,024 - €52,890 - €54,749 - €56,722 - €58,044 - €59,928 - €62,601 Long Service increment (LSI 1) may be payable following 3 years’ satisfactory service at the maximum of scale. Long Service increment (LSI 2) may be payable following 6 years’ satisfactory service at the maximum of scale. Personal Pension Contribution 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. Candidates should note that entry will be at the minimum of the scale and will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Increments may be awarded annually, subject to satisfactory performance. Important Note Different terms and conditions may apply, if, immediately prior to appointment the appointee is already a serving Civil Servant or Public Servant. Payment will be made fortnightly in arrears by Electronic Fund Transfer (EFT) into a bank account of an employee’s choice. Payment cannot be made until a bank account number and bank sort code has been supplied to the HR Directorate, Athlumney House, Johnstown, Navan, Co Meath C15 ND62. 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 subject to An Garda Síochána’s Management of Overpayments Policy. Location The position will be based in An Garda Síochána Headquarters, Phoenix Park, Dublin 8. Tenure and Probation The appointment is to a permanent position on a probationary contract in An Garda Síochána. The probationary contract will be for a period of one year from the date specified on the contract. During the period of your probation, your performance will be subject to review by your line manager(s) to determine whether you: (i) Have performed in a satisfactory manner; (ii) Have been satisfactory in general conduct; and (iii) Are suitable from the point of view of health with particular regard to sick leave. Prior to the completion of your probation, a decision will be made as to whether or not you will be retained, subject to An Garda Síochána’s Probation Policy. This decision will be based on your performance assessed against the criteria set out in (i) to (iii) above. The detail of the probationary process will be explained to you and you will be given a copy of An Garda Síochána Policy on probation. Notwithstanding the preceding paragraphs in this section, your probation contract may be terminated at any time prior to the expiry of the term of the contract by either side in accordance with the Minimum Notice and Terms of Employment Acts, 1973 to 2005.
Communications Officer (Executive Officer)
What is the role? Communications functions vary across organisations, and the specific role and responsibilities of a Communications Officer will depend on the organisation and area to which you are assigned. Communications Units typically cover areas such as: • Press and media relations, working as part of a team in a Press Office; • Social media management; • Content creation, including design, photography and videography; • Digital communications and website management; • Marketing and advertising campaigns and public information initiatives; • Internal communications. The role of Communications Officer offers plenty of variety and the chance to build your experience across a range of areas. As a Communications Officer you will work as part of a team to drive the organisation’s communications strategy. For example, depending on the organisation or role to which you are assigned, you may be focused on liaising with members of the media to ensure clear and accurate information is communicated, managing media queries and coordinating media engagements, press conferences and interviews. Equally, you may be involved in the development of content and campaigns for social media, websites or other internal and external communication channels. Promotion and progression opportunities are available within communications through open competitions to Communications Specialist (HEO), Communications Manager (AP) and Head of Communications (PO). It is important to note that the role may require an element of evening/weekend work, or off-site events. Civil Service overtime and travel and subsistence arrangements and rates will apply, as appropriate. Key duties and responsibilities: As mentioned above, communications functions vary across organisations, and the specific role and responsibilities of a Communications Officer will depend on the organisation and area to which you are assigned. The following is an overview of the type of responsibilities and tasks involved in the Communications Officer role: • Liaising with the media and managing enquiries from journalists and other media contacts via telephone and email; • Preparing press releases, briefing documents and other communications materials; • Arranging and organising events, interviews, launches, photocalls and press conferences; • Contributing to the development and implementation of communications campaigns and programmes; • Summarising complex information and producing accessible communications for a variety of channels and audiences with different needs; • Creating content for social media, websites and other channels including photography, videography and graphic design; • Updating and editing websites; • Supporting stakeholder consultation programmes; • Collaborating effectively with teams across the Department/Agency to ensure the delivery of high-quality work in a timely manner; • Monitoring media and current affairs across print, broadcast and social/digital and Oireachtas business; • Supporting the delivery of internal communications programmes; • Dealing effectively with a broad range of information sources and identifying key issues and trends; • Supporting the implementation of systems to ensure the smooth running of the communications function and taking ownership to ensure issues are resolved or escalated to the proper personnel to resolve in a timely manner; • Making effective recommendations for communications activities; • General administrative duties, ensuring day-to-day support for managers as required; • Carrying out any other duties relevant to the role that may be identified from time to time. This job description is a guide to the general range of duties of the successful candidate. It is not intended to be definitive or restrictive. Positions requiring specialist Irish language skills The Civil Service is fully committed to fulfilling its obligations under the Official Languages Act. It is intended that vacancies arising which require staff to provide a full range of services through the Irish language (Functional Bilinguals), may be filled from this competition. In this regard, individuals who have proficiency in the Irish language and who fulfil all other eligibility criteria set out below may indicate their interest on the application form. Candidates who indicate their interest and who are successful at the final selection stages will be required to undergo certain assessments through Irish, e.g. interview and/or written test, prior to being considered for such a position. They must achieve the required level in the Irish language, i.e. demonstrate a minimum Level B2 on the Europass self-assessment framework. Essential Requirements, Qualifications and Experience On the closing date of Thursday, 9th April 2026, to be eligible for consideration, a candidate must satisfy the following requirements: A qualification of at least Level 7 on the National Framework of Qualifications (NFQ) (or NARIC Ireland Foreign Qualifications equivalent); and At least one year’s relevant professional experience in at least two of the following areas: Media engagement / press office Public relations Public affairs Journalism Event management Social media management Multimedia content creation Graphic design Website management Advertising Marketing Internal communications programmes In order to be effective in the role of a Communications Officer, candidates should have: Excellent written and verbal communication skills with the ability to present material in a clear, concise and comprehensive manner; A good understanding of communications and the evolving communications landscape, including digital and social media, marketing, branding and advertising; Good knowledge and understanding of current affairs and the media landscape across print, broadcast and digital platforms; The ability to use information and communications technology, including a good level of proficiency in using Microsoft Office packages; Good research, editorial skills and storytelling ability; The ability to work calmly under pressure and deal with multiple demands and competing priorities to tight deadlines; The ability to work effectively as part of a multi-disciplinary team; Strong organisational skills with a commitment to achieving quality results and ensuring all tasks are completed to a very high standard; A high level of motivation and a demonstrated ability to work independently and as part of a team; A willingness to share ideas and information with the purpose of achieving a particular result; Motivation, flexibility and willingness to adapt and positively contribute to the implementation of change, and the ability to use own initiative as and when appropriate; The ability to absorb new information quickly, understand new concepts and relationships, and the awareness to focus on important information; Excellent interpersonal skills with the ability to network, build and maintain relationships and successfully engage, persuade and collaborate with internal colleagues; The self-confidence and resilience necessary to cope with challenging and/or sensitive situations; A keen interest in public affairs and be committed to the concept of Public Service. Desirable • Proficiency in Irish. Candidates who wish to have their ability in Irish assessed may be required to undergo a language assessment in order to satisfy publicjobs of their ability to communicate effectively in Irish. Candidates must also be able to demonstrate the capabilities required for effective performance at this level. Civil Service (Government Departments and Offices) Dublin/Nationwide Permanent – Full time Starting at €38,419 3pm on Thursday, 9th April 2026
Cleaner
Main purpose of the role: Ensure all areas are cleaned to the highest standards and that the cleaning service is maintained throughout the premises. Health and safety awareness, good communication skills and the ability to work as a team are also very important to perform the role. The ideal candidate will have/be: Good communication skills; Understanding of cleaning specification; Flexible hours for deep or heavy cleaning projects; Ability to work in a team; Health and Safety awareness; Strong attention to detail, organised and flexible; Ability to use own initiative and work as part of a team in a fast-paced environment; Main duties: Actively live SuperValu brand-values i.e. Genuine, Passion for Food, Vibrant, Committed, Innovative and Imaginative; Clean, stock and supply designated facility areas (dusting, sweeping, vacuuming, mopping, emptying bins, cleaning toilets etc.) Perform and document routine inspection and maintenance activities; Carry out heavy cleansing tasks and special projects; Notify management of occurring deficiencies or needs for repairs; Stock and maintain supply rooms; Follow all Health and Safety regulations; Perform any other duties or assume any other responsibilities that may be assigned to you from time to time by management.
