Council jobs in Dublin
Sort by: relevance | dateStaff Welfare Officer
The Role The Staff Welfare Officer provides a range of supports to employees, which focus on their well-being, while also helping employees to engage with innovative preventative measures to avoid injury and illness and to help enhance their daily lives. They offer support, advise management on welfare policies, handle confidential issues, and bridge communication between staff and employers. The Staff Welfare Officer reports to the Administrative Officer, People Services, or such designated person(s) as may be assigned from time to time. Duties The duties of the Staff Welfare Officer include, but are not limited to the following: • Act as the first point of contact for staff experiencing personal or work-related difficulties and provide confidential support to help resolve issues. • Promote awareness of the Council’s Staff Welfare service and actively communicate its benefits to staff. • Work with the Wellbeing Team to plan, promote and roll out wellbeing and resilience programmes across the organisation. • Provide an active outreach to staff members on long-term sick leave, where appropriate. • Advise management on strategies to improve absence management and related performance indicators. • Direct staff to appropriate external support services when required. • Liaise with external agencies and the Council’s Medical Advisors regarding the provision of information and supports on health promotion. • Collaborate with the Learning and Development team in relation to the development and roll-out of health, wellness and welfare training programmes. • Develop and maintain a Staff Welfare Charter and annual work plan. • Ensure information on staff welfare policies and procedures is dispersed to all staff in a timely manner. • To take an interest in, and actively encourage general welfare, social and recreational activities amongst the Council’s staff. • Meet new staff members to provide information on available welfare facilities and supports. • Contribute to the development and roll out of health awareness initiatives and programmes. • Maintain up-to-date knowledge of the various state, semi-state, medical, voluntary and other agencies whose services may benefit staff. • To advise, as required, on the formulation of staff welfare policies and to assist in the development and implementation of such policies. • Maintain appropriate records in line with confidentiality requirements. • Report directly to the Senior Executive Officer, People Services or their nominee and liaise with Heads of Departments and relevant external agencies as necessary in the carrying out of their duties. • Other duties and responsibilities as may be assigned from time to time. These tasks which are indicative rather than exhaustive are carried out under general supervision. Qualifications and Requirements of the Post CHARACTER Each candidate must be of good character. HEALTH Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. EDUCATION, TRAINING, EXPERIENCE, ETC. Candidates must on the latest date of receipt of completed application forms have: (a) hold a professional qualification in Social Work prescribed under the Health and Social Care Professionals Act 2005 (as amended): or (b) have a Letter of Validation issued by CORU/National Social Work Qualifications Board; (c) be eligible for registration with CORU; (d) possess a high standard of administrative and management experience; and (e) have a satisfactory knowledge of public service organization. The ideal candidate shall: • Have strong communication, confidentiality, and interpersonal skills. • Have a proven track record in the promotion of staff welfare. • Provide satisfactory evidence of their ability to relate well to people and to guide them towards the resolution of their difficulties with sensitivity and sound judgement. • Will have good knowledge and awareness of Health and Safety Legislation and Regulations, the implications for the organization and the employee, and their application in the workplace. • Be in possession of 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. Candidates may be shortlisted based on the desirables listed above. The Selection Process Fingal County Council reserves the right to shortlist applications, if required. This is not to suggest that any candidate may be unsuitable or incapable of undertaking the duties of the post advertised, but rather that there may be candidates who have demonstrated that they are better qualified and/or have more relevant experience. The number of persons to be invited, in these circumstances, to interview shall be determined by the local authority from time to time, having regard to the likely number of vacancies to be filled. Step 1: Initial Screening In the first instance, all applications received by the latest date/time for receipt of completed applications are screened for eligibility in accordance with the qualifications for the post as set out in this booklet and declared by the Minister for the Department of Housing, Local Government and Heritage under Section 160 of the Local Government Act 2001. Step 2: Shortlisting Each candidate’s application may be assessed against pre-determined criteria based on the requirements of the position as outlined in this booklet. It is the sole responsibility of the applicant to provide a detailed and accurate account of their qualifications and/or experience in their application form and to outline the relevance of their experience in the examples provided. Step 3: Interview Candidates who are successful in the shortlisting process will be invited to attend for interview(s). Fingal County Council will endeavor to give sufficient notice of the interview to shortlisted candidates. Thereafter, it is the responsibility of the candidate to make themselves available on the date/time selected. Candidates who do not attend for interview will be deemed to have withdrawn their application from the competition. Expenses incurred by candidates in attending for interview will be at the candidates own expense. An independent interview board will be established by the Senior Executive Officer, People Services, or other designated officer, to assess the candidates shortlisted for interview. The interview board will generally comprise of a Chairperson and two other members, who will have expert knowledge in the relevant field. The objective of the interview board is to identify candidates who best meet the objective criteria and competencies required for the position and to place them in order of merit. Candidates who are successful in the interview will be qualified in order of merit for appointment to the post of Staff Welfare Officer and placed on a panel. It should be noted that placement on a panel may not necessarily lead to a job offer. The selection process is not concluded until such time as references have been sought and clearance checks, i.e. Garda vetting, occupational health, verification of education qualifications, etc, have been carried out to the satisfaction of the Council. Benefits At Fingal County Council, we value our employees and want to support them to develop their careers. We offer flexible working arrangements, competitive salaries and pension benefits, a positive work environment, training and development opportunities, a defined career path in a supportive and inclusive culture and the opportunity to make a difference, along with the following benefits: ➢ Standard working day is 9-5 ➢ Excellent Work/Life balance with Family Friendly Schemes such as Shorter Working Year and Worksharing ➢ Opportunities for promotion and career development ➢ Employee Assistance and Wellbeing Programme ➢ Pension Scheme ➢ Blended Working available - up to 2 days per week ➢ Ongoing training and higher educational support ➢ Cycle to Work Scheme Particulars of Employment The employment is whole time, permanent and pensionable. Persons who become pensionable employees of a local authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependent or qualified children). Persons who become pensionable employees of a local authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 5% of their pensionable remuneration. All persons who become pensionable employees of a local authority will be required in respect of the Local Government (Spouses and Children’s Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the Scheme. PROBATION (a) there shall be a period after such employment takes effect during which such persons shall hold such employment on probation, (b) such period shall be one year but the Chief Executive may at their discretion extend such period, (c) such persons shall cease to hold employment at the end of the period of probation unless during such period the Chief Executive has certified that the service of such persons is satisfactory. SALARY €55,209, €57,809, €60,432, €63,076, €65,707, €68,342, €70,979 (LSI 1), €72,357 (LSI 2) per annum. Persons who are not serving local authority employees will be based on the minimum of the scale. Holders of the post shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their post or in respect of any services which they are required by or under any enactment to perform. HEALTH For the purpose of satisfying the requirement as to health it will be necessary for successful candidates, before they are employed, to undergo a medical examination by a qualified medical practitioner to be nominated by the Local Authority. RETIREMENT AGE The retirement age is 70 years. RECRUITMENT The local authority shall require a person to whom employment is offered to take up such employment within a period of not more than 6 weeks and if they fail to take up the employment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not employ the person.
Local Community Safety Partnership Administrator
The Role The Department of Justice has developed a community safety policy based on a key principle that policing is not the responsibility of the police alone and involves other agencies of Government such as health and social services. The Community Safety Policy proposes a whole-of-government approach to community safety. At the heart of this policy is the principle that every community has the right to be and feel safe in order to thrive and flourish. This new approach will be delivered through Local Community Safety Partnerships (LCSPs), supported through a national governance structure. This structure will ensure that communities are empowered to have a strong say in what actions are prioritised by the services operating in their area and will also have a key oversight role in ensuring those actions are followed through. The Local Community Safety Partnership Administrator (LCSP Administrator) is a support or supervisory position within the Operations Directorate, Fingal County Council. The postholder will play a key role in providing operational and administrative support to the LCSP Coordinator to establish and run an efficient and effective secretariat, supporting all the administrative and organisational requirements of the LCSPs. The successful candidate will also support the work of the LCSP Coordinator in the design and delivery of community safety projects in the relevant local authority area. The LCSP Administrator will be responsible for the day-to-day running of the Community Safety activities in the relevant local authority area. The LCSP Administrator is expected to carry out their duties in a manner that enhances public trust and confidence. The person appointed will be required to work in any location within the Fingal administrative area as may be necessary for the role. The position will from time to time require work to be conducted/completed outside of normal office hours. Duties The duties may include but are not limited to: • Taking decisions within clearly defined policy; on eligibility or entitlement to services, grants, superannuation benefits etc. • Dealing with the members of the LCSP’s, Department of Justice and all stakeholders by telephone, email and at events and meetings. • Undertaking casework and research on specific areas of service in regard to the work of the Safety Partnerships and issues relating to community safety. • Briefing and training new staff in the workings of the section. • Implementing agreed procedures, schemes and policies of the Council. • Servicing meetings of the LCSP’s and sub-committees of the Partnerships. • Attending meetings of the Partnership. • Arranging and attending events and evening meetings. • Preparing documents for meetings including agenda and draft minutes. • Presentation preparation and delivery. • Providing high-level secretarial services. • Financial management – payments, invoicing and budgetary control. Qualifications and requirements of the post CHARACTER Each candidate must 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. EDUCATION, TRAINING, EXPERIENCE, ETC. Each candidate must, on the latest date for receipt of completed application forms: (i) (a) have obtained at least Grade D (or a Pass), in Higher or Ordinary Level in five subjects (or four subjects if Irish is included) from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme including Irish and/or English and one of the following: Mathematics, Accounting, Business Organisation or Economics, and (b) have obtained at least Grade C (or Honours) in higher level (or Honours) papers in three subjects in that examination (or two subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation or Economics), or (c) have obtained a comparable standard in an equivalent examination, or (d) hold a third level qualification of at least degree standard, or (ii) be a serving employee in a Local Authority, or a Regional Assembly and have at least 2 years satisfactory experience in a post of Clerical Officer or an analogous post. The ideal candidate will: • Be in possession of a current unendorsed full driving licence (Category A1, A and/or B) as they will be required to drive in the course of their duties. • Have strong communication and interpersonal skills. • Have experience in minute taking in meeting settings with multiple stakeholders. • Have a satisfactory understanding of the Council’s purpose and priorities and knowledge of public service organisation in Ireland in order to achieve effective service delivery. • Have ability to work under pressure to tight deadlines in the delivery of key policy objectives. • Be self-motivated with ability to work on own initiative. The Selection Process: Fingal County Council reserves the right to shortlist applications, if required. This is not to suggest that any candidate may be unsuitable or incapable of undertaking the duties of the post advertised, but rather that there may be candidates who have demonstrated that they are better qualified and/or have more relevant experience. The number of persons to be invited, in these circumstances, to interview shall be determined by the local authority from time to time, having regard to the likely number of vacancies to be filled. Step 1: Initial Screening In the first instance, all applications received by the latest date/time for receipt of completed applications are screened for eligibility in accordance with the qualifications for the post as set out in this booklet and declared by the Minister for the Department of Housing, Local Government and Heritage under Section 160 of the Local Government Act 2001. Step 2: Shortlisting Each candidate’s application may be assessed against pre-determined criteria based on the requirements of the position as outlined in this booklet. It is the sole responsibility of the applicant to provide a detailed and accurate account of their qualifications and/or experience in their application form and to outline the relevance of their experience in the examples provided. Step 3: Interview Candidates who are successful in the shortlisting process will be invited to attend for interview(s). Fingal County Council will endeavor to give sufficient notice of the interview to shortlisted candidates. Thereafter, it is the responsibility of the candidate to make themselves available on the date/time selected. Candidates who do not attend for interview will be deemed to have withdrawn their application from the competition. Expenses incurred by candidates in attending for interview will be at the candidates own expense. An independent interview board will be established by the Senior Executive Officer, People Services, or other designated officer, to assess the candidates shortlisted for interview. The interview board will generally comprise of a Chairperson and two other members, who will have expert knowledge in the relevant field. The objective of the interview board is to identify candidates who best meet the objective criteria and competencies required for the position and to place them in order of merit. Candidates who are successful in the interview will be qualified in order of merit for appointment to the post of Local Community Safety Partnership Administrator and placed on a panel. It should be noted that placement on a panel may not necessarily lead to a job offer. The selection process is not concluded until such time as references have been sought and clearance checks, i.e. Garda vetting, occupational health, verification of education qualifications etc., have been carried out to the satisfaction of the Council. Benefits At Fingal County Council, we value our employees and want to support them to develop their careers. We offer flexible working arrangements, competitive salaries and pension benefits, a positive work environment, training and development opportunities, a defined career path in a supportive and inclusive culture and the opportunity to make a difference, along with the following benefits: ➢ Standard working day is 9-5 with Flexitime (up to 13 flexi days per year) ➢ Excellent Work/Life balance with Family Friendly Schemes such as Shorter Working Year and Worksharing ➢ Opportunities for promotion and career development ➢ Employee Assistance and Wellbeing Programme ➢ Pension Scheme ➢ Blended Working available - up to 2 days per week ➢ Ongoing training and higher educational support ➢ Cycle to Work Scheme Particulars of Employment The employment is wholetime, permanent and pensionable. Persons who become pensionable employees of a local authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). Persons who become pensionable employees of a local authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 5% of their pensionable remuneration. All persons who become pensionable employees of a local authority will be required in respect of the Local Government (Spouses and Children’s Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the Scheme. PROBATION Where persons who are not already employees of a Local Authority are employed, the following provisions shall apply: (a) there shall be a period after such employment take effect during which such persons shall hold such employment on probation, (b) such period shall be one year, but the Chief Executive may at his or her discretion extend such period, (c) such persons shall cease to hold employment at the end of the period of probation unless during such period the Chief Executive has certified that the service of such persons is satisfactory. SALARY €35,613, €37,740, €40,759, €42,741, €44,475, €46,153, €48,417, €50,056, €51,722, €53,296, (LSI 1), €54,911 (LSI 2). Persons who are not serving local authority employees will be based on the minimum of the scale. Holders of the post shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their post or in respect of any services which they are required by or under any enactment to perform. HEALTH For the purpose of satisfying the requirement as to health it will be necessary for successful candidates, before they are employed, to undergo a medical examination by a qualified medical practitioner to be nominated by the Local Authority. RETIREMENT AGE The retirement age is 70 years. APPOINTMENT The local authority shall require a person to whom employment is offered to take up such employment within a period of not more than 6 weeks and if he or she fails to take up the employment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not employ the person.
Homeless Services Operator
THE IDEAL CANDIDATE SHALL – • have an understanding of the services provided by Dubin Region Homeless Executive; • have an understanding of the issues facing people in homelessness; • have previous relevant work experience, preferably in a customer focused environment within the housing sector; • be able to work with colleagues and the public effectively to achieve a common goal, ensuring standards are adhered to and maintained; • have excellent interpersonal and communications skills with the ability to communicate in a clear, concise manner; • have excellent judgement skills; • have the ability to take direction/follow instruction and be flexible in their approach to work by organising and prioritising work effectively; • have an appropriate level of administrative experience and IT skills; • have an ability to work on own initiative, in an independent environment and without constant supervision; • have an understanding of local authority functions and purpose and knowledge of public service organisation in Ireland; • have an awareness of Health & Safety Legislation and Regulations, the implications for the organisation and the employee, and their application in the workplace. QUALIFICATIONS CHARACTER: Each candidate shall be of good character. HEALTH: Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. EDUCATION, EXPERIENCE, ETC.: Each candidate must, on the latest date for receipt of completed application: (i) have attained such a standard of education as would enable the candidate to carry out efficiently the duties of the post; (ii) have 2 years experience of working directly with clients and customers in a social care related setting; DUTIES The duties of the post include, but are not limited to, the following: • Answering all calls received on the Freephone service in a timely & professional manner; • Making appropriate placements into Emergency Accommodations for service users who have been assessed as homeless within the Dublin Region by a Dublin Local Authority; • Providing information and advice to members of the public, service users and various stakeholders who contact the Freephone service; • Updating service user records on the online Pathway Accommodation and Support System (PASS); • Liaising with Emergency Accommodation providers regarding new, ongoing, closures and exclusions of placements and issues arising regarding same; • Managing Emergency Accommodation bed resources to ensure maximum optimisation to reduce occurrences of rough sleeping; • Liaising with relevant DCC teams to ensure the most appropriate and available accommodation is offered; • Providing daily reports to Senior Management regarding Emergency Accommodation bed availability where required. Maintaining a level of record keeping across a number of platforms; • Adhering to building management protocols in place; • To carry out such other duties as may be assigned from time to time. The particular duties and responsibilities attached to the post may vary from time to time, without changing the general character of the duties or level of responsibilities entailed. The post holder may therefore be required to perform duties appropriate to the post, other than those detailed above, and to take instructions from and report to an appropriate Officer or such designated Officer as may be assigned from time to time by the City Council. The duties of the post are to give to the local authority and to (a) The local authorities or bodies for which the Chief Executive is Chief Executive, and (b) To any other local authority or body with which an agreement has been made by the local authority or by any of the authorities or bodies referred to in sub-paragraph (a) of this paragraph under the general direction and control of the Chief Executive or of such officers as the Chief Executive may from time to time determine, such appropriate computing, technical, management, administrative, executive, supervisory, advisory and ancillary services as may be required by any local authority or body hereinbefore mentioned in the exercise and performance of any of its powers, functions and duties and to exercise such powers, functions and duties as may be delegated to them by the Chief Executive from time to time including the duty of servicing all committees that may be established by any such local authority or body. The holder of the post will, if required, act for an officer of a higher level. SELECTION PROCESS • Posts of Homeless Service Operator will be filled from this publicly advertised competition. Selection shall be by means of a competition conducted by or on behalf of Dublin City Council. • Candidates should note that the information provided by them in their application form and assessment questions will form the basis on which eligibility and short listing is conducted. • Dublin City Council reserves the right to undertake eligibility and/or shortlist candidates in the manner it deems most appropriate. • A panel may be formed on the basis of interviews. A candidate whose name is on a panel and who satisfies the Council that they possess the qualifications declared for the post and that they are otherwise suitable for appointment may, within the life of the panel, subject to the appropriate Department of Housing, Local Government and Heritage sanction, be appointed as an appropriate vacancy arises. • The life of the panel shall be for a period of one year from the date of its formation. • Dublin City Council shall require any person to whom an appointment is offered to take up such appointment within a period of not more than one month and if they fail to take up appointment within such period, or such longer period as the Council in its absolute discretion may determine, the Council shall not appoint them. SHORTLISTING Dublin City Council reserves the right to shortlist candidates to proceed to the interview stage of the competition. Shortlisting of candidates will be on the basis of information supplied on the Application Form, in conjunction with the answers given in the assessment questions. It is therefore in your own interest to provide a detailed and accurate account of your qualifications/experience in your application. The shortlisting process will provide for the assessment of each applicant’s application form against predetermined criteria that reflect the skills and depth of experience considered to be essential for a position at this level. INTERVIEW The interview will be competency based and marks will be awarded under the following competencies: • Customer Focus & Communicating Effectively • Planning and Organising Work • Team Work • Personal Effectiveness • Local Authority Knowledge and Experience Please see page 8 of the Candidate Information Booklet for more details. SALARY The fortnightly pay for the position of Homeless Services Operator is: €1,617.06; €1,636.62; €1,656.40; €1,675.82; €1,695.50; €1,715.14 Allowances may be applicable with this position. The post is permanent, rostered and pensionable. The Freephone Service operates 365 days per year. Hours of work are from 1pm to 10.30pm on a rostered basis. Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government and Heritage. In accordance with Departmental Circular letter EL 02/2011, a person who is not a serving public service employee on or after 1st January 2011 will enter the scale for the position at the minimum point. Rate of remuneration may be adjusted from time to time in line with Government Policy. All applicants must refer to the Additional Candidate Information Booklet which can be found at careers.dublincity.ie for additional relevant information pertaining to the salary scale and the recruitment process. PARTICULARS OF POSITION (a) The post is permanent, rostered and pensionable. (b) Dublin City Council reserves the right to, at any time, assign an employee to any Department now or in the future. (c) A period of one year’s probation applies where a person is permanently appointed to Dublin City Council. CITIZENSHIP Candidates must, by the date of application be: a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway, or b) A citizen of the United Kingdom (UK), or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons, or d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa, or e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa, or f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. Dublin City Council welcomes all nationalities and ethnic backgrounds to join its diverse workforce and reserves the sole discretion to vary the above requirements from time to time subject to business needs and staffing requirements. IRISH PROFICIENCY As part of our ongoing commitment to support the Irish language, our leadership on the Gaeilge365 programme and to comply with the Official Languages (Amendment) Act 2021, we are gathering information on candidates’ capacity to speak Irish. Under this legislation, public bodies are required to ensure that 20% of new recruits are capable of performing their duties through Irish by 2030. While this position is not an Irish language speaking role, we are asking all applicants to indicate their current level of Irish language ability. This information will be used for workforce planning purposes only and will not form part of the selection process for this competition. ADDITIONAL RELEVANT INFORMATION FOR APPLICANTS • The National Vetting Bureau (Children and Vulnerable Persons) Act 2012 to 2016 came into effect on 29th April 2016. The Act places a statutory obligation on Dublin City Council to ensure that any work or activity which is carried out by a person, a necessary and regular part of which consists mainly of a person having access to, or contact with children or vulnerable persons, will be the subject of Garda Vetting. • Subject to the provisions of the Freedom of Information Act 2014, applications will be treated in strict confidence. • Any attempt by a candidate themselves or by any person(s) acting at the candidate’s instigation, directly or indirectly, by means of written communication or otherwise, to canvass or otherwise influence in the candidate’s favour any employee of the City Council or person nominated by the City Council to interview or examine applicants will automatically disqualify the candidate for the position being sought. • It is important to remember that this is a competitive process for a role where integrity is paramount. Sharing information on the selection/interview process, e.g. through social media or any other means, may result in a candidate being disqualified from the competition. • Dublin City Council does not allow the unsanctioned use of any type of recording equipment on its premises. This applies to any form of sound recording and any type of still picture or video recording, whether including sound recording or not, and covers any type of device used for these purposes. • An applicant who is found to be ineligible at any stage of the competition will not be further considered. Provision of inaccurate, untrue or misleading information will lead to disqualification from the competition, withdrawal of employment offer or dismissal. • A candidate who does not attend for interview when and where required by the City Council, or who does not, when requested, furnish such evidence as the City Council requires in regard to any matter relevant to their candidature, will have no further claim to consideration. • The City Council will not be responsible for any expenses candidates may incur in connection with their candidature. • The onus is on the candidate to keep a regular check on their email account as email notifications of updates may sometimes be filtered into Junk/Spam folders. Dublin City Council accepts no responsibility for communication not accessed or received by an applicant.
Park Ranger
The Role The public realm service within the Climate Action Department manages parks and open spaces, which range from regional parks to small local parks within residential areas, planning and delivering the recreational facilities therein. The public realm service also contributes to public realm and urban design of the county to make it a more attractive place in which to live, work and visit. It is responsible for the management of the County’s 1,750 hectares of parks and public open spaces (in addition to approximately 75,000 street trees), which include such diverse areas as river valleys, meadowlands, urban and neighbourhood parks. The public parks provide for a wide range of recreational facilities such as playing pitches (including all weather pitches), play-spaces, tennis courts, skate parks, teen-spaces and bowling greens. The management of these spaces requires a balanced consideration of the social and recreational needs of the county and the requirement to protect and enhance nature conservation and biodiversity. The Park Ranger will work as part of a team that develops the public realm, public parks, and open spaces of South Dublin County, protecting natural and cultural resources, educating the public, and enforcing park regulations to ensure the safety of both visitors and the environment. The office is wholetime, 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. Wages €775.65 (minimum) – €812.26 (maximum) per week. This does not include relevant allowances. Hours of Work The successful candidates’ normal hours of work will be 40 hours per week with seasonal variations. Park Rangers work shift 5 / 7 including weekends. The Council 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 attained a standard of education not less than second level. Each candidate must be a competent driver with a full unendorsed driving licence category “B”. The person recommended for the post will be required to submit, when requested, a current full driving licence (not a provisional licence). Desirable Education, Training and Experience Have a qualification in Horticulture, Landscaping, Ecology or a related discipline. Experience dealing with customers in a similar customer-facing outdoor environment. Key Competencies / Skills • Motivation and Interest • Communication and Teamwork • Awareness of Health and Safety • Initiative and Problem Solving • 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 The Park Ranger will carry out all their duties under the immediate direction of the Parks Supervisory staff which will include but are not limited to: New appointees to the Park Ranger grade will be required to co-operate fully with any review and restructuring of the Public Realm Section, including the Park Ranger service. Park Rangers will be required to carry out inspections of playgrounds, playspaces, playing pitches, teen spaces, workout areas and all other play equipment on a daily and weekly basis, including the completion of written inspection reports. Complete and store records of inspections and reports in paper and/or digital formats, as required. To assist the Management with the development of the park in accordance with agreed objectives. To ensure the highest standards of customer service; manage visitor pressure; resolve conflicts and compliance with the byelaws for regulations, use and enjoyment of such places; the prevention of injury or damage to persons and property. Uniform supplied must be worn at all times while on duty. It will be the responsibility of the Park Ranger to maintain the uniform in a neat and clean condition. Opening and closing parks. Regulating the use of shelters, pavilions, dressing rooms, public toilets, or other buildings and playing facilities as required. Organising games and other beneficial activities as required for children, young people and adults using the parks, playgrounds, teen spaces, outdoor workout areas and open spaces. Keeping parks, including buildings, playgrounds and open spaces clear of all litter, ensuring that full litter bins are promptly emptied and debris removed by cleaning and carrying out litter picking duties. Park Rangers will visit a number of parks daily as assigned by their Line Manager. If required, the Park Ranger will use a bicycle, e-bike or motor vehicle in the course of their duties as necessary. Park Rangers will be required to comply with the Council’s vehicle driver policy and will complete daily vehicle inspection sheets as required. If required, to carry and use a telecommunications unit. Monitor the park and the activities of park users to ensure compliance with the Parks and Open Space Bye Laws and the Bye Laws Prohibiting the Consumption of Intoxicating Liquor in Public Places and any other bye laws the council may put in place to regulate the use of parks and public open spaces. Issuing on-the-spot fines as a designated officer under Litter Management and the Control of Dogs legislation. Park Rangers will be required to liaise with An Garda Síochána in relation to any anti-social behaviour they observe in Council parks and open spaces and to report on these matters to Council management. To liaise with, and foster good relations with, stakeholders including friends of parks groups, on-site leaseholders, local councillors, neighbouring landowners and community groups to resolve issues on the ground wherever possible. Park Rangers will be required to deal with queries and complaints from park users in the carrying out of their duties. Giving guided tours to individuals or groups who visit parks and the distribution of relevant information such as leaflets on the parks to the public. Working with the public who volunteer to assist as a “Voluntary Ranger” in the management of the parks when they join the “Friends of the Park” Scheme or other similar scheme. Facilitate the Council in future surveys of the parks including the collection of information from the public by means of questionnaires. Visiting schools and/or communities during normal working hours to advise the students/members of the public about the management of parks and the various facilities. Work with the Education Officer or any other Officer designated for that purpose. Undertake any necessary training provided to equip them to carry out their new duties. Carry out duties in accordance with work schedules as determined from time to time by Management. Ensure that reasonable care is always taken for the health, safety and welfare of you (the Park Ranger), and others, and to comply with the Council’s policies and procedures relating to Health and Safety. Carry out inspections on the Council’s park maps, information boards, educational signs and directional signs. If required, Park Rangers are to replace these signs if damaged, absent or outdated. Park Rangers will be required to take pictures of the parks for social media and promotional purposes and liaise with the SDCC Communications Unit. Any other duties appropriate to the post, which may be assigned from time to time. These duties are indicative rather than exhaustive and are carried out under general guidance.
Driver
The Role The office is wholetime, 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. Wages €683.62 (minimum) - €712.08 (maximum). Does not include relevant allowances. Hours of Work The successful candidates normal hours of work will be 39 hours per week. The Council reserves the right to alter your hours of work from time to time. Annual Leave Annual leave entitlement for this position is 25 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 reached a good standard of general education as will enable them to perform satisfactorily the duties of the post; Hold a full Class C Driving Licence free from endorsements. Candidates may be required to undergo a driving assessment before being considered for driving duties. Have previous work experience carrying out manual labour in the construction industry. Have previous experience of driving vehicles used in the area of construction, agriculture or horticulture. Hold a valid Driver Certificate of Professional Competence Card (Driver CPC Card) prior to taking up duty. Have a valid Safe Pass Card prior to taking up duty. Desirable Education, Training and Experience Hold a full Class CE Driving Licence free from endorsement Experience using HIAB. Have an awareness of eco-driving and how to implement. Key Competencies / Skills • Motivation and interest. • Communication and teamwork. • Awareness of Health and Safety. • Initiative and problem solving. • Local government knowledge. 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: Driving a lorry / van or any Council vehicle (as assigned) and General Operative duties. Carrying out works with the crew. General maintenance of the vehicle (including washing, fuelling, oil checks, wheel replacement and so on) on a regular basis, or as required. Use of a driver fob as required by the organisation. Carry out daily vehicle checks as per Road Safety Authority (Commercial Vehicle Roadworthiness) (Vehicle Maintenance and Repair regulations 2013). Checks may be carried using the relevant mobile application. Regular charging of an Electric Vehicle including maintaining vehicle charge to ensure it is road worthy. Adhering to the SDCC policy on refuelling including the correct use of an assigned fuel fob. Have due regard to Health, Safety and Welfare at Work legislation. Loading of vehicles and operation of any lifting equipment and so on. Operating equipment, tools and machinery as required. Assuming personal responsibility for own safety at work. Working collaboratively with other staff. Operating any machinery, equipment and associated items as required including operating existing technology and any new technology that may be introduced in the future and be responsible for such items under his / her control. This will include recording daily operations on such systems (for example vehicle logbook data entry or daily vehicle check through smartphone or tablet). Keeping records relating to his/her duties as directed by the supervisory staff. Dealing effectively and courteously with customers. Comply with all Council policies and procedures in all aspects of their work with / on behalf of the Council including the Procedure for the use of South Dublin County Council Vehicles. Submit motor claim accident reports to the Machinery Yard Engineer within 24 hours of any incident occurring. Maintain a vehicle logbook, recording details of all journeys undertaken by the vehicle they are driving. Journey logs may be completed on a mobile application. Ensure qualifications such as CPC courses, Health and Safety courses, Safe Pass and other training skills are updated as required. Adherence to the outcome of the Council’s Fleet Management Review. On assignment to Housing Maintenance, he/she will be required to carry out all the duties allocated to him/her through its Supervisory Staff, relating to the repair and maintenance of the Council’s Social Housing Stock and it environs, including the removal of waste from internal and external areas, general maintenance of garden areas, small construction maintenance works, assist in the upkeep of external and internal communal areas of multi-unit developments & assist craft workers in completing their tasks. The post holder will be available, if called on, for night, weekend or other duties outside of normal hours, when required. The post holder may be assigned to any Directorate or work location, from time to time, as determined by Management. Any other duties appropriate to the grade of Driver or General Operative that may be assigned from time to time. These duties are indicative rather than exhaustive and are carried out under general guidance.
Community Employment Supervisor
The Role The employment is temporary, wholetime and pensionable. A specific purpose contract will apply for the duration of time that the Department of Social Protection promote and support the Community Employment Schemes within the control of South Dublin County Council (SDCC). A panel will be formed to fill temporary positions. Wages €728.92 (min) to €880.37 (max) per week A person who is not an existing CE Supervisor will commence on point 1 of the scale for the position. Hours of Work The CE Supervisor post is full-time, 39 hours per week (every week) irrespective of the specific work arrangements for the participants. The hours will coincide with the hours worked by participants except where work is scheduled to cover more than 39 hours per week. In this instance the Supervisor should be available at peak and essential times to suit the nature of the work being done. The 39 hours excludes time off for lunch periods. The Council reserves the right to alter the CE Supervisor’s hours of work from time to time. Annual Leave 20 days per annum inclusive of Good Friday and Easter (should Christmas Eve fall on a working day) and pro rata for lesser periods. 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 attained Major award at 3rd level qualification (NFQ Level 6 or higher) in Business/Financial Administration, Training, Human Resources, Project Management or related disciplines. Have 3 years’ supervisory experience ICT skills are essential for example MS Office. Be a competent driver with a full driving licence category “B” without endorsement. Have access to transport. Desirable Education, Training and Experience Be able to supervise a team effectively to achieve a common goal, ensuring strong governance standards and ethics standards are adhered to and maintained; Understand the changing environment and be capable of implementing change in order to deliver quality services to our citizens; Demonstrate relevant administrative experience; Be self-motivated with ability to work on own initiative; Have an awareness of Health and Safety Legislation and Regulations, the implications for the organisation and the employee, and their application in the workplace; Have strong interpersonal skills. Key Competencies / Skills • 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: The Supervisor, under the general supervision of the Area Community Officer and in conjunction with the Management Committee of the Centre(s), will be involved in the day to day running of the Centre(s) and will be required to oversee the administrative, technical and participant development aspects of the project. In particular, the duties of the Community Employment Supervisor will include, but are not limited to, the following: Work to advertise Community Employment participants opportunities and take all appropriate steps to recruit Community Employment participants in line with SDCC and DEASP recruitment procedures. Allocate duties to the individual Community Employment (CE) participants. Preparation and implementation of rosters for the Community Employment participants to provide the optimum coverage for the operation of Centre(s). Supervise Community Employment participants and work undertaken by participants on the project Act as a first point of support to Community Employment participants Implementation of local management decisions insofar as they concern the Community Employment participants. Liaison with Centre Management Committee(s) and Community Employment participants. Assisting Centre Management Committee with the development of activity programmes for their Centre(s). Maintain relevant attendance records and make necessary returns with regard to payment of Community Employment participants. Carrying out the instructions of appropriate South Dublin County Council officials. Manage project finance and administration on behalf of South Dublin County Council. Report to South Dublin County Council on all aspects of the scheme as requested. Liaise with individual Centres, Community Employment Scheme Projects and South Dublin County Council’s Area Community Team. Adherence to agreed ratios as referenced to Labour Relations Commission (LRC) 16000, 2nd November, 1998. This refers to the pay thresholds of participants to supervisors. Develop and implement the Individual Learning Plan with regard to the training requirements for each Community Employment participant. Make sure that a profile of each individual participant’s needs is drawn up through one-to-one consultations, and that this profile is reflected in the Individual Learner Plan. Prepare quarterly reports on the operation of the scheme particularly with reference to the implementation of the Individual Learning Plan. Ensuring the organisation, planning and contracting of training as per Community Employment participant agreed training needs. Organise and monitor training provided. Provide training inputs as advised by DEASP. Develop participants’ employability skills and support progression. Organise and increase the take up of external work experience option for Community Employment participants – up to 4 weeks during 12 month period Plan and manage project work so that it becomes a structured work experience programme. Provide guidance and mentoring to Community Employment participants. Liaise, as appropriate, with statutory, voluntary organisations and employers Maintain ongoing development/ progression records of Community Employment participants Identify participants who are not ready for progression and refer to supplementary supports Draw up and implement exit plan for progressing of each Community Employment participant Keep record of Progression achieved for participants exiting scheme. Provide follow-up on past Community Employment participants for a pre-determined period. Liaise and follow up with local employers and local DEASP/ Local Employment Services (LES). Adhere to and implement the DEASP quality assurance system Provide project/ participant reports and data as required by DEASP. Attend all Community Employment Supervisor training/briefings organised by the DEASP as part of their supervisory duties. Keep the Participant Development Officer informed of the progress of the planning and delivery of participant development and should consult with the Development Officer for support. Development and implementation of the Participant Development Plan. Developing participants’ employability skills and supporting progression. Improved referral mechanisms for all participants who leave CE to DEASP employment services. Maintain hard/electronic relevant records in accordance with SDCC requirements and the DEASP quality system and in compliance with the General Data Protection Regulation (GDPR) regulations. Any other duties as may be assigned from time to time. These duties are indicative rather than exhaustive and are carried out under general guidance.
