Jobs in Letterkenny
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L8412 Electrician
Remuneration The Salary scale for the post (as at 01/03/2025) is: €41,153 - €42,299 - €45,106 - €45,388 - €45,670 - €45,951 - €46,235 - €46,517 - €46,800 - €47,082 - €47,395 New appointees to any grade start at the minimum point of the scale. Incremental credit will be applied for recognised relevant service in Ireland and abroad (Department of Health Circular 2/2011). Incremental credit is normally granted on appointment, in respect of previous experience in the Civil Service, Local Authorities, Health Service and other Public Service Bodies and Statutory Agencies Reporting Relationship The post holder will: · Report to the Buildings foremen & Maintenance Manager · Assist the Electrical Foreman/ Maintenance Manager Purpose of the Post · To carry out electrical duties including maintenance and minor projects at Letterkenny University Hospital. To assist in the preparation of all electrical specification and electrical planning required for the hospital. · To assist the Maintenance Foreman and the Maintenance Supervisor on maintaining the hospitals’ electrical systems. Principal Duties and Responsibilities · The person holding this post is required to support the principle that the care of the patient comes first at all timers and will approach their work with the flexibility and enthusiasm necessary to make this principle a reality for every patient to the greatest possible degree. · Maintain throughout the hospital awareness of the primacy of the patient in relation to all hospital activities. · Performance management systems are part of role and you will be required trio participate in the Groups performance management programme. Principle Duties The Electrician will: · Operate and maintain the electrical and mechanical services of Letterkenny University Hospital in accordance with National and European regulations and best practice. · Carry out electrical installation works, as required · Implement a preventative maintenance program for the electrical and mechanical services. · Assist with the development of management systems for the performance of maintenance on the electrical and mechanical services, incorporating best practice and quality control procedures. · Record all maintenance activities in a professional manner. · Maintain a computerised asset register of equipment and plant items for the electrical and mechanical services. · Implement an energy conservation programme associated with the electrical and mechanical services. · Maintain the telecommunications system and equipment. · Participate in the management of new development projects, as required. · Perform maintenance of the building fabric and the hospital grounds, where required. · Participate in a formal emergency on-call service as required. · Have knowledge of, and ensure all work is conducted in accordance with Health Technical Memorandum 06 for the electrical services. · Operate and maintain the following systems: o Building energy and management systems o MV electrical systems and back-up generators o LV electrical Systems o UPS Power Systems o Telecommunication, IT & BMS systems o Fire alarms o Nurse call o Heating ventilation and refrigeration systems o Medical gas systems o Lifts o Medical equipment, as assigned o HVAC systems and control o Emergency lighting systems · Assemble, install, test and maintain electrical or electronic wiring, equipment, appliances, apparatus and fixtures, using hand tools and power tools. · Diagnose malfunctioning systems, apparatus and components, using test equipment and hand tools to locate the cause of a breakdown and correct the problem. · Inspect electrical and mechanical systems, equipment and components to identify hazards, defects and the need for adjustment or repair and to ensure compliance with codes. · Advise management on whether continued operation of equipment could be hazardous. · Test electrical systems and continuity of circuits in electrical wiring, equipment and fixtures, using testing devices such as ohmmeters, voltmeters and oscilloscopes, to ensure compatibility and safety of system. · Plan, layout and install electrical wiring and associated containment systems such as trunking, trays and conduits, equipment and fixtures, based on job specifications and national regulations. · Create holes in the building fabric, wall and floors etc. · Direct and train other workers to install, maintain, or repair electrical wiring, equipment, and fixtures. · Prepare / follow drawings to determine the location of wiring and equipment and to ensure conformance to building and safety codes. · Repair / replace and connect power cables and install ground leads to equipment, such as motors etc. · Perform business management duties such as maintaining records and files, preparing reports and ordering supplies and equipment. · Work from ladders, scaffolds, roofs and hydraulic hoists and platforms to install, maintain or repair electrical and mechanical services, equipment and fixtures. · Construct and fabricate parts, using hand tools and specifications. · Perform physically demanding tasks, such as digging trenches to lay conduit and moving and lifting heavy objects. · Provide assistance during emergencies by operating floodlights and generators and driving required vehicles. · Assist other trades with maintenance duties not related to mechanical or electrical services, such as carpenters and plumbers. · Supervise contractors in the performance of their work, when requested to do so. · Drive and operate vehicles such as vans, cherry pickers and hydraulic platforms. General Responsibilities The Electrician will: · Manage materials, equipment, finances and contractors associated with the Maintenance Department. · Develop specifications for tender, as required. · Manage the maintenance service within allocated budgetary constraints. · Plan, organise and control the work, such that a continuous and quality service is provided to the hospital. · Compile and record maintenance reports associated with the work consistent with best practice and quality control measures. · Maintain good outward communications with medical personnel, patients, senior management and committees within the hospital. · Promote a quality working environment within the Estates Department. · Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to the role for example, Standards for Healthcare, National Standards for the Prevention and Control of Healthcare Associated Infections, Hygiene Standards etc. · Support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. KPIs · The identification and development of Key Performance Indicators (KPIs) which are congruent with the hospital’s service plan targets. · The development of Action Plans to address KPI targets. · Driving and promoting a Performance Management culture. · In conjunction with line manager assist in the development of a Performance Management system for your profession. · The management and delivery of KPIs as a routine and core business objective. PLEASE NOTE THE FOLLOWING GENERAL CONDITIONS · Employees must attend fire lectures periodically and must observe fire orders. · All accidents within the Department must be reported immediately. · Infection Control Policies must be adhered to. · In line with the Safety, Health and Welfare at Work Act, 2005 all staff must comply with all safety regulations and audits. · In line with the Public Health (Tobacco) (Amendment) Act 2004, smoking within the Hospital Building is not permitted. · Hospital uniform code must be adhered to. · Provide information that meets the need of Senior Management. Risk Management, Infection Control, Hygiene Services and Health & Safety · The management of Risk, Infection Control, Hygiene Services and Health & Safety is the responsibility of everyone and will be achieved within a progressive, honest and open environment. · The post holder must be familiar with the necessary education, training and support to enable them to meet this responsibility. · The post holder has a duty to familiarise themselves and comply with HIQA and other relevant Organisational Policies, Procedures & Standards and attend training as appropriate in the following areas: o Continuous Quality Improvement Initiatives o Document Control Information Management Systems o Risk Management Strategy and Policies o Hygiene Related Policies, Procedures and Standards o Decontamination Code of Practice o Infection Control Policies o Safety Statement, Health & Safety Policies and Fire Procedure o Data Protection and confidentiality Policies · The post holder is responsible for ensuring that they become familiar with the requirements stated within the Risk Management Strategy and that they comply with the Hospitals Risk Management Incident/Near miss reporting Policies and Procedures. · The post holder is responsible for ensuring that they comply with hygiene services requirements in your area of responsibility. Hygiene Services incorporates environment and facilities, hand hygiene, catering, cleaning, the management of laundry, waste, sharps and equipment. · The post holder must foster and support a quality improvement culture through-out your area of responsibility in relation to hygiene services. · It is the post holders’ specific responsibility for Quality & Risk Management, Hygiene Services and Health & Safety will be clarified to you in the induction process and by your line manager. · The post holder must take reasonable care for his or her own actions and the effect that these may have upon the safety of others. · The post holder must cooperate with management, attend Health & Safety related training and not undertake any task for which they have not been authorised and adequately trained. · The post holder is required to bring to the attention of a responsible person any perceived shortcoming in our safety arrangements or any defects in work equipment. · It is the responsibility of the post holder to be aware of and comply with the HSE Health Care Records Management / Integrated Discharge Planning (HCRM / IDP) Code of Practice. 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/her from time to time and to contribute to the development of the post while in office. Eligibility Criteria Qualifications and/ or experience Candidates must have at the latest date of application: - 1. Professional Qualifications, Experience of Minimum 3 years, etc a) Eligible applicants will be those who on the closing date for the competition: i. Possess a Quality and Qualifications Ireland (QQI) Level 6 (or higher) Advanced Certificate Craft – Electrical (or equivalent qualification). Or ii. Possess the National Craft Certificate issued by FETAC Or iii. Possess the Senior Trade Certificate issued by the Department of Education. Or iv. Possess a Level 3 Technical/Trade qualification or equivalent issued by City & Guilds, London And (b) Candidates must have the requisite technical knowledge and ability (including a high standard of suitability) to discharge the functions of the post 2. 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. 3. Character Each candidate for and any person holding the office must be of good character. Post Specific Requirements · Demonstrate depth and breadth of experience in electrical engineering, installation, operation and maintenance, in industrial, domestic type buildings and/or healthcare setting, as relevant to the role, including 10,000-volt electrical systems. · Candidates must have a minimum of 3 years post Qualification experience. · Demonstrate depth and breadth of experience in managing electrical services and contractors, as relevant to the role. · As this post may involve the driving of HSE owned vehicles, the successful candidate is required to hold a full clean Drivers Licence category B · Have successfully undertaken or be willing to undertake the Solas Safe Pass Health & Safety Awareness Training Programme, or equivalent approved training programme. ( Please note if you have not undertaken this training, you will be required to successfully complete this training on taking up the post ). Other requirements specific to the post · Access to transport, as this post will involve frequent travel between sites. · Candidates should live within a reasonable travel time of Letterkenny University Hospital, such that emergencies can be responded to within a reasonable period of time. · The post holder will be required to carry a HSE mobile phone or bleep during working hours. · Due to the nature of the business of the hospital, some of the works will be conducted outdoors (on roofs etc.) and in difficult weather conditions. The post holder will be required to work in all weather conditions when requested to do so, or when circumstances dictate. · Some overtime will be required, periodically. · The post holder may be required to participate in emergency call outs. Skills, competencies and/or knowledge Candidates must: Technical / Professional Knowledge · Demonstrate the knowledge to carry out the duties and responsibilities of the post including knowledge of National and European standards for electrical power. · Demonstrate knowledge of electrical engineering, installation, operation and maintenance, in an industrial setting, as relevant to the role. · Demonstrate knowledge of 10,000 volt electrical systems. · Demonstrate an ability to develop and write technical engineering reports. · Demonstrate evidence of computer skills, including the use of Microsoft Word, Excel and e-mail, as relevant to the role. · Demonstrate knowledge of current Fire, Health & Safety and Building regulations. · Demonstrate the ability to evaluate information, solve problems and make decisions in a timely manner. Planning and Organisational Skills · Demonstrate experience in the measurement of materials and organising tools and equipment to complete maintenance and project work. · Demonstrate experience in the implementation and management of work schedules. · Demonstrate experience in the development of method safety statements. · Demonstrate evidence of effective planning and organising skills. · Demonstrate an understanding of the importance of value for money in the performance of work. · Demonstrate the ability to manage deadlines and handle multiple tasks effectively. · Demonstrate experience in working effectively under pressure. Commitment to Providing a Quality Service · Demonstrate a commitment to providing a quality service; including an awareness and appreciation of the service user such as patients, general public, medical and non-medical staff. Team & Leadership Work · Demonstrate team working and leadership skills within a multi disciplinary team. · Demonstrate the ability to work on own initiative. · Demonstrate the ability to work within a multi disciplinary team to resolve problems and implement solutions. Communication / Interpersonal skills · Demonstrate effective communication skills including the ability to present information in a clear and concise manner, written and verbal. · Demonstrate an ability to receive and implement instructions in an effective and efficient manner. · Demonstrate effective interpersonal skills. Campaign Specific Selection Process Ranking/Shortlisting / Interview A ranking and or shortlisting exercise may be carried out on the basis of information supplied in your application form. The criteria for ranking and or 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 think about 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 ranking stage of this process (where applied) will be placed on an order of merit and will be called to interview in ‘bands’ depending on the service needs of the organisation. Code of Practice The Health Service Executive / Public Appointments Service 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 might 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. Additional information on the HSE’s review process is available in the document posted with each vacancy entitled “Code of Practice, information for candidates”. Codes of practice are published by the CPSA and are available on www.cpsa.ie
Local Authority Graduate Planner Recruitment
We are recruiting graduates from 10 skill areas We are recruiting suitable candidates to become Graduate Planners with 26 of the 31 City & County Councils in Ireland. The Local Government Ireland Graduate Planner Programme offers graduate planners a rewarding and impactful career in one of 26 of Ireland’s city or county councils. As a graduate planner in a city or county council, you’ll be part of a dynamic, supportive and forward-thinking team that’s dedicated to shaping our towns, cities and rural areas. You’ll get the opportunity to work on innovative projects that positively influence the built environment, support local economies, and enhance the quality of life of local communities Why Local Government? As a Graduate Planner in a Local Authority, you have the opportunity to make a lasting impact on the future development of our communities. While furthering your career as a professional planner. What does a City or County Council Planning Department do? The planning department within Local Authorities regulate and manage development within their county boundaries. Planning departments are responsible for building sustainable communities, creating detailed plans that act as a framework to guide future development, as well as providing expert planning advice, processing planning applications, and enforcing regulations to ensure sustainable growth in our cities and towns. Which City & County Councils will be hiring Graduate Planners 26 of the 31 City & County Councils will be hiring Graduate Planners as part of this recruitment campaign. For the purposes of the recruitment campaign the country and the 26 Councils are divided up into 5 regions. You can apply for a Graduate Planner position in only two regions. Within each region you will be able to apply for up to a maximum of 5 local authorities within each region). Who can apply?? You can apply if you are: • a recent graduate with an honour in a level 8 Honours degree or higher in Planning, or • due to graduate this year and expect to achieve an honour in a level 8 Honours degree or higher and • entitled to work in the Republic of Ireland. Existing local authority staff members can also apply if you hold the necessary qualifications detailed above. Applicants should also possess the following attributes, • Passion for shaping communities and tackling town planning challenges and a collaborative mindset • Strong communication, analytical, and problem-solving skills It is highly desirable that applicants should at the time of commencing employment hold a current valid unendorsed driving licence in respect of Category B vehicles and have access to your own vehicle. It should be noted by applicants that if you are assigned to a rural County Council your employer will require that you are able to undertake work related trips using your own vehicle as soon as possible after commencing employment. The Local Government Management Agency (LGMA) is co-ordinating the Local Authority Graduate Programme recruitment campaign on behalf of the 26 individual City & County Councils in the Republic participating in this national recruitment competition. If successful, you will be offered an employment contract with an individual City or County Council Eligibility qualifications and competence to compete To be eligible for these vacancies, applicants must be able to show the following. 1. Graduate status On or before the date on which a local authority makes you a formal job offer you must provide formal documentation confirming that you have recently achieved an honour in an honours degree (Level 8 on the National Framework of Qualifications). 2. Undergraduates and post-graduate students At the time of application, if you are still a final-year undergraduate or postgraduate student, you can still apply and complete all stages of the application and recruitment process. If you are a final year student and yet to be assigned a grade, you will be asked on the application form to detail the award your course of study will lead to and what grade you expect to obtain when you do graduate. However, you must have proof of having achieved the required award level required (i.e.) an honour in a level 8 honours degree or masters. You must show this to the potential employer as part of the normal pre-employment checks process before they can make any job offer to you. If you can’t prove at the job offer stage that you have achieved at least an honour in an honours degree or masters, a job offer will not be made. Applicants will not receive any job offers if they have been: • asked to repeat exams or • asked to resubmit elements of their final year course work so that their final results can be issued by the university or educational institute where they did the course of study Applicants must ensure that they are in a position to commence employment when required by the employing Council. As part of your employment you must ensure that you will be able to physically attend the Council offices, on a full-time basis, to begin with. 3. Competency You must also be able to show at interview that you have the competencies for the role of a Graduate Planner. These competencies are defined in Appendix 1 of this document. Certain citizenship requirements that will determine whether you can apply or not. Applicants must, by the date of any job offer, fit into one of the categories below Citizen of the European Union You are a citizen of one of the 27 member countries of the European Union Citizen of EEA You are a citizen of the European Economic Area (EEA). The EEA consists of the Member States of: • the European Union • Iceland • Liechtenstein • Norway Citizen of the UK You are a citizen of the United Kingdom (UK) Switzerland You are a citizen of Switzerland as defined in the agreement between the EU and Switzerland on the free movement of persons Spouse or child You are a non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and have a stamp 4 visa International protection You are: • a person awarded international protection under the International Protection Act 2015, or • a family member entitled to remain in the State as a result of family reunification, and • someone with a stamp 4 visa Parent or dependent You are 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 • have a stamp 4 visa Valid Department of Justice visa stamp You must hold a valid visa stamp issued by the Department of Justice which clearly allows you to reside in the country and seek employment, for example, stamp 1g. Existing local authority staff If you are a current employee of a City or County Council and possess an honour in a level 8 honours degree in Planning or higher, then you can apply for the position of a Graduate Planner, as long as your current post has a salary scale that starts below the starting salary for a Graduate Planner (i.e.) €38,956. Ex-public servants who previously availed of incentivised early retirement or a Voluntary Redundancy Scheme You must tell us if you have previously availed of: • a public service scheme of incentivised early retirement, and, or • the collective voluntary redundancy scheme. This collective scheme is detailed in Circular Letter LG(P) 06/2013. You must tell us if you are entitled to a Public Service pension benefit (in payment or preserved) from any other Public Service employment. You must also tell us where you have received a payment-in-lieu for service in any Public Service employment. Why should I apply? Local government is a great place to start and grow your career. The main benefits to working as a Graduate Planner in a City or County Council include: • Starting salary of €38,956 with annual increments • 24 days annual leave per year • Flexible work arrangements • Comprehensive mentoring and structured development programme for career growth as a Planner in Local Government • A structured career pathway that allows you to progress in your chosen career as a professional Planner • Supportive work environment with a focus on well-being Making an application To apply for the Local Authority Graduate Programme, go to www.localgovernmentjobs. ie/graduates and click on and fill out the online application form. The application form asks for details about you, your education and your previous periods of employment. It also asks you to choose the local authorities you are interested in applying for. You can apply for a Graduate Planner position in more than one local authority. Number of Councils that you can apply for Number of regions in which you can apply for a Graduate Planner position 2 regions (max) Maximum number of Councils within a region to which you can apply for a Graduate Planner position 5 local authorities in each region (max) You must select an order of priority (1 to 5 with 1 being your highest priority) for the City or County Council chosen in each of your two regions. You can choose to only apply for one region, but it does reduce your chances of securing employment as a Graduate Planner. However, you should not select a City or County Council as one of your 5 choices if you have no intention of taking up employment with that Council. The LGMA will endeavour to ensure that following your interviews the Council you will be assigned to will match your choice of employers. However, unless you score the highest marks at the interview and are placed high up on the panel, we cannot guarantee that you will be assigned to either your no 1 or 2 choices Graduate Planner Development Programme As a Graduate Planner recruit you will take part in a structured development Programme which will be delivered over the duration of your contract. This programme has been designed to meet the demands of Graduate Planner entrants to local government. The aim of the development programme is to make sure that at the end of the three years you will have developed the necessary skills needed to advance your career on to the next level of Planner with your employer (i.e.) Assistant Planner. Each Council will invest in the training and development of the Graduates Planners they recruit. Your employer will provide supports and experience that the Graduates will need to fulfil your potential. Main features of the Graduate Planner development programme The main features and components of the three-year Graduate development programme include: • Block start for all Graduates • Group induction and orientation (centrally delivered) once all Graduate Planners commence employment • Enrolment in the suite of the Planning training courses developed to meet the specific needs of Local Government Planners by the sectors Planning Services Training Group (PSTG) • Dedicated mentoring supports from senior planners • Competency based interview preparation prior to applying for an Assistant Planner vacancy Competency skills and knowledge needed by Graduate Planners are as follows, Purpose and Change • You can demonstrate an understanding of the role played by a local authority on behalf of its citizens and the type of work related to their chosen skills area that local authorities engage in. • You can provide an example of how your qualification and experience to date can be applied to the role of a Graduate Planner? Delivering Results • You can provide an example of where they had to problem solve and contribute to successful solutions of problems encountered. • You can provide an example of where they have had to apply their academic qualification to delivering results as part of a team or as an individual. • You can provide an example of where they have delivered quality work and/or academic project to prescribed deadlines. Personal Performance • You can demonstrate the ability engage in two-way dialogue with interviewers and communicate effectively. • Display an understanding of how your skills and knowledge can contribute positively to the efficient delivery of services to the citizen. • You can provide an example of where you have worked effectively with a variety of colleagues in a team. Personal Effectiveness • You can provide an example of when you have been given responsibility where others were relying upon them doing what they were asked. • You can provide an example of where you have worked to deadlines and demonstrated resilience when setbacks were encountered. • You can provide an example of when you have had to show high levels of initiative, ownership of an assigned tasks and demonstrated self-motivation and self-sufficiency. Local Authority Graduate Programme 17 In addition, interviewers will be tasked with exploring you the interviewee’s knowledge and understanding of planning and how planning relates to the functions of a local Council. Knowledge & Understanding of Skills Area being interviewed for • Clarify with you the applicant which of your qualifications is most relevant to the skills area they have applied for? Can they explain why they believe it is relevant? • You can display an understanding of what role the Planning section of a Council plays and what types of services does it provide to the public? • You can identify what in your opinion is the most important part/aspect of the role of a Council’s Planning Officer? • You can provide an example of when you applied your academic learning or skills in an actual real life/work/academic situation?
Reserve Defence Forces
The Reserve Defence Forces are now accepting applications for the Army Reserve and the Naval Service Reserve. We are looking for men and women from all backgrounds who enjoy working as part of a team. Applicants must be at least 18 years of age and not more than 39 years of age on date of enlistment. Former members of the PDF or RDF with a minimum of one (1) years' service, can apply to join the RDF up to the age of 45 years of age. (We cannot accept applications from persons under 18 years of age). CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Re-Enlistment Permanent Defence Forces
These terms and conditions are to establish a generic framework to be applied on the occasion where former enlisted personnel of the Permanent Defence Force (PDF), with particular skillsets that are not available in the PDF at that time, make an application for re-enlistment in the PDF. The re-enlistment shall only be considered in circumstances where there is a requirement, identified by the Chief of Staff, arising in terms of a deficiency in personnel, military capability or expertise in the PDF that cannot be resolved in a sustainable or timely manner from within existing personnel resources within the relevant Service or Corps. The Chief of Staff will make a recommendation to the Minister on the merits of any application, in serving to address such a deficiency in the PDF. Approval for the re-enlistment of former PDF personnel rests solely with the Minister, on the advice of the Chief of Staff. The Ministers decision in such cases shall be final. Any former enlisted member of the PDF applying for re-enlistment under these arrangements, must satisfy the following requirements: i) meet the medical classification and grading as set out in the provisions of Defence Force Regulations A12; ii) meet such educational, certification, and professional requirements for the relevant appointment to which they are to be re-enlisted; iii) applicants with more than two years’ service should have a minimum military conduct rating of ‘good’ upon previous discharge from PDF, applicants with less than two years previous service may be considered for eligibility on the basis of possessing a conduct rating of not less than ‘fair’ on discharge. iv) pass such security clearance requirements as may be determined by the Chief of Staff from time to time. Persons who are not eligible to apply include those who: • have already retired from the public service on medical grounds, or • were otherwise compulsorily retired from the PDF, or • are in receipt of a disability pension/allowance from any source, or • have a minimum potential service of not less than 6 months to serve to normal retiring age for the rank (as set out in Defence Force Regulations A10). Where the Minister approves the re-enlistment of a former enlisted member of the PDF, the following shall apply: • He/she shall be re-enlisted at the substantive rank at which he/she had retired. • Starting pay on re-enlistment will be at the corresponding point on the pay scale that was applicable immediately prior to his/her retirement1. • He/she will be required to undertake an Induction Programme, to be determined by the Chief of Staff. • The specific terms and conditions applicable under these arrangements, including rates of pay, allowances, occupational pension scheme terms and conditions, employee pension contributions, Social Insurance class, etc., will be determined on the basis of the applicant’s public service employment history to date. • The individual will be re-enlisted for an initial period of up to three years’ service (but not less than six months). Decisions regarding the period of re-enlistment to be offered rests with the Minister. • During the three year period, the individual shall not be eligible to apply for or be considered for promotion to any higher rank but, without prejudice to the entitlement of others, may have access to career courses (with the exception of PNCO course) and overseas deployment (subject to selection criteria published from time to time and dependent on the duration of the enlistment). During this initial three year period of appointment, the individual will be posted to a temporary appointment. • Personnel who re-enlist under these terms and conditions will not be required to pay discharge by purchase rates if they leave of their own volition at any during their initial period of re-enlistment up to 3 years. They may, however, be subject to incur an additional specific undertaking for training provided during that period, should they undertake such training. • Two months prior to the completion of the period of enlistment and on foot of an application from the individual concerned, an extension to the period of enlistment may be offered to the individual concerned, subject to the recommendation of Chief of Staff to the Minister as to the suitability of the applicant for such appointment in terms of continuing to address a deficiency in military capability or expertise in the PDF and a suitable vacancy existing in the establishment. In reaching this decision, the Minister may take into account any other matters as he considers appropriate and reasonable in the case and his decision in such cases shall be final. • Where the individual receives the extension to the period of enlistment, and the aggregate period of re-enlistment exceeds three years, previous service in respect of that individual but excluding the aggregate period of three years served on re-enlistment will thereafter be reckonable in respect of eligibility for future promotion competitions. • The following pension(s) will be immediately subject to abatement* in accordance with the relevant Defence Forces pension scheme rules and / or Section 52 of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 (the 2012 Act) : any Defence Forces occupational pension that is currently in payment to the applicant, or that comes into payment to him/her during the period of reemployment, and any other civil or public service occupational pension already in payment to the applicant, or that comes into payment to him/her during the period of reemployment. *Reduction, suspension or otherwise as the case may be. Further information in relation to Permanent Defence Force occupational pensions is attached at Annex A. ANNEX A PDF OCCUPATIONAL PENSION SCHEME TERMS Members of the Permanent Defence Force (PDF) may qualify for occupational pension and retirement gratuity (i.e. superannuation benefits) subject to certain terms and conditions. The main defined benefits under the PDF superannuation schemes are: • occupational pension, • retirement gratuity (lump sum) or death in service gratuity, and • spouses’/civil partner’s and children’s contributory pensions. On re-joining the PDF, a person’s specific occupational pension terms will be determined under the relevant legislation based on their public service employment history to date, e.g.; • whether they were employed in a pensionable job elsewhere in the public service immediately before re-joining the PDF; or • how long they have been out of public service pensionable employment since retiring from the PDF. Note: Payment of a retired member’s existing Defence Forces pension ceases immediately from the date of re-joining the PDF, for the duration of their reenlistment. Payment will resume on the date immediately following final retirement/discharge date (see FAQ). All persons joining the public service as (post-1/1/2013) new entrants are required to pay appropriate personal pension contributions (PPC) from salary towards their superannuation benefits. As a result, PPC higher pay scales/allowances apply to enlisted personnel joining (or re-joining) the PDF on or after 1 January 2013 as members of the Single Public Service Pension Scheme. Enlisted personnel in the PDF are also insurable for full PRSI and, on that basis, their occupational pensions are integrated with the Social Insurance code. Integration means that entitlement to the range of Social Insurance benefits is taken into account when calculating the amount of occupational pension payable. Under standard public service arrangements, integration of occupational pension with the Social Insurance system begins from the time the occupational pension starts payment. The occupational pension is reduced from the start by a Social Insurance (State Pension Contributory) offset, regardless of whether the person has reached State Pension age. Integration applies to occupational pension benefits and employee pension contributions, but not to retirement lump sum. Modified integration arrangements apply to enlisted personnel under the pre-April 2004 Defence Forces pension schemes2.All public servants must also pay an Additional Superannuation Contribution (ASC) at appropriate rates. (The ASC replaced the ‘Pension-Related Deduction’ with effect from 1 January 2019). In general, all new entrants to the PDF and the public service who join on or after 1 January 2013 are required to be members of the Single Public Service Pension Scheme. For practical purposes, the main exception is where on re-joining the public service on or after 1 January 2013, a person has worked in pensionable (non-Single Scheme) public service employment in the 26 weeks immediately prior to re-joining: they will resume membership of the relevant pre2013 pension scheme – see below. For PDF members, the key provisions of membership of the Single Scheme are as follows: • It is a Public Service defined benefit scheme, based on Career-Average Earnings. • Retirement benefits – pension and lump sum – are based primarily on % of pensionable earnings throughout a person’s public service career as a Single Pension Scheme member. • The ‘vesting period’ for the Single Scheme is 24 months i.e., the minimum period of time that a person must pay into the scheme before becoming eligible for retirement benefits. • For PDF members of the Single Scheme, their compulsory retirement ages or (where applicable) upper service limits are as provided under DFRs pursuant to the Defence Acts 1954-2015. • A minimum pension age of 50 applies. This means that occupational pension and gratuity (lump sum) will not normally be payable immediately on retirement/discharge unless the person serves to age 50 with at least 2 years’ pensionable service in the Single Scheme. • Where leaving the PDF before age 50 and have the vesting period, payment of retirement benefits is normally deferred to the social insurance Contributory State Pension (CSP) age.3 • PDF members pay a 7.5% employee contribution from salary towards their Single Scheme benefits, as well as an Additional Superannuation Contribution (ASC) Occupational pension (but not lump sum) is subject to integration with the Social Insurance system. Different pension scheme terms may apply, where the applicant for re-enlistment: (i) has worked in a pensionable (non-Single Scheme) public service appointment/position in the 26 weeks immediately prior to re-enlistment to the PDF, or (ii) immediately before 1 January 2013 has been in pensionable employment in the Public Service and is currently on a career break or absent on special leave with/without pay. The specific (pre-2013) pension scheme terms and conditions will be determined, and offered to such applicants, on a case-by-case basis in accordance with their prior public service employment history and the relevant pension rules (including the ’40-year cap’ – see below). The provisions of the Single Scheme are fundamentally different to, and completely distinct from, pre-2013 public service pension schemes (i.e. they are mutually exclusive). If a person already holds retirement benefits from previous public service employment under pre-2013 public service pension scheme(s), they cannot transfer (aggregate) or import those benefits to/with the Single Scheme and vice versa. Where an applicant for re-enlistment already has an existing entitlement to pre-2013 public service retirement benefits, those retirement benefits remain to be administered under the provisions of those pre-2013 scheme(s). The aggregation of such previous pre-2013 pensionable service with any subsequent period of ‘pre-2013’ pensionable service following re-enlistment to the PDF, is subject to the overriding ’40-year cap’ applicable under all pre-2013 public service pension schemes. Declarations, pension-accrual, etc.: Under the Public Service Pensions (Single Scheme and Other Provisions) Act 2012, former PDF members who re-enlist will be required to declare: • any prior public service, or • any pre-existing entitlements to a Public Service retirement benefit (whether in payment or preserved), or • existing remuneration from any other Public Service employment, or • any such employment in which they received a payment-in-lieu of pension in respect of such service. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Re-Commissioning Officers
From time to time, the Department of Defence receives correspondence from former Permanent Defence Force (PDF) personnel who have left the service and now wish to re-join. The purpose of these terms and conditions is to establish a generic framework to be applied on the occasion where former Officers of the PDF, with particular skillsets that are not available in the PDF at that time can make an application to be re-commissioned in the PDF. Former Officers of the Permanent Defence Force, may make an application to the Minister for Defence to be re-commissioned in the PDF. The re-commissioning shall only be considered in circumstances where there is a requirement, identified by the Chief of Staff, arising in terms of a deficiency in personnel, military capability or expertise in the PDF that cannot be resolved in a sustainable or timely manner from within existing personnel resources within the relevant Service. Persons who: • have already retired from the public service on medical grounds, or • were otherwise compulsorily retired from the PDF, or • are in receipt of a disability pension/allowance from any source, or • already retired from the public service under a Voluntary Early Retirement (VER) or Incentivised Scheme for Early Retirement (ISER) or similar such scheme, which specifies they are not eligible to return to employment, • have a minimum potential service of less than three (3) years to serve to normal retiring age for the rank are not eligible to apply. See below for details of other re-commissioning requirements. As former Officers are no longer members of the PDF all applications for re-commissioning must be addressed to the Minister for Defence in the first instance. When notified by the Minister of any such application the Chief of Staff will make a recommendation to the Minister on the merits of the application. The Secretary General, Department of Defence, will also be required to provide a recommendation on each application. Decisions on recommending the re-commissioning of former officers rests solely with the Minister. Any such decision shall be made on the basis of his/her determination as to the contribution the individual can make to the maintenance and sustainability of essential Defence Forces capability. The Ministers decision in such cases shall be final. Where the Minister determines that a retired officer should be re-commissioned in the context of the above, the following provisions shall apply: • He/she shall be re-commissioned at the substantive rank at which they had retired. Starting pay on re-commissioning will be at the corresponding point on the pay scale that was applicable immediately prior to his/her retirement reflecting the current rates in operation for the rank. • The specific terms and conditions applicable under these arrangements, including rates of pay, allowances, occupational pension scheme terms and conditions, employee pension contributions, Social Insurance class, etc., will be determined on the basis of the applicant's public service employment history to date. • A short service commission of three years will, initially, be offered to successful applicants for re-commissioning. Applicants should note that the President may, subject to the provisions of the Defence Act, 1954, refuse to accept the resignation of a commission or refuse to grant permission for an Officer to voluntarily retire. • During the period of the short service commission, the individual shall not be eligible to apply for or to be considered for promotion to any higher rank but, without prejudice to the entitlement of others, shall have access to career courses (not including command and staff courses) and overseas deployment. Solely during the period of the short service commission, the position will not be included in the Defence Force Regulation CS4 establishment. Six months prior to the completion of the short service commission, and on foot of an application from the officer concerned, a commission without time limitation may be offered to the officer concerned, subject to the advice of the Secretary General and the Chief of Staff. In reaching his decision, the Minister may take into account any other relevant matters as he considers appropriate and reasonable in the case and his decision in such cases shall be final. • Where a commission without time limitation has been granted, such Officers will be assigned a post within the establishment. Previous service in respect of that Officer, but excluding the period of the short service commission, will thereafter be reckonable in respect of eligibility for future promotion competitions. Any former officer applying for re-commissioning under these arrangements, must satisfy the following requirements: i) meet the medical classification and grading as set out in the provisions of Defence Force Regulations A 12; ii) meet such educational, certification, and professional requirements for the relevant appointment to which they are to be re-commissioned; iii) pass such security clearance requirements as may be determined by the Chief of Staff from time to time. The following pension(s) will be immediately subject to abatement* in accordance with the relevant Defence Forces pension scheme rules and / or Section 52 of the Public • Service Pensions (Single Scheme and Other Provisions) Act 2012 (the 2012 Act): ANNEX A PDF OCCUPATIONAL PENSION SCHEME TERMS Members of the Permanent Defence Force (PDF) may qualify for occupational pension and retirement gratuity (i.e. superannuation benefits) subject to certain terms and conditions. The main defined benefits under the PDF superannuation schemes are: • occupational pension, • retirement gratuity (lump sum) or death in service gratuity, and • spouses'/civil partner's and children's contributory pensions. On re-joining the PDF, a person's specific occupational pension terms will be determined in the context of their public service employment history to date e.g. ; whether they were employed elsewhere in the public service immediately before re-joining the PDF; or how long they have been out of public service employment. All persons joining the public service since 6 April 1995 are required to pay personal pension contributions (PPC) towards their superannuation benefits and PPC pay scales apply in their case. They are also insurable for full PRSI and, on that basis, their occupational pensions are integrated with the Social Insurance code. Integration means that their entitlement to the range of Social Insurance benefits is taken into account when calculating the amount of occupational pension payable. Under standard public service arrangements, integration of occupational pension with the Social Insurance system begins from the time the occupational pension starts payment. The occupational pension is reduced from the start by a Social Insurance (State Pension Contributory) offset, regardless of whether the person has reached State Pension age. Integration applies to occupational pension benefits and employee pension contributions, but not to retirement lump sum. The Pension Related Deduction under FEMPI provisions is payable regardless of date of joining the public service. The Public Service Pay and Pension Act 2017 provides for the conversion of the PRD into a permanent Additional Superannuation Contribution (ASC) from 1 January 2019. In general, all new entrants to the PDF and the public service who join on or after 1 January 2013 are members of the Single Public Service Pension Scheme unless they: (i) have immediately preceding prior pensionable public service without a break of more than 26 weeks, or (ii) are returning under the same contract of employment. Full details of the Single Scheme are at http://singlepensionscheme.gov.ie/ For PDF members, the key provisions of membership of the Single Scheme are as follows: • Retirement benefits are based on 'career average earnings' (not final salary). • The 'vesting period' for the Single Scheme is 24 months i.e., the minimum period that a person must pay into the scheme before becoming eligible for retirement benefits. • For PDF members of the Single Scheme, their compulsory retirement ages or (where applicable) upper service limits are as provided under DFRs pursuant to the Defence Acts 1954-2011. • A minimum pension age of 50 applies. This means that occupational pension and gratuity (lump sum) will not normally be payable immediately on retirement unless the person serves to age 50 with at least 2 years' pensionable service in the Single Scheme. Where leaving the PDF before age 50, benefits are preserved and generally payable in line with, and linked to, the social welfare State Pension age (currently 66 rising to age 67 from 2021 and 68 from 2028). • A 7.5% employee superannuation contribution applies to PDF personnel regardless of rank. • Occupational pension is subject to integration with the Social Insurance system. Where the applicant: (i) has worked in a pensionable (non-Single Scheme) public service appointment in the 26 weeks immediately prior to re-appointment to the PDF, or (ii) immediately before 1 January 2013 has been and is currently on a career break or absent on special leave with/without pay from the Public Service, different pension scheme terms may apply. The specific (pre-2013) pension scheme terms and conditions will be determined, and offeredto such applicants, on a case-by-case basis in the context of their public service employment history with their prior public service employment history and the relevant pension rules (including the '40-year cap' — see below). The provisions of the Single Scheme are fundamentally different to, and completely distinct from, pre-2013 public service pension schemes (i.e. they are mutually exclusive). If a person already holds retirement benefits from previous public service employment under pre-2013 public service pension scheme(s), they cannot transfer (aggregate) or import those benefits to/with the Single Scheme and visa versa. Where an applicant already has an existingentitlement to pre-2013 public service retirement benefits, those retirement benefits remain to be administered under the provisions of those pre-2013 scheme(s). The aggregation of such previous pre-2013 pensionable service with any subsequent period of 'pre-2013' pensionable service following re-appointment to the PDF, is subject to the overriding '40-year cap' applicable under all pre-2013 public service pension schemes.. Declarations, pension-accrual, etc.: Under the Public Service Pensions (Single Scheme and Other Provisions) Act 2012, appointees will be required to declare: • any prior public service, or • any pre-existing entitlements to a Public Service retirement benefit (whether in payment or preserved), or • existing remuneration from any other Public Service employment, or • any such employment in which they received a payment-in-lieu of pension in respect of such service. In addition, the 2012 Act applies a 40-year limit on the total service that can be counted towards occupational pension where a person has been a member of more than one 'pre-2013' public service pension scheme (i.e. non-Single Scheme). This may have implications for any person who has already acquired occupational pension rights in a previous Public Service employment and, on re-joining the PDF, does not become a member of the Single Scheme. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Groom Army Equitation School (General Service)
The Defence Forces are now accepting applications from individuals interested in a unique and rewarding career as a Groom in the Army Equitation School. Successful applicants will complete military and specialist training, equipping them with the knowledge and skills required to serve as a Groom in this prestigious unit. The role involves the care, management and conditioning of horses used in national and international competition by Army riders. Applicants must be at least 18 years old and under the age of 39 years of age on the closing date for applications. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Yard/Store Assistant
Opportunity Reporting to the Homeland Branch Manager, the successful candidate will work as part of a close-knit team to ensure an excellent customer experience is provided to all Homeland customers. This opportunity has extensive growth opportunities for the successful candidate who demonstrates a drive & a will to go the extra mile in their daily operations. Key Responsibilities · Assisting in loading and unloading materials · Safely operate forklifts to move materials · Maintain a clean and organised yard storing stock correctly · Dealing with customers queries, ensuring customer retention and maintaining customer satisfaction · Merchandising · Developing a working knowledge of the Core system · Ad hoc tasks, duties and projects as required Skills and Competencies · Previous experience working in a retail environment · Strong customer service skills · Strong communication skills · An ability to work on own initiative · Drive and willingness to be flexible · Strong knowledge of the agricultural sector · Full clean drivers license is required CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Graduate Management Trainee
Overview We’re Enterprise Mobility. A family-owned, world-class portfolio of brands that includes household names such as Enterprise Rent-A-Car. With a $35 billion turnover and nearly 90,000 team members across 95 countries, we’ve grown from a pioneering idea over 65-years ago, to the global mobility leader we are today. Join us, and as the TargetJobs Graduate Employer of the Year and a Times Top 100 Graduate Employer, we will offer you the freedom to explore your potential. And to progress forward on your own career path. Ready to make your move? After an initial virtual classroom-based orientation session, you’ll be assigned to a branch office for hands-on business training. Here you will learn valuable business skills from capable mentors who were once in your shoes. That’s because nearly all of our full-time employees started as a graduate in our Management Training Programme, including our current CEO. This allows everyone to learn our business from the ground up and to understand how they play a significant role in seeing it succeed. Our promote-from-within culture ensures that you’ll have a well-rounded training experience and learn skills in management, finance, operations, sales and customer service. As you progress, increasingly more opportunities will become available to you. You can choose, as most people do, to continue your rewarding ascent within our Rental Operations managerial track. Then - in as little as two years from joining as a graduate - you could become a Branch Manager in our retail network, in charge of your own team and your own profits. Or you can explore one of many other exciting options within Enterprise including Human Resources, Accounting, Revenue Management, Sales, Marketing and more. What is certain is that we encourage all of our employees to be the best they can be, and diversity is a priority in all areas of our business. We are recognised as a leader in diversity, equity and inclusion, having been included in prestigious lists such as The Times Top 50 Employers for Gender Equality and Stonewall's Top 100 Employers for LGBTQ+ Inclusion. Enterprise Mobility is also still family-owned – our CEO Chrissy Taylor is the third generation of the Taylor family to run the company. This allows us to look forward even more confidently to the future, providing the stability we need to pursue the long-term good for our business, our employees and our customers, even in these challenging times. Responsibilities As a Graduate Management Trainee, you are empowered to make business decisions that greatly affect your career as well as the bottom line. You’ll gain responsibility for developing new business and maintaining current relationships. You’ll be responsible for understanding cost control, reading your branch’s P&L statement and understanding what it takes to run a profitable business. You will also learn how to deliver exceptional customer service. We will teach you how to effectively communicate, influence, and interact with all types of customers, vendors, and colleagues. You’ll learn proper sales techniques, problem solving strategies and conflict management. Those skills will provide you with the opportunity to market to local business partners and build solid, long lasting relationships with key business decision makers. In your development to become a successful manager at Enterprise, you’ll learn how to mentor, train, develop, manage and promote staff of your own. In turn, we’ll reward your development with pay increases and opportunities for continued promotions. Qualifications CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
General Operative
BWG Foods are currently recruiting for the position of General Operative on a Permanent Full-Time basis in VC Letterkenny. BWG Foods owns and operates the SPAR, EUROSPAR, MACE, Londis and XL brands in the Republic of Ireland, working in partnership with independent retailers with more than 1,000 stores serving local communities right across the country. The stores serve in excess of one million shoppers every single day. The wholesale division of BWG Foods also includes BWG Foodservice, Corrib Food Products and Williams Gate, as well as Value Centre and 4 Aces, our nationwide network of Cash and Carry branches. Duties of a General Operative include: · Order assembly · Support deliveries · Stock replenishment & merchandising point of sale · Customer service queries · Picking & checking orders · Other house-keeping duties · Stock Taking experience · Warehouse computerised stock control Job requirements The suitable General Operative should: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
