Jobs in North dublin
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Maxi Zoo is part of the Fressnapf Group, the European market leader in pet product with 2,600 shops across Europe. Maxi Zoo is Ireland’s largest pet retailer and has over 30 shops in Ireland. Maxi Zoo Ireland are driven by the desire to make the life of pets and pets owners simpler, better and happier. We are seeking a full-time qualified Groomer for our Finglas Store Start your career in grooming as a Groomer! As a Groomer in our Grooming Salon, you’ll have the opportunity to build personal relationships with your customers and their pets each time they visit and truly become a part of their family. You’ll get to know their pets’ styles and personalities to create a customized, stylish experience just for them! From that first shampoo to that final strut home, you’ll take pride in the services you provide Why join us? · Service pay- Higher rate of pay from when you reach 12 months service · KPI Related bonus · Employee Discount - we offer employee discount of up to 40% in our stores and 20% in our Salon · Paid leave- Sick leave, annual leave and bank holidays. · Refer a friend scheme · State of the art grooming salon and full grooming equpiment · Advancement Opportunities – At Maxi Zoo we believe in promoting from within as much as possible and developing our team to have a career path. · Community- A chance to work in an environment where employees and customers share the same passion for animals · Educational opportunities- Continuous learning through our induction plan, e-learning academy, classroom training environment and development plans. · Employee assistance programme · Cycle to work Scheme What you will bring: · Fully flexible across 5 days, it is a full time role which includes weekends · Previous hands on experience in grooming salon and/or QQI Level 6 Dog Grooming/City & Guilds · Proficient in all aspects of grooming and clipping all dog breeds to a high standard. · Professional attitude that can communicate effectively with all salon customers and the wider grooming team to build trust and rapport with pet parents. · Time management: Independently prioritise and accomplish multiple tasks within established timeframes. · A passion for Animals: Interest in grooming/animal care. Are comfortable/confident around all breeds of dogs (large and small) and treats all furry visitors to the salon as they would their own pet. · Personal development: Drives their own development within the salon, is reliable, asks questions, uses time effectively to learn from the qualified groomer in the salon. Sees a long term career in grooming. What you will do: · Consultation - Communicating effectively with pet owners and providing advice and recommendations of the related product assortment. · Customer Engagement - Provide excellent customer service and demonstrate reliability and professionalism by consistently delivering high standard grooms. · Follow-Up and Follow-Through - Follow up with customers after their grooming appointments to ensure satisfaction and address any feedback or concerns promptly. · Sanitization and Cleanliness - Maintaining a clean and organized grooming area, including disinfecting equipment, washing towels and grooming tools, and ensuring a safe and hygienic environment for dogs and staff. · Product Knowledge – Promote Grooming Services and provide expert advice on products.
Baker
Main purpose of the role: Ensure the Bakery Department operates efficiently and effectively at all times. Provide our customers with excellent quality products and customer service. The ideal candidate will have/be: Previous food preparation and production experience is desirable Qualified baker is a distinct advantage Creative and able to embrace new recipes Excellent communication skills Ability to engage with and prioritise customer needs Strong attention to detail, organised and flexible Ability to use own initiative and work as part of a team in a fast-paced environment. Main duties: Actively live SuperValu brand-values i.e. Genuine, Passion for Food, Vibrant, Committed, Innovative and Imaginative Bake and finish products to the highest standard Drive sales through instore initiatives Merchandise and present the Bakery department to the highest standard at all times and in accordance with relevant store planograms and guidelines Adhere to weekly stocktaking and daily waste procedures in the Bakery Adhere to production planning and batch control guidelines for bakery products Conduct quality and freshness checks Attend relevant training as required and implement learnings in store.
Person IN Charge - Clinical Nurse Manger
Avista is a person-centred, rights-based organisation that is dedicated to improving the lives of children and adults with disabilities. We provide a wide range of services including Day, Residential and Respite supports to both children and adults in various locations across Dublin, Limerick and North Tipperary. Avista is looking for candidates who are committed to supporting people with Intellectual Disabilities and their families, in a person-centred, community based, socially inclusive manner in accordance with our core values and ethos and underpinned by quality, best practice and research. JOB ADVERTISEMENT APPLICATIONS ARE INVITED FOR THE FOLLOWING POSITION: PERSON IN CHARGE- CLINICAL NURSE MANGER 2/ SOCIAL CARE LEADER St. Joseph’s Centre, Clonsilla. CNM2 PERMANENT FULL-TIME CONTRACT (37.5 Hours Per Week) SCL PERMANENT FULL-TIME (39 Hours Per Week) Salaries: CNM2 €62,078 - €78,443 * (lsi) SCL €56, 915 - €66, 465 * *Salary subject to Relevant Public Sector Experience and pro-rated for hours of work. REF: Essential: Please submit a Cover letter and CV as application via our website careers section at: https://www.rezoomo.com/company/avista/ [Text Wrapping Break] Informal enquiries to Eilis Madden Service manager 01 824 8610 Closing date for receipt of applications 06.04.26 Avista reserves the right to close the competition early should a sufficient number of applications be received. “A panel may be formed from which future positions may be filled across the Dublin service.” Avista is a public body and subject to Freedom of Information and Data Protection Requests. Avista is an equal opportunities employer.
CARE Assisstant
Avista is a person-centred, rights-based organisation that is dedicated to improving the lives of children and adults with disabilities. We provide a wide range of services including Day, Residential and Respite supports to both children and adults in various locations across Dublin, Limerick and North Tipperary. Avista is looking for candidates who are committed to supporting people with Intellectual Disabilities and their families, in a person-centred, community based, socially inclusive manner in accordance with our core values and ethos and underpinned by quality, best practice and research. JOB ADVERTISEMENT APPLICATIONS ARE INVITED FOR THE FOLLOWING POSITION: CARE ASSISSTANT St. Joseph’s Centre, Clonsilla. PERMANENT FULL-TIME CONTRACT (39 Hours Per Week) Salaries: €34,536 - €37,954 * (lsi) *Salary subject to Relevant Public Sector Experience and pro-rated for hours of work. Essential: Please submit a CV as application via our website careers section at: https://www.rezoomo.com/company/avista/ [Text Wrapping Break] Informal enquiries to Eilis Madden Service manager 01 824 8610 Closing date for receipt of applications 06.04.26 Avista reserves the right to close the competition early should a sufficient number of applications be received. “A panel may be formed from which future positions may be filled across the Clonsilla service.” Avista is a public body and subject to Freedom of Information and Data Protection Requests. Avista is an equal opportunities employer.
HTA Programme Manager
Tenure: Permanent. Additionally, HIQA may create a panel for future permanent and fixed-term vacancies that may arise. Blended Working: 1–2 days a week in the office and the remainder of the working week spent working from home. Further information can be found below in the Principal Conditions of Service under Blended Working Arrangements. Role Purpose The purpose of this role within the relevant business unit and for HIQA as a whole: The purpose of this role is to join a multidisciplinary team with responsibility for the effective implementation of HIQA’s programmes to deliver high-quality health technology assessments (HTAs), other evidence-based advice and evidence synthesis outputs, and therefore to embed evidence-based methodology in the health decision-making processes in Ireland. The HTA Directorate comprises approximately 60 analysts. HIQA works collaboratively with high-level stakeholders, with academic groups and with international HTA agencies to deliver these objectives. Methods development and academic outputs are actively encouraged, and the Directorate hosts a range of postgraduate fellowships and an active postgraduate degree training programme. The scope of the HTA Directorate’s work includes providing evidence synthesis and evidence-based advice to inform public health policy, and providing HTAs to inform decision making on investment or disinvestment in health technologies and programmes, including decisions in relation to national screening and national immunisation programmes. Teams within the HTA Directorate also perform evidence synthesis to support the development of National Clinical Guidelines and the development of national health policy, and evidence synthesis reviews to inform decisions related to the generic justification of practices involving medical exposure to ionising radiation. Since 2025, HIQA hosts the National Immunisation Advisory Committee (NIAC), Ireland’s National Immunisation Technical Advisory Group (NITAG). Staff from the HTA Directorate provide the clinical, technical and administrative secretariat for NIAC to support the development of independent evidence-based advice on vaccines, immunisation and related health matters to inform health policies in Ireland, and updates to the Immunisation Guidelines for Ireland. The post holder will actively engage in the work of the HTA Directorate and of HIQA to deliver on the annual business plan in line with the strategic objectives as outlined in HIQA’s Corporate Plan. Behavioural Expectations The way that HIQA people are expected to work to role model HIQA values: The incumbent of this role is expected to demonstrate HIQA’s values in the delivery of everyday work and interactions with clients and colleagues, by putting people first, being fair and objective, being open and accountable, demonstrating excellence and innovation, and working together. Common Tasks Team Member ▪ Seek clarity on the tasks associated with own role. ▪ Complete tasks in compliance with policies and procedures. ▪ Adhere to relevant legislation, standards and internal audits. ▪ Fulfil any mandatory or professional competency requirements. ▪ Maintain confidentiality and a professional approach. ▪ Raise any concerns in relation to workplace health and safety. ▪ Actively identify learning needs and development opportunities. ▪ Actively contribute as a team member. ▪ Follow direction and take on new and different tasks. ▪ Set and achieve performance goals that contribute to HIQA strategy. ▪ Regularly seek feedback to meet performance expectations and goals. Manager Team Management: ▪ Set clear strategic direction and action plans for direct reports. ▪ Build team cohesion and cultivate an engaged, productive environment. ▪ Undertake regular coaching, performance feedback and development conversations with direct reports. ▪ Ensure direct reports access appropriate training and development. ▪ Plan for and manage recruitment activity and vacant roles. ▪ Manage staff retention and attrition effectively. Operational Management: ▪ Contribute to business planning and knowledge management. ▪ Forecast and manage resources in line with available budget. ▪ Ensure that policies and procedures in area are current and adhered to. ▪ Ensure compliance with workplace health and safety standards. ▪ Meet audit requirements and ensure legislative compliance. ▪ Report on performance and relevant business measures as required. ▪ Identify risks and develop contingency plans where necessary. ▪ Identify inefficiencies and implement improvements to work practices. Role Specific Tasks The key tasks and activities associated with the role: The nature of the tasks and activities associated with the role will vary accordingly. It will involve: ▪ Delivering a programme management service to support the work of the HTA Directorate. ▪ Maintaining an up-to-date programme overview in coordination with project leads and senior management. ▪ Supporting project leads to develop and implement project management plans. ▪ Managing the administration of HTA Expert Advisory Group processes. ▪ Managing programme administrators. ▪ Leading quality improvement, knowledge exchange and risk management initiatives across the Directorate. ▪ Working with the Office of the CEO and the Board Secretariat to enable an efficient approval process. ▪ Tracking performance against business plan objectives. ▪ Preparing and actioning regular corporate performance and risk reports. ▪ Coordinating the annual production of the Directorate’s Impact Report and contribution to the HIQA Annual Report. ▪ Supporting the development, implementation and monitoring of the HTA Directorate Plan 2025–2027 and subsequent iterations. ▪ Coordinating Directorate-wide events, meetings and information. ▪ Coordinating HTA Directorate participation in conferences and external meetings. ▪ Supporting collaborative projects undertaken with academic partners and international bodies. ▪ Addressing Freedom of Information requests. ▪ Assisting in the development of processes, policies and quality standards to ensure HTA and evidence synthesis work is completed in accordance with described standards and is of a high quality. ▪ Supporting the development of the Strategy, Support and Research (SSR) function within the HTA Directorate. ▪ Proactively engaging in performance development reviews and actively seeking out learning and development opportunities. ▪ Mentoring more junior members of the team as required. ▪ Providing support to other directorate staff as required. ▪ Undertaking other duties and responsibilities as may be determined by the Director of Health Technology Assessment. The contents of any role description are not exhaustive and are intended to be indicative of the scope of the role. Qualifications Essential: In determining your eligibility, the following are the essential qualifications that will be assessed as part of the shortlisting stage of the selection process: ▪ Degree qualification (Level 8 on the National Framework of Qualifications or equivalent) in a discipline deemed relevant by the Authority for the post of Programme Manager. Desirable: ▪ Postgraduate qualification in project and/or programme management. ▪ Postgraduate degree in a relevant area, such as Public Health, Epidemiology, Health Economics, Health Services Research, or in a health-related science with a high content in health services research. Experience Essential: In determining your eligibility, the following are the essential knowledge and experience that will be assessed as part of the shortlisting stage of the selection process: ▪ Minimum of three years’ experience of working on the delivery of projects and process management. Other required knowledge and experience: ▪ Proven team working, project and programme management experience to deliver high-quality outputs within tight timelines. ▪ Extensive experience of presenting information through a variety of means to a range of audiences. ▪ Direct management of others, including task allocation, task assignment, and people management. ▪ Knowledge of risk management. ▪ Knowledge of information governance requirements. ▪ Proven written and verbal communication skills. ▪ Experience of communicating effectively with a diverse range of people and positively influencing others. ▪ Experience of liaising with both internal and external stakeholders to present information and/or gather data. Desirable: ▪ Experience of programme management in a clinical, health service research or health policy environment. ▪ Extensive experience in the use of information systems that support the delivery of project and process management. ▪ Project or process improvement experience. ▪ Knowledge of the healthcare system in Ireland and an understanding of the role of HTA and evidence synthesis to inform health policy and health service decisions. Principal Conditions of Service Probation A probationary period of six months applies to this position. Pay Candidates will be appointed on the minimum point of the salary scale (€75,448) and in accordance with the Department of Finance guidelines. The rate of remuneration will not be subject to negotiation. The incremental progression for this scale is in line with Government pay policy. The salary scale for this position is as follows: Engineer Grade II (PPC) €75,448 €77,172 €78,891 €80,619 €82,342 €82,801 €84,499 €86,262 €89,133¹ €92,011² After 3 years’ satisfactory service at the maximum After 6 years’ satisfactory service at the maximum Entry will be at the first point of the scale. An exception may occur where an appointee has been serving elsewhere in the public service in an analogous grade and pay scale. In this case, the appointment may be assimilated to the nearest point of the advertised salary scale with their incremental date adjusted accordingly. Please note the rate of remuneration may be adjusted from time to time in line with Government pay policy. Superannuation Pensionable public servants (new joiners) recruited on or after 1 January 2013 will be members of the Single Public Service Pension Scheme. Please note that the Single Public Service Pension Scheme applies to all pensionable first-time entrants to the public service, as well as to former public servants returning to the public service after a break of more than 26 weeks. In certain circumstances, for example where the public servant was on secondment or approved leave or remains on the same contract of employment, the 26-week rule does not apply. The legislation giving effect to the scheme is the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. For those who are not subject to the Single Public Service Pension Scheme (e.g. those transferring from other public service employment where the break in service, if any, is less than 26 weeks), the terms of the Health Information and Quality Authority Superannuation Scheme will apply. Annual Leave Annual leave is 27 days, rising to 30 days after 5 years’ service. Hours of Attendance Hours of attendance will be fixed from time to time but will amount to not less than 35 per week. The appointee may be required to work additional hours from time to time as may be reasonable and necessary for the proper performance of his or her duties, subject to the limits set down under working time regulations. Blended Working Arrangements HIQA has introduced blended working to offer more flexible working arrangements to all employees. We aim to strike a balance between being flexible, efficient and resilient by facilitating blended working where practical, while enabling onsite interaction, collaboration and support as required. All roles in HIQA have been assessed under the criteria of business needs and role suitability for blended working. This determines the proportion of time that employees will spend working in HIQA offices and working from home, depending on their role. Depending on the role, there may be a requirement to attend the office for more than the allocated number of days for training and onboarding purposes at the start of your employment and during the probation period. A review of our blended working model confirmed that this model is working well in HIQA; therefore, we are now moving from Interim Blended Working to a long-term Blended Working Model. Our existing policy and documentation will be revised and updated once the framework for the Work-Life Balance and Miscellaneous Provisions Act is published. Our model is in line with the Civil Service Framework for Blended Working in Ireland. Further guidance on HIQA’s Blended Working Policy, which includes eligibility criteria, will be issued to successful candidates. This is an opt-in policy and details on how you can apply will be issued to you before you start.
NHIS Systems Manager
Background The Health Research Board (HRB) is a statutory agency under the aegis of the Department of Health. As the lead agency in Ireland responsible for supporting and funding health research, generating health information and promoting the use of evidence in policy and practice, we are motivated and inspired by our vision – for better health through excellent research, data and evidence. The HRB’s mission is to support research that improves people’s health, promotes evidence-informed care and creates solutions to societal challenges. An overview of the HRB’s objectives and activities may be found in The HRB Strategy 2021-2025, Health research – making an impact , ( https://www.hrb.ie/strategy-2025/ ). The NHIS Unit in the HRB manages four national health information systems on behalf of the Department of Health. These systems 1) produce data and information to assist the Department with policy and planning, 2) enable the HSE to report on its service planning processes, and 3) generate research that is relevant to both policy and practice. The systems are held on LINK, a web-enabled platform developed specifically for the HRB. Small teams of researchers and analysts work to generate reports from the data collected. Key responsibilities of the post of NHIS Systems Manager The HRB is seeking to recruit a full time, permanent LINK System Manager in the NHIS for the HRB’s LINK system. Key Accountabilities will include but are not limited to:Oversee the ongoing management and development of the NHIS systems Competencies Competencies incorporated into this role profile reflect the competency framework issued in conjunction with the Civil Service Competency Framework which has been adopted by the HRB. A comprehensive list of expected competencies ca be found at Higher Executive Officer Competency Framework Reporting relationship The Link System Manager (NHIS Unit) will report to the Head of Unit (NHIS). Salary scale: Salary Range for LINK System Manager – NHIS (Grade VII) €60,613 – €78,795 Note: this post is a permanent, full-time position. Appointment will be made in accordance with the Department of Health guidelines. New entrants to the public service will be appointed at the first point of the scale How to apply Please submit a cover letter and curriculum vitae by email to recruitment@hrb.ie . In your submissions please clearly state the appropriate components of your third level education and experience that pertain particularly in relation to the software development lifecycle. You must include the name of the post that you are applying for in the email subject line.
Healthy Ireland Co-ordinator
Purpose of Role The Healthy Ireland Co-ordinator for CYPSC will co-ordinate administration of the Healthy Ireland Funding for the CYPSC initiative and support local implementation by local CYPSC. Within this role, the Co-ordinator will respond to relevant governance and financial reporting requirements pertaining to Healthy Ireland Funding, co-ordinate annual reporting on all CYPSC Healthy Ireland projects to funders and relevant others, promote quality and good governance in local implementation of CYPSC Healthy Ireland funded programmes and support the CYPSC National Office to respond to and implement Departmental policy on Healthy Ireland and ensure alignment with the CYPSC model of interagency working. Reporting Relationship The Healthy Ireland Co-ordinator for CYPSC will report to the National Co-ordinator for Children and Young People’s Services Committees. Duties and Responsibilities Main Duties and Responsibilities The Healthy Ireland Co-ordinator for CYPSC will be expected to establish relevant policies and procedures and perform the following duties: • Co-ordinate the establishment and support management of the Healthy Ireland Fund within the CYPSC National Office at Tusla. • Support local CYPSC application of the Healthy Ireland Fund in line with the stated CYPSC methodology, principles, purpose and objectives as described in CYPSC Shared Vision, Next Steps 2019 to 2024, the Healthy Ireland Framework and local CYPSC three year work plans. • Co-ordinate CYPSC monitoring and outcome measurement of the Healthy Ireland Fund, ensuring the provision, collection and reporting of relevant data and information. • Provide professional, technical and administrative assistance to relevant CYPSC national implementation structures to ensure the learning relating to Healthy Ireland Fund implementation is captured, distilled and disseminated for use locally and nationally. • Prepare reports and strategic documents as required and provide timely progress reports to Tusla and the National Co-ordinator for CYPSC, to funders, to the local CYPSC and other organisations as appropriate. • Foster and develop positive working relationships with key personnel nationally and in local counties as appropriate or required, including stakeholders within associated agencies and services. Health and Safety • Comply with and contribute to the development of policies, procedures, guidelines and safe professional practice and adhere to relevant legislation, regulations and standards. • Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to the service, for example National Standards for Child Protection and Care, and comply with associated Tusla Child and Family Agency protocols for implementing and maintaining these standards as appropriate to the role. • Support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. The above job description is not intended to be a comprehensive list of all duties involved and, consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to him or her from time to time and to contribute to the development of the post while in office. Eligibility Criteria Qualifications and or Experience Applicants must, by the closing date of application, have the following: • Minimum two years’ experience of co-ordinating complex multi agency initiatives, programmes or services. • Minimum two years’ experience working in or with child, youth or family support services and or in community, local development or health promotion sectors. • Knowledge of relevant computer programmes, e.g. Microsoft Office Suite including Word, PowerPoint and Excel. Health A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Character Each candidate for and any person holding the office must be of good character. Skills, Competencies and or Knowledge Tusla Leadership Competency Framework The Tusla Leadership Competency Framework describes the behaviours that are key to Tusla colleagues being effective in the execution of their role at all levels within the Agency. The competencies and associated behavioural descriptors capture the transversal knowledge, skills, abilities and other characteristics that will enable colleagues, regardless of role or rank, to be effective in their work. The Tusla Leader Framework relevant for this role is Leading Others. Please access the Leading Others link to fully familiarise yourself with the impact of this Leading Others proficiency for Tusla. The competency of Professional Knowledge is specifically linked to the duties, responsibilities and criteria for this role. Other Requirements of the Role • The post holder will require a current driving licence and access to appropriate transport, as the post will involve travel. • Have awareness of children and young people’s participatory practice. Application Process Campaign Specific Selection Process Shortlisting and Interview The online application system has a time out facility. This is in order to protect the privacy of the user. This time out facility activates if the application has been dormant for over 60 minutes. Any work not saved will be lost if the system times out due to lack of activity. As such, please ensure to save your application as you work on it. Any lost data cannot be recovered. It may be advisable for candidates to work on their applications outside of the system and copy and paste their answers into the online application forms once they are fully complete and submit them. Once your application is fully submitted, you will receive a confirmation email to your profile. If you do not receive this email, your application has not been submitted and received and you should log back on to submit fully. AI generated content must not be used in your application. Tusla reserves the right to assess if content in applications is likely created by AI in part or in whole. Use of AI may result in disqualification and exclusion from the recruitment process. Shortlisting may be carried out on the basis of information supplied in your application. The criteria for shortlisting are based on the requirements of the post as outlined in the eligibility criteria and skills, competencies and or knowledge section of this job specification. Therefore, it is very important that you consider your experience in light of those requirements. Failure to include information regarding these requirements may result in you not being called forward to the next stage of the selection process. Those successful at the shortlisting stage of this process (where applied) will be called forward to interview. Code of Practice The Recruitment Service of the Child and Family Agency will run this campaign in compliance with the Code of Practice prepared by the Commission for Public Service Appointments (CPSA). The Code of Practice sets out how the core principles of probity, merit, equity and fairness may be applied on a principal basis. The Code also specifies the responsibilities placed on candidates, facilities for feedback to applicants on matters relating to their application when requested, and outlines procedures in relation to requests for a review of the recruitment and selection process and review in relation to allegations of a breach of the Code of Practice. Codes of Practice are published by the CPSA and are available on www.cpsa.ie . Tusla Child and Family Agency is an equal opportunities employer. Tusla Child and Family Agency recognises its responsibilities under the Data Protection Acts 2003 to 2018 and the Freedom of Information Act 2014. Tenure The current vacancies available are permanent and whole time. The post is pensionable. A panel may be created for the purpose of filling this position. Once the position is appointed, the panel will cease. Appointment as an employee of the Child and Family Agency is governed by the Child and Family Agency Act 2013 and the Public Service Management (Recruitment and Appointments) Act 2004. Remuneration The salary scale for the whole time equivalent of this post is: 01 August 2025: €60,013, €61,479, €63,192, €64,911, €66,636, €68,176, €69,745, €71,272, €72,788, €75,397, €78,015 LSIs LSIs (Long Service Increments) are represented by emboldened figures. The first LSI is paid after three years on the maximum, the second LSI after three years on LSI1 and the third LSI after three years on the second LSI, where applicable. The appointee shall commence on the first point of the salary scale. Incremental credit may be given on appointment for certain types of relevant experience, with more information available in Appendix 5. Candidates should note that entry will be at the minimum point of the scale and will not be subject to negotiation, and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if the appointee is currently a serving civil or public servant. Working Week The standard working week applying to the whole time equivalent of this post is 35 hours. Annual Leave The annual leave associated with the whole time equivalent of this post is 30 days per annum. Superannuation This is a pensionable position with Tusla. The successful candidate will, upon appointment, become a member of the appropriate pension scheme. Pension scheme membership will be notified within the contract of employment. Probation A probation period of 39 weeks, or a proportion of same for fixed term or specified purpose contracts, where applicable, shall apply from the commencement of employment, during which the contract may be terminated by either party in accordance with this contract. The probationary period may be extended at the discretion of management by a further nine weeks or a proportion of same for fixed term or specified purpose contracts, where applicable. Confirmation of appointment as a permanent member of staff is subject to the successful completion of the probationary period for permanent contracts. Where you have already completed a probationary period with the Child and Family Agency, Health Service Executive or a Local Authority, and there is no break in service, no period of probation applies.
Stakeholder Engagement Coordinator
An Overview of An Garda Síochána An Garda Síochána is the national police and security service of Ireland, comprised of approximately 14,300 Garda Members, 3,600 Garda Staff and 300 Garda Reserves. An Garda Síochána is a community focused organisation with a mission of ‘Keeping People Safe’. With a dual role and responsibility for the provision of policing services, and protecting the security of the State, An Garda Síochána is committed to delivering a responsive, effective and efficient service, that meet the needs of our communities. The organisation was established over 100 years ago at the inception of the state, and has a proud history of delivering community policing. In order to build upon this strong foundation, An Garda Síochána must continue to evolve, responding as a modern police and security service to the changing face of crime, vulnerability, population and citizen expectation. An Garda Síochána is charged with delivering on the key commitments made within the Programme for Government. In support of such, the organisation is growing at scale, with the effective use of Garda resources and capabilities as a key focus area. An Garda Síochána has delivered on a significant organisational transformation programme including the introduction of cutting-edge technology, new methods of working and the biggest change to its structure in its history. The introduction of a Garda Board is supporting the organisation in becoming more agile and adaptive, while a new Policing and Community Safety Authority is supporting the effective provision and continuous improvement of policing services. These developments and more mean it is a particularly exciting time to join An Garda Síochána and the organisation is determined to recruit the best talent to help deliver its ambitious programme of work. The Office of Corporate Communications is a National Office with primary responsibility for external and internal communications for An Garda Síochána. The Office of Corporate Communications comprises the Strategic Stakeholder Communications Unit, the Garda Press Office, the Content Creation Unit, and the Garda Internal Communications Unit. The Corporate Services and Justice Liaison functions sit within the Strategic Stakeholder Communications Unit and undertake key roles on behalf of the Garda Commissioner. The Justice Liaison team are an essential link between An Garda Síochána and the Transparency unit within the Department of Justice Home Affairs and Migration. This team service all requests for observations to Parliamentary Questions and briefing materials required by the Minister, ensuring An Garda Síochána meet its obligations in the provision of information to the Minister. The Corporate Services team serve a strategic function in liaising with internal and external stakeholders communicating with the Garda Commissioner. The Strategic Stakeholder Communications Unit is a new unit which supports the wider Office of Corporate Communications to build and maintain trust between An Garda Síochána and its stakeholders through tailored communications. This includes the drafting of speeches for public engagements by senior leaders, report writing, public affairs duties, and risk management. The primary objective of the unit is to maintain positive professional relationships with internal and external stakeholders, develop and provide high-quality, accurate reports and briefing materials, and maintain and develop a collective source of corporate information. The Garda Press Office is the main point of contact for media seeking information about Garda operations, criminal investigations, missing person appeals, serious road traffic collisions and a wide range of other information concerning the Garda Síochána organisation. Other functions of the office include attendance at major emergencies/incidents, organising and setting up press conferences, facilitating interviews and liaising with filmmakers/documentary makers. An Overview of The Office of Corporate Communications The Content Creation Office has responsibility for planning and organising campaigns (e.g. recruitment campaigns ‘It’s a Job Worth Doing’). The office is also responsible for An Garda Síochána social media platforms and the maintenance of the Garda website. It is also responsible for the publication of the Annual Report and other organisation publications. The Office has responsibility for Crime Call, this television programme plays a vital role in assisting An Garda Síochána with its work on various live investigations, circulating crucial crime prevention advice and traffic safety messages and issuing important public appeals. The Garda Internal Communications Unit is responsible for managing internal communications with An Garda Síochána, including the publication of bi-weekly newsletters, other bespoke communications and the Garda intranet. The Office is headed by the Garda Director of Communications and has a mixed skills base of Garda Staff and Sworn Garda Members. It is based in Garda Headquarters, Phoenix Park, Dublin 8 and also has Communications Coordinators based regionally. Job Specification The Stakeholder Engagement Coordinator (EO) will be primarily responsible for coordinating, recording and responding to parliamentary questions and correspondence received by the Garda Commissioner from the Minister for Justice, Teachta Dála (TDs) or elected representatives, members of the public, and key external stakeholders. Acting as a point of contact between An Garda Síochána and the Department of Justice and/or the Commissioner’s Office. Coordinating and processing of Parliamentary Questions and/or Commissioner’s Correspondence. Reviewing and assessing Parliamentary Questions posed and/or Commissioner’s Correspondence. Management of clerical officers assigned and related administrative and HR duties. Record keeping and management. Report writing. Preparation and review of briefing materials being prepared for the Minister for Justice and the Garda Commissioner. This description of the role is not intended to be an exhaustive list of duties and responsibilities and may be reviewed from time to time to reflect the needs of the role and organisation. This role will rely on the candidates’ knowledge and understanding of the political and current affairs landscape, as well as An Garda Síochána’s role and responsibilities. This is to enable them to identify and escalate matters which are in the public eye and warrant immediate attention. A certain level of risk assessment skills will be required as this office must identify where matters have the potential to cause organisational reputational damage. High-quality communications skills are a must, both written and verbal, as this role requires the holder to engage professionally in line with our corporate identity with key external stakeholders, most significantly, with the Department of Justice. Person Specification Essential: Professional Qualifications, Experience, Requirements, Skills Candidates, by the closing date, must have: Route 1: (A) A relevant qualification at the National Framework of Qualifications (NFQ) Level 6 or greater in Public Affairs, Communications, Politics or a similar discipline. and (B) Experience working in public relations, public affairs or a communications role, or in the political environment. Or Route 2: A minimum of 2 years’ experience working in public relations, public affairs or a communications role, or in the political environment. Candidates must also have experience: Preparing, editing and presenting material in a clear, concise and comprehensive manner, both verbally and in writing. Using Microsoft Office Platforms, e.g. Email, Word, Excel, PowerPoint and Teams. Desirable: Requirements, Skills: Experience dealing with press queries, parliamentary questions or a live news media environment. Oral and written proficiency in Irish. Experience in Content Management and Content Creation platforms or applications. A current, full driving licence – minimum Category B. Key Skills/Competencies for effective performance as an Executive Officer People Management Consults and encourages the full engagement of the team, encouraging open and constructive discussions around work issues. Gets the best out of individuals and the team, encouraging good performance and addressing any performance issues that may arise. Values and supports the development of others and the team. Encourages and supports new and more effective ways of working. Deals with tensions within the team in a constructive fashion. Encourages, listens to and acts on feedback from the team to make improvements. Actively shares information, knowledge and expertise to help the team to meet its objectives. Analysis & Decision Making Effectively deals with a wide range of information sources, investigating all relevant issues. Understands the practical implication of information in relation to the broader context in which they work – procedures, divisional objectives etc. Identifies and understands key issues and trends. Correctly extracts and interprets numerical information, conducting accurate numerical calculations. Draws accurate conclusions and makes balanced and fair recommendations backed up with evidence. Delivery of Results Takes ownership of tasks and is determined to see them through to a satisfactory conclusion. Is logical and pragmatic in approach, setting objectives and delivering the best possible results with the resources available through effective prioritisation. Constructively challenges existing approaches to improve efficient customer service delivery. Accurately estimates time parameters for projects, making contingencies to overcome obstacles. Minimises errors, reviewing learning and ensuring remedies are in place. Maximises the input of own team in ensuring effective delivery of results. Ensures proper service delivery procedures, protocols and reviews are in place and implemented. Interpersonal & Communication Skills Modifies communication approach to suit the needs of a situation or audience. Actively listens to the views of others. Liaises with other groups to gain co-operation. Negotiates, where necessary, in order to reach a satisfactory outcome. Maintains a focus on dealing with customers in an effective, efficient and respectful manner. Is assertive and professional when dealing with challenging issues. Expresses self in a clear and articulate manner when speaking and in writing. Specialist Knowledge, Expertise and Self Development Displays high levels of skills and expertise in own area and provides guidance to colleagues. Has a clear understanding of the role, objectives and targets and how they support the service delivered by the unit and Department/Organisation and can communicate this to the team. Leads by example, demonstrating the importance of development by setting time aside for development initiatives for self and the team. Drive & Commitment to Public Service Values Is committed to the role, consistently striving to perform at a high level. Demonstrates flexibility and openness to change. Is resilient and perseveres to obtain objectives despite obstacles or setbacks. Ensures that customer service is at the heart of own/team work. Is personally honest and trustworthy. Acts with integrity and encourages this in others. Eligibility to Apply Eligibility to apply and certain restrictions on eligibility Citizenship Requirements Eligible candidates must be: (a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who has a Stamp 4* or a Stamp 5 permission. *Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent. To qualify candidates must be eligible by the date of any job offer. It is the candidates responsibility to maintain eligibility. Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation letter dated 28th June 2012 to Personnel Officers introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation and the Public Services Committee of the ICTU in relation to ex-gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the Public Service by any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009–2011) for a period of 2 years from termination of the employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility). Incentivised Scheme for Early Retirement (ISER) It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees, under that Scheme, are not eligible to apply for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position. Department of Health and Children Circular (7/2010) The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector or in the wider Public Service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years. People who availed of the VER scheme are not eligible to apply in this competition. People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility). Department of Environment, Community & Local Government (Circular Letter LG(P) 06/2013) The Department of Environment, Community & Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28 June 2012 as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment in any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009–2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012) for a period of 2 years from their date of departure under this Scheme. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor). Declaration Applicants will be required to declare whether they have previously availed of a Public Service scheme of incentivised early retirement. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment. Employer of Choice As an Employer of Choice, An Garda Síochána has many flexible and family friendly policies e.g. Worksharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis), etc. All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation. General The appointment is to a permanent post in An Garda Síochána and is subject to the Policing, Security and Community Safety Act 2024, the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to An Garda Síochána. Please note appointments from within An Garda Síochána for staff employed pre-commencement of the Policing Security & Community Safety Act will be to a Civil Service grade with Civil Service terms and conditions, insofar as applicable. Salary Scale The Executive Officer salary scale will apply to this position. The PPC (Personal Pension Contribution) salary scale (annually) for this position, with effect from 1st February 2026, is as follows: Executive Officer Standard Scale - PPC €38,419 - €40,360 - €41,456 - €43,594 - €45,510 - €47,364 - €49,211 - €51,024 - €52,890 - €54,749 - €56,722 - €58,044 - €59,928 - €62,601 Long Service increment (LSI 1) may be payable following 3 years’ satisfactory service at the maximum of scale. Long Service increment (LSI 2) may be payable following 6 years’ satisfactory service at the maximum of scale. Personal Pension Contribution The PPC pay rate applies when the individual is required to pay a Personal Pension Contribution (otherwise known as a main scheme contribution) in accordance with the rules of their main/personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme, or the Additional Superannuation Contributions (ASC). A different rate will apply where the appointee is not required to make a Personal Pension Contribution. Candidates should note that entry will be at the minimum of the scale and will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Increments may be awarded annually, subject to satisfactory performance. Important Note Different terms and conditions may apply, if, immediately prior to appointment the appointee is already a serving Civil Servant or Public Servant. Payment will be made fortnightly in arrears by Electronic Fund Transfer (EFT) into a bank account of an employee’s choice. Payment cannot be made until a bank account number and bank sort code has been supplied to the HR Directorate, Athlumney House, Johnstown, Navan, Co Meath C15 ND62. Statutory deductions from salary will be made as appropriate. Upon appointment, you will agree that any overpayment of salary, allowances, or expenses will be repaid by you subject to An Garda Síochána’s Management of Overpayments Policy. Location The position will be based in An Garda Síochána Headquarters, Phoenix Park, Dublin 8. Tenure and Probation The appointment is to a permanent position on a probationary contract in An Garda Síochána. The probationary contract will be for a period of one year from the date specified on the contract. During the period of your probation, your performance will be subject to review by your line manager(s) to determine whether you: (i) Have performed in a satisfactory manner; (ii) Have been satisfactory in general conduct; and (iii) Are suitable from the point of view of health with particular regard to sick leave. Prior to the completion of your probation, a decision will be made as to whether or not you will be retained, subject to An Garda Síochána’s Probation Policy. This decision will be based on your performance assessed against the criteria set out in (i) to (iii) above. The detail of the probationary process will be explained to you and you will be given a copy of An Garda Síochána Policy on probation. Notwithstanding the preceding paragraphs in this section, your probation contract may be terminated at any time prior to the expiry of the term of the contract by either side in accordance with the Minimum Notice and Terms of Employment Acts, 1973 to 2005.
Senior Speech And Language Therapist
Job Title: Senior Speech and Language Therapist Location: Drumcondra, Dublin 9 Reports to: Clinical Lead Contract Type: Permanent / Fulltime Contract Hours: 39 per week Salary Scale Range: €62,653 – €73,771 Annual Leave: 29 days About the Role We are seeking an experienced and motivated Senior Speech and Language Therapist to lead and deliver a high-quality service for children and young people aged 0–18 years with visual impairment and, in some cases, additional needs. This is a senior, impactful role combining clinical expertise, leadership, and service development. You will play a key part in shaping innovative, accessible, and evidence-based services, while collaborating with other professionals across our multidisciplinary teams, to provide holistic care for the people we support. Key Responsibilities Clinical Practice & Service Delivery
Senior Radiographer Breastcheck
Our Service - BreastCheck (The National Breast Screening Programme) BreastCheck – The National Breast Screening Programme - plays a central role in diagnosis and management of breast cancer in Ireland, providing free mammograms every two years to women aged 50 to 69. Survival has improved because of screening, symptomatic detection and improved treatment options. As a Mammographer, you will be closely involved with both the quality of the outcome of the service and each woman’s satisfaction with the service. We offer both Full-time and part-time opportunities. Consideration will be given to flexible working arrangements. We are currently accepting applications from suitably qualified candidates for our 2 units in Dublin, Ireland. BreastCheck has 4 screening units in hospitals and 24 mobile clinics across the country, If you are interested in working in any of the following locations you should consider applying for this campaign; BreastCheck Eccles Unit, Eccles Street, Dublin 7 BreastCheck Merrion Unit, Merrion Road, Dublin 4 Life as a Mammographer (Senior Radiographer) You'll be part of a multidisciplinary breast screening team and be responsible for the monitoring and quality assurance tests for specialist mammography equipment to ensure that it's used safely within set parameters. Mammographers play an important part in early cancer detection by producing high-quality mammograms to identify signs of cancer. How to become a Mammographer (Senior Radiographer) Mammographers are CORU-registered Radiographers with 3 years full-time (or an aggregate of 3 years) post-qualification clinical experience. PostGraduate Mammography Qualification: Radiographers in BreastCheck will hold or be in training for a recognised postgraduate qualification in mammography and will achieve the award within one year of taking up a post with the programme. Appointed candidates must undertake a 1-year specialist Post-Graduate Qualification in Mammography if they are not currently in receipt of this qualification. Training will be supported and financed by National Screening Service . The aims of a specific course of study in mammography are to develop a high level of practical expertise in mammography; a sound theoretical knowledge of breast imaging, diagnosis and treatment; and critical evaluation and judgement skills. These outcomes will enable the radiographer to become a skilled practitioner of mammographic technique and an active member of the multidisciplinary team. Important to Note: Mammography (MSc) - Entry requirements - Please note for International Candidates: You will be required to provide evidence of English language competence at IELTS 7 (no less than 6.5 in any element) or equivalent. A career with BreastCheck offers you: • A fully funded PostGraduate course in Mammography with access to study leave. • Full-time and part-time working options to facilitate work-life balance. • Bank holidays, Christmas and New Years off. • Uniforms are supplied. • Annual and Quarterly allowance (02/2018 HSE Circular). • Opportunities for career development. • Rotating through mobile units offers a variety in working location. • Work with state of the art imaging equipment, including digital mammography and tomosynthesis, integrated PACS and clinical management system. Choose Screening, Together We Can Make a Difference
