Jobs in Waterford
Sort by: relevance | dateGraduate Management Trainee
We’re Enterprise Mobility. A family-owned, global mobility leader with a $39 billion turnover, nearly 90,000 team members, and operations in 95 countries. Led by CEO Chrissy Taylor, the third generation of the Taylor family, we’re built on a legacy that gives us the stability to focus on the long-term success of our people, our customers and our business. Why join the Graduate Management Training Programme? As a Graduate Management Trainee, you'll have the freedom and support to explore your leadership potential - and the opportunity to become a branch manager in one of our retail operations in as little as two years. In fact, most of our senior leaders began their careers in this very role - including our current CEO. From day one, we’ll invest in you. You’ll be in a supportive environment where you’ll take on real responsibilities and gain invaluable hands-on experience in customer service, sales, marketing, finance, operations, and more. We work hard and reward hard work Your work will be recognised with performance-based incentives and opportunities for continued promotion. Our unique promote-from-within culture means you can keep your career moving forward without having to change organisations. Award-winning training and development Whether you’re building on existing strengths or developing new ones, your growth is our priority. Through classroom learning, on-the-job training, and mentorship, you’ll have the tools and support to take the next step – and the one after that. Our doors are open As a Graduate Management Trainee, your experience at Enterprise Mobility will be as unique as you because you shape who we are as much as we shape your skills, path and potential. We pride ourselves on opening our doors to a variety of voices, giving way to an experience that’s both inclusive and that inspires diversity of thought. Responsibilities From your very first day, you’ll be trusted with real responsibility and exposed to all areas of our business. You’ll develop skills in: Customer Service: deliver exceptional experiences by confidently handling reservations, resolving enquiries, and building rapport with a diverse range of customers. Sales and Marketing: connect with local business partners, grow your network and develop lasting relationships. Financial Control and Profitability: understand the financial mechanics of a successful business, including cost control and interpreting profit and loss statements. Operations and Logistics: learn how to manage a fleet, plan strategically, and drive performance. Leadership and Development: take the lead in mentoring, training, and developing your own team - with the opportunity to manage and promote others as you grow. Qualifications CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Education and Curriculum Advisor (Special School)
Section 1: Overview of the NCSE Background The National Council for Special Education (NCSE) is an independent statutory body, established to improve the delivery of education services to persons with special educational needs arising from disabilities with particular emphasis on children and young people. Currently NCSE supports are delivered via our regional teams comprising of:
Financial Accountant
Brothers of Charity Services Ireland – South East Region Waterford Services Permanent Full time Finance Accountant (Grade VII) Come and work with one of Ireland’s best 150 Employers! Brothers of Charity Services Ireland are looking for bright, ambitious individuals who have a positive attitude towards working with people with an intellectual disability and who are committed to ensuring that our persons supported lead as fulfilling and enjoyable a life as possible. The role of a Financial Accountant: The person appointed will be a key member of the Finance Team providing effective accounting and operational support to the Head of Finance and organisational stakeholders. The role includes responsibility for line managing designated Finance Team colleagues and contributing to their ongoing development. The appointee must: a) Be a qualified accountant holding current membership of an approved accountancy body (e.g. Chartered Accountants Ireland, Association of Chartered Certified Accountants, Chartered Institute of Management Accountants) b) have a minimum of three years’ relevant experience c) have excellent skills in the use of MS Excel and be highly competent in Microsoft packages and accounting software d) have excellent numeracy, analytical, communication and organisational skills e) the requisite knowledge and ability (including a high standard of suitability, initiative and interpersonal skills) for the proper discharge of the duties of the post f) have an appreciation of the needs and rights of people with intellectual disabilities Possession of a “B” class clean Irish Driving Licence is essential. · Competitive Rates of Pay (€60,013 - €78,015 pro-rata) · 30 days Annual Leave · Defined Benefit Pension Plan · Career Progression · Sick Pay Benefits · Employee Assistance Programs Click here to view our full range of benefits
Beach Lifeguard
THE COMPETITIONS Waterford City & County Council is currently inviting applications from suitably qualified persons for the above competitions. Waterford City & County Council will, following the recruitment process, form 2 panels for the post of Temporary Senior Beach Lifeguard & Temporary Beach Lifeguard from which future relevant vacancies may be filled for the Bathing Season 2026. Candidates will be required to undergo a practical test in resuscitation, swimming ability and rescue techniques together with a written test. Successful candidates at the test will be invited to attend for interview. Candidates will also be required to attend a compulsory pre-employment briefing session and any further training as set out by the Council. Each candidate will be liable for any expenses incurred by him/her in attending the test and/or interview as applicable. The employment is fixed term, part-time and non-pensionable and is for the Bathing Season 2026 only. DUTY The duty of the Beach Lifeguard is to provide supervision of activities at public bathing areas in Waterford in order to prevent drowning and other water related incidents and to provide emergency rescue service where required. Please note Waterford City & County Council will assign successful candidates to a nominated beach and reserve the right to re-assign you to any beach during the period of your employment. A list of duties will be provided as part of your pre- employment briefing session. Your normal hours of work will be from 11a.m. to 7p.m., 5 days per week inclusive of Saturday, Sunday and Bank Holidays (Hours subject to change) with a one hour for lunch daily. You will be required to present at 10:00 am one morning per week to facilitate training and up-skilling. The following employment options are offered under separate contracts, as the nature of this employment is temporary short-time applicants must be available for the entire period indicated under each option. June Weekends 30th & 31st May, 1st June, 6th & 7th June, 13th & 14th June, 20th & 21st June, 27th & 28th June July & August Full time from the 29th June to 30th August September Weekends 5th & 6th September, 12th & 13th September Successful candidates may be required to undertake other duties from time to time, such duties being reasonably consistent with the position of lifeguard. Section 2(2) of the Unfair Dismissals Act, 1977 shall not apply to your dismissal on the expiry of this contract of employment, should it not be renewed nor to your prior dismissal on grounds of unsatisfactory service etc., should that circumstance arise. CHARACTER Candidates shall be of good character and comfortable in a role with such responsibility as that of a Beach Lifeguard. AGE Beach Lifeguard Applicants shall be not less than 18 years of age on Friday, 29th May 2026 (for commencement on 30th May) or Sunday, 28th June 2026 (for commencement on 29th June) Senior Beach Lifeguard Applicants shall be not less than 19 years of age on Sunday, 28th June 2026 with a minimum of 2 years full time Beach Lifeguard experience (for commencement on 29th June) Birth Certificate must be presented at application stage. QUALIFICATIONS In order to be considered for employment applicants must submit a current Irish Water Safety National Beach Lifeguard Award or equivalent as recognized by the International Lifesaving Federation (I.L.S.) or submit written confirmation that you have recently passed and are awaiting the Beach Lifeguard Award Certificate upon application or confirmation that you have registered to undertake the Beach Lifeguard course. Certificates must be valid for the entire period of employment. Candidates must have a thorough knowledge of resuscitation including Cardiopulmonary Resuscitation and will be required to display a proficiency in resuscitation, swimming ability and rescue techniques in a practical test. Waterford City and County Council will not be responsible for the payment of any expenses incurred by the candidates in presenting themselves for this practical test. All successful candidates will be required to undergo an interview and an induction day’s training. The elements of the test are outlined below. Candidates must achieve a PASS in all Sections. Section A General/_Skills — Candidates must achieve 50% in this Section (a) General aspects of safe Lifeguarding (Written Paper) (b) Practical BLS Skills Maximum Mark for (a) and (b) (60) RESCUE SKILLSTest Item 2 : Canbuoy/Rescue Tube Tow - Maximum Mark (20) • Rescue a conscious casualty 100m from waist deep water using canbouy/rescue tube and return to shore • Do not clip on casualty (casualty to hold onto canbuoy/rescue tube) • To be completed in not more than 7 minutes • Casualty should not kick while being towed • Rescuer must tow the casualty (tension should be maintained on rope during tow) Note: Those finishing outside 7 minutes will be deemed to have failed this item. Test Item 3: Board/Rescue Ski Paddle – Maximum Mark (20) • Paddle out and around a buoy 200m from waist deep water using a Rescue board or Ski If candidate falls off they will be allowed repeat the full item. If they fall off a second time they will have failed this item of the test. Please Note: Total Mark for Section B is 100. Candidates must score 50% or more AND be within time limits specified above to pass Section Each Candidate for the position of SENIOR BEACH LIFEGUARD must have the following essential criteria: • Have at least 2 years prior experience as a Beach Lifeguard in full season employment. Experience should include the performance of rescues, first aid treatment and dealing with the public in difficult situations. and; • Be capable of demonstrating a high level of skills and knowledge associated with operation of a Beach Lifeguard service. • Be capable of organising the operation of a Beach Lifeguard service on a Beach. • Be comfortable in the capacity as a mentor for Beach Lifeguards and be prepared to train them to the standards set out within the operating procedures on their assigned Beach. • Have past experiences in a leadership role. • Demonstrate good communication and interpersonal skills. • Possess further qualifications relevant to Beach Lifeguarding such as Occupational First Aid, VHF Radio, Rescue Boat etc.,. Original Certifications must be presented at application stage. In addition, the key Competencies for the posts include the following and candidates will be expected to demonstratesufficient evidence of competence under each of these at Interview and must achieve at least 50% of marks in each to be considered for employment: o Communication/Interpersonal Skills o Initiative/Judgement/Motivation o Knowledge & Understanding of Job/Awareness of Work Environment/Health & Safety Appointments will be made in order of merit from the combined results. GARDA VETTING The Garda Vetting process will be carried out in respect of all applicants and the Garda Vetting Form must be completed and returned with the application form by every candidate. Parent/Guardian consent form should only be completed in respect of candidates under the age of 18 at the time of application. RECRUITMENT Candidates will be required to display a proficiency in resuscitation, swimming ability and rescue techniques in oral and practical tests. Waterford City and County Council will not be responsible for the payment of any expenses incurred by the candidates in presenting themselves for this practical test. All successful candidates will be required to undergo an interview. Appointment will be made in order of merit from the combined results. HEALTH Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service as a Beach Lifeguard. Candidates must be free from any defects or diseases, which would render them unsuitable to hold the position and be in a good state of health. All candidates will be required to submit a Medical Report at the time of application at their own expense. RATE OF PAY Successful candidates will be paid fortnightly by means of a credit transfer to a financial institution, statutory deductions will be made as appropriate. The current rate of pay applicable to the post is as follows; Beach Lifeguard: Senior Beach Lifeguard: €622.67 per week based on a 35 hour week (rate effective 1st February, 2026) €712.62 per week based on a 35 hour week (rate effective 1st February, 2026) SUNDAY WORKING Successful candidates will be required to work Sunday as part of their employment contract and in accordance with Section 14(1) of the Organisation of Working Time Act 1997, the fact of you having to work on that day has been taken into account in the determination of your pay ANNUAL LEAVE Granting of annual leave, payment for annual leave and arrangements for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1997 (as amended). SICK LEAVE The terms of the Public Service Sick Pay Scheme will prevail. REPORTING ARRANGEMENTS Beach Lifeguards will report directly to the Water Safety Development Officer or to such other person as may be determined by the Council from time to time. PERFORMANCE REVIEW Performance Review will be carried out during the period of employment. The performance review will be taken into consideration for any returning applications the following year. CESSATION/TERMINATION OF EMPLOYMENT This temporary, fixed term employment shall commence and cease as per the dates outlined of the Bathing Season of the year in question. However, notwithstanding that this is a temporary fixed term contract, Waterford City & County Council reserve the right to terminate your employment if you are unable to perform the work for which you are employed as a result of incapacity, incompetence or misconduct, unsatisfactory service or attendance etc.,. In the event of such a termination, the Council undertakes to give you one week’s notice or, at the discretion of the Chief Executive, pay in lieu of notice. No notice will be given in circumstances justifying immediate termination of your employment. The appropriate period of notice set down in the Minimum Notice and Terms of Employment Act 1973-2001 will apply. Section 2(2) of the Unfair Dismissals Act 1977 shall not apply to your dismissal on the expiry of this contract of employment should it not be renewed nor to your prior dismissal on grounds of unsatisfactory service etc., should that circumstance arise. Likewise, should you decide to leave the employment, you are required to give one week’s notice in writing. Nothing in this agreement will prevent the giving of a lesser period of notice by either party where it is mutually agreed. CONFIDENTIALITY You shall not discuss or disclose any information of a confidential nature relating to Waterford City & County Council or its business or in respect of which the Council owes an obligation of confidence to any person during or after your employment in the proper course of your employment or as required by law. COUNCIL RECORDS/PROPERTY You shall not remove any records belonging to the Council from the Council’s premises at any time without proper advance authorisation. You will return to the Council upon request and in any event upon the termination of your employment all records and property belonging to the Council which are in your possession or under your control. Uniforms are not required to be returned. CODE OF CONDUCT You will be expected to abide by the staff rules, codes of conduct and dress as laid down by Waterford City & County Council. GRIEVANCE & DISCIPLINARY PROCEDURES Waterford City & County Council and the main negotiating unions have agreed a procedure for dealing with grievance and disciplinary matters which will apply to your employment. ETHICS You are expected to adhere to codes of practice and ethical matters as laid out in legislation through the Local Government Act 2001 and through other legislative enactments or regulations with relevance to the duties for which you are employed. EQUALITY Waterford City & County Council is committed to a policy of Equality of Opportunity in its employment practices and has a positive action programme in place to realise this policy. Waterford City & County Council is also committed to the maintenance of a working environment free of all forms of harassment including sexual harassment and harassment on the grounds of gender, marital status, family status, age, religion, race, disability, sexual orientation and membership of the traveller community. GOVERNING LAW The contract of employment shall be interpreted in accordance with the laws of Ireland. Please note that statutory instruments governing employment legislation and any changes made therein may supersede the terms of this contract. SAFETY & WELFARE The holder of the post shall co-operate with the terms of Waterford City & County Council’s Safety Statement and Major Emergency Plan. He/she shall familiarise him/herself with the safety rules and procedures and make proper use of all safety clothing and equipment. Failure to comply with the terms of the Safety Statement may result in a disciplinary action. TRAINING It is a condition of employment that successful candidates will be required to participate in training programmes relevant to the skills necessary for the performance of the duties attaching to the post. POLICIES & PROCEDURES The post-holder will be expected to abide & adhere to the policies & procedures applicable to Waterford City & County Council. These include but are not limited to: • Code of Conduct for Employees • Attendance Management Policy & Sick Leave scheme • Grievance & Disciplinary • Performance Management & Development System • Confidentiality • Information Communications & Acceptable Usage Policy and Social Media Policy CANVASSING Any attempt by a candidate himself or herself or by any person(s) acting at the candidate’s instigation, directly or indirectly, by means of written communication or otherwise, to canvass or otherwise influence in the candidate’s favour, any member of the staff of Waterford City & County Council or person nominated by the County Council to interview or examine applicants, will automatically disqualify the candidate for the position being sought.
Probation Officers
T he Role A Probation Officer in the Probation Service of the Department of Justice may be assigned to duties in any of the following areas: Courts and Community, Prisons/Places of Detention, Young Persons‟ Probation or other particular assignments that may arise in the Service. A Probation Officer can anticipate changes in assignment from time to time during their careers with the Service. The areas of current strategic priority for the Probation Service that are likely to impact on the work of a Probation Officer include: · Ensuring community sanctions remain a viable and relevant disposal for the court; · Expanding the range of community sanctions and approaches to offender rehabilitation available to the Courts, the Department of Justice and other relevant authorities; · Developing new ways of working with our criminal justice partners, including greater integration of work practices in the management of offenders; · Developing a more victim sensitive approach in our work with offenders as well as further developing restorative justice interventions and services to victims; · Engaging with the community in promoting and delivering community sanctions. Accountabilities for the position · Meeting Service standards and guidelines in the preparation of assessment reports on offenders. · Managing the supervision of offenders subject to a range of Court orders including Probation Orders, Community Service Orders, and post custody supervision. · Delivery of Young Persons‟ Probation programmes, including the preparation of court reports, engaging with and motivating young offenders and implementing the Children Act 2001. · Ensuring offenders‟ compliance with Court Orders and other orders being managed on behalf of relevant authorities e.g. Department of Justice, the Irish Prison Service. · Delivery of interventions with offenders to reduce offending, establish pro-social behaviour and reduce victimisation. Training The Probation Service is committed to providing on-going training and development opportunities for all its staff. There is a dedicated staff training and development section within the Probation Service which provides induction training to all new officers. It also offers on-going skills and knowledge training in specific areas relevant to the core work of the Probation Service. Locations of Posts: All candidates will be considered to have applied for a national panel only. The majority of vacancies will be located in Dublin. Candidates should be aware that requirements in relation to working on site at their place of work will be in line with the Probation Service Blended Working Policy.( All Probation Officers are required to attend their place of work on, at least three days per week to be agreed with their line manager. Additional in person attendance may be also required depending on the business need). QUALIFICATIONS AND EXPERIENCEEssential Candidates must , on or before 24th of February 2026 , have 1. A Qualification at Level 8 on the National Framework of Qualifications in Social Science with social policy component, or an equivalent qualification recognised for entry onto one of the Social Work courses approved by CORU, Health and Social Care Professionals Council. OR have being working as a Social Worker and 2. Have experience in and capacity to demonstrate the following : a. Interviewing skills b. Report writing and assessment skills c. Case management skills, including ability to meet deadlines d. Ability to work as part of a team and 3. Have knowledge of: a. The Criminal Justice system b. Community resources and how these can be mobilised Desirable · CORU registered for social work · Post qualification work experience in a probation or social work setting · Court room skills · Knowledge of a range of social work methods of intervention · Knowledge of legislation relevant to the work of a Probation Officer · Knowledge and understanding of victim related issues · Knowledge of offending behaviour interventions and programmes · Ability to engage and motivate offenders · Knowledge of addictions · A full current driving licence that enables you to drive in Ireland and a car available for official business use or access to a form of transport which enables you to meet the full requirements of the post It is the responsibility of applicants to ensure that they meet the eligibility criteria. Eligibility may not be confirmed until an applicant comes under consideration for assignment. An invitation to an interview does not constitute acceptance of eligibility. Eligibility to compete 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; To qualify candidates must be eligible by the date of any job offer. Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure and Reform 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 and Reform 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 compete 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 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 the Civil Service has many flexible and family friendly policies e.g. Worksharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis) etc. All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation. Principal Conditions Of ServiceGenera The appointment is to a permanent post in the Civil Service and is subject to the Civil Service Regulations Acts 1956 to 2005, the Pubic Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to the Civil Service. Pay The Probation Officer salary scale (rates effective from 1st February 2026) for the position is as follows: €39,974 €42,496 €43,170 €46,536 €49,913 €53,352 €56,956 €59,231 €61,517 €63,823 €66,115 €68,413 €70,711 €73,002 €75,313 €77,865 (LSI1) €80,414 (LSI2) Personal Pension Contribution (PPC) 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. Long service increments may be payable after 3(LSI1) and 6(LSI2) years satisfactory service at the maximum of the scale. Important Note Entry will be at the minimum of the scale and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if you are a currently serving civil or public servant. Subject to satisfactory performance increments may be payable in line will current Government Policy. You will agree that any overpayment of salary, allowances, or expenses will be repaid by you in accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners. Tenure and Probation The appointment is to a permanent position on a probationary contract in the Civil Service. The probationary contract will be for a period of one year from the date specified on the contract. During the period of your probationary contract, your performance will be subject to review by your supervisor(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 the probationary contract a decision will be made as to whether or not you will be retained pursuant to Section 5A(2) Civil Service Regulation Acts 1956 – 2005 . 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 by the Department of Justice and you will be given a copy of the Department of Public Expenditure and Reform’s guidelines on probation. Notwithstanding the preceding paragraphs in this section, the probationary 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. In the following circumstances your contract may be extended and your probation period suspended. · The probationary period stands suspended when an employee is absent due to Maternity or Adoptive Leave. · In relation to an employee absent on Parental Leave or Carers Leave, the employer may require probation to be suspended if the absence is not considered to be consistent with the continuation of the probation and · Any other statutory provision providing that probation shall - (i) stand suspended during an employee’s absence from work, and (ii) be completed by the employee on the employees return from work after such absence. Where probation is suspended the employer should notify the employee of the circumstances relating to the suspension. All appointees will serve a one-year probationary period. If an appointee who fails to satisfy the conditions of probation has been a serving civil servant immediately prior to their appointment from this competition, the issue of reversion will normally arise. In the event of reversion, an officer will return to a vacancy in their former grade in their former Department. Headquarters The Probation Service is a national service with offices in over 30 locations around the country. The Probation Service also has offices in each of the Prisons and Places of Detention located throughout the country. Officers may be required to serve in any part of the state, both in a community and custodial setting. An officer’s headquarters will be such as may be designated from time to time by the Head of Service. Probation Officers are normally required to travel extensively in the course of their official duties and are expected to provide their own motor cars and driving licence for this purpose. The existing regulations governing recoupment of travelling expenses provide for payment of motor allowance subject to certain conditions, in respect of the use by an officer of his/her own motor car on official business. Subsistence allowances at appropriate rates are also payable. Hours of attendance Hours of attendance will be fixed from time to time but will amount to not less than 41 hours and 15 minutes gross or 35 hours net per week. The successful candidate will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of his/her duties subject to the limits set down in the working time regulations. The rate of remuneration payable covers any extra attendance liability that may arise from time to time. Annual Leave Annual leave will be 25 working days in the first five years of service, 29 working days in the next five years of service and 30 working days after 10 years. This allowance is subject to the usual conditions regarding the granting of annual leave in the civil service, is based on a five day week and is exclusive of the usual public holidays. Sick Leave Pay during properly certified sick absence, provided there is no evidence of permanent disability for service in accordance with the provisions of the sick leave circulars. Officers paying Class A rate of PRSI will be required to sign a mandate authorising the Department of Social Protection to pay any benefits due under the Social Welfare Acts direct to the employing Office/Department. Payment during illness will be subject to the officer making the necessary claims for social insurance benefit to the Department of Social Protection within the required time limits Superannuation and Retirement The successful candidate will be offered the appropriate superannuation terms and conditions as prevailing in the Civil Service at the time of being offered an appointment. In general, an appointee who has never worked in the Public Service will be offered appointment based on membership of the Single Public Service Pension Scheme (“Single Scheme”). Full details of the Scheme are at www.singlepensionscheme.gov.ie Where the appointee has worked in a pensionable (non-Single Scheme terms) public service job in the 26 weeks prior to appointment or is currently on a career break or special leave with/without pay different terms may apply. The pension entitlement of such appointees will be established in the context of their public service employment history. Key provisions attaching to membership of the Single Scheme are as follows: Pension Abatement If the appointee has previously been employed in the Civil or Public Service and is in receipt of a pension from the Civil or Public Service or where a Civil/Public Service pension comes into payment during his/her re-employment that pension will be subject to abatement in accordance with Section 52 of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. Please note: In applying for this position you are acknowledging that you understand that the abatement provisions, where relevant, will apply. It is not envisaged that the employing Department/Office will support an application for an abatement waiver in respect of appointments to this position. However, if the appointee was previously employed in the Civil or Public Service and awarded a pension under voluntary early retirement arrangements (other than the Incentivised Scheme of Early Retirement (ISER), the Department of Health Circular 7/2010 VER/VRS or the Department of Environment, Community & Local Government Circular letter LG(P) 06/2013, any of which renders a person ineligible for the competition)the entitlement to that pension will cease with effect from the date of reappointment. Special arrangements may, however be made for the reckoning of previous service given by the appointee for the purpose of any future superannuation award for which the appointee may be eligible. Department of Education and Skills Early Retirement Scheme for Teachers Circular 102/2007 The Department of Education and Skills introduced an Early Retirement Scheme for Teachers. It is a condition of the Early Retirement Scheme that with the exception of the situations set out in paragraphs 10.2 and 10.3 of the relevant circular documentation, and with those exceptions only, if a teacher accepts early retirement under Strands 1, 2 or 3 of this scheme and is subsequently employed in any capacity in any area of the public sector, payment of pension to that person under the scheme will immediately cease. Pension payments will, however, be resumed on the ceasing of such employment or on the person's 60th birthday, whichever is the later, but on resumption, the pension will be based on the person's actual reckonable service as a teacher (i.e. the added years previously granted will not be taken into account in the calculation of the pension payment). Pension Accrual A 40-year limit on total service that can be counted towards pension where a person has been a member of more than one pre-existing public service pension scheme (i.e. non-Single Scheme) as per the 2012 Act shall apply. This 40-year limit is provided for in the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. This may have implications for any appointee who has acquired pension rights in a previous public service employment.
Scheduling Coordinator
Join our team With a global footprint spanning six countries around the world, Dovida delivers nine million hours of care each year. In Ireland, our network of 25 offices and 350 key players manage 4,000 professional caregivers, who support, uplift and empower 7,000 clients in cities, towns and villages across the country. Dovida’s ‘Circle of Care’ philosophy ensures it fulfils its promise: Your Life, Your Way Who we`re looking for As a Scheduling Coordinator you should have following skills and experience.
Probation Assistant (Executive Officer)
The Role A Probation Assistant (Executive Officer) is a new role in the Probation Service. Working as part of a team, a Probation Assistant’s role is to support in the supervision and management of offenders and in interagency work at an appropriate level. A Probation Assistant may be assigned to duties in any of the following areas: Courts and Community, Prisons/Places of Detention, Young Persons‟ Probation or other particular assignments that may arise in the Service. A Probation Assistant can anticipate changes in assignment from time to time during their careers with the Service. The areas of current strategic priority for the Probation Service that are likely to impact on the work of a Probation Assistant include: · Ensuring community sanctions remain a viable and relevant disposal for the court; · Expanding the range of community sanctions and approaches to offender rehabilitation available to the Courts, the Department of Justice and other relevant authorities; · Developing new ways of working with our criminal justice partners, including greater integration of work practices in the management of offenders; · Developing a more victim sensitive approach in our work with offenders as well as further developing restorative justice interventions and services to victims; · Engaging with the community in promoting and delivering community sanctions. In order for Probation Assistants to be effective in their role, candidates need to be: · interested in public affairs and committed to the concept of public service; · capable of planning and organising people and resources to meet goals, targets and objectives; · understanding and sensitive in dealing with others, and persuasive when communicating in general; · interested in making sure all tasks are completed to a very high standard; · willing to share ideas and information with people, with the purpose of achieving a particular result; · interested in working as part of a team; · capable of presenting written material in a clear, concise, comprehensive and convincing manner; · fully committed to achieving quality results; · capable of using initiative as and when appropriate; Specific Responsibilities of the Probation Assistant Role: • Assisting Probation Teams in managing the supervision of offenders on Community Service Orders • Assisting Probation Teams in monitoring low risk offenders • Assisting Probation Officers in the co-ordination of Programme Delivery • Assisting Probation Teams in attending and carrying out Court duties. Training The Probation Service is committed to providing on-going training and development opportunities for all its staff. There is a dedicated staff training and development section within the Probation Service which provides induction training to all new staff. It also offers on-going skills and knowledge training in specific areas relevant to the core work of the Probation Service. Locations of Posts: Vacancies will arise nationwide across the Probation Service . If you are successful in this competition you will be placed on a panel in order of merit from which vacancies across the country will be filled. Candidates should be aware that requirements in relation to working on site at their place of work will be in line with the Probation Service Blended Working Policy.( All Probation Assistants are required to attend their place of work on, at least three days per week to be agreed with their line manager. Additional in person attendance may be also required depending on the business need). QUALIFICATIONS AND EXPERIENCEEssential Candidates must , on or before 24th February 2026 (i) have obtained in the Leaving Certificate Examination a minimum of grade D at Ordinary (or Pass) level in Mathematics and Irish or English, having obtained a minimum of Grade C in at least five subjects at Higher (or Honours) level papers; or (ii) hold a qualification, that in the opinion of the Probation Service, is of a standard in terms of both level and volume of learning that is of at least an equivalent or higher standard to the Leaving Certificate (this will only be determined during the selection process or if a candidate comes under consideration for a position); or (iii) have passed the first-year examination of a course leading to a recognised degree; or (iv) be serving as a Civil Servant with not less than two years-service. Temporary officers and officers serving in an acting capacity in the eligible grades may compete in the competition provided they fulfil the eligibility requirements set out And Demonstrate the competencies set out in Appendix I Desirable Criteria · A recognised third level qualification relevant to the area e.g., Bachelor of Social Science Degree,Applied Social Care, Social Care, Applied Social Studies, Social Care Practice. Psychology or Criminology. · Experience of working with offenders/other marginalized groups · Court Room Experience · Experience of working with victims and related issues · Experience of offending behaviour programmes · Experience of working in addiction treatment settings It is the responsibility of applicants to ensure that they meet the eligibility criteria. Eligibility may not be confirmed until an applicant comes under consideration for assignment. An invitation to an interview does not constitute acceptance of eligibility. Eligibility to compete and certain restrictions on eligibility Citizenship Requirements Eligible Candidates must: 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; To qualify candidates must be eligible by the date of any job offer. Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure and Reform 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 and Reform 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 compete 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 the Civil Service has many flexible and family friendly policies e.g. Worksharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis) etc. All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation. The Civil Service also operates a Mobility scheme for all general service grades. This scheme provides staff with career opportunities to learn and partake in diverse roles across a range of Civil Service organisations and geographical locations. Principal Conditions Of ServiceGeneral The appointment is to a permanent post in the Civil Service and is subject to the Civil Service Regulations Acts 1956 to 2005, the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to the Civil Service. Pay The Probation Assistant salary scale (rates effective from 1st February 2026) for the position is as follows: €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 LSI1 €62,601 LSI2 Personal Pension Contribution (PPC) 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. Long service increments may be payable after 3(LSI1) and 6(LSI2) years satisfactory service at the maximum of the scale. Important Note Entry will be at the minimum of the scale and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if you are a currently serving civil or public servant. In accordance with Circular 21/20024 agreement on incremental credit for previous service at Clerical Officer, Executive Officer or equivalent grades may apply. Subject to satisfactory performance increments may be payable in line will current Government Policy. You will agree that any overpayment of salary, allowances, or expenses will be repaid by you in accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners. Tenure and Probation The appointment is to a permanent position on a probationary contract in the Civil Service. The probationary contract will be for a period of one year from the date specified on the contract. During the period of your probationary contract, your performance will be subject to review by your supervisor(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 the probationary contract a decision will be made as to whether or not you will be retained pursuant to Section 5A(2) Civil Service Regulation Acts 1956 – 2005 . 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 by the Department of Justice and you will be given a copy of the Department of Public Expenditure and Reform’s guidelines on probation. In the following circumstances your contract may be extended and your probation period suspended. · The probationary period stands suspended when an employee is absent due to Maternity or Adoptive Leave. · In relation to an employee absent on Parental Leave or Carers Leave, the employer may require probation to be suspended if the absence is not considered to be consistent with the continuation of the probation and · Any other statutory provision providing that probation shall - (i) stand suspended during an employee’s absence from work, and (ii) be completed by the employee on the employees return from work after such absence. Where probation is suspended the employer should notify the employee of the circumstances relating to the suspension. All appointees will serve a one-year probationary period. If an appointee who fails to satisfy the conditions of probation has been a serving civil servant immediately prior to their appointment from this competition, the issue of reversion will normally arise. In the event of reversion, an officer will return to a vacancy in their former grade in their former Department. Headquarters The Probation Service is a national service with offices in over 30 locations around the country. The Probation Service also has offices in each of the Prisons and Places of Detention located throughout the country. Probation Assistants may be required to serve in any part of the state, both in a community and custodial setting. An Assistant’s headquarters will be such as may be designated from time to time by the Head of Service. Probation Assistants may be required to travel in the course of their official duties. When absent from home and headquarters on duty, appropriate travelling expenses and subsistence allowances will be paid subject to the normal Civil Service regulations. Hours of attendance Hours of attendance will be fixed from time to time but will amount to not less than 41 hours and 15 minutes gross or 35 hours net per week. Where extra attendance is necessary, overtime payments or time off in lieu will be allowed in accordance with the Civil Service overtime regulations. Annual Leave The Annual leave allowance for the positions of Probation Assistant is 23 days rising to 24 days after 5 years’ service, 25 days after 10 years’ service, 26 days after 12 years’ service and 27 days after 14 years’ service This allowance is subject to the usual conditions regarding the granting of annual leave in the civil service, is based on a five day week and is exclusive of the usual public holidays. Sick Leave Pay during properly certified sick absence, provided there is no evidence of permanent disability for service in accordance with the provisions of the sick leave circulars. Officers paying Class A rate of PRSI will be required to sign a mandate authorising the Department of Social Protection to pay any benefits due under the Social Welfare Acts direct to the employing Office/Department. Payment during illness will be subject to the officer making the necessary claims for social insurance benefit to the Department of Social Protection within the required time limits. Superannuation and Retirement The successful candidate will be offered the appropriate superannuation terms and conditions as prevailing in the Civil Service at the time of being offered an appointment. In general, an appointee who has never worked in the Public Service will be offered appointment based on membership of the Single Public Service Pension Scheme (“Single Scheme”). Full details of the Scheme are at www.singlepensionscheme.gov.ie Where the appointee has worked in a pensionable (non-Single Scheme terms) public service job in the 26 weeks prior to appointment or is currently on a career break or special leave with/without pay different terms may apply. The pension entitlement of such appointees will be established in the context of their public service employment history. Key provisions attaching to membership of the Single Scheme are as follows: Pension Abatement If the appointee has previously been employed in the Civil or Public Service and is in receipt of a pension from the Civil or Public Service or where a Civil/Public Service pension comes into payment during his/her re-employment that pension will be subject to abatement in accordance with Section 52 of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. Please note: In applying for this position you are acknowledging that you understand that the abatement provisions, where relevant, will apply. It is not envisaged that the employing Department/Office will support an application for an abatement waiver in respect of appointments to this position. However, if the appointee was previously employed in the Civil or Public Service and awarded a pension under voluntary early retirement arrangements (other than the Incentivised Scheme of Early Retirement (ISER), the Department of Health Circular 7/2010 VER/VRS or the Department of Environment, Community & Local Government Circular letter LG(P) 06/2013, any of which renders a person ineligible for the competition)the entitlement to that pension will cease with effect from the date of reappointment. Special arrangements may, however be made for the reckoning of previous service given by the appointee for the purpose of any future superannuation award for which the appointee may be eligible. Department of Education and Skills Early Retirement Scheme for Teachers Circular 102/2007 The Department of Education and Skills introduced an Early Retirement Scheme for Teachers. It is a condition of the Early Retirement Scheme that with the exception of the situations set out in paragraphs 10.2 and 10.3 of the relevant circular documentation, and with those exceptions only, if a teacher accepts early retirement under Strands 1, 2 or 3 of this scheme and is subsequently employed in any capacity in any area of the public sector, payment of pension to that person under the scheme will immediately cease. Pension payments will, however, be resumed on the ceasing of such employment or on the person's 60th birthday, whichever is the later, but on resumption, the pension will be based on the person's actual reckonable service as a teacher (i.e. the added years previously granted will not be taken into account in the calculation of the pension payment).
Driver
Drive Your Career Forward with Store-All Logistics Are you an experienced Artic (CE) Driver looking for a stable, permanent role with a clear Wednesday – Sunday working week ?Join one of Ireland’s leading logistics companies and be part of a team that values professionalism, safety, and long-term career development. Position: HGV Driver (Artic / CE) Location: Kilcohan, Waterford Contract: Full-Time, Permanent Working Pattern:Wednesday to Sunday (Days) Why Store-All? We operate over 850,000 sq ft of warehousing across 16 locations , delivering tailored supply-chain solutions to global Food & Pharma clients. With continued growth and expansion plans, now is an excellent time to join our Transport Team. What You’ll Be Doing
Deputy Store Manager
As a result of our expansion plans and our continued ongoing success we are looking for a highly self-motivated Deputy Store Manager. In this role you will lead by example and inspire our retail colleagues to maximise sales and deliver excellent customer service. You will be a key member of the senior management team within the store, reporting to the Store Manager. What are we looking for? To be successful in this role you will have the ability to show your retail management experience by driving sales and improving the store’s performance, consistently meeting key performance indicators. You must have excellent communication skills and demonstrates a coaching management style, being clear, open and honest. You will ensure retail colleagues are trained to the highest of standards whilst having the ability to take corrective action when necessary.The successful candidate will have a passion for sales and a positive, can-do attitude towards their role. With experience in change management and a record of meeting targets you will be career focused and self-motivated to get the best from your team with a good track record of running a significant retail operation and a strong profit motive. If you have a proven record of achieving results and a minimum of 18 months experience in a similar high-pressured customer focused role we will reward you with exciting career opportunities, competitive salary along with additional benefits and the opportunity to progress within an ever growing business. Why The Range? Working for The Range is no ordinary job. We are a Sunday Times Top Track 100 company and one of the UK’s fastest growing retailers. Much of this success is thanks to our talented and passionate teams. From retail opportunities nationwide to innovative roles in our Head Office and fulfilment positions at our state of the art distribution centres, you’re sure to find the role to match your skills and your ambition. People are at the heart of our retail concept, and we want to invest in our staff and make the future extraordinary. Apply today for a challenging and rewarding position in a dynamic, fast paced environment and take the next step in your career.
Assistant Support Worker & Social Care Worker
Job Summary Nua Healthcare Services is one of Ireland’s leading Care Providers. We provide Residential, Supported Living, Day Services and Community Outreach Services to both Children and Adults with a range of complex support requirements. Benefits of joining Nua Healthcare! CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
