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General Operative
The Department of Defence invites applications for appointment to the position of General Operative Band 3. This competition is open to all candidates who meet the minimum eligibility criteria. The position is a permanent Non-Established State Industrial post based on a 39 hour per week basis. The appointment will be subject to a probationary period of 12 months. Continuation in employment in the position, once appointed, is subject to satisfactorily meeting the requirements of the position and performing the duties as directed. Persons who wish to be considered for appointment to the above position should submit an Application Form and copies of relevant certificates of attainment in support of their application. A short-listing assessment, on the basis of the information supplied in the applications, may be used by the Department to select those applicants who are to be invited to attend for competitive interview. A competitive interview process will be used by the Department to select those candidates determined by the Interview Board as being suitable for appointment to fill the position and a reserve panel, effective for a limited period, may be formed. A practical exercise may also be conducted as part of the selection process. Locations Vacancies for General Operative Band 3 have arisen in the following locations: · Naval Base & Dockyard (NBDY), Haulbowline, Co Cork · Collins Barracks, Co Cork · Casement Aerodrome, Baldonnel, Dublin · McKee Barracks, Dublin · Cathal Brugha Barracks, Dublin · Defence Forces Training Centre (DFTC), Curragh, Co Kildare · Coolmoney Camp, Glen of Imaal, Co Wicklow · Gormanston Camp, Co Meath · Custume Barracks, Athlone Candidates must select a location or area on their application. Requirements and Principal Duties of a General Operative Band 3 Note: The following list, which is not exhaustive, sets out the broad range of duties that may be required to be undertaken by a General Operative. Variances in the requirements of individual posts will reflect the management and operational requirements of individual sites and areas of work. Candidates can be assigned to the following: General Operative Duties / Range Operative Duties Duties and Responsibilities – General Operative duties Operate equipment, tools and machinery as instructed. Check that all equipment is operational. Assist Craftsman during their craft activity. Drive vehicles where suitably qualified and provided for within the Band 3 grade. General cleaning duties around the environs of your assigned Military Installation. General maintenance of the grounds of your assigned Military Installation. Maintenance of any article, plant, equipment or machinery for use at work in a safe manner and reporting defects to the Headquarters office. Accurate updating and maintenance of daily work books for inspection as instructed. Report all accidents and maintenance problems to Military Management. Consult or liaise on a daily basis with Military or Civilian Staff responsible for your working area. Ensure all relevant senior staff are kept informed of important and appropriate occurrences. Comply with Health and Safety legislation as outlined in the Unit’s Safety Statement. Assume personal responsibility for own safety at work. Obtain a safety awareness card (Safe Pass) and a construction skills card (CSCS) where required. The cost of this training will be borne by the employer. Carry out any other appropriate tasks as allotted from time to time by Military Management. Duties and Responsibilities – Range Operative Care and security of range equipment. Care and issue of range stores. Make up and repair target screens and penetrable targets. Grease and non-technical servicing of fitted range equipment. Maintain bullet catchers in accordance with the Range Administration Unit (RAU) instruction. Maintenance and minor repairs to the range structure, such as target pits and runs, mantlets, firing points and shelters. Cleanliness of the range and range buildings. Remove any military debris left in error by user units. Maintain the range booking diary and liaise with the RAU regarding the range programme. Display red flags and red lamps as required by Range Orders. Prepare the range to the users' requirements. Instruct the range user about targets, control systems and local range procedures when necessary. Brief the user on special instructions for the range and any restrictions or limitations on movement caused by neighbouring ranges. Custody of Range Orders and the Range Log. Hand over and take back the range from the user. Record defects and damage arising from use. Security of the range at the end of the day's practice. Special conditions apply Work at heights. Operate machinery appropriate to Band 3. Lone working and working with teams. Deal with the public and contractors. The appointee must attend and reach a satisfactory standard in training, as and when directed. Work outdoors, open to weather elements, and indoors in confined and restricted space. This job description is a guide to the general range of duties assigned to the post holder. It is intended to be neither definitive nor restrictive and is subject to periodic review with the employee concerned. Minimum Eligibility Requirements Candidates must, at the closing date, possess the following: Have the requisite knowledge, skills and competencies to carry out the role. Be capable and competent of fulfilling the role to a high standard. Have a good general level of education. Fulfil health and character requirements. Desirable Skills and Attributes Knowledge of the Defence Organisation. A full, clean and current driving licence, minimum category B. Note: From 1 January 2021 if you are resident in Ireland and hold a United Kingdom or Northern Ireland driving licence it is no longer valid to drive in Ireland and must therefore be exchanged. Further information is available on www.ndls.ie Age and Pension On the closing date for receipt of applications for this position, the minimum age requirement for potential applicants is 18. The appointee, if not an existing State Industrial employee appointed before 1 January 2013, will be a member of the Single Public Service Pension Scheme, as defined in the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. Under the Scheme, retirement is compulsory on reaching 70 years of age. Please note that the abatement provisions of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 will apply to applicants who are in receipt of public service pensions. Outside Employment The position is full-time and the appointee may not at any time engage in, or be connected with, any outside business or activity which would in any way conflict with the interests of the Department, be inconsistent with their official position, or tend to impair their ability to carry out their duties. Any intention to engage in outside business or employment must be notified to the Civilian Human Resources Section. Ill-Health Retirement For an individual who has retired from a Civil or Public Service body on the grounds of ill-health, his or her pension from that employment may be subject to review in accordance with the rules of ill-health retirement within the pension scheme of that employment. Health Before being accepted as suitable for appointment, the appointee must satisfy certain criteria including suitability in respect of health. The onus is on the appointee to declare their suitability, to the best of their knowledge and belief, regarding their health status. The appointee will be asked to complete an online health questionnaire. Any misstatements, incomplete statements or false declarations are liable to disqualify the appointee from the competition and or result in the summary termination of their appointment to or employment in the position. Security Clearance Garda vetting or security clearance may be sought in respect of individuals who come under consideration for certain appointments. The proposed appointee may be required to complete and return a Garda Vetting form that will be forwarded to An Garda Síochána for security checks. Enquiries may also be made with the police force of any country in which the proposed appointee resided. Before appointing a person to a civilian employee position, the Minister for Defence shall be satisfied as to the person’s suitability for appointment to work in a military installation and may make any enquiries deemed necessary. A person applying for a civilian employee position shall be required to authorise the Garda Síochána to furnish the Secretary General with a statement regarding any convictions recorded against that person. Pay The General Operative (GO Band 3) (Rural) pay scale, as and from 1 August 2025, is as follows: On commencement Point 1 PPC 691.65 After 1 Year Point 2 PPC 727.56 After 2 Years Point 3 PPC 749.85 After 3 Years Point 4 PPC 761.13 After 4 Years Point 5 PPC 769.02 After 5 Years Point 6 PPC 780.21 After 6 Years Point 7 PPC 791.47 After 7 Years Point 8 PPC 795.91 After 8 Years Point 9 PPC 806.91 The General Operative (GO Band 3) (Dublin) pay scale, as and from 1 August 2025, is as follows: On commencement Point 1 PPC 673.99 After 1 Year Point 2 PPC 709.91 After 2 Years Point 3 PPC 736.87 After 3 Years Point 4 PPC 741.68 After 4 Years Point 5 PPC 752.98 After 5 Years Point 6 PPC 764.28 After 6 Years Point 7 PPC 772.14 After 7 Years Point 8 PPC 783.38 After 8 Years Point 9 PPC 794.58 The rate of pay offered will be the first point of the above scales. Class A rate of PRSI will apply to any person appointed under this competition. The rate of remuneration may be adjusted from time to time in line with Government policy. Candidates should note that different pay and conditions may apply if, immediately prior to appointment, the appointee is a serving civil or public servant. Important Note Increments may be awarded subject to changes in the terms and conditions relating to salary increments in the Civil or Public Service generally. Payment Payment will be made weekly by Electronic Fund Transfer into a bank account of the officer’s choice. Payment cannot be made until a bank account number and bank sort code have been supplied to the Department of Defence. Statutory deductions from salary will be made as appropriate. 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, whether 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. Confidentiality Subject to the provisions of the Freedom of Information Act 2014, applications will be treated in strict confidence. All aspects of the application and assessment process are treated as strictly confidential and are not disclosed to anyone outside of those persons directly involved in the assessment process. Other Important Information The Department of Defence will not be responsible for refunding any expenses incurred by candidates. The admission of a person to a campaign, or an invitation to attend any element of the selection process, does not imply that the Department of Defence is satisfied that such person fulfils the requirements of the competition or is not disqualified by law from holding the position, and does not guarantee that the application will receive further consideration. The onus is on the candidate to ensure that they meet the eligibility requirements for the competition before attending. Failure to meet the essential entry requirements may result in unnecessary expense. Should the person assigned to a post decline, or having accepted it relinquish it, or if an additional vacancy arises, the Department of Defence may, at its discretion, select another person for appointment from the results of this selection process. Candidates’ Obligations Candidates must not knowingly or recklessly provide false information. Canvassing will disqualify candidates and result in exclusion from the process. Candidates must not canvass any person with or without inducements. Candidates must not interfere with or compromise the process in any way. A third party must not personate a candidate at any stage of the process. Any person who contravenes these provisions, or assists another person in doing so, is guilty of an offence and may be liable to a fine or imprisonment. Where a person found guilty of an offence was a candidate and was not appointed, they will be disqualified. Where a person was appointed, they shall forfeit that appointment. Specific Candidate Criteria Candidates must have the knowledge and ability to discharge the duties of the post concerned. Candidates must be suitable on the grounds of character. Candidates must be suitable in all other relevant respects for appointment to the post concerned. If successful, candidates will not be appointed to, or continue in, employment unless they agree to undertake the duties attached to the post, accept the conditions under which the duties are or may be required to be performed, and are fully competent and available to undertake the duties attached to the position. Deeming of Candidature to be Withdrawn Candidates who do not attend for interview or other tests when and where required, or who do not furnish requested evidence relevant to their candidature, will have no further claim to consideration. Data Protection Acts 1988, 2003 and 2018 When an application is received, the Department of Defence creates a record containing the personal information supplied. This information is used solely for processing the candidature. Where third parties are involved, such as the Payroll Shared Service Centre, information may be shared where necessary, with all appropriate security measures in place. All information held is subject to the rights and obligations set out in the Data Protection Acts 1988, 2003 and 2018.
Executive Officer
Context for the Position of Executive Officers - General The HEA is seeking to fill several permanent and fixed-term contract positions. In addition, we are seeking to create a panel at Executive Officer level, which will be in place for two years. The HEA may appoint individuals on the panel to either permanent or fixed term positions throughout the two years, depending on the recruitment needs of the organisation. These positions may be filled on: (i) a permanent basis; (ii) a fixed term contract basis (1+ years); or (iii) for shorter periods to assist with specific projects (3-12 months). The HEA reserves the right to align successful candidates to appropriate sections in the organisation dependent on their skills and experience. Executive Officers – General Role The post of Executive Officer is a junior management position. Postholders report to a Senior Executive Officer (or equivalent) in a section and will be responsible for a wide range of activities including: • Assisting with implementation of programmes and funding allocations to higher education institutions. • Assisting with the development of evidence-based analysis and in the development of policy papers and/or reports. • Preparing material for reply – Parliamentary Questions, Freedom of Information requests, etc. • Representing the HEA at meetings, conferences, etc. • Assisting with the organisation of meetings, conferences, and other events. • Drafting of minutes of meetings attended. • Managing records and files in their section. • Carrying out other duties appropriate to the grade. Requirements • Minimum of a NFQ Level 7 Ordinary Bachelor Degree or higher in a relevant discipline. • Have at least three years’ relevant professional experience that aligns with the Executive Officer Capabilities Framework. • Excellent organisational and project management skills. • Excellent IT skills in Microsoft Office programs, such as Word, Excel, and PowerPoint. • Excellent verbal and written communication. • Ability to be a team player who works in an effective manner with other members of a team. • Excellent time management skills with the capacity to handle various tasks and deadlines. • Be able to demonstrate a track record of working independently and accepting responsibility for projects. • Be able to pay close attention to ensure that work is done to a high standard. For further details on the competency framework requirements at EO grade please see link below: EO Capability Framework.pdf Terms of Post Pay: The Executive Officer standard salary scale for this position is as follows (rates effective from 1st August 2025): PPC: €37,919, €39,860, €40,956, €43,094, €45,010, €46,864, €48,711, €50,519, €52,366, €54,207, €56,160, €57,469, €59,335¹, €61,216² PPC (Personal Pension Contribution) scale (for officers who are existing civil or public servants appointed on or after 6th April 1995 or who are new entrants to the civil or public service and who are making a compulsory personal pension contribution). Different pay and conditions may apply if, prior to appointment, the appointee is an existing civil or public servant appointed prior to 6th April 1995. Increments may be awarded subject to satisfactory service and to changes in the terms and conditions relating to salary increments in the Civil/Public Service generally. The rate of remuneration may be adjusted from time to time in line with Government pay policy. The appointment will be made on the salary scale at a point in line with current Government Pay Policy. New entrants to the Civil or Public Sector, as defined in Circular 18/2010, will commence on the first point of the salary scale. Different pay and conditions may apply if, immediately prior to appointment, the appointee is a serving civil or public servant. Annual Leave: Annual Leave will be 23 working days, rising to 24 working days after 5 years, 25 days after 10 years, 26 working days after 12 years and 27 working days after 14 years of employment. This leave is exclusive of public holidays. Hours of Attendance: Working hours will be in accordance with the standard arrangements for the HEA and will equate to 35 hours (net of rest breaks) per week. No additional payment will be made for extra attendance as the rate of remuneration payable covers any exceptional extra attendance liability that may arise from time to time. The HEA offers flexible working arrangements and a flexi leave scheme. Staff are permitted to work up additional time which may subsequently be taken as time off (flexi leave). Location: This position is currently based at 3 Shelbourne Buildings, Shelbourne Road, Dublin. A hybrid policy is in place to facilitate blended working. Tenure: The appointment to the post is subject to a probationary period that will be no greater than 11 months. Duties: The appointee will be expected to perform all acts, duties and obligations as appropriate to this position (which may be revised from time to time). Outside Employment: The position is whole-time and the appointee must avoid involvement in outside employment or business interests in conflict or in potential conflict with the business of the Higher Education Authority. Clarification must be sought from management where any doubt arises. Sick Leave: Sick leave with full pay may be allowed at the discretion of the Higher Education Authority in accordance with established procedures and conditions for the public service generally. Retirement and Superannuation: The appointee will be offered public service pension terms and retirement age conditions in accordance with pension arrangements in the Higher Education Authority depending on the status of the successful appointee: a) In general, an individual who has no prior pensionable Public Service history in the 26 weeks prior to appointment will be a member of the Single Public Service Pension Scheme (Single Scheme) which commenced from 1 January 2013 as per Section 10 of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. b) An individual who is on secondment will remain a member of the pension scheme of the employer they are seconded from, and their pensionable remuneration will be based on his or her substantive grade, that is the grade at which the individual is employed in the organisation he or she is seconded from. c) An individual who was a member of a pre-existing public service pension scheme as construed by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 and who does not qualify for membership of the Single Scheme will be a member of the HEA’s Staff Superannuation Scheme and Associated Spouses and Children’s Scheme. d) At the time of being offered an appointment, the Higher Education Authority, in consultation with the Department of Further and Higher Education, Research, Innovation and Science and the Department of Public Expenditure and Reform if necessary, will, in the light of the appointee’s previous Public Service and or other employment history, determine the appropriate pension terms and conditions to apply for the duration of the appointment. Appointees will be required to disclose their full public service history. Details of the appropriate superannuation provisions will be provided upon determination of appointee’s status. e) Retirement age shall be subject to relevant superannuation scheme provision and the statutory provisions set out in the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 and the Public Service Superannuation (Age of Retirement) Act 2018. 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 existing public service pension scheme will apply. This 40-year limit, which is provided for in the Public Service Pensions (Single Scheme and Other Provisions) Act 2012, came into effect on 28 July 2012. This may have implications for any appointee who has acquired pension rights in a previous public service employment. Pension Abatement: The Public Service Pensions (Single Scheme and Other Provisions) Act 2012 extended pension abatement so that a retiree’s public service pension is liable to abatement on re-entering public service employment, even where the new employment is in a different area of the public service. However, if the appointee was previously employed in the Civil Service and awarded a pension under voluntary early retirement arrangements (other than the Incentivised Scheme of Early Retirement (ISER) or the Health Service Executive VER or VRS which render a person ineligible for the competition), the entitlement to payment of that pension will cease with effect from the date of reappointment. Special arrangements will, 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. Ill-Health Retirement: Please note that where an individual has retired from a Civil or Public Service body on the grounds of ill-health, his or her pension from that employment may be subject to review in accordance with the rules of ill-health retirement within the pension scheme of that employment. Eligibility Criteria Please ensure that you fulfil the eligibility requirements for this competition as outlined below before applying. Candidates must be authorised to work in the State at the time of application and for the term of the role advertised. Candidates must, by date of any job offer, be residing on the island of Ireland to be considered for this role. Candidates must, by the date of any job offer, fall within one of the following categories: A citizen of the European Economic Area. The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or A UK citizen; or A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or A non-EEA citizen who is a spouse or child of an EEA or Swiss citizen and has a stamp 4 visa; or A person awarded international protection under the International Protection Act 2015, or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa; or A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or Switzerland and has a stamp 4 visa. Applications from candidates not falling within categories 1-6 above will not be considered. The HEA reserves the right to request proof of authorisation to work in the State prior to interview and or acceptance. Other Eligibility Criteria 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 debarred from applying 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 1st 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, after which time any re-employment will require the approval of the Minister for Public Expenditure and Reform. People who availed of either of these schemes are not eligible to compete in this competition. 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 for a period of 2 years from termination of the employment. Thereafter, the consent of the Minister for Public Expenditure and Reform will be required prior to re-employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility and the Minister’s consent will have to be secured prior to employment by any public service body. Change in eligibility criteria: Applicants are required to notify the HEA immediately if there is a change in their eligibility to work in the State at any stage in the application process or should they be placed on a Panel during the period that they are on that Panel. The HEA reserves the right to remove a candidate from the application process or any relevant recruitment Panel should the candidate no longer have lawful authority to work in the State.
Research and Training Librarian
The Office is now recruiting for a suitably qualified and committed individual to take up the role of Research and Training Librarian in its Library and Research Service. Library and Research Service The Library and Research Service delivers high quality legal research, information and legal know how services to support the work of the Office’s legal staff and is also involved in various Knowledge Management initiatives in the Office. The successful candidate will be joining a small team of eight, comprising of two other librarians (Legal Information Manager, Systems Librarian), one library assistant, four Legal Researchers, and one Legal Researcher and Know how Coordinator. In addition to delivering research and know how services, they also provide on demand legal research, a legal know how database, a wide range of current awareness services and legal reference guides, as well as information skills training programmes and access to a hard copy and electronic law collection. The Role Reporting to the Legal Information Manager, the Research and Training Librarian will be responsible for the provision and continued development of a high quality information and research service. They will also be responsible for planning and managing the continued development, delivery, and evaluation of legal information skills training programmes and support materials to the Office’s legal staff and Seconded Advisory Counsel. Key Duties and Responsibilities The key duties and responsibilities of the role may include: • Developing, providing and promoting research and information expertise and resource services to the Office; • Performing and prioritising non interpretative legal research for the Office’s legal staff and Seconded Advisory Counsel; • Planning, managing, developing, delivering and evaluating legal information skills training programmes to the Office’s legal staff and Seconded Advisory Counsel; • Preparing information skills and database support materials; • Developing and providing current awareness services and research guides to the Office’s legal staff, including the fortnightly current awareness bulletin; • Contributing to the Library Knowledge Base as one of the Library content editors; • Proactively contributing to the further development of the Library and Research Service; • Contributing to the work of the Learning and Development Committee; • Keeping up to date with developments in law and librarianship relevant to the role of the Research and Training Librarian. Please note: The above is a general guide to the key duties and responsibilities of the role and is not an exhaustive description. Other duties and responsibilities appropriate to the role may be assigned from time to time. Vacancy and Office Location The successful candidate will be based in the Office of the Attorney General, at Government Buildings, Merrion Street, Dublin 2. Working Environment The successful candidate will be expected to work full time on site for the duration of their probationary period. Access to remote working may be considered at that point, having regard to the nature of the work environment and subject to the business needs of the Office. Training and Development The Office is committed to strengthening the legal and administrative expertise of all staff and has in place a Performance Management Development System in conformity with the general policy of the Irish Civil Service. The Office will provide training, both in house and off site, for a range of legal, management and administrative tasks. Training can include attendance at relevant conferences on issues of relevance to the library and information profession, legal issues, or courses designated as important for staff of the Office. Benefits As well as a meaningful, varied, challenging and interesting career, some of the benefits of working as a Research and Training Librarian in the Office of the Attorney General are: • Salary starting at €39,474 with yearly increments for satisfactory performance; • Public sector pension; • 25 days of annual leave per year, rising to 29 days after a number of years in the grade; • Subject to business needs and a satisfactory probationary period: o Flexible working with a commitment to work life balance and a family friendly workplace, including work sharing arrangements and a wide variety of special leave options; o Access to Shorter Working Year Scheme; o Facility to apply for career breaks; o Learning and development opportunities; • Cycle to work scheme; • Access to Public Service Credit Union; • Tax saver public transport pass. Essential Candidates must have on or before Thursday, 15th January 2026: A qualification at minimum Level 9 on the National Framework of Qualifications (NFQ), or NARIC Ireland Foreign Qualifications equivalent, in Library and Information Studies; At least two years relevant experience in a customer facing library or information service; Excellent organisational skills and attention to detail, with the ability to handle multiple workloads and or conflicting priorities to tight deadlines; Self motivation with the ability to work as part of a team and independently with minimal supervision; The ability to collate, analyse and present information from multiple sources; The ability to actively share information, knowledge and expertise; Excellent communication skills, both oral and written, with the ability to present complex information in a clear and concise manner; Excellent interpersonal skills with the ability to build and maintain effective working relationships with stakeholders at all levels; Excellent information technology skills with proficiency in Microsoft Office applications, in particular Excel, Word and PowerPoint. In addition to the above, candidates must also be able to demonstrate the Key Competencies identified for effective performance at this level. Desirable • Experience of working in a law library; • Experience of training end users on legal information databases; • Experience of using legal databases, for example vLex Justis, Lexis+, Westlaw Ireland and Westlaw UK; • A high level of proficiency in developing bespoke content, for example articles, leaflets, training and online content, and delivering both in person and virtual presentations or webinars.
Social Care Worker, Ballygall
Social Care Worker Full time and part time positions available St. Michael’s House, Ballygall. Centrally located in Glasnevin, Dublin 11. St. Michael’s House are recruiting experienced Social Care Workers for a community residential service for three young people with intellectual disability and autism. St. Michael's House is a community based organisation committed to providing a quality person centred service and high standard of living to people with an intellectual disability in the greater Dublin area. The successful candidate will have the opportunity to work with a skilled and responsive staff team to deliver a high quality service for three young people. They will utilise their knowledge and experience of positive behaviour support to follow and implement individual support plans and strategies to manage behaviours of concern Working closely with the Social Care Leader, multi disciplinary team and families, the key task is to provide positive behaviour and person centred supports to ensure that each individual is leading their best lives. This role requires a positive, enthusiastic experienced Social Care Worker who has a passion for supporting those with high support needs. Essential Criteria for Applicants Informal enquires: Laura Gearon - Laura.gearon@smh.ie or 0861975590. Closing Date: 2nd January 2026, 5:00pm **All interviews will be held in person** Candidates should note that canvassing will disqualify them. St. Michael’s House is an equal opportunities employer.
Brand & Social Content Account Executive
Brand & Social Content Account Executive Legacy Communications Location: Hybrid, Millbank House, Millbank Business Park, Lucan, Dublin Position: Full-Time Start Date: ASAP Experience: 1 to 2 years in a brand, social, content or agency role preferred (or exceptional graduate with proven content creation skills or a personal passion for social media) Apply: Send CV and Cover Letter to [insert email] A Bit About Legacy Founded by Bernard and James Brogan, Legacy Communications has built a reputation as one of Ireland's most progressive and exciting PR and creative agencies. We are Creative Communicators, shaping an agency built for tomorrow's consumer by blending brand communications with creative, social and digital marketing. We proudly partner with some of Ireland's most recognisable brands, including Aldi, The National Lottery, Tony's Chocolonely, ASICS, Krispy Kreme, Dogs Trust, Pieta, Energia, Laya Healthcare, Amgen, Cash & Carry Kitchens, Westport Estate, Fingal County Council, Screwfix and many more. Our campaigns are strategic, insight-led and creatively bold, and we pride ourselves on doing things differently. The Role We are seeking a proactive and ambitious Account Executive to join our growing Brand and Content Team. This is a varied and hands-on role for someone who lives and breathes social media, content creation and brand storytelling. You will work across multiple channels including social-first content, advertising campaigns, influencer activity, PR, experiential and BTL brand activations. This role suits someone who is culturally tuned in, social media savvy, naturally creative, highly organised and eager to take ownership in a fast-paced agency environment. Key Responsibilities Content Creation and Social Media
Basic Speech And Language Therapist, CDNT
Basic Grade Speech & Language Therapists Children’s Disability Network Team Full Time, Permanent This is an exciting opportunity for a basic grade Speech and Language Therapist to support children and their families, presenting with complex needs arising from a combination of intellectual, physical, and/or sensory disabilities. The Speech and Language Therapist is a valuable member of the Children’s Disability Network Team (CDNT) who will provide a quality evidence-based service in line with family centred practice and Progressing Disability Services (PDS) principles. Working within a large supportive inter-disciplinary team across a variety of clinical settings the SLT will provide a combination of direct and targeted supports to children and their families. The SLT will be part of a large, vibrant, SLT Department across St. Michael’s House who are committed to delivering an evidence-based communication and FEDS service to maximise the quality of life of the children and families they work with. St Michael’s House CDNTs have the following supports and structures available for Basic Grade SLTs joining our CDNTs: - Excellent clinical governance structures including regular CDNM line management and clinical supervision from an assigned Senior SLT. - SLT Manager in position for discipline-specific support. - Structured and funded CPD systems to support professional development goals including access to courses such as Hanen, Lámh, Earlybird and Cygnet. - Opportunity to develop skills within a dynamic and varied clinical caseload including early communication development, use of high-tech AAC systems, neuro-affirmative therapeutic approaches, Aversive Feeding and FEDS. - Opportunities for structured development of FEDS clinical competencies within a large, well-established paediatric FEDS team. We have looking to recruit for positions working on our Children’s Disability Network Teams (CDNTs). St. Michael’s House have 4 CDNTs located in Ballymun, Coastal, Coolock and Kilbarrack. The successful candidate must have the following: Essential Criteria Informal enquiries: Niamh Giltinan (Children Disability Network Manager) - Niamh.giltinan@smh.ie and Sinead English (Children Disability Network Manager) - Sinead.english@smh.ie. Closing Date: 16th of Januray 2026 Interviews will be held in person. Candidates should note that canvassing will disqualify them. St. Michael’s House is an equal opportunities employer As only candidates shortlisted for interview will be contacted, include a valid email address on application.
Courts Service Judicial Assistant 2026
1. THE ROLE The role of judicial assistant is to provide assistance to a judge in the carrying out of their judicial function. This includes providing assistance with court going activities, administrative and general support. Judicial assistants support judges of the Supreme Court, the Court of Appeal, the High Court and the Circuit Court. Duties may vary depending on the jurisdiction to which successful candidates are appointed. You may be required to assist other jurisdictions, if and when required. The courtroom is a formal setting. Court rooms may consist of loud noises, bright lighting and large crowds of people. Strong concentration is key, and the judicial assistant must be comfortable working in this setting. All judicial assistants will be given the opportunity to do the following: · Work with members of the judiciary; · Contribute to the efficient running of court and administration of justice; · Deepen their knowledge and understanding of how the Irish legal system works; · Develop know-how of court procedures, court rules and the running of various court lists; · Strengthen legal research and legal writing skills; · Learn new skills throughout the duration of their contract; · Build a network with legal professionals, academics, Courts Service and civil service staff; · Participate in competitive opportunities for career advancement both within the public and private sector; and · Work and travel within the various jurisdictions in the Irish Courts. 2. Key Responsibilities Court Responsibilities · Research matters of law which arise in the conduct of proceedings before the court and furnish a written or oral report to the judge. · Summarise facts, legal submissions, case law and relevant material as directed by the judge for inclusion in draft judgments. · Assist in research for draft judgments and/or legal queries on behalf of the judge. · Assist the judge with document proof reading. · Accompany the judge to court and remain in court during hearings to note evidence and submissions as directed. · Set up the bench according to the requirements of the judge. · Assist with the management of the judge’s official documentation (books and papers) required for court. · Advise the judge in advance of lists for the following week and ensure arrangements are in place for same. · Ensure the judge has the information required in relation to cases to include names of parties, type of case, duration of case, legal representatives and so forth. · Cooperate with the Court Registrar and/or other relevant Courts Service staff to support the efficient running of the court. · Act as liaison between the judge and the parties to litigation (if required) and ensure parties to a case and their representatives are aware of when their case will be heard and are in the right location at the right time. · Assist the court in compliance with the in camera rule in relevant cases and as directed by the judge. Administration · Manage the chambers of the judge as required. · Keep the judge’s diary of court and other appointments. · General administrative support duties. · Other duties as required by the judge. General · Assist the judge in the course of official duties. · Accompany the judge as required. This may involve travelling to any location in Ireland from time to time and require staying in the location for the period of that assignment. · Be available to the judge at all times during office hours Monday to Friday to perform whatever duties directed by the judge. · Be available for official duties, if required, during the evening or at weekends. This role may require overnight stays. · Where a judicial assistant is not required to perform duties for the judge to whom they are assigned, the Courts Service will assign other duties as appropriate. · Judicial Assistants are entitled to 22 days leave per year which must be taken in Court vacation and not during term. Note, the above is intended as a guide and is neither definitive nor restrictive. 3. Essential Requirements: · Hold (or expect to hold) at least a 2.1 in a law degree at a minimum of level 8 on the National Framework of Qualifications in their final year exams or the Diploma in Law from the Honorable Society of King’s Inns . See list at the end of the booklet. Only courses on this list will be accepted; · A good understanding of the work of the Irish courts system; and · A knowledge of modern legal research methods and materials; and · Proven experience conducting legal research (this can include academic research or research in the course of court case preparation). The following qualifications are desirable; · A 1:1 in a law degree at a minimum of level 8 on the National Framework of Qualifications in their final year exams or the Diploma in Law from the Honorable Society of King’s Inns · A professional legal qualification or post graduate qualification in law. · Fluency in Irish and in particular an ability to read and understand legal materials in the Irish language. 4. APPLICATION PROCESS Your application can be made by logging in through link on advertisement. No hard copy forms or forms by email will be accepted. The closing date is 12 noon on Friday 23 January 2026. The admission of a person to a competition, or invitation to attend an interview, is not to be taken as implying the Courts Service is satisfied such a person fulfils the requirements of the competition or is not disqualified by law from holding the position and does not carry a guarantee that your application will receive further consideration. It is important, therefore, for candidates to note that the onus is on them to ensure that they meet the eligibility requirements for the competition before attending for interview. If a candidate does not meet these essential entry requirements but nevertheless attends for interview, that candidate will be putting him or herself to unnecessary expense. The Courts Service accepts no responsibility for communication not accessed or received by an applicant. 5. Assessment of applications The selection process involves three stages as follows: · Determination of the candidate’s eligibility to compete based on academic achievement and eligibility to work in Ireland. · A handwritten selection exercise undertaken in person. · A competitive interview. If candidates are deemed ineligible to compete, they are eliminated from the competition. If candidates are deemed eligible, their application form is assessed to determine suitability to progress to undertake the selection exercise. Those who achieve a mark of 50% or above in the selection exercise will be invited to interview. Candidates must provide sufficiently detailed information that relates to their own specific experience and achievements. Responses that are generic or vague may result in candidates not being shortlisted for the selection exercise. Any information you include may be discussed should you be invited to interview. Your communication skills will be assessed on the answers you provide on your application form. Capabilities Candidates should demonstrate that they have the ability to carry out successfully the duties of the role, as well as the skills and capabilities namely: Building Future Readiness Digital Focus Candidates with Disabilities The Courts Service seeks to attract candidates from all sectors of society, ensuring career opportunities are accessible to all who are interested. We are committed to equality of opportunity for all candidates. If you have a disability or need reasonable accommodation made during the selection process, you should share this with us so you get the support you need. Reasonable accommodation in our selection process refers to adjustments and practical changes which would enable a disabled candidate to have an equal opportunity for this competition. Examples of adjustments we provide include the use of assistive technology, extra time, scribes and/or readers or a range of other accommodations. Please be assured that having a disability or requiring adjustments will not impact on your progress in the selection process; you will not be at a disadvantage if you disclose your disability or requirements to us. Your disability and/or adjustments will be kept entirely confidential. 6. Selection Exercise & Interview Selection Exercise: Following the assessment process successful candidates will be invited to an in-person written selection exercise be held on the week of the 16 February 2026 in Dublin (Venue to be confirmed). The selection exercise is designed by the Courts Service and Kings Inns and marked by tutors from Kings Inns. Topics assessed include proof reading, legal analysis, drafting and legal writing. The pass mark is 50%. Achieving 50% or more in the selection exercise does not guarantee an interview as there may be more candidates eligible for interview than is required. If you receive a mark less than 50% in the selection exercise you will be eliminated. Interview: Interviews will be in person only from March to May 2026 in Dublin. Interviews will be held in batches per Jurisdiction with the Supreme Court and the Court of Appeal first, followed by the High Court and then the Circuit Court. Interview boards comprise a judge and one or two members of the Courts Service. If you are interviewed for a jurisdiction, there is no guarantee of appointment to that at jurisdiction. Interviews will be structured in format, with candidates asked to provide examples of the capabilities for the role as outlined in Section 5of this document. You may be asked about the experience described on the application form or they may ask for other examples. It is anticipated the interview will last 45 minutes. You may be invited to a follow up meeting with a member of the Judiciary after your interview. To be considered for a position you must receive 50% or more in each capability. Commencement date The start date for appointments is Monday 14 September 2026. There will be a two week orientation programme. If you are unable to start on 14 September 2026, in exceptional circumstances only you may defer your start date to September 2027. Confidentiality Candidates can expect that all enquiries, applications and all aspects of the proceedings to the extent that they are managed by the Courts Service are treated as strictly confidential subject to the provisions of the Freedom of Information Act 2014. However, candidates should note that all application material may be made available to the interview board. Certain items of information, not specific to any individual, are extracted from computer records for general statistical purposes. Garda Vetting Garda vetting will be sought in respect of individuals who come under consideration for appointment. The applicant will be required to complete and return a Garda Vetting form should they come under consideration for appointment. This form will be forwarded to An Garda Siochána for security checks on all Irish and Northern Irish addresses at which they resided. Enquiries may also be made with the police force of any country in which the applicant under consideration for appointment resided. If the applicant subsequently comes under consideration for another position, they will be required to supply this information again. Other important information The Courts Service will not be responsible for refunding any expenses incurred by candidates. Prior to recommending any candidate for appointment to this position the Courts Service will make all such enquiries that are deemed necessary to determine the suitability of that candidate. Until all stages of the recruitment process have been fully completed a final determination cannot be made nor can it be deemed or inferred that such a determination has been made. Salary The salary scale for the position with effect from 1st August 2025 is €37,817 per annum . The salary will increase to €40,843 in the third and final year of the contract. New entrants to the Civil Service will be appointed to the first point of the (PPC) salary scale. 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. Salary is payable weekly in arrears by Electronic Funds Transfer (EFT) into a bank account of the appointees’ choice. Statutory deductions will be made from salary as appropriate by the Courts Service. Candidates should note the salary is not open to negotiation . The rate of remuneration may be adjusted from time to time in line with Government pay policy. Duties Appointees will be expected to perform all acts, duties and obligations as appropriate to this position (which may be revised from time to time). Probation Appointees will be required to serve a 12-month probationary period. During the period of the probation, an officer's performance will be subject to review by the appropriate supervisor(s) to determine whether the officer: (i) has performed in a satisfactory manner, (ii) has been satisfactory in general conduct, and (iii) is suitable from the point of view of health with particular regard to sick leave. Prior to completion of the probationary period, a decision will be made as to whether or not an appointee will be retained pursuant to Section 5A(2) of the Civil Service Regulation Acts 1956-2005. This decision will be based on an appointee’s performance assessed against the criteria set out in (i) to (iii) above. The details of the probationary process will be explained to each appointee by the Courts Services as the employer and a copy of guidelines on probation issued by the Department of Public Expenditure and Reform will be provided. In the event that an appointee is not considered as suitable to the position of Judicial Assistant having been assessed against stated criteria, the appointee will be notified in writing of the action to be taken. Hours of Attendance This is a fulltime post, and hours of attendance will be fixed from time to time but will amount to not less than 41 hours and 15 minutes gross per week . Appointees will be required to work such 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. Annual Leave The annual leave entitlement for this post is 22 working days per year. This leave is on the basis of a five-day week and is exclusive of the usual public holidays. Annual leave, other than in exceptional circumstances, will not be granted during the legal term. Headquarters The appointee’s headquarters will be such as may be designated from time to time by the Courts Service. Generally, appointees will be based in the Four Courts or in the Criminal Courts of Justice and in other court locations throughout the country. There may be a requirement for some travel associated with this post. When absent from home and headquarters on official duty, an officer will be paid appropriate travelling expenses and subsistence allowances subject to normal Civil Service regulations.
Skilled Trades Technicians
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