Jobs in Leitrim
Sort by: relevance | dateClimate Action Officer
General Information: County Leitrim, located in the North West of Ireland, has a growing economy, picturesque landscape, vibrant communities and a strong arts and cultural sector. Leitrim County Council’s vision is to build an economically strong, creative, inclusive county, making Leitrim the best place to live, work, invest and visit. Key to the achievement of our priorities and objectives is a skilled and committed workforce, supported by enabling technologies, efficient work processes and learning and development opportunities. We are committed to the training, support and encouragement of our staff and we offer benefits across family friendly initiatives, personal development and wellbeing of staff. The Role: Climate Change is now a major consideration in all policies and actions of Local Authorities who are increasingly being given a critical role in the embedding and enabling of Climate Action across the diverse range of their functions and activities. The National Adaptation Framework was published in 2018 and this, together with the Climate Action and Low Carbon Development Act 2015 and the Climate Action and Low Carbon Development (Amendment) Act 2021, provides the context within which Local Authorities are obliged to prepare Climate Action Plans. The Climate Action Regional Offices (CARO) were formed to link and bring together the expertise and capacity in the Local Authorities to achieve this objective while also proving a focus for linkages with Central Government Departments, Regional Assemblies, Public Representatives, and other relevant stakeholders. Leitrim County Council are taking a significant leadership role in this area and have constituted climate action structures to lead and coordinate activities within the County Council and to link with the CARO and other Sectoral adaptation strategies as appropriate. The Climate Action Officer (Executive grade) will be responsible for managing the internal change, building climate action awareness and readiness across the local authority and providing support to the Climate Action Coordinator. The successful candidate will play a key role in advocating for climate action and sustainability. The role requires a clear knowledge and understanding of local authority services and its key stakeholders and relationships, local government structures and its democratic role and mandate, current local government issues, future trends and strategic direction of the sector. The Qualifications: 1. Character Each candidate must be of good character. 2. 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. 3. Citizenship Candidates must, by the date of any job offer, be: (a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or (e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa or (f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa 4. Education and Experience Each candidate must, on the latest date for receipt of completed application forms: (a)hold an Honours Degree (Level 8 in the National Framework of Qualifications) in Engineering, Planning, Science, Environmental Science, Architecture, or other relevant discipline; (b) have at least five years satisfactory relevant experience; (c)have technical competence in the Climate Change area; (d) have relevant experience in supporting the formulation and implementation of strategies, plans, studies, and processes including stakeholder engagement; (e)Possess a high standard of administrative experience and strong ICT skills (f) Hold a current valid unendorsed full driving licence in respect of Category B vehicles and have access to their own motor vehicle. ** -Please ensure that confirmation of Level 8 qualification in the relevant discipline from your awarding body and / or Quality & Qualifications Ireland (QQI) is submitted to the HR Department with your application. Foreign language qualification certificates must also be accompanied by a translation document. Applications received without the necessary documentation will be deemed ineligible and will not be considered further. -Candidates must also hold a current valid and unendorsed driving licence in respect of category B vehicles or equivalent in the EU Model Driving Licence and must advise if this is not the case. A copy of Licence must be submitted with your application. The Ideal Candidate Shall: • Possess a good knowledge of Local Government functions, services and activities. • Be interested and enthusiastic for the Climate Action agenda and have a good understanding of climate change adaptation and mitigation challenges relevant to Local Authority functions. • Demonstrate knowledge of key policy areas including Energy, Green Infrastructure, Retrofitting, Sustainable Mobility (active transport and modal shift), Sustainable Energy Communities, Citizen Engagement, Just Transition, Land Use and Development, Biodiversity and Natural Environment. • Have strong judgement and problem-solving skills and effecting or influencing behavioural change. • Have experience of dealing with multiple stakeholders. • Have a knowledge of health and safety legislation and regulations, and their application in the workplace. • Demonstrate competence and experience of financial and budget management. Competencies for the Post: Key Competencies for the post include the following and candidates will be expected to demonstrate sufficient evidence within their application form of competence under each of these. Please take particular note of these when completing the application form as any short-listing or interview processes will be based on the information provided by candidates: Management & Change: • Can translate strategy into operational plans and outputs. • Displays the ability to think and act strategically. • Demonstrates innovation and creativity to secure successful outcomes. • Has a clear understanding of the political reality and context of the organisation. • Develops and maintains positive, productive and beneficial working relationships with a range of stakeholders. • Builds networks of technical and professional contacts. • Fully implements safe systems of working in line with Safety Management System. • Effectively manages the introduction of change and overcomes resistance to change. Delivering Results: • Contributes to operational plans and develops plans in line with priorities and actions for their area of operations. • Plans and prioritises work and resources effectively. • Is aware of and understands relevant legislation, regulations, and policies. • Can pinpoint critical information and can address issues logically. • Understands the context and impact of decisions made. • Makes timely, informed and effective decisions and shows good judgement and balance in making decisions and recommendations. • Promotes the achievement of quality outcomes in delivering services. • Evaluates outcomes, identifies learning and implements improvements required. Performance Through People: • Motivates others individually and in teams to deliver high quality work and customer focused outcomes. • Leads by example in terms of commitment, flexibility and a strong customer service ethos. • Empowers and encourages people to deliver their part of the operational plan. • Recognises the value of communicating effectively and actively listens to others. • Has highly effective verbal and written communication skills. • Presents ideas clearly and effectively to individuals and groups. • Establishes positive relationships with their team, internal and external stakeholders. • Strong ability to negotiate and influence others. Personal Effectiveness: • Demonstrates an understanding of the role of Climate Action Officer in the local authority context. • Demonstrates the range and depth of experience, specialist knowledge and training relevant to the role. • Keeps up to date with current developments, trends and best practice in their area of expertise and responsibility. • Maintains a positive, constructive and enthusiastic attitude to their role. • Takes initiative and seeks opportunities to exceed goals. • Is self-motivated and persistent when faced with difficulties and obstacles. • Operates effectively in an environment with significant complexity and pace. • Has a strong knowledge and understanding in relation to statutory obligations of Health and Safety legislation and its application in the workplace. Principal Terms and Conditions: The position is wholetime, temporary and pensionable and the appointment will be on the basis of a Specified Purpose Contract of Employment to 31st October 2028, related to the implementation of Leitrim County Council’s Climate Action Plan 2024-2029 and additional relevant climate action strategies, initiatives and policies. 1. Duties: The duties of the office are to give to the local authority and (a) Such other local authorities or bodies for which the Chief Executive, for the purposes of the Local Government Acts, is Chief Executive, and (b) to any other local authority or body with which an agreement has been made by the local authority or by any of the authorities or bodies mentioned in sub-paragraph (a) of this paragraph, Under the general direction and control of the Chief Executive or of such other officers as the Chief Executive may from time to time determine, such appropriate services of a technical, administrative, executive, supervisory, advisory and ancillary nature as are required for the exercise and performance of any of its powers, duties and functions as may be delegated to him or her by the Chief Executive from time to time and shall include the duty of deputising for other officers of the local authority. The local authority sector recognises that in order to support our communities, local enterprises and the wider public sector to deliver on climate policy ambitions, there needs to be a consistent focus on building internal capacity and enabling organisational culture change. The Climate Action Officer will report to the Climate Action Co-ordinator or such other officer as designated by the Chief Executive. The Climate Action Officer will be required to work alongside the Climate Action Co-ordinator in the delivery of Leitrim County Council’s Climate Action Plan 2024 - 2029 and additional relevant climate action strategies, initiatives and policies. The Climate Action Officer will drive organisational change initiatives, enabling effective delivery, while building capacity across the partnerships local authorities work with. The principal duties of the post may include, but are not limited to the following: • Assisting in defining the desired climate action values and behaviours for the local authority and articulating how these translate into actionable behaviours at all levels. • Developing and assisting in the roll-out of programmes and campaigns which promote climate action amongst management, elected members and staff. • Supporting the Climate Action Co-ordinator in developing and implementing climate action strategies, plans and policies across Leitrim County Council. • Supporting the Climate Action Co-ordinator in working with the CARO in progressing and driving the climate action agenda on behalf of Leitrim County Council, as well as liaising with external agencies and neighbouring local authorities, building relationships/collaborating with key stakeholders particularly at local, regional and national levels, to deliver new initiatives and climate action policy objectives. • Providing support and advice to all departments on climate action related matters, helping to build organisational capacity and to mainstream climate action across all services and functions, and encouraging active engagement in delivering effective climate action. • Implementing and supporting the implementation of climate action projects and programmes across all service areas. • Supporting the development and implementation of Decarbonisation Zone Action Plan as per government guidance. • Supporting local authority teams, elected members, strategic policy committees and other local authority fora, in ensuring all local authority activities are climate proofed i.e. integrating climate action considerations/requirements into local authority policies and strategies (e.g. Local Authority Climate Action Plan, County and Local Development Plans, Local Economic and Community Plans, Corporate Plan, Heritage Plan, Biodiversity Plan etc.) • Working with the Elected Members at Council, Strategic Policy Committees and Municipal District level, and external stakeholders as required, to develop community level climate action capacity and resilience through engagement with existing Local Authority networks such as the Public Participation Network, Tidy Towns, etc. • Providing support and technical assistance in the delivery of Community Climate Action projects as required. • Researching, analysing and communicating information on specific climate action issues and policies as appropriate, including compiling, preparing and presenting reports, presentations, correspondence etc. • Representing Leitrim County Council on committees and at meetings and reporting on progress on programmes, initiatives etc as required. • Supporting the Climate Action Co-ordinator and the CARO to monitor and communicate the performance of the local authority. • Keeping abreast of emerging policies and funding opportunities at EU, National & Regional level and assessing the impact on the future plans and priorities of the Council. • Preparing budgets and ensuring that projects and programmes are implemented within allocated budgets. • Planning and prioritising work and allocation of resources. • Ensuring an efficient and effective response to all stakeholders. • Maintaining and proactively developing a culture of health and safety in the workplace and ensuring compliance with health and safety legislation and regulations, and the Council’s Safety Management System. • Undertaking any other duties of a similar level and responsibility, as may be required, or assigned, from time to time. • Deputising for other employees of a higher grade as required. 2. Salary: The Salary scale for the post of Climate Action Officer, analogous to Executive Engineer, (Scale effective from 1 st March 2025) is within the range: €59,067, €61,217, €63,366, €65,520, €67,672, €69,823, €71,976, €74,116, €76,280, €78,425, €80,897 (LSI1), €82,108 (LSI2) Entry point to this scale will be determined in accordance with relevant Departmental Circulars. Offers of appointment to persons who are not serving local authority employees will be based on the minimum of this scale. Rate of remuneration may be adjusted from time to time in line with Government Policy. The salary shall be fully inclusive and shall be as determined from time to time. Holders of the office shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their office or in respect of services which they are required by or under any enactment to perform. 3. Residence: The holder of the post shall reside in the district in which his or her duties are to be performed or within a reasonable distance thereof and will be required to serve in the Local Authority’s Offices, or whereverassigned by the Local Authority. Leitrim County Council reserves the right to, at any time, re-assign an employee to any Department now or in the future. Leitrim County Council reserves the right to, at any time, assign an employee to any premises in use by the Council now or in the future. 4. Probation: All contracts will be subject to a probationary period of six months, during which the performance of the successful applicant will be regularly evaluated. If during that period, the Local Authority is satisfied that the appointee is unlikely to prove suitable for final appointment, the appointment may be terminated by the giving of one month’s notice on either side, or, in the event of misconduct or negligence, without notice. The probationary period may be extended at the discretion of the Chief Executive of Leitrim County Council. Employment may be terminated by either party during probation or at the end of the probationary period on one week’s notice. 5. Annual Leave: The annual leave entitlement for this post will be 30 days per annum. 6. Working Hours: The successful candidate’s normal hours of work will be 35 hours per week. The role will involve flexible working hours and may include evening and weekend work. The Council reserves the right to alter hours of work from time to time. All hours worked will be subject to and recorded in accordance with the provisions of the Organisation of Working Time Act, 1997 and the Organisation of Working Time Act (Regulations) 2001. 7. Superannuation: All new entrants to pensionable public service employment on or after 1st January 2013 will be members of the Single Public Service Pension Scheme. All members of the Single Public Service Pension Scheme will be required to contribute 3.5% of net pensionable remuneration plus 3% of pensionable remuneration. Pension and retirement lump sums for member of the Single Public Service Pension Scheme will be based on career-average pay; pensions will be co-ordinated with the State Pension Contribution Scheme. Persons who are pensionable under the Local Government (Superannuation) (Consolidation) Scheme 1998, and are liable to pay the Class A rate of PRSI contribution, will be required in respect of superannuation to contribute to the local authority at the rate of 1.5% of pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). You will also be required in respect of the Local Government (Spouses and Childrens’ Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of pensionable remuneration in accordance with the terms of the Scheme. Persons who become pensionable officers of a local authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of his/her superannuation to contribute to the local authority at the rate of 5% of pensionable remuneration. You may also be required to pay Spouses and Children/Widows and Orphans contributions at the rate of 1.5% of pensionable remuneration.
Army Recruit - General Service
The Defence Forces are now accepting applications for General Service Recruit in the Army. We live in a world of diversity; the Defence Forces require men and women from all backgrounds that possess a strong sense of duty, enjoy working as part of a team, and are looking for a rewarding yet challenging career. Army applicants must be at least 18 years old and under the age of 39 years of age on the closing date for applications. When making an application for General Service Recruitment applicants should be aware that the areas of responsibility that applicants apply to are as follows: 1 Brigade - Cork Interview Centre Cork, Carlow, Clare, Galway, Kerry, Kilkenny, Laois, Limerick, Offaly, Tipperary, Waterford and Wexford 2 Brigade - Dublin / DFTC Curragh Interview Centre Dublin, Cavan, Donegal, Kildare, Leitrim, Longford, Louth, Mayo, Meath, Monaghan, Roscommon, Sligo, Westmeath and Wicklow. Where possible we will facilitate applicants to conduct fitness testing & interview at a location closest to their home. What is an Army Recruit? An Army Recruit is a person who enlists for General Service in the Defence Forces and on completion of the initial training program is promoted to Private 2*. Information About Army General Service Recruits The Defence Forces is looking for people who are looking for a challenging and physically demanding career in the military. Applicants should have: The ability to work in disciplined military environment.The ability to work with others in a team.Work well in a high pressure and physically demanding environmentBe willing to serve abroad for extended periods of time. On qualification recruits take up a position as a three star private in one of the following Service Corps — Infantry, Artillery, Cavalry, Transport or Communications Information Systems. Qualifications No formal education qualifications are required to join the Defence Forces as a recruit. However, you must satisfy the Interview Board and the Recruiting Officer that you possess a sufficient standard of education for service in the Defence Forces. Age Limitations Applicants must be 18 years of age and under 39 years of age on the date deemed as the closing date for applications. Induction Recruit Competitions are held in each Brigade of the Army as required and are the only way to join the Defence Forces to become a Private Soldier. Candidates undergo fitness testing, psychometric testing, an interview and a medical exam. In conjunction with this all candidates will be security vetted by An Garda Síochana. Candidates must also provide two referee`s as part of the security vetting process. Candidates will be required to pass both the medical examination and security vetting to be considered for induction. The Induction Process will determine if you have the potential to become a Private Soldier in the Army. Helpful Application Process video'sTraining The Recruit Training Syllabus is designed to produce a physically fit, disciplined and motivated Two Star Infantry Soldier with basic military skills. Recruit training is foundation military training. It is twelve weeks in duration. It is followed by 3 Star training and at a later stage by Trained Soldier Specialist Training courses. Recruits may be required to complete their training in any Defence Forces location and following their training, may be posted to any Defence Forces location subject to Defence Forces requirements. Career Progression Newly qualified Private Soldiers are encouraged to put themselves forward for further courses in the Army. These courses may enable the soldier to specialise in certain areas of the Army or qualify the soldier for promotion and overseas service. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Naval Service Recruit - General Service
The Defence Forces are now accepting applications for General Service Recruit in the Naval Service. We live in a world of diversity; the Defence Forces require men and women from all backgrounds that possess a strong sense of duty, enjoy working as part of a team, and are looking for a rewarding yet challenging career. Naval Service applicants must be at least 18 years old and under the age of 39 years of age on the closing date for applications. What is a Naval Service Recruit A Naval Service Recruit enlists for General Service in the Other Ranks of the Defence Forces. After successfully completing the initial Recruit Training course a recruit passes out as an Ordinary Seaman and will then go onto their Branch Training Course before becoming qualified as an Able Body sailor in the Naval Service. Who we want Naval Service Recruits go on to form the backbone of the Irish Naval Service. Recruit training is 22 weeks in duration and is designed to develop a physically fit, disciplined and motivated person using basic military and naval skills in order to prepare them for further training in the Service. Recruits are instilled with the Naval Service ethos and the values of Courage, Respect, Integrity and Loyalty. On successful completion of the Recruit training, the Recruit is advanced to the training rank of Ordinary Rating (equivalent of 2 Star Private in the Army). The Naval Service has four Branches consisting of Seaman's, Communications, Mechanicians and Supplies. The Ordinary Rate commences their chosen Branch training giving them the specialised skills required to fulfil their role at sea and ashore. After this initial specialisation training, the Ordinary Rate will proceed to sea and take up an appointment onboard one of our ships for a two year rotation. Life at sea is at all times varied. The Ordinary Rate regardless of Branch is a much valued member of the ships crew. As well as Branch duties, he/she will be called on to complete other duties such as general maintenance, boat work, Damage Control/Firefighting. He/she may also be a member of a Naval Boarding team during Drug Interdiction Operations. If you are interested in a life at sea, as part of a dynamic, professional and highly motivated team, then the Naval Service is for you. Qualifications No formal education qualifications are required to join the Defence Forces as a recruit. You need to satisfy the Interview Board and the Recruiting Officer that you possess a sufficient standard of education for service in the Defence Forces. Age Limitations Applicants must be 18 years of age and under 39 years of age on the date deemed as the closing date for applications. Induction Recruit Competitions are held in the Naval Service as required. This is the only way to join the Naval Service to become an Ordinary Seaman. Candidates undergo fitness testing, an interview and a medical exam. The Induction Process will determine if you have the potential to become an Ordinary Seaman in the Naval Service. Application Process Training The Recruit Training Syllabus is designed to produce a physically fit, disciplined and motivated Ordinary Seaman with basic military skills. Naval Recruit training is foundation military training. It is 22 weeks in duration. It is followed by Trained Specialist Training courses. On successful completion of training Recruits are assigned to a Branch and a vessel of the Naval Service. Download the Naval Service Induction & Training Career Progression Newly qualified Ordinary Seamen are encouraged to put themselves forward for further courses in the Naval Service. These courses may enable the Seaman to specialise in certain areas of the Naval Service and progress towards career advancement. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Air Corps Recruit - General Service
The Defence Forces are now accepting applications for General Service in the Air Corps. We live in a world of diversity; the Defence Forces require men and women from all backgrounds that possess a strong sense of duty, enjoy working as part of a team, and are looking for a rewarding yet challenging career. Air Corps applicants must be at least 18 years old and under the age of 39 years of age on the closing date for applications. Applications will only be accepted online. Job Details The Defence Forces are now accepting applications for General Service in the Air Corps.We live in a world of diversity; the Defence Forces require men and women from all backgrounds that possess a strong sense of duty, enjoy working as part of a team, and are looking for a rewarding yet challenging career.Air Corps applicants must be at least 18 years old and under the age of 39 years of age on the closing date for applications. IMPORTANT NOTICE* It is the candidate's sole responsibility to enter their email address correctly when completing the application form. The candidate will receive an acknowledgement within 48 hours of submitting the online application. If a candidate does not receive an acknowledgement within the time, the candidate must inform Recruitment & competition section within 72 hours of applying by emailing recruitment@defenceforces.ie Candidates should be aware that some email providers filter @defenceforces.ie into junk/spam folder. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Staff Officer
The Role The Staff Officer role can be assigned to either an administrative supervisory position within the Council, assigned responsibility for the administration and management of a work area, section or team, or to a developmental role (general economic/community development) or project development and delivery role. The Staff Officer will work within these roles as part of multi-disciplinary teams, assisting with the development and implementation of work programmes to achieve goals, targets and standards set out in Departmental and Team Plans. He/she will be expected to be a self-starter and use initiative and work to a high standard. The post holder may have a supervisory role in the day to day operations of a work area or as a team leader. The role requires excellent administrative, supervisory, interpersonal, communication, research, reporting, budgetary and timescale management, and other particular skills and expertise depending on assignment. The post holder will be expected to carry out their duties in a manner that enhances public trust and confidence and ensures impartial decision making. The Staff Officer will generally work under the direction and management of the Senior Staff Officer, Administrative Officer and/or Senior Executive Officer or analogous grade as appropriate and will, from time to time, be required to deputise for senior personnel and must be willing to take on this challenge. Panel Information and Eligibility In accordance with the Workplace Relations Commission (WRC) agreement, the following procedure will apply to the recruitment of clerical and administrative Grade IV to Grade VII posts in Leitrim County Council: Panel A - 50% Confined to the Local Authority Sector Panel B – 30% Open Panel C – 20% Confined to Employees of Leitrim County Council Leitrim County Council will, following the recruitment and interview process, form three panels from which future relevant vacancies may be filled during the lifetime of the panels. Panel A – Confined to the Local Authority Sector This will comprise of successful eligible candidates in order of merit serving in a local authority or Regional Assembly (where applicable) Panel B – Open This will comprise of all successful candidates in order of merit and may include candidates serving in a local authority, regional assembly and external applicants Panel C – Confined to current employees of Leitrim County Council This will comprise of successful eligible candidates in order of merit who are currently employed by Leitrim County Council. The Qualifications – Panel A & C 1. Character Each candidate shall be of good character. 2. Health Each candidate shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Citizenship Candidates must, by the date of any job offer, be: (a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or (e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa or (f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. 4. Education, Training, Experience etc. Each candidate must, on the latest date for receipt of completed application forms: • be a serving employee of a local authority or a regional assembly and have not less than two years’ satisfactory experience in a post of Clerical Officer or analogous post. Note: Candidates must hold a current valid unendorsed driving licence in respect of category B vehicles and must advise if this is not the case. The Qualifications – Panel B 1. Character Each candidate shall be of good character. 2. Health Each candidate shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Citizenship Candidates must, by the date of any job offer, be: (g) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (h) A citizen of the United Kingdom (UK); or (i) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (j) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or (k) 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 (l) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. 4. Education, Training, Experience etc. Each candidate must, on the latest date for receipt of completed application forms: (i) (a) have obtained at least Grade D (or a Pass), in Higher or Ordinary Level, in five subjects (or four subjects if Irish is included) from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme including Irish and/or English and one of the following: Mathematics, Accounting, Business Organisation or Economics, and (b) have obtained at least Grade C (or Honours) in Higher Level (or Honours) papers in three subjects in that examination (or two subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation or Economics), or (ii) have obtained a comparable standard in an equivalent examination, or (iii) hold a third level qualification of at least degree standard, Note: Candidates applying for Panel B must submit copy of educational qualifications as outlined above. Applications for Panel B received without the necessary documentation will be deemed ineligible and will not be considered further for this panel. Note: Candidates must hold a current valid unendorsed driving licence in respect of category B vehicles and must advise if this is not the case. The Ideal Candidate Shall have: • Knowledge and understanding of the structure and functions of local government; • Knowledge of current local government issues, priorities, concerns and future direction; • Understanding of the varied role of a Staff Officer; • Relevant administrative and/or /economic/community development/project development and delivery experience; • Experience of supervising staff and/or projects/work programmes; • Experience of working as part of a multi-disciplinary team; • Strong resource, research and project management skills. • Strong organisational skills including meeting facilitation and administration; • Strong interpersonal and written and verbal communication skills and the ability to prepare and present reports and to represent the Council in a professional and credible manner; • Ability to build, manage and nurture partnerships and relationships across a range of stakeholders; • Ability to develop and deliver programmes and projects and to work to strict deadlines; • Ability to work on own initiative as well as an integral part of a team; • Flexibility and availability to work outside normal office hours as required; • Knowledge and experience of operating ICT systems. Competencies for the Post: Key Competencies for the post include the following and candidates will be expected to demonstrate sufficient evidence within their application form of competence under each of these. Please take particular note of these when completing the application form as any short-listing or interview processes will be based on the information provided by candidates: Delivering Results / Communicating Effectively • Translates the business or team plan into clear priorities and actions for their area of responsibility. • Plans work and allocation of staff and other resources effectively. • Implements high quality service and customer care standards. • Makes decisions in a timely and well informed manner. • Develops and maintains positive, productive and beneficial working relationships. • Demonstrates effective verbal and written communication skills. Performance Management • Leads and develops the team to achieve corporate objectives. • Effectively manages performance. • Ability to develop and deliver programmes and projects and to work to strict deadlines. • Ability to work on own initiative as well as an integral part of a team. Personal Effectiveness • Takes initiative and is open to taking on new challenges or responsibilities. • Manages time and workload effectively. • Has strong organisational skills including meeting facilitation and administration. • Has strong resource and project management skills. • Maintains a positive and constructive and enthusiastic attitude to their role. • Understands and implements change and demonstrates flexibility and openness to change. • Is a self-starter, strong on research and maintains resilience in securing buy in and commitment to overall concepts or projects. Knowledge, Experience and Skills • Has knowledge and understanding of the structure and functions of local government. • Has knowledge of current local government issues, priorities, concerns and future direction. • Understands the varied role of Staff Officer. • Has relevant administrative, or economic/community development or project development, management and delivery experience. • Has experience of supervising staff. • Has experience of working as part of a team. • Has experience of preparing reports and correspondence The Principal Terms and Conditions The position is wholetime, permanent and pensionable. 1. Duties The duties of the office are to give to the local authority and (a) Such other local authorities or bodies for which the Chief Executive, for the purposes of the Local Government Acts, is Chief Executive, and (b) to any other local authority or body with which an agreement has been made by the local authority or by any of the authorities or bodies mentioned in sub-paragraph (a) of this paragraph, under the general direction and control of the Chief Executive or of such other officers as the Chief Executive may from time to time determine, such appropriate services of an administrative, supervisory and advisory nature as are required for the exercise and performance of any of its powers, duties and functions as may be delegated to him or her by the Chief Executive from time to time and shall include the duty of deputizing for other officers of the local authority. The main duties and responsibilities of the Staff Officer may include but are not limited to: • Responsibility for the supervision of a work area or section within the Council, including supervision of a team; • Overseeing the management and delivery of projects/programmes as assigned, including budgetary management; • Supporting the line manager to ensure section or department work programmes are developed and implemented to deliver on the Council’s operational plan, including supervising the work of the team; • Supervising employees in supporting roles, including assignment of tasks and duties, scheduling and prioritising work and monitoring and reporting on progress; • Being involved in the day-to-day management of resources within their section or team; • Providing support to team members and employees, handling day to day issues, ensuring compliance with all council policies and procedures; • Providing leadership, support and assistance in the development and delivery of projects including research, preparation of project plans, funding applications, tender documents, budgetary and timescale management etc as required; • Identifying and developing proposals to secure additional funding, through funding initiatives as they become available; • Developing and maintaining positive and productive working relationships across a range of internal and external stakeholders; • Working on an inter-agency basis and with external bodies and groups as appropriate in relation to the development and delivery of programmes and projects; • Identifying and developing collaborative partnerships and programmes in response to identified needs; • Providing information and assistance relating to their area of work as required; • Monitoring and supervising project and programme delivery as appropriate; • Compiling, preparing and presenting reports/claims/returns, including site visits, record checking, presentations and correspondence as necessary; • Representing their Section/Department/Leitrim County Council on relevant committees and/or at a range of meetings and events as and when required; • Identifying opportunities for improvements in service delivery within their section or team; • Supporting and implementing change management initiatives within their section or team; • Participating in corporate activities and responsibilities appropriate to the grade; • Being in compliance with Health and Safety legislative requirements, policies and procedures and safe systems of work; • Deputising for the line manager or equivalent as required; • Undertaking any other duties of a similar level and responsibility, as may be required, or assigned from time to time. 2. Salary: The salary scale for the post of Staff Officer (effective 1 st March 2025) is within the range: €51,210, €52,739, €54,301, €55,895, €57,501, €59,373 (LSI 1), €61,252 (LSI 2). Entry point to this scale will be determined in accordance with relevant Departmental Circulars. Offers of appointment to persons who are not serving local authority employees will be based on the minimum of this scale. The rate of remuneration may be adjusted from time to time in line with Government Policy. The salary shall be fully inclusive and shall be as determined from time to time. Holders of the office shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their office or in respect of services which they are required by or under any enactment to perform. 3. Probation All contracts will be subject to a probationary period, during which the performance of the successful applicant will be regularly evaluated. Where a person is permanently appointed to Leitrim County Council the following provisions shall apply – (a) There shall be a period after appointment takes effect, during which such a person shall hold the position on probation; (b) Such period shall be 12 months but the Chief Executive may, at his/her discretion, extend such period; (c) Such a person shall cease to hold the position at the end of the period of probation, unless during this period the Chief Executive has certified that the service is satisfactory; (d) There will be ongoing assessments during the probationary period. Employment may be terminated by either party during probation or at the end of the probationary period on one week’s notice. 4. Annual Leave The annual leave entitlement for this post will be 30 days per annum 5. Health For the purpose of satisfying the requirement as to health it will be necessary for each successful candidate, before he/she is appointed, to undergo a medical examination by a qualified medical practitioner to be nominated by the local authority. 6. Working Hours The successful candidate’s normal hours of work will be 35 hours per week. The Council reserves the right to alter hours of work from time to time. All hours of work will be subject to and recorded in accordance with the provisions of the Organisation of Working Time Act, 1997 and the Organisation of Working Time Act (Regulations) 2001. 7. Superannuation: Persons who are pensionable under the Local Government (Superannuation) (Consolidation) Scheme 1998, and are liable to pay the Class A rate of PRSI contribution, will be required in respect of superannuation to contribute to the local authority at the rate of 1.5% of pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). You will also be required in respect of the Local Government (Spouses and Childrens’ Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of pensionable remuneration in accordance with the terms of the Scheme. Persons who become pensionable officers of a local authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of his/her superannuation to contribute to the local authority at the rate of 5% of pensionable remuneration. You may also be required to pay Spouses and Children/Widows and Orphans contributions at the rate of 1.5% of pensionable remuneration. All new entrants to pensionable public service employment on or after 1 January 2013 will be members of the Single Public Service Pension Scheme. All members of the Single Public Service Pension Scheme will be required to contribute 3.5% of net pensionable remuneration plus 3% of pensionable remuneration. Pension and retirement lump sums for member of the Single Public Service Pension Scheme will be based on career-average pay; pensions will be co-ordinated with the State Pension Contribution Scheme. 8. Retirement Age The Single Public Service Pension Scheme (“Single Scheme”) as provided by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 commenced with effect from 1st January 2013. The act introduced new retirement provisions for new entrants to the public service appointed on or after 1st January 2013, as well as to former public servants returning to the public service after a break of more than 26 weeks. Retirement age will be in line with the age of eligibility for the State Pension Contributory (SPC). Compulsory Retirement Age will be 70. There is no mandatory retirement age for “new entrants” to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004.
Leisure Attendant
We’re Serious about Health and Fitness! We are looking for a Leisure Attendant on a Part Time and Full Time basis to join our team at Aura Leitrim . Why join the Aura Family? We are the best in our industry! We don’t just talk about our values; we live them every single day. We don't say we’re the best place to work - our people do… We've been recognised as a Best Workplaces in Ireland in 2024. This is the 6th year Aura is ranked in the Top 30 Large Irish Workplaces. We are also recognised Best Workplace for Women and Best Workplace for Health & Wellbeing in 2024. At Aura our people are at the heart of our business and our culture is built on embracing diversity and inclusion. We put our people first in everything we do. We place emphasis on learning and development, so if you join us you can expect to learn and grow throughout your career. Other reasons to join our team…. · Friends and Family Benefit – all employees get to nominate a friend or family member for free membership of one of our leisure centres · Our Training Academy – opportunities to certify to the highest industry standards in a range of industry practices such as Lifeguarding, Swim Teaching, Pool Plant Operations etc · Aspire Programme – our talent development programme which gives you unrivalled access to training, development and further certification opportunities · Career Development – opportunities to become a Tutor in a range of industry practices and to shape the careers of others · Aura One Hub – benefits, rewards and recognition platform · EAP Programme – a free confidential comprehensive advice and support service ranging from financial and legal advice to counselling for you and your family members · Our GEM Awards programme, acknowledging those who go the extra mile · A range of other benefits such as Bike to Work, TaxSaver, retail discounts, Length of Service benefit and discounted Health Insurance for employee’s and dependants through the HSF Health Plans Our vision is BIG… Aura's vision is for a healthier and happier Ireland by improving the health and wellbeing of our nation through exercise, sport and active lifestyles. The role of a Leisure Attendant involves working in different areas of the Leisure Centre according to your training and qualifications. This varied role requires you to be a great all-rounder. If you have a Swim Teaching, Lifeguard and/or Fitness qualifications, and want to learn and develop in this industry – this role is for you! Your mission: · Display a commitment to our vision, purpose and values · Ensure a fun and inclusive environment for our customers · Be an Aura ambassador and represent the company with a professional approach and attitude · Make your passion your profession and help Aura to achieve a healthier and happier Ireland! These are just some of the tasks our amazing Leisure Attendants undertake each day and this list is just part of what life in Aura has in store for you. Here’s what we need from you: · Hold the following qualifications: * RLSS Pool Lifeguard or IWS Pool Lifeguard Qualification and either both or one of the following qualifications: * STA, IWS or SI Swim Teacher qualifications * NCEHS / NCEF Fitness Instructor Qualification · A passion for the health and fitness industry · A willingness to train and qualify in all three disciplines listed above · A positive attitude and a genuine passion for helping people · Previous experience in instructing classes (Swim, Fitness or both) is desirable · Flexible in relation to your hours/days of work – morning, afternoon and night shifts both weekdays and weekends available · Due to the nature of this role fluent English is required CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Executive Officer
The Role Job Description This is a junior management position which offers an excellent opportunity to build a career in Revenue and to experience a wide variety of work, which may include the following: • Tax, excise and customs related audits and compliance work including the use of electronic audit techniques. • Working both individually and as part of a team to confront non-compliance. • Contributing to the development of tax and customs policy. • Advising on interpretation of taxation and customs law and practice. • Using data and statistical analysis to assist in risk identification. • Managing staff performance as required. Applicants should note that Revenue is a responsive and agile organisation and, as such, they may be assigned to projects and other duties appropriate to the role of Executive Officer in Tax, Audit and Compliance. Training and Development Revenue provides excellent opportunities for personal development and life-long learning. We have a wide range of roles across all aspects of the tax code with a commitment to mobility and development. We operate a specially developed modern performance measurement framework aimed at building skills and maximising potential. We sponsor and support many additional training courses including those leading to recognised qualifications. In addition to the bespoke technical training outlined below, Revenue offers a range of enhanced support for employees who wish to pursue professional qualifications in their relevant fields. These supports include a generous study leave allocation for attending lectures and preparing for exams, extra tutorials, and access to subject matter experts, as well as peer learning and support throughout the process. Technical Training Executive Officers will be required to complete Revenue’s audit training programme. This includes practical training carrying out Revenue interventions; and may include an academic qualification on a course accredited by a recognised academic institution and/ or professional body, on which you will be required to successfully complete all relevant exams and course work. Courses commence in January, April, and September each year. The training covers many areas of tax and customs law and procedures, takes approximately three years to complete and is specifically aimed at providing Executive Officers with the technical skills to undertake the full range of Revenue compliance work. This training is delivered via a blended delivery model and there will be an element of in-person classroom attendance required. The location for this in-person training will be determined by the members in each group. While Revenue will try to accommodate training locally, an element of travel may be required. In such cases, the normal rules relating to travel and subsistence will apply. Examples of practical elements of the programme may include: • Business taxes audit of both chargeable persons and companies. • Compliance interventions on PAYE taxpayers. • Investigative work to detect tax and duty evasion across all tax types. • Applying analytics to Revenue’s business, intelligence, and risk systems to detect compliance risks. Why Work for Revenue? Making a Difference A career in Revenue is meaningful, varied, rewarding and interesting, and can encompass a wide range of activities in the areas of tax, customs and excise, administrative law, and ICT. Revenue staff enjoy rewarding careers with work ranging from direct engagement with individual taxpayers, businesses, and tax agents; to policy development and analysis; investigative work; legal services; and frontier management to name but a few. Our staff work both independently and as part of a team in a dynamic environment. We offer exciting opportunities to solution-orientated people whose values align with ours to help us be a high performing and responsive tax and customs administration. Learning and Development Revenue recognises the value of investing in its staff and developing their skillsets both to their benefit and to the benefit of our overall capability as an organisation. Revenue provides excellent opportunities for personal and career development, as well as lifelong learning in leadership, management, and technical skills. Equality, Diversity, and Inclusion Revenue is an equal opportunities employer. We promote, recognise, and respect the cultural diversity within our workforce, nurturing a culture of dignity and respect for all, with a team dedicated to supporting diversity, inclusion, and wellbeing. Environment We acknowledge our duty within our workplace and to the wider environment. We encourage approaches that reduce our carbon footprint by communicating and managing sustainable practices in our offices, as well as engaging with ‘Green’ Public Procurement policies in securing goods and services. Work-Life Balance In addition to the personal and professional fulfilment of positively impacting on Irish society and the support that Revenue offers its staff in achieving this, other benefits to a career in Revenue include: • Stable employment following a one-year probationary period. • Flexible working hours. • Flexi-leave (for grades up to and including Higher Executive Officer). • Option to apply for a shorter working week/ year following probation and subject to approval. • Blended working opportunities: while requests for blended working may be facilitated, some on-site (i.e. office/ business premises) attendance will be required in all roles, in line with business needs. Person Specification The position involves working as part of a tax, audit, and compliance team, including in relation to excise duties. Necessary elements of the role may involve face-to-face interaction with both taxpayers (business and personal) and tax advisers, as well as site visits to business premises. An interest in developments in business and the economy generally is essential. Additionally, being comfortable discussing wide-ranging tax, excise, and business matters across a broad spectrum of taxpayers and agents is crucial. Candidates need to be enthusiastic, willing to learn and have a commitment to the job of auditing. An interesting and varied career will be offered to successful candidates. Applicants should possess or have the capacity to quickly acquire and assimilate all the abilities required of an Executive Officer in Tax, Audit and Compliance. In particular, applicants must demonstrate, by reference to specific achievements in their work or academic career to date, that they can effectively perform the duties of the role as outlined in Section 2 above. A description of the competencies is set out in the Appendix. Location This is a nationwide competition. Please select your location preferences when completing the application form. You must only select a location where you would be prepared to take up a position and you may only select a maximum of 2 locations. Please also note you may not change your location preferences after the closing date of this competition. Revenue may, subject to business needs, offer posts in other locations which were not cited as location preferences at application stage. If this occurs, offers would be made in strict order of merit from the panel established. Revenue has modern, flexible, and family-friendly working policies, which include opportunities for blended working. In blended working arrangements, some office attendance in your location preference (and occasional attendance in Dublin) will be required in all roles, in line with business needs. Successful candidates are required to remain in their assigned location for a minimum of two years. Revenue has an active mobility policy; appointees may apply to move to an Executive Officer level role in Revenue or another Government Department under the Civil Service Mobility Scheme after two years in the post. Essential Entry Requirements Candidates must have, on or before, Friday, 02 May 2025: a) Obtained a minimum of a Level 6 Qualification on the National Framework of Qualifications which includes a financial or legal discipline. OR b) Hold an internationally recognised industry certified equivalent qualification in at least one of these areas (e.g., A.I.T.I., Tax Technician, Accounting Technician), that Revenue agrees to be at least an equivalent or higher standard to the above. OR c) Hold a minimum of a Level 8 Qualification on the National Framework of Qualifications. Selection Methods Potential Selection Methods These may include some or all of the following: • An Eligibility Sift. • Shortlisting of candidates based on the information contained in their application form. • Online assessment tests. • A competitive interview (final stage) via MS Teams based on the essential competencies required for the post and the information contained in the applicant’s application form. This may include a presentation relevant to the role (topic will be identified when candidates are scheduled for interview). Candidates are not permitted to use any type of recording equipment at any stage of the selection process. This applies to any form of sound recording and any type of still picture or video recording, whether including sound recording or not, and covers any type of device used for these purposes. Assessment Boards An assessment board, or boards, will be set up by Revenue to conduct any interim selection processes and interviews. Selection Stages It is important to note that candidates must reach the required standard in any interim selection stage, to be considered suitable for progression to the next stage of the selection process. Candidates progressed to final interview stage must meet a minimum standard of 55% in each scoring area, to be considered for inclusion on the panel. Panel A panel1 will be established from this competition to fill positions that may arise over the lifetime of the panel. This panel will expire one year from the date of its establishment. Placement on a panel is not a guarantee of appointment to a position. It is important to note that: • Once an offer is accepted, the candidate will not be considered for any other appointment from the panel. • If an offer of a post in a location is declined, the candidate may not be considered for the declined location again; but may remain on the panel in consideration for offers of posts arising in other locations. Job Posts Candidates who are successful in this competition may be offered posts in other government departments, or elsewhere in Revenue as appropriate, in accordance with business needs. Candidates who decline posts in other government departments will remain eligible for consideration of posts in Revenue in accordance with section 7.4. Reasonable Accommodations Reasonable accommodation in our selection process refers to adjustments and practical changes which would enable a candidate with a disability 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. If a candidate requires any reasonable accommodations to be made at any stage of the selection process, the candidate should set out the requirement on the application form and Revenue will endeavour to make the necessary arrangements. Alternatively, candidates can email CSDOpenRecruitment@revenue.ie. Requests for reasonable accommodations must be outlined in advance; any matters brought to attention afterwards may not be taken into consideration. Terms and Conditions of Service General 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. Salary: Personal Pension Contribution (PPC Rate) The salary scale for the position of Executive Officer in Revenue, as of 1 March 2025, is as follows: Personal Pension Contribution (PPC) €37,544 €39,465 €40,550 €42,667 €44,564 €46,400 €48,229 €50,019 €51,848 €53,670 €55,604 €56,900 €58,748 (LSI 1) €60,610 (LSI 2) 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. At the discretion of the Head of Office a person may be assigned to other work depending on the business needs and capability development of the office and that person’s career development needs. During the probationary contract period, a person’s performance will be subject to review by their supervisor(s) to determine whether the person: (i) Has performed in a satisfactory manner. (ii) Has been satisfactory in general conduct. (iii) Is suitable from the point of view of health with particular regard to sick leave. Prior to completion of the probationary contract, a decision will be made as to whether or not a person will be retained pursuant to Section 5A(2) Civil Service Regulation Acts 1956- 2005. This decision will be based on performance assessed against the criteria set out in (i) to (ii) above. The detail of the probationary process will be explained to the person by Revenue and the person will be given a copy of the Department of Public Expenditure NDP Delivery and Reform 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 inaccordance 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. • 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 employee’s return from work after such absence. Where probation is suspended, Revenue will notify you of the circumstances relating to the suspension. 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.
Community Employment Supervisor
IWA is committed to promoting, maintaining and adding to our diverse and inclusive work environment. The successful candidate will ensure the effective and efficient direction and co-ordination of the human, financial and material resources under their control and thereby achieve the stated aims and purpose of the community employment project.For the successful implementation of this role there are several key relationships, which should be fostered and developed. Primarily these will be with the Department of Social Protection, CE participants, IWA staff and volunteers. Main Duties and Responsibilities Administration The provision of an efficient and effective financial and accounting system in line with sound accounting procedures and conventions. The preparation of financial returns i.e. wage claims, materials claims, and Participant Development Grant claims. Installation and provision of systems controlling the operation of a cheque payments book, cash book, purchases book, petty cash system, debtors, Manage creditors and general ledgers, participants payroll, bank account and PRSI returns. Ensure payment of Participant Allowances. Ensure security of cash/equipment in his/her area. Installation and maintenance of an effective time keeping record system for participants on project. Competent report writing and reporting skills. Training & Development To fully participate in the Supervisor Development Programme. To carry out an Identification of Learner Needs process with each participant on the project as part of the Individual Learner Plan process. To agree needs and to source and cost-effective training/development opportunities to meet the needs identified. To prepare an Individual Learning Plan for each Participant for submission to DSP within the agreed time frame. To implement the training and development opportunities which have been approved by DSP. To maintain training records for each participant on the project as part of their Individual Learner Plans. To monitor and evaluate training inputs with both the participants and training providers as part of the obligations under the DSP Quality Assurance process. Human Resources To plan and co-ordinate through the project participants, the agreed/approved work schedules for participants. To communicate effectively with all participants on the project using Team Meetings and individual formal and informal 'one-to-one' meetings. To develop a mutual understanding with participants in relation to their needs and backgrounds e.g. re-entry to part-time work opportunities where the participant had been long-term unemployed and developing a progression path for each participant. Dealing with all disciplinary matters in relation to participants. Community Employment To execute the Community Employment Procedures Manual Ensure that the work areas meet appropriate housekeeping standards and provide a safe and healthy environment for participants - both in terms of facilities and work practices. Recruitment, supervision, scheduling and support of participants to ensure best returns to Sponsor. Carry out any other function relevant to the position of Supervisor (Community Employment) as indicated by Sponsor from time to time. PERSON SPECIFICATION Training, Experience and Qualifications Major Award at 3rd level (QQI Level 6 or higher) in Business/Financial Administration, Training, Human Resources, Project Management or related disciplines is desirable. Previous supervisory and people management experience relevant to the post (3 years minimum) Previous experience in Administration, Project Management/or Training or other relevant positions. Knowledge and Skills Have a reasonable knowledge of the role of the Community Employment Supervisor. Demonstrate responsibility, commitment, and motivation to implement the spirit of Community Employment Proficiency in Microsoft Office programmes, with a high level of ICT Skills such as MS Office, Excel, PowerPoint, Payroll and MS Word. A full driving license and own car are required. Behaviours Ability to work independently and as part of a team. Excellent interpersonal skills, articulate and assertive. Competent writing skills required. Remuneration & Benefits Salary will be deemed by the Department of Social protection pay scale in line with the post advertised and previous experience Starting salary for this role is €692.13 per week unless you have previous CE Supervisor experience Excellent working conditions A commitment to the ongoing training and development of all employees Annual leave as deemed by the Department of Social Welfare guidelines Sick leave as deemed by the Department of Social Welfare guidelines CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Yard Supervisor
Barna Recycling is recruiting a yard supervisor to join our team in Drumshanbo. As Yard Supervisor you must have excellent attention to detail to identify hazards, oversee the daily operations and organisation of the yard to ensure efficient workflow, safety compliance, while supervising staff, managing the movement of equipment and coordinating with various departments within Barna recycling. Duties and Responsibilities · Manage the day to day running of the site. · Maintain the yard in a neat and safe condition · Oversee the General Operatives on site. · Ensure smooth operations of the site · Traffic management · Liaise with the Health and Safety department to conduct safety audits and conduct accident investigations. · Implement effective programmes for maintaining, enhancing, and fostering a ‘zero incident’ safety culture. · Foster a high standard and approach to health and safety compliance across the site · Must be able to work as part of a team but equally be able to work alone under limited supervision Requirements · Clean drivers licence · Previous yard experience. · Good leadership qualities · Ability to operate machinery · Waste Management and recycling experience is a distinct advantage. · Tickets for plant is a distinct advantage · Reasonable computer skills · Daily production reporting and ad hoc reports as requested · Proficiency in the English language Terms · Permanent contract · Salary negotiable depending on experience CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
HGV Driver
Description: We are looking for HGV drivers to join our fleet. We are seeking customer focused individuals to collect waste and recycling on our Domestic and Commercial routes. HGV Driver Responsibilities: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
