Jobs in South dublin
Sort by: relevance | dateAssistant Director, Legal, Principal
Coimisiún na Meán Vision and Mission Coimisiún na Meán is Ireland’s agency for developing and regulating a thriving, diverse, creative, safe and trusted media landscape. As the independent media regulator, Coimisiún na Meán is responsible for regulating broadcasters, video-on-demand providers and online platforms established in Ireland. Their wide-reaching remit also includes supporting and developing the Irish media sector. About This Role Closing Date: 24th June 2025 at 3pm
Senior Speech AND Language Therapist
Avista is a dynamic disability service providing clinical supports and residential services to children with complex disability needs and their families. We have 3 network teams in Blanchardstown, Blakestown & Cabra. You will be joining dynamic, family centred, interdisciplinary teams with excellent access to supervision and support from team. The successful candidates will required to work as part of an Interdisciplinary Team that provide services to 0-18 year old children and young persons with complex needs. The candidates will work in partnership with families within a family centred model. JOB ADVERTISEMENT APPLICATIONS ARE INVITED FOR THE FOLLOWING POSITION: SENIOR SPEECH AND LANGUAGE THERAPIST ST. VINCENTS SPECIAL SCHOOL/ SCHOOL FOR DEAF CHILDREN’S SERVICES, CABRA CDNT,DUBLIN PERMANENT FULL-TIME CONTRACT & PERMANENT PART-TIME CONTRACT Salary: €63,279 -€74,509 *Salary subject to Relevant Public Sector Experience and pro-rated for hours of work. Ref:80769 Essential: · A degree in clinical speech and language therapy · Up to date CORU registration · Have Dysphagia training · Must have a minimum of 3 years work experience as a SLT · Must have a minimum 6 – 12 months experience working as a SLT in paediatric disability · Must be eligible to work in the Republic of Ireland · Full Clean Driving licence and use of a car Desirable: · Experience working with children/young people with complex disabilities and/or Autism. · Have the ability to work as part of an inter-disciplinary team. Applicants should possess Level 2 behavioral competencies of Avista competency framework; this can be found on the last page of the Job Description Why work with us? Free onsite car parking. Paid Maternity Leave & Sick Pay scheme. Bike to work Scheme. Tax Saver Travel Scheme. Excellent Career Progression Opportunities. Supportive and innovative working environment. Comprehensive Pension Scheme. Generous annual leave entitlement. Free onsite car parking. Paid Maternity Leave & Sick Pay scheme. Bike to work Scheme. Tax Saver Travel Scheme. Please submit a Cover letter and CV as application via our website careers section at: https://www.rezoomo.com/company/avista/ Informal enquiries to Vivienne Finn, CDNM, email: vivienne.finn@avistaclg.ie Closing date for receipt of applications 20th June 2025. “A panel may be formed from which current and future vacancies across the 3 CDNT's may be filled .” Avista reserves the right to close the competition early should a sufficient number of applications be received. Avista is an equal opportunities employer
Commercial Administrator
General Transport Infrastructure Ireland (TII) was set up to deliver and operate safe and efficient light rail and national road networks. TII’s mission is to deliver transport infrastructure and services that contribute to the quality of life of the people of Ireland and support the country’s economic growth. TII’s ability to deliver and operate light rail and roads networks efficiently is recognised, as evidenced by the portfolio of National Development Plan (NDP) 2021–2030 investments entrusted to TII and its partners to deliver. Under the NDP there are three areas under the remit of TII which identify key priorities: 1) Investment in public transport infrastructure to be delivered on behalf of the National Transport Authority (NTA) in line with the Transport Strategy for the Greater Dublin Area 2022-2042. This Strategy commits to the undertaking of appraisal, planning and design of Luas network expansion to Bray, Finglas, Lucan and Poolbeg. Importantly, the Plan also sets out a firm commitment to deliver a metro rail system known as MetroLink that will run from Swords to Charlemont, connecting Dublin Airport with the city centre and providing interchanges with other public transport services including Iarnród Eireann at Glasnevin, the DART at Tara Street and Luas at O’Connell Street and Charlemont. TII also delivers light railway infrastructure being planned in other cities. Currently TII is working in partnership with the NTA on the planning and design of Cork Light Rail Transit. 2) Investment in national roads, active travel and Greenway infrastructure will be delivered in accordance with the guiding principles of the Department of Transport, National Investment Framework for Transport in Ireland and the Strategy for Future Development of National and Regional Greenways. The major roads, active travel and Greenways projects to be delivered and funding provisions are set out in the NDP 2021 to 2030. TII also has a new function for the delivery of zero and low emission vehicle infrastructure (ZEVI) under the Road Traffic and Roads Act 2023. 3) Investment in maintenance and renewal expenditure will need to increase over the lifetime of the NDP to meet the required investment levels for the current transport network and for new projects as they come into service. TII’s ambitious plans for infrastructural delivery will drive Ireland’s long term economic, environmental, and social progress across all parts of the country over the next decade. The NDP, which is aligned with the delivery of the objectives of the National Planning Framework (NPF), sets out a roadmap and the level of investment which will underpin the NPF and drive its implementation over the next ten years. ROLE, DUTIES AND RESPONSIBILITIES The key areas of responsibilities for this role are: The key area of responsibility for this role is to carry out the commercial administration function for Public Transport Capital Programmes. This role has the following responsibilities: • Support the compilation of the annual budget for Public Transport Works – collate information from the various commercial staff • Assist the management in agreeing / securing the annual funding allocation from NTA • Maintain the rolling annual Public Transport cashflow and multi-annual Public Transport Works budget • Update monthly cost reports, including actuals to date, accruals and forecasts to completion • Support monthly project commercial meetings • Compile the NTA project and commercial progress reports • Provide expenditure, funding claim and budget information for NTA commercial meetings • Support the interface with finance department, including monthly liaison meetings • Input into the monthly TII Financial Performance Report and Board Papers • Support annual audit processes • Provide any other commercial information required (for Government Departments, NTA etc) • Provide the following Contract Administration support: o Requisitions / purchase orders o Payments / certification o Accounts payable o Department & Corporate budgets • Undertaking such tasks, activities or other duties as may be required or assigned as appropriate to the grade. All of the divisions within TII have inter-dependent responsibilities and close cooperation and teamwork is required across the organisation. Note: The functions and responsibilities assigned to this position are based on the current stated role and may be changed from time to time. The person appointed will be required to demonstrate the flexibility necessary to fulfil other roles and responsibilities at a similar grade within TII and may be assigned to other such roles as business needs arise. ESSENTIAL REQUIREMENTS Character Each candidate must be of good character. Health A candidate for and any person holding the role must be fully competent and capable of undertaking duties attached to the role and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Education & Experience The successful candidate will be required to demonstrate the key competencies for a Grade 3 position as identified in Appendix A, as well as the following experience and job-specific requirements: • A third level qualification (NFQ Level 7 or equivalent) in a relevant discipline such as finance, business or administration would be desirable • A minimum of 3 years’ experience of working in a commercial administration or similar role • Excellent verbal and written communication skills and strong interpersonal skills • Experience working with a financial management system. Sage is preferred but not essential • Strong MS Office experience – particularly Word and Excel • Highly organised, with strong attention to detail and excellent numerical and analytical skills • Experience of working with diverse teams • Experience of undertaking and effectively managing a significant workload • Ability to work on own initiative, with strong multitasking capabilities • Ability to work to tight deadlines and prioritise tasks effectively • Demonstrate a good understanding of, or the ability to quickly learn, the public sector working environment. Annual Leave The appointee will be entitled to 25 days annual leave, rising to 29 days after 5 years’ service and 30 days after 10 years’ service. This leave is exclusive of public holidays. Superannuation and Retirement The successful candidate will be offered the appropriate superannuation terms and conditions as prevailing in the Civil Service at the time of being offered an appointment. In general, an appointee who has never worked in the Public Service will be offered appointment based on membership of the Single Public Service Pension Scheme (“Single Scheme”). Full details of the Scheme are at www.singlepensionscheme.gov.ie Where the appointee has worked in a pensionable (non-Single Scheme terms) public service job in the 26 weeks prior to appointment or is currently on a career break or special leave with/without pay different terms may apply. The pension entitlement of such appointees will be established in the context of their public service employment history. Key provisions attaching to membership of the Single Scheme are as follows: • Pensionable Age: The minimum age at which pension is payable is 66 • Retirement Age: Scheme members must retire on reaching the age of 70. • Career average earnings are used to calculate benefits (a pension and lump sum amount accrue each year and are up-rated each year by reference to CPI). • Post retirement pension increases are linked to CPI. Pension Abatement If the appointee has previously been employed in the Civil or Public Service and is in receipt of a pension from the Civil or Public Service or where a Civil/Public Service pension comes into payment during his/her re-employment that pension will be subject to abatement in accordance with the Public Service Pensions (Single Scheme and Other Provisions) Act 2012, (the 2012 Act). Please note: In applying for this position you are acknowledging that you understand that the abatement provisions, where relevant, will apply. It is not envisaged that the employing Department/Office will support an application for an abatement waiver in respect of appointments to this position. However, if the appointee was previously employed in the Civil or Public Service and awarded a pension under voluntary early retirement arrangements (other than the Incentivised Scheme of Early Retirement (ISER), the Department of Health Circular7/2010 VER/VRS or the Department of Environment, Community & Local Government Circular letter LG(P) 06/2013 which, renders a person ineligible for the competition) the entitlement to that pension will cease with effect from the date of reappointment. Special arrangements may, however, be made for the reckoning of previous service given by the appointee for the purpose of any future superannuation award for which the appointee may be eligible. PRINCIPAL CONDITIONS OF SERVICE Pay The scale of pay for Grade 2 as of 1 March 2025 is as follows: Personal Pension Contribution (PPC) Pay Scale: €39,083 - €78,830 personal pension contribution (PPC) rate. This salary is payable to an individual who is required to make a personal pension contribution (PPC) to their main pension (in general those persons whose initial appointment to the Public Service is on or after 6th April 1995). Non PPC Scale: €40,803 - €75,000 - non personal pension contribution (non-PPC) rate. This salary is payable to an individual who is not required to make a personal pension contribution (PPC) to their main pension scheme. Note: • Entry salary will be at the minimum point of the scale and will not be subject to negotiation • Different pay and conditions may apply if, immediately prior to appointment, the appointee is already a serving Civil Servant or Public Servant • The rate of remuneration may be adjusted from time to time in line with Government pay policy.
Complaints and Resolutions Officers
The Role of the Complaints & Resolutions Officer: The Complaints & Resolutions Officer isrequired to deliver impartial and independent analysis and decision making in complaints relating to legal practitioners. The Complaints & Resolutions Officer is also required to advise senior management in respect of their areas of responsibility and may be called upon to represent the organisation to external stakeholders. The Complaints & Resolutions Officers may be deployed as Inspectors and/or Case Managers. This position presents a unique opportunity for a highly motivated and experienced candidate with: Main Duties and Responsibilities: Amongst the duties assigned to the role, the Complaints & Resolutions Officer will be responsible for: Reviewing complaints against legal practitioners received by the LSRA; Determining whether complaints are admissible under the 2015 Act; Determining the nature of the complaint under the Act and managing all aspects of the processing of the complaint; Ensuring compliance with all statutory requirements in relation to the processing of complaints; Managing and facilitating the informal resolution or mediation of complaints; Determining complaints as required by the 2015 Act; Accurately recording any determination reached and the rationale behind the determination; Assisting in the management of appeals of determinations to the Review Committees established under the 2015 Act; Assisting the Complaints Committee in the investigation and progression of cases before it Assisting in the prosecution of cases referred to the Legal Practitioner’s Disciplinary Tribunal which may include giving evidence before that Tribunal; Conducting inspections as directed. Ensuring that the complainant and the legal practitioner are kept informed of the complaints process throughout. The responsibilities outlined in this job description should not be regarded as comprehensive in scope and may be added to or altered as required. Essential Criteria: Applicants must be able to demonstrate how they meet each of the following essential criteria: 1) Be a qualified legal practitioner or/and have experience of dealing with complaints against members of a professional body; 2) A track record of excellent judgement and decision making in a pressured environment and to pressing deadlines; 3) Ability to manage a personal caseload while also managing and supporting a team if required; 4) Ability to deliver to tight deadlines and to take a strategic approach in the delivery of key objectives; 5) Excellent problem solving skills; and 6) Ability to investigate complex matters using an analytical and thorough approach. Desirable Criteria: Experience in the following areas would also be considered of particular relevance: 1) Experience in mediation or informal resolution of complaints; and 2) Knowledge of the legal sector in Ireland. The position shall be remunerated at the equivalent of State Solicitor level in the Irish Civil Service. However, it should be noted that a legal qualification is not essential for the role and those that can demonstrate experience of working in a statutory investigative environment will be considered. The key capability dimension relating to effective performance in the role of Complaints & Resolutions Officer are as follows: Building Future Readiness. Evidence Informed Delivery. Leading & Empowering. Communicating and Collaborating. Principal Conditions of Service: General Appointments are on a permanent basis as a public servant as per section 25(4) of the 2015 Act, subject to the satisfactory completion of the specified probationary period. Salary The salary for the post is based on the starting point on the State Solicitor and Prosecution Solicitor Officer (PPC) scale of €40,208. The relevant scale is as follows (Pay Rates from 01 March 2025) 40,208 – 42,903 – 43,676 – 47,052 – 51,377 – 54,820 – 58,361 – 61,962 – 65,556 – 69,132 – 80,668 – 83,640 – 86,651 – 89,672 – 92,690 – 94,431 – 97,474¹ – 100,530² *Long service increments may be payable after three (LSI-1) and six (LSI-2) years of satisfactory service at the maximum of the scale. Candidates should note that different pay and conditions may apply if, prior to appointment with the Authority, the appointee is/was a serving civil or public servant Salary shall be deemed to accrue from day to day and to be payable in the appointed person’s bank account by equal instalments fortnightly in arrears by electronic funds transfer. This rate of pay may be adjusted from time to time in line with Government pay policy. Statutory deductions from salary will be made as appropriate. Annual Leave Annual Leave will be 25 working days, rising to 29 after 5 years’ service. This is exclusive of public holidays. Pension The LSRA is a Public Service Body and a relevant authority for the Single Public Service Pension Scheme (SPS). Persons employed by the LSRA will become members of the SPS. Where an employee was already a member of a pre-2013 public service pension scheme, that scheme may apply subject to certain conditions. More information in respect of the Scheme can be found on the website www.singlepensionscheme.gov.ie Probation The appointee must serve a probationary period, which normally will last for twelve months. Should the appointee’s services be satisfactory as regards health, attendance, conduct and efficiency generally during the probationary period, the appointee, on completion of the period will be finally appointed. Should the appointee’s services be unsatisfactory, the appointment may be terminated at any time during the period. The LSRA may extend the probationary period if necessary. 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.) Hours of Attendance Hours of attendance will be as fixed from time to time but will amount to on average not less than 41 hours and 15 minutes gross or 35 hours net per week. The successful candidate may be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of his/her duties, subject to the limits set down in the working time regulations. This may include working evenings and weekends. The rate of remuneration payable covers any extra attendance liability that may arise from time to time. Sick Leave Pay during properly certified sick absence, provided there is no evidence of permanent disability for service, will apply on a pro-rata basis, in accordance with the provisions of the sick leave circulars. Appointees will be required to sign a mandate authorising the Department of Employment Affairs and Social Protection to pay any benefits due under the Social Welfare Acts direct to the LSRA and payment during illness will be subject to the appointee making the necessary claims Interviews The interviews for this post are likely to be held week commencing 7 July 2025 however this may be subject to change. The interviews will be in held in person in our office in Manor Street, Dublin 7. Interviews will be semi-structured in format, with candidates asked to provide examples and evidence of the capability dimension required for the role. We will endeavour to give as much notice as possible of interview dates. Candidates who do not attend for interview as scheduled, or who do not furnish such evidence as required in regard to any matter relevant to their application, will have no further claim to consideration in this process. Candidates must produce satisfactory documentary evidence of all qualifications claimed by them, on request. Failure to produce such documentary evidence when requested may lead to disqualification from the competition and or/termination of contract. Therefore it is advised that you have this documentation available to you when making your application. Any candidate who supplies false or misleading information in their application will be disqualified. Panel The LSRA aims to establish a panel of the successful candidates for the role of Complaints & Resolutions Officer in order of merit. Should future vacancies arise for the role of Complaints & Resolutions Officer these may be offered to those on the panel in order of merit. Any panel created will expire after a designated period from its establishment (usually twelve months), or when it has been exhausted, whichever is sooner. The LSRA may decide to limit the number to be placed on any such panel. Qualification and placement on a panel is not a guarantee of appointment to a position. Candidates not appointed at the expiry of the panel will have no claim to a position thereafter because of having been on the panel. More detailed information regarding establishment of a panel (if any), duration of any such panel and placement on the panel will be provided to successful candidates. If you are placed on a panel, and are subsequently offered an assignment, you must be available to take up the post as offered. Vacancies may need to be filled with immediate effect and therefore if you are not contactable, the LSRA will immediately move on to the next available candidate. Health and Character References Candidates must be in good health, capable and competent of carrying out the work assigned to them, and they must also be of good character. Those under consideration for a position will be required to complete a health and character declaration. Please be assured that we will only contact referees should you come under consideration after the preliminary interview stage. Please note, that should you be successful at interview, we will require a reference from your current employer or most recent employer. Referees should be able to provide relatively recent information on your performance, character and behaviour in a work context. Canvassing Candidates should be aware that any attempts to enlist support for their application through any person except as a referee named on the application forms will result in their application being disqualified. Equal Opportunities Employer The Legal Services Regulatory Authority is committed to equality of opportunity in employment and welcomes applicants irrespective of disability, gender, race, age, religious belief / political opinion or sexual orientation. All applications for employment are considered on the basis of merit. Security Clearance Some posts within the LSRA may require security clearance and will require completion of a form for Garda vetting purposes. In the event of conflicts of interest, candidates may not be considered for certain posts. Eligibility Eligible Candidates must: (a) A citizen of the European Economic Area. The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (c) A non-EEA citizen who is a spouse or child of an EEA or Swiss citizen and has a stamp 4 visa; or (d) 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 (e) 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 To qualify candidates must meet one of the citizenship criteria above by the date of any job offer.
Cardiac Physiologist
About the Hermitage Clinic The Hermitage Clinic is a 112 bed private hospital in Lucan, West Dublin. Our specialised medical teams provide medical, surgical and advanced radiotherapy care to patients and are supported by the very latest medical technology. The Hermitage Clinic is committed to providing excellence in patient care using state-of-the-art facilities. The Clinic offers an outstanding level of expertise and cutting edge technology. We have the most advanced diagnostic imaging equipment available today, full Cardiological facilities including a Cardiac Catheterisation Suite and Clinical Laboratory services The role is responsible for the provision of quality service in line with standards of Cardiology nursing practice. As a key member of the frontline team, the Cardiac Physiologist will demonstrate professional competency, team working skills and facilitate effective communication with colleagues in the hospital. About the Role: Operations The Hermitage Clinic is an Equal Opportunities Employer with a strong commitment to diversity, inclusion and equality at all levels of the organisation. If you require assistance due to a disability during the recruitment process, please email hr@hermitageclinic.ie CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Sales Consultant
GET TO KNOW US Christian Dior Couture offers more than a beautiful brand to our clients; we invite them to be part of the heritage, to share our passion for luxury and to be part of the Dior family. We look for the same desire in our employees, to have enthusiasm and passion about being part of the House of Dior. We are currently looking for a Sales Associate with expertise in luxury retail to join our Dublin Team on a fixed-term contract (11-12 months), to develop client relationships and to become a specialist in Dior Couture. KNOW THE ROLE KNOW HOW WE WORK Experience is our business: Our customer engagement sets the bar in service and experiential retail, giving our customers something to love every time We Are More Than Shops: We create enjoyable places, to excite, where people socialise, discover, learn and are inspired, and where local communities are enriched. We are Curators: Our unique range of product and services are key to the sense of excitement that Brown Thomas Arnotts is renowned for, whether for a special day or every day, things that make our customer’s lives better. We Care for Our People: We believe a great customer experience starts with a great people experience. That is why we promote a culture where talent is nurtured and where creativity and learning are valued. We Succeed by Working Sustainably: We are community-focused and our aim is to cultivate retail environments that are conscious, considerate and commercial. Back Share Apply Now
Dskww//, Addictions Service
Informal Enquiries: Name: James Fletcher Email: james.fletcher@hse.ie Mobile: 087 909 2729 Location of Post: There is currently a permanent and full-time vacancy in Addiction Services, Bridge House, Cherry Orchard Hospital Campus, Ballyfermot, Dublin 10, D10 Y821. A panel may be formed as a result of this campaign from which current and future, permanent and specified purpose vacancies of full or part-time duration may be filled. Details of Service: The Addiction Service provides a multidisciplinary service for those affected by addiction. The Addiction Service provides clinical interventions forchildren, adolescents and adults at all stages of the addiction continuum. The multidisciplinary team consists of Consultant Psychiatrists, GP’s, Pharmacists, Nurses, Counsellors, Outreach Workers, Rehabilitation Coordinators, Community Welfare Officers, General Assistants supported by an Administration Team. The multidisciplinary team approach incorporates a bio/psycho/social model of therapeutic clinical interventions. Purpose of the Post: To provide managerial administrative support within functions and to manage assigned staff.
Assistant Staff Officer
THE IDEAL CANDIDATE SHALL In the context of key duties and responsibilities for the post of Assistant Staff Officer, the ideal candidate will demonstrate the following knowledge, skills and competencies: • knowledge and understanding of the structure and functions of local government and current issues it faces; • understanding of the role of Assistant Staff Officer within Dublin City Council and their role in delivery of business objectives; • relevant administrative experience including delivery of business objectives, preparation of reports and correspondence and operating ICT systems; • experience and competency in the implementation of high quality customer service and standards; • an openness and responsiveness to change; • ability to maintain positive, productive and beneficial working relationships; • ability to plan, allocate and supervise the work of staff and other resources to achieve corporate objectives; • understanding of the relevance of and have previously demonstrated a strong team ethic of co- operation and mutual support to ensure delivery of business objectives; • self- motivation and proactiveness with the ability to work on own initiative; • strong interpersonal and communication skills and be capable of representing the Council in a professional and credible manner with all stakeholders; and • awareness of Health and Safety Legislation and Regulations, the implications for the organisation and the employee, and their application in the workplace. QUALIFICATIONS CHARACTER: Each candidate shall be of good character. HEALTH: Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. EDUCATION, TRAINING, EXPERIENCE, ETC.: CANDIDATES ELIGIBLE UNDER OPEN COMPETITION - PANEL B Each candidate must, on the latest date for receipt of completed applications:- (a) (i) have obtained at least a 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 ii) have obtained at least Grade C (or Honours) in higher level (or Honours) papers in three subjects in that examinations (or two subjects if Irish and/or one of the following in included: Mathematics, Accounting, Business Organisation or Economics) or (b) have obtained a comparable standard in an equivalent examination, or (c) hold a third level qualification of at least degree standard. CANDIDATES ELIGIBLE UNDER CATEGORY – PANEL B ARE REQUIRED TO UPLOAD A COPY OF THE QUALIFICATION SELECTED ABOVE WITH YOUR ONLINE APPLICATION. CANDIDATES ELIGIBLE UNDER CONFINED COMPETITION - PANELS A AND C (a) be a serving employee in 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. DUTIES The duties of the post include, but are not limited to, the following: - • To support the line manager to ensure the section or department work programme is implemented to deliver on the Council’s corporate and operational plans. • To communicate and liaise effectively with customers, colleagues, supervisors and line managers in other sections in relation to operational matters relevant to their section or area of work. • Responsibility for preparation of reports, correspondence and other documents as necessary. • To provide assistance and support in the delivery of projects as required. • To ensure high levels of customer service, responding to queries and requests for information in a professional, courteous and timely manner. • To support the line manager to communicate, implement and manage all change management initiatives within the relevant area of responsibility. • To supervise employees within their team or programmes of work within their area of responsibility, providing support to team members or colleagues as required. • To organise and facilitate internal and external meetings and participate and engage in discussions as appropriate. • To comply with Health and Safety legislative requirements, policies and procedures and safe systems of work. • To deputise for the line manager or equivalent as required. • To carry out duties in a manner that enhances public trust and confidence and ensures impartial decision making; • To carry out such other duties as may be assigned from time to time. The particular duties and responsibilities attached to the post may vary from time to time, without changing the general character of the duties or level of responsibilities entailed. The post holder may therefore be required to perform duties appropriate to the post, other than those detailed above, and to take instructions from and report to, an appropriate Officer or such designated Officer as may be assigned from time to time by the City Council. The duties of the post are to give to the local authority and to (a) The local authorities or bodies for which the Chief Executive 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 referred to in sub-paragraph (a) of this paragraph under the general direction and control of the Chief Executive or of such officers as the Chief Executive may from time to time determine, such appropriate computing, technical, management, administrative, executive, supervisory, advisory and ancillary services as may be required by any local authority or body hereinbefore mentioned in the exercise and performance of any of its powers, functions and duties and to exercise such powers, functions and duties as may be delegated to them by the Chief Executive from time to time including the duty of servicing all committees that may be established by any such local authority or body. The holder of the post will, if required, act for an officer of a higher level. SALARY The salary scale for the position of Assistant Staff Officer is; €35,260; €37,366; €40,355; €42,318; €44,035; €45,696; €47,938; €49,560; €51,210; (Maximum); €52,768 (1st LSI) (after 3 years satisfactory service on the Maximum); €54,367 (2nd LSI) (after 3 years satisfactory service on the 1st LSI). Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government and Heritage. In accordance with Departmental Circular letter EL 02/2011, a person who is not a serving public service employee on or after 1st January 2011, will enter the scale for the position at the minimum point. Rate of remuneration may be adjusted from time to time in line with Government Policy. Under the Public Service Stability Agreement 2013, the working hours for newly appointed/promoted staff are 35 hours per week. All applicants must refer to the Additional Candidate Information Booklet which can be found at https://careers.dublincity.ie for additional relevant information pertaining to the salary scale and the recruitment process. PARTICULARS OF POSITION (a) The post is permanent, whole time and pensionable. (b) Dublin City Council reserves the right to, at any time, assign an employee to any Department now or in the future. (c) A period of one year’s probation applies where a person is permanently appointed to Dublin City. Council. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Sales Advisor
No.1 Currency and Fexco Currency are leading providers of foreign exchange services in the UK and Ireland. We have an exciting opportunity for a Retail Sales Advisor to join the team in our Dublin City Centre stores, specifically Westmoreland Street and O'Connell Street. This is a permanent full-time role working 37.5 hours a week across 5 days. These can be any days from Monday-Sunday, and flexibility to cover overtime will be required. We offer a competitive salary of €15.24 per hour and great benefits which include an annual discretionary bonus, 20 days holiday increasing to 23 with service (pro rata), discounted travel money, and a full training programme. You'll work along side an extremely passionate and friendly team who genuinely care about the success of our business. Main Responsibilities The successful candidate will be responsible for:
Regional Education Officers
Water Safety Ireland is seeking 3 dedicated and enthusiastic Regional Education Officers to join our education team. As a Regional Education Officer, you will play a pivotal role in delivering our water safety and drowning prevention programmes. Your responsibilities will include conducting educational sessions and workshops in early learning centres, schools, colleges, corporate entities and other various public and private organisations within your designated region and online. Occasionally, you may be required to deliver sessions outside of your region if needed. Additionally, you will be expected to host online sessions as required, ensuring a broad and impactful engagement. Your primary mission will be to ensure that our programmes are effectively delivered, remain relevant, and achieve significant impact, in alignment with Water Safety Ireland’s national goals of reducing drownings and enhancing community safety. You will report directly to the Education Manager, contributing to the overall success of our educational initiatives. Blended: This role is primarily remote with a significant amount of travel involved, including some outside of your designated region, and a requirement to attend meetings in the office for induction and training and work-related matters. Training will be in the office for the first week, and then as required. There are 3 positions available, each based in different regions: Region 1: A Central/Midland’s focus encompassing the counties of Cavan, Monaghan, Longford, Offaly, Laois, Westmeath, Carlow, Kilkenny, Tipperary, and Louth. Region 2: A West/Southwest focus encompassing the counties of Limerick, Kerry, Cork, Waterford, and Wexford. Region 3: A Greater Dublin focus encompassing Dublin, Wicklow, Meath, Kildare. Principal Duties Reporting to the Education Manager, the Regional Education Officer will play a key role in WSI’s education initiatives. This is a full-time fixed term contract appointment. The Regional Education Officer will undertake the following functions: • Assist in developing, coordinating, and delivering WSI Education Programmes, workshops, and camps for schools, colleges, private and public organisations, aquatic facilities, and WSI Water Safety Area Committees and any other stakeholders who may want to avail of our programmes whether in-person or online. • Assist in managing the administration of various programmes. • Assist in developing and managing e-learning courses to ensure accessible water safety training for all. • Respond to education queries professionally and promptly, ensuring all relevant stakeholder replies are included. • Support the upkeep and enhancement of Water Safety Ireland’s data collection systems. • Deliver educational sessions for new members. • Offer follow-up support to educators, pupils, and aquatic facilities to sustain and develop their programmes. • Maintain relationships with a diverse range of stakeholders, such as Water Safety Area Committees (WSAC), Local Authority Water Safety Development Officers, Lifesaving Training Centres, Outdoor Adventure Centres, An Garda Síochána, Scouting Ireland, the National Maritime College, Education Centres, Teacher Education Centres, and other relevant partners. • Support and attend relevant national conferences, exhibitions, and ceremonies. • Present at relevant conferences, exhibitions, and ceremonies if required. • Provide administrative support for educational projects from various WSI commissions. • Assist in promoting Early Years, Primary and Post Primary Water Safety. • Assist in drafting reports and updates for WSI Management, Board, and relevant Councils as required. • Attend training as needed, which may be on-site or at alternate locations, in traditional or online formats, and may occur during normal working hours or evenings or weekends. • Other duties assigned are based on the needs of the organisation. Qualifications and Experience a. Essential Requirements · Strong background coaching/instruction/training. · Strong knowledge/background/passion in water safety. · Excellent interpersonal, communication, and stakeholder management skills. · Strong team player, able to collaborate effectively within a team setting. · Skilled in using Microsoft Office Suite (Word, Excel, Outlook, PowerPoint). · Full clean Irish driving licence. This role involves working with children, so successful Garda vetting is required. b. Desirable Requirements · Capable of delivering high-quality results in a fast-paced, deadline-driven environment, with effective prioritization and escalation. · Water Activity and/or Safety Certification · Skilled in developing and maintaining trusting, proactive relationships with all stakeholder groups. · Proficient in Irish Language · Deeply committed to the vision and values of WSI. Please also refer to the Clerical Officer Competencies in Appendix 1 of this booklet TRAINING WSI will cover the costs for relevant additional training and professional development as considered appropriate by management. Eligibility to compete and certain restrictions on eligibility a. Eligible Candidates must be: i. A citizen of the European Economic Area. The EEA (European Economic Area) consists of the Member States of the European Union, Iceland, Liechtenstein, and Norway; or ii. A citizen of the United Kingdom (UK); iii. A citizen of Switzerland pursuant to the agreement between the EU (European Union) and Switzerland on the free movement of persons; or iv. A non-EEA citizen who is a spouse or child of an EEA or Swiss citizen and has a stamp 4 visa; or v. A person awarded international protection under the International Protection Act 2015, or any family member entitled to remain in the State because of family reunification and has a stamp 4 visa or vi. 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. To qualify candidates must meet one of the citizenship criteria above by the date of any job offer. Candidates who are not citizens of the aforementioned countries must have the necessary permissions to work in Ireland Principal Conditions of Service a. Salary Entry will be at the minimum of the scale and increments may be awarded subject to satisfactory performance 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.= PPC (Personal Pension Contribution) Scale (for officers who are existing civil or public servants appointed on or after 6 April 1995 or who are new entrants to the civil or public service and who are making a compulsory personal pension contribution). CLERICAL OFFICER - PPC Weekly rate of €590.21 €623.23 €631.62 €647.99 €672.15 €696.26 €720.35 €737.91 €757.82 €780.93 €797.18 €820.07 €842.79 €878.27 €906.13¹ €918.93² A different rate will apply where the appointee is a civil or public servant recruited before 6th April 1995 and who is not required to make a Personal Pension Contribution. Other pay and conditions may apply if, immediately prior to appointment, the appointee is a serving civil or public servant. 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 with the current Government Policy. Successful candidates will agree to repay any overpayment of salary, allowances, or expenses in accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners. b. Annual Leave The annual leave allowance for the position of Clerical Officer is 22 days. This allowance is subject to the usual conditions regarding the granting of annual leave in the Civil or Public Service, is based on a five-day week and is exclusive of the usual public holidays. c. Hours of Attendance Hours of attendance will be fixed from time to time but will amount to not less than 35 hours net per week. The successful candidate will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of their duties, subject to the limits set in the working time regulations. Should additional hours be required, time in lieu procedures will apply. d. Place of Work The Education Officer is a remote role with substantial travel involved. A company vehicle will be provided. Water Safety Ireland’s head office is currently located on the Long Walk, Galway City. The office will be your designated place of work from time to time,to meet the needs of the organisation and the head office itself could relocate during the contract to facilitate business needs. When absent from home and office on duty, appropriate travelling expenses and subsistence allowances will be paid subject to the normal Civil or Public Service regulations. e. Company Vehicle and Travel As part of our commitment to supporting Regional Education Officers, a company vehicle will be provided for work-related use. This benefit may be subject to Benefit-in-Kind (BIK) taxation unless the general exemption criteria are met. Travel expenses incurred during official duties will be reimbursed in accordance with the Public Service travel and subsistence policy. f. Tenure and Position The position of Clerical Officer – Regional Education Officer is a full-time role being offered initially on a 3-year fixed term. The provisions of the Unfair Dismissals Acts 1977 – 2007 will not apply to the termination of the contract consisting only of the expiry of the fixed term. The first year will serve as a probationary period, during which the appointee’s performance and suitability for the role will be formally assessed. If, during this time, it becomes evident that the role is not a good fit, the contract may be concluded early. Upon successful completion of this probation period, the appointee will continue under the terms of the remaining contract. At the end of the three-year term, and subject to satisfactory performance, the role may be extended or transitioned to one of indefinite duration. The probationary contract will be for a period of 12 months; this is included and not additional to the specified purpose contract. Notwithstanding this paragraph and the paragraph immediately following below, this will not preclude an extension of the probationary contract in appropriate circumstances. During the period of your probationary contract, your performance will be subject to review by your supervisor(s) to determine whether you: (i) Have performed in a satisfactory manner, (ii) Have been satisfactory in general conduct, and (iii) Are suitable from the point of view of health with regard to sick leave. g. Suspension of Probation WSI may suspend the probationary period and, as a result, extend the term of the probationary contract in the following circumstances: i. the probationary period will be suspended if the officer is on Maternity or Adoptive leave, ii. the probationary period may, at the discretion of the Department, be suspended where the employee is absent on any other form of statutory or non-statutory leave. Where WSI’s ability to assess the officer and/or the officer’s ability to demonstrate their suitability for permanent appointment is compromised by the officer’s absence on leave, the contract period will be extended by the period of leave taken. h. Duties The appointee will be required to perform any duties appropriate to their grade which may be assigned to them. They may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties. i. Sick Leave Pay during properly certified sick absence, provided there is no evidence of permanent disability for service, will apply on a pro-rata basis, in accordance with the provisions of the sick leave circulars. Officers who will be paying Class A rate of PRSI will be required to sign a mandate authorising the Department of Employment Affairs and Social Protection to pay any benefits due under the Social Welfare Acts directly to the employing Department or Organisation. Payment during illness will be subject to the officer making the necessary claims for social insurance benefit to the Department of Employment Affairs and Social Protection within the required time limits. j. Superannuation and Retirement The appointee will be offered public service pension terms and retirement age conditions in accordance with pension arrangements in the WSI depending on the status of the successful appointee: In general, an appointee who has never worked in the Public Service will be offered appointment based on membership of the Single Public Service Pension Scheme (“Single Scheme”). Full details of the Scheme are at www.singlepensionscheme.gov.ie . Where the appointee has worked in a pensionable (non-Single Scheme terms) public service job in the 26 weeks prior to appointment or is currently on a career break or special leave with/without pay, different terms may apply. The pension entitlement of such appointees will be established in the context of their public service employment history. Key provisions attached to membership of the Single Scheme are as follows: (a) Pensionable Age: The minimum age at which pension is currently payable is 66 (this is under review and will rise in line with changes in State Pension age). (b) Retirement Age: Scheme members must retire on reaching the age of 70. (c) Career average earnings are used to calculate benefits (a pension and lump sum amount accrue each year and are uprated each year by reference to CPI). (d) Post retirement pension increases are linked to CPI. (e) An individual who is on secondment will remain a member of the parent organisation’s pension scheme and the pensionable remuneration will be based on their substantive grade i.e., the grade at which the individual is employed in their parent organisation. (f) An individual who was a member of a “preexisting 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 have standard public service pension terms reflecting new entrant or nonnew entrant status for the purposes of the Public Service Superannuation (Miscellaneous Provisions) Act 2004. k. Pension Abatement If the appointee has previously been employed in the Civil or Public Service and is in receipt of a pension from the Civil or Public Service or where a Civil/Public Service pension comes into payment during their re-employment that pension will be subject to abatement in accordance with Section 52 of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. Please note: In applying for this position, you are acknowledging that you understand that the abatement provisions, where relevant, will apply. It is not envisaged that the employing Department/Office will support an application for an abatement waiver in respect of appointments to this position. However, if the appointee was previously employed in the Civil or Public Service and awarded a pension under voluntary early retirement arrangements (other than the Incentivised Scheme of Early Retirement (ISER), the Department of Health Circular 7/2010 VER/VRS or the Department of Environment, Community & Local Government Circular letter LG(P) 06/2013, any of which renders a person ineligible for the competition) the entitlement to that pension will cease with effect from the date of reappointment. Special arrangements may, however, be made for the reckoning of previous service given by the appointee for the purpose of any future superannuation award for which the appointee may be eligible. l. Ill Health Retirement Please note that where an individual has retired from a Civil/Public Service body on the grounds of ill health their 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. Applicants will be required to attend an appointed medical professional to assess their ability to provide regular and effective service taking account of the condition which qualified them for IHR. Appointment post ill health retirement from Civil Service If successful in their application through the competition, the applicant should be aware of the following: If deemed fit to provide regular and effective service and assigned to a post, their civil service ill health pension ceases. If the applicant subsequently fails to complete probation or decides to leave their assigned post, there can be no reversion to the civil service IHR status, nor reinstatement of the civil service IHRpension, that existed prior to the application nor is there an entitlement to same. i. The applicant will become a member of the Single Public Service Pension Scheme (SPSPS) upon appointment if they have had a break in pensionable public/civil service of more than 26 weeks. Appointment post Ill health retirement from public service: ii. Where an individual has retired from a public service body their ill-health pension from that employment may be subject to review in accordance with the rules of ill-health retirement under that scheme. iii. If an applicant is successful, on appointment the applicant will be required to declare whether they are in receipt of a public service pension (ill-health or otherwise) and their public service pension may be subject to abatement. iv. The applicant will become a member of the Single Public Service Pension Scheme (SPSPS) upon appointment if they have had a break in pensionable public/civil service of more than 26 weeks. Please note more detailed information in relation to pension implications for those in receipt of a civil or public service ill-health pension is available upon request.
