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SECTION 1: THE ROLE The Staff Officer is a supervisory/management position within the Council and is assigned responsibility for administration and managing the performance of a section/department/team. The administrative structure ranges from the entry grade of Clerical Officer, through to Assistant Staff Officer, Staff Officer, Senior Staff Officer and Administrative Officer. See Section 10 below. A Staff Officer will generally work under the direction and management of a Senior Staff Officer/Administrative Officer or analogous grade. The Staff Officer has a supervisory role in the day-to-day operations of a work area or as a team leader. The Staff Officer works as part of a team and operational duties may include the day to day running of a section and the supervision and management of staff within the section. This will include assisting with the implementation of work programmes to achieve goals and standards set out in Departmental and Team Plans, Corporate Plan and Annual Service Delivery Plan. This will require the ability to plan, allocate and prioritise work and monitor and report on progress. Other duties may include representing the Department or the Council on various committees and the successful candidate must be capable of representing the Council in a professional and credible manner with all internal and external stakeholders. The Staff Officer role requires excellent administrative, employee management, interpersonal, communication and other particular skills and expertise depending on assignment. The ideal candidate will therefore be a highly motivated person, with a strong sense of commitment to delivering quality public services and be willing to take on a challenge. The Staff Officer is expected to carry out their duties in a manner that enhances public trust and confidence. SECTION 2: DUTIES: The post holder will work under the direction and control of the Senior Executive Officer or analogous grade or other officer designated by the Chief Executive or Director of Services as appropriate. The duties may include but are not limited to the following and the post holder may be required to perform other duties as appropriate to the post which may be assigned to him/her from time to time and to contribute to the development of the post while in office. 1. To be responsible for the supervision of a work area or section within the Council, including supervision of a team. 2. To support the line manager to ensure section or department work programmes are implemented to deliver on the Council’s operational plan, including supervising the work of the team. 3. To develop and maintain productive working relationships. 4. To provide information and assistance relating to their area of work as required. 5. To compile, prepare and present reports, presentations and correspondence as necessary. 6. To represent their section or department on committees or at meetings and give progress reports as required. 7. To provide support and assistance in the delivery of projects as required. 8. To be involved in the day to day management of resources within their section or team. 9. To identify opportunities for improvements in service delivery within their section or team. 10. To support and implement change management initiatives within their section or team. 11. To supervise employees in supporting roles, including assigning tasks and duties, scheduling and prioritising work and monitoring and reporting on progress. 12. To provide support to team members and employees, handling day to day issues, ensuring compliance with all council policies and procedures. 13. To participate in corporate activities and responsibilities appropriate to the grade. 14. To ensure compliance with relevant policies, procedures, legislation, standards, codes of conduct and general principles of good governance, including grievance and disciplinary, performance management and attendance management, at all times. 15. To be in compliance with Health and Safety legislative requirements, policies and procedures and safe systems of work 16. To deputise for the line manager or equivalent as required. 17. To undertake any other duties of a similar level and responsibility, as may be required, or assigned, from time to time. SECTION 3: ELIGIBILITY CRITERIA / QUALIFICATIONS Cork County Council may, following the interview process, form three panels for the post of Staff Officer from which future vacancies may be filled. 20% will be confined to the recruiting Local Authority, 50% will be confined to the Local Authority Sector, 30% will be filled by Open Competition. Suitably qualified persons are invited to apply for the following panel(s): • Panel A Confined to Local Authority Sector/Regional Assemblies (Be a serving member of the Local Authority Sector/Regional Assemblies) • Panel B Open Competition (Open to internal and external applicants) • Panel C Confined to the recruiting Local Authority or Applicable Regional Assembly (Be a serving member of the recruiting Local Authority/Regional Assembly) 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. Education, Training, Experience etc. Each candidate must, on the latest date for receipt of completed application forms: (1) (a) Have at least obtained Grade D (or a Pass), in Higher or Ordinary Level in 5 subjects (or 4 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 3 subjects in that examination (2 subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation or Economics) OR (2) Have obtained a comparable standard in an equivalent examination, OR (3) Hold a third level qualification of at least degree standard. Confined competition (4) Be a serving employee of a Local Authority/Regional Assembly and have at least two years satisfactory experience in a post of Clerical Officer or in an analogous post. 4. Age Age restrictions shall only apply to a candidate where he/she is not classified as a new entrant within the meaning of the Public Services Superannuation Act, 2004. A candidate who is not classified as a new entrant must be under 70 years of age. 5. Transport Holders of the post should hold a full driving licence for class B vehicles and shall be required drive a motor car in the course of their duties and for this purpose, provide and maintain a car to the satisfaction of the local authority 6. Required Skillset In the context of the key duties and responsibilities for the post of Staff Officer listed above, the ideal candidate should demonstrate through their application form and at the interview that they have knowledge and experience of: ▪ Managing people; ▪ Customer service; ▪ Planning and prioritisation of workloads; ▪ Dealing effectively with conflicting demands; ▪ Working under pressure to tight deadlines; ▪ Strong interpersonal and communication skills; ▪ Stakeholder networking and engagement; ▪ Financial management; ▪ Problem solving and decision making; ▪ Project management; ▪ Administration and report writing; ▪ Operation of ICT systems and standard office software packages; ▪ Working effectively as part of a team; ▪ Adapting to change; ▪ Acting on own initiative; ▪ Data Protection; ▪ Health & Safety Management. In addition, the ideal candidate will also: ▪ Be self-motivated with ability to work on own initiative. ▪ Have excellent knowledge and understanding of the structures and functions of local government, of current local government issues, challenges, and priorities. ▪ Have an in-depth understanding of the role of Staff Officer. ▪ A sound understanding of the representational role of the elected members and the need to work in partnership to deliver quality services and implement policy decisions. SECTION 4: COMPETENCIES A Competency Based Application form requires you to describe some of your personal achievements to date that demonstrate certain competencies (necessary skills and qualities) required for the position for which you are applying. For each competency, you are given a description of a skill or quality. You are then asked to describe a situation, from your own experience, which you think is the best example of what YOU have done which demonstrates this skill or quality It is essential that you describe how you demonstrated the skill or quality in question. Therefore, compose your replies carefully in this section and try to structure what you write so that you give specific information about what you have done - for example, do not simply say that “X was successful”, describe exactly what you did and how you demonstrated the skill or quality in question. For each example please include the following: a) the nature of the task, problem or objective; b) what you actually did and how you demonstrated the skill or quality (and, where appropriate, the date you demonstrated it) c) the outcome or result of the situation and your estimate of the proportion of credit you can claim for the outcome. The information you present in your application may form part of a shortlisting process and may also be used to help structure your interview, should you be invited to one. A shortlisting process may be applied based on TWO or more of the competencies and on other information you provide in your application form. Please note that, should you be called to interview, the board may look for additional examples of where you demonstrated the Knowledge, Experience, Skills and Competencies required for this post, so you should think of a number of examples of where you demonstrated each of the skills. Management and Change • Understand and implement change and demonstrate flexibility and openness to change; • Develop and maintain positive, productive and beneficial working relationships. Delivering Results • Translate the business or team plan into clear priorities and actions for their area of responsibility; • Plan work and allocation of staff and other resources effectively; • Implement high quality service and customer care standards; • Make decisions in a timely and well informed manner. Performance Management and Communicating Effectively • Lead and develop the team to achieve corporate objectives; • Effectively manage performance; • Have effective written and verbal skills. Analysis & Decision Making • Skilled at policy analysis and development, challenging the established wisdom and adopting an open-minded approach; • Quickly gets up to speed in a complex situation, rapidly absorbing all relevant information/date (written and oral); • Use numerical data skilfully to understand and evaluate business issues; • Identify key themes and patterns in and across different sources of information, drawing sound and balanced conclusions; • See the logical implications of taking a particular position on an issue; • Resourceful and creative, generating original approaches when solving problems and making decision. SECTION 5: TENURE The position is permanent and fulltime. The post is pensionable. Panels may be formed to fill vacancies for Staff Officer that may arise during the lifetime of the panels. SECTION 6: SALARY The Salary scale for the post is: €51,210 - €61,252 per annum €51,210 - €52,739 - €54,301 - €55,895 - €57,501 - (Maximum), €59,373 (1st LSI) (after 3 years satisfactory service on the Maximum), €61,252 (2 nd 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 local authority employee on or after 1st January 2011, will enter the scale for the position at a minimum point. Rate of remuneration may be adjusted from time to time in line with Government Policy. Rate of remuneration may be adjusted from time to time in line with Government Policy. SECTION 7: ASSIGNMENT / LOCATION OF POST Cork County Council reserves the right to assign you to any department, premises or district in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or compensation. SECTION 8: WORKING HOURS The working hours at present provide for a five day, thirty-five hour working week. A flexible working hours’ system is in operation and may be availed of subject to the terms and conditions of the Flexitime Policy. SECTION 9: ANNUAL LEAVE The current annual leave entitlement is 30 days per annum. Cork County Council’s leave year runs from 1st January to 31st December. Granting of annual leave, payment for annual leave and arrangements for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1997(as amended).
Administrative Officer
SECTION 1: THE ROLE The Administrative Officer is the most senior grade within a five-tier administrative structure. The administrative structure ranges from the entry grade of Clerical Officer (grade 3) through to Assistant Staff Officer (grade 4), Staff Officer (grade 5), Senior Staff Officer (grade 6) and Administrative Officer (grade 7). See Section 10 below. The Administrative Officer is a management position within the local authority and is assigned responsibility for the day-to-day administration and management of one or more sections or departments handling specific areas of the Councils activities, including the management of employees. The Administrative Officer is an operational team lead and a crucial level between frontline staff and senior management with responsibility for resource management and service delivery. The successful candidate will be expected to work closely with senior managers and elected representatives in delivering services to the highest standard and to contribute to the development and implementation of strategies and policies. The Administrative Officer is the primary point of contact and liaison with other departments or directorates in relation to all operational matters for the service delivery section or sections for which they are responsible. The Administrative Officer may represent the Council on committees and at meetings and may be asked to report on progress in their respective section(s) at Council meetings, Municipal District meetings, Strategic Policy Committee meetings etc. An Administrative Officer is responsible for the efficient management, direction, and deployment of resources for the department or service to which they are assigned and will generally work as part of a multi-disciplinary team within one of the Council’s Directorates to deliver a broad and diverse range of services. These may include human resources, housing, transportation, planning, infrastructure, environmental protection, recreation, amenity and cultural provision, community development and emergency services. The Administrative Officer is expected to carry out their duties with an understanding of the political context of local government and in such a manner that enhances public trust and confidence and ensures impartial decision making. SECTION 2: DUTIES: The post holder will work under the direction and control of the Senior Executive Officer or analogous grade or other officer designated by the Chief Executive or Director of Services as appropriate. The duties may include but are not limited to the following and the post holder may be required to perform other duties as appropriate to the post which may be assigned to him/her from time to time and to contribute to the development of the post while in office. 1. To be responsible for the management and administration of one or more sections or departments within the Council, including the management of staff and the planning and prioritising of work programmes. 2. To contribute to and implement the strategic and policy decisions of the Council by ensuring that work programmes within their area of responsibility are implemented to deliver on the Council’s corporate and operational plans. 3. To develop and maintain productive working relationships with all external agencies, bodies, elected representatives, committee members and other stakeholders, including providing information and assistance when required. 4. To communicate and liaise effectively with employees, managers in other sections, senior managers, customers and elected representatives and other stakeholders in relation to operational matters for their section. 5. To research, analyse and communicate information on specific issues and policies as appropriate, including compiling, preparing and presenting reports, presentations, correspondence etc. 6. To represent the local authority on committees and at meetings and to report on progress in his or her respective section or department as required. 7. To provide support and administrative assistance in the delivery of projects as required. 8. To be responsible for the day to day financial management of capital and operational expenditure in the department or section, including preparation of budgets and maximising funding opportunities where appropriate. 9. To identify opportunities for improvements in the service delivery, value for money and other efficiencies within the relevant area of responsibility and to use performance indicators effectively as appropriate. 10. To communicate, implement and manage change management initiatives within the relevant area of responsibility. 11. To manage and supervise employees in supporting roles, including assigning duties and workload, providing on-going support, handling day to day issues and identifying training and development requirements as appropriate. 12. To ensure that department or section operations are in compliance with all Council policies, procedures, practices and standards and in compliance with the principles of good governance, legislative requirements and Department of Housing, Planning and Local Government circulars and guidance. 13. Ensure compliance with relevant policies, procedures, legislation, standards, codes of conduct and general principles of good governance, including grievance and disciplinary, performance management and attendance management, at all times. 14. To provide assistance in the understanding and interpretation of the Council’s policies and procedures to employees in their area of responsibility and to customers and other stakeholders as appropriate. 15. To participate in corporate management activities and responsibilities appropriate to the grade. 16. To be in compliance with Health and Safety legislative requirements, policies and procedures and safe systems of work. 17. To deputise for the line manager or equivalent as required. 18. To undertake any other duties of a similar level and responsibility, as may be required, or assigned, from time to time. SECTION 3: ELIGIBILITY CRITERIA / QUALIFICATIONS Cork County Council may, following the interview process, form three panels for the post of Staff Officer from which future vacancies may be filled. 20% will be confined to the recruiting Local Authority, 50% will be confined to the Local Authority Sector, 30% will be filled by Open Competition. Suitably qualified persons are invited to apply for the following panel(s): • Panel A Confined to Local Authority Sector/Regional Assemblies (Be a serving member of the Local Authority Sector/Regional Assemblies) • Panel B Open Competition (Open to internal and external applicants) • Panel C Confined to the recruiting Local Authority or Applicable Regional Assembly (Be a serving member of the recruiting Local Authority/Regional Assembly) 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. Education, Training, Experience etc. Each candidate must, on the latest date for receipt of completed application forms: (1) (a) Have at least obtained Grade D (or a Pass), in Higher or Ordinary Level in 5 subjects (or 4 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 3 subjects in that examination (2 subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation or Economics) OR (2) Have obtained a comparable standard in an equivalent examination, OR (3) Hold a third level qualification of at least degree standard, and (4) Have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organisation and control of staff. Confined competition (5) (a) Be a serving employee of a Local Authority/Regional Assembly and have not less than two years’ satisfactory experience in a post of Clerical Officer or analogous post, and (b) have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organisation and control of staff. 4. Age Age restrictions shall only apply to a candidate where he/she is not classified as a new entrant within the meaning of the Public Services Superannuation Act, 2004. A candidate who is not classified as a new entrant must be under 70 years of age. 5. Transport Holders of the post should hold a full driving licence for class B vehicles and shall be required drive a motor car in the course of their duties and for this purpose, provide and maintain a car to the satisfaction of the local authority. 6. Required Skillset In the context of the key duties and responsibilities for the post of Administrative Officer listed above, the ideal candidate should demonstrate through their application form and at the interview that they have knowledge/experience of: • The structure and functions of local government, of current local government issues, future trends and strategic direction of local government and an understanding of the role of the Administrative Officer in this context. • Relevant administrative experience at a sufficiently high level. • Experience of managing and supervising staff, including managing performance. • Experience of compiling, preparing and presenting reports, presentations, correspondence etc. • Effective budget and financial and resource management skills. • Knowledge and experience of operating ICT systems. • Excellent strategic ability, capacity to bring about change, and performance management skills. • Have the ability to communicate effectively with senior management. • Have the ability to plan and prioritise work effectively and be proactive and self-directed. • Work under pressure to tight deadlines and to take a strategic approach in the delivery of key policy objectives. • Manage and deal with conflicting demands within prescribed timeframes and deadlines. SECTION 4: COMPETENCIES A Competency Based Application form requires you to describe some of your personal achievements to date that demonstrate certain competencies (necessary skills and qualities) required for the position for which you are applying. For each competency, you are given a description of a skill or quality. You are then asked to describe a situation, from your own experience, which you think is the best example of what YOU have done which demonstrates this skill or quality. It is essential that you describe how you demonstrated the skill or quality in question. Therefore, compose your replies carefully in this section and try to structure what you write so that you give specific information about what you have done - for example, do not simply say that “X was successful”, describe exactly what you did and how you demonstrated the skill or quality in question. For each example please include the following: a) the nature of the task, problem or objective; b) what you actually did and how you demonstrated the skill or quality (and, where appropriate, the date you demonstrated it) c) the outcome or result of the situation and your estimate of the proportion of credit you can claim for the outcome. The information you present in your application may form part of a shortlisting process and may also be used to help structure your interview, should you be invited to one. A shortlisting process may be applied based on TWO or more of the competencies and on other information you provide in your application form. Please note that, should you be called to interview, the board may look for additional examples of where you demonstrated the Knowledge, Experience, Skills and Competencies required for this post, so you should think of a number of examples of where you demonstrated each of the skills. Management and Change • Think and act strategically; • Develop and maintain positive, productive and beneficial working relationships; • Effectively manage the introduction of change and demonstrate flexibility and openness to change; • Looks critically at issues to see how things can be done better. Delivering Results • Contribute to the development of operational plans and lead the development of team plans; • Plan and prioritise work and resources effectively; • Establish high quality service and customer care standards; • Make timely, informed and effective decisions and show good judgement and balance in making decisions or recommendations. Leading, Motivating, Managing Performance and Communicating Effectively • Lead, motivate and engage employees to achieve quality results and to deliver on operational plans; • Effectively manage performance; • Have effective verbal and written communication skills. Judgement, Analysis & Decision Making • Research issues thoroughly, consulting appropriately to gather all information needed on an issue; • Understand complex issues quickly, accurately absorbing and evaluating data (including numerical data); • Integrate diverse strands of information, identifying inter-relationships and linkages; • Use judgement to make clear, timely and well grounded decisions on important issues; • Consider the wider implications, agendas and sensitivities within decisions and the impact on a range of stakeholders; • Take a firm position on issues s/he considers important. SECTION 5: TENURE The position is permanent and fulltime. The post is pensionable. Panels may be formed to fill this position and vacancies for Administrative Officer that may arise during the lifetime of the panels. SECTION 6: SALARY The Salary scale for the post is: €59,417 - €77,243 per annum €59,417, - €60,871, - €62,568, - €64,271, - €65,974, - €67,495, - €69,054, - €70,563 - (Maximum) €72,069, €74,649(1st LSI) (after 3 years satisfactory service on the Maximum, €77,243 (2 nd 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, Planning and Local Government. In accordance with Departmental Circular letter EL 02/2011, a person who is not a serving local authority employee on or after 1st January 2011, will enter the scale for the position at a minimum point. Rate of remuneration may be adjusted from time to time in line with Government Policy. SECTION 7: ASSIGNMENT / LOCATION OF POST Cork County Council reserves the right to assign you to any department, premises or district in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or compensation. SECTION 8: WORKING HOURS The working hours at present provide for a five day, thirty-five hour working week. A flexible working hours’ system is in operation and may be availed of subject to the terms and conditions of the Flexitime Policy. SECTION 9: ANNUAL LEAVE The current annual leave entitlement is 30 days per annum. Cork County Council’s leave year runs from 1st January to 31st December. Granting of annual leave, payment for annual leave and arrangements for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1997(as amended).
Staff Officer
Applications are invited from suitably qualified persons who wish to be considered for inclusion on a panel from which permanent or temporary vacancies for the position of Staff Officer (Grade V) in Monaghan County Council shall be filled. The Staff Officer is a supervisory/management position within the Council and is assigned responsibility for administration and managing the performance of a section/department/team. The administrative structure ranges from the entry grade of Clerical Officer, through to Assistant Staff Officer, Staff Officer, Senior Staff Officer and Administrative Officer. A Staff Officer will generally work under the direction and management of a Senior Staff Officer/Administrative Officer or analogous grade. The role The Staff Officer has a supervisory role in the day-to-day operations of a work area or as a team leader. The Staff Officer works as part of a team and operational duties may include the day to day running of a section and the supervision and management of staff within the section. This will include assisting with the implementation of work programmes to achieve goals and standards set out in Departmental and Team Plans, Corporate Plan and Annual Service Delivery Plan. This will require the ability to plan, allocate and prioritise work and monitor and report on progress. Other duties may include representing the Department or the Council on various committees and the successful candidate must be capable of representing the Council in a professional and credible manner with all internal and external stakeholders. The Staff Officer role requires excellent administrative, employee management, interpersonal, communication and other particular skills and expertise depending on assignment. The ideal candidate will therefore be a highly motivated person, with a strong sense of commitment to delivering quality public services and be willing to take on a challenge. The Staff Officer is expected to carry out their duties in a manner that enhances public trust and confidence. The ideal candidate should demonstrate through their application form and at the interview that they have knowledge of: - PRINCIPAL TERMS AND CONDITIONS The Competition Monaghan County Council invites applications from suitably qualified persons, who wish to be considered for inclusion on a panel from which permanent and temporary vacancies for the post of Staff Officer (Grade V) shall be filled. The post(s) shall be wholetime, permanent and pensionable. Monaghan County Council reserves the right to, at any time, to reassign an employee to and Department. Recruitment arrangements to the post of Staff Officer will be on the following basis: - Panel A - 50% confined to employees of the sector* Panel B - 30% open Panel C - 20% confined to employees of Monaghan County Council * The sector includes all Local Authorities and the three regional assemblies. Candidates who are not existing employees of these local authorities or regional assemblies are not eligible to apply for competitions confined to the sector or to the local authorities i.e. Monaghan County Council. Following the selection process, three panels will be formed for the post of Staff Officer of suitably qualified candidates to meet the requirements of the ratio of the posts to be confined to the local authority sector, open and those confined to Monaghan County Council. The order of candidates placed on each of the three panels is determined by where they are placed on the overall Order of Merit List. Panel A (Confined to Local Authority Sector) will comprise of successful applicants in order of merit from within the Local Authority Sector only i.e. candidates serving in a local authority or Regional Assembly (where applicable). Panel B (Open) will comprise of all successful applicants in order of merit and may include candidates serving in a local authority, regional assembly, and external applicants. Panel C (Confined to Monaghan County Council) will comprise of all successful applicants in order of merit from within the recruiting Local Authority i.e. candidates serving in Monaghan County Council. The post holder shall not engage in any gainful occupation, other than as an employee of a local authority, to such an extent as to impair the performance of his or her duties as an employee of a local authority or in any occupation which might conflict with the interests of the local authority, or which might be inconsistent with the discharge of his/her duties as a local authority employee. Salary: The salary shall be fully inclusive and shall be as determined from time to time. Starting pay for new entrants will be at the minimum of the scale. Holders of the post 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. An allowance may also be payable in respect of travel expenses and subsistence. The salary scale for the post is: - €51,210, - €52,739, - €54,301, - €55,895, - €57,501, - 1st LSI €59,373, -2nd LSI €61,252, Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government, and Heritage. Appointees who are not existing public servants will enter at the minimum point of the scale. Probation: Where a person who is not already a permanent employee of a local authority is appointed, the following provisions shall apply: - (a) there shall be a period after such appointment takes effect, during which such person shall hold such position on probation; (b) such period shall be twelve months, but the Chief Executive may, at his discretion, extend such period; (c) such person shall cease to hold such office at the end of the period of probation, unless during such period, the Chief Executive has certified that the service of such person is satisfactory. Hours of Duty: The successful candidate’s normal hours of work will be 35 hours per week. Flexible working arrangements apply. The Council reserves the right to alter the hours of work from time to time. The role requires flexibility in terms of working hours as the duties may involve working outside of normal office hours. Annual Leave The annual leave entitlement will be 30 days per annum. 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. Superannuation: Membership of the Local Government Superannuation Scheme or the Single Public Service Pension Scheme is compulsory for all employees. Details will be provided to the appointee prior to appointment. Superannuation contributions Persons who become pensionable officers of a Local Authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the Local Authority at the rate of 1.5% of their 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). 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 their superannuation to contribute to the Local Authority at the rate of 5% of their pensionable remuneration.
Integration Support Worker
The primary role of the LAITs is to provide ongoing integration supports to IP applicants, Programme Refugees and BOTP to enable them to live independently in the community. This will involve linking these cohorts with local service providers appropriate to their needs. The LAITs will also act as the direct point of contact, providing information, guidance and advice, answering queries as they arise and ensuring that they are in receipt of applicable benefits and entitlements. The ISW will support the Integration Support Coordinator in the delivery of services including support in accessing employment and developing English language proficiency, childcare, healthcare services and linkages to sporting and other local / community activities. The LAITs will engage with the Irish Refugee Protection Programme during the period of resettlement. Grant agreements, put in place to support this process through integration projects, will set out the relationship including a referral process to provide integration supports to programme refugees. The LAITs are not intended to replace mainstream service provision but to support IP applicants, Programme Refugees and BOTP in accessing mainstream services. DUTIES & RESPONSIBILITIES The Integration Support Worker (ISW) will perform such duties as may be assigned from time to time which will involve the facilitation, implementation and promotion of the policies and objectives of Offaly County Council for the advancement of the LAITs. The ISW worker will report to the Integration Support Co-Ordinator or any other officer as designated by the Chief Executive. Key responsibilities include but are not limited to: · The social inclusion of IP applicants, Programme Refugees and BOTP into local communities through effective use of community development principles and practices and local integration supports; · Hosting clinics in local areas and using community development principles to support those in attendance; · Collaborating and working with teams in the International Protection Accommodation Service (IPAS) including the customer service, the resident welfare and the people with status teams; · Implementing and promoting OCC strategies/policies relevant to those in receipt of integration support services · Acting as lead on IRPP integration projects, supported by grant agreements, put in place to support the integration of programme refugees; · To support the Integration Support Coordinator to ensure work programmes are implemented to deliver on the Council’s operational plan; · Support with accessing English language classes / courses; · Support with accessing employment activation / volunteering; · Support with accessing education and / or training, capacity building courses and apprenticeships; · Linking with other public services including legal, childcare, healthcare, and dental and optical services; · Providing guidance through application processes for income supports, medical cards, child supports, and any other applicable entitlements; · Support with accessing local groups and activities e.g. sporting, music; · Supporting IP applicants to transition out of the system once they have received a decision from the Department of Justice including guidance on accessing mainstream and NGO supports; · Making appropriate provisions for vulnerable persons, including working with mainstream service providers to facilitate access to additional services if required; · Assisting in addressing any issues / concerns / grievances / complaints that arise in interactions with public services; · To develop and maintain productive working relationships; · To compile, prepare and present reports, presentations and respond to correspondence as necessary; · To represent the office on committees or at meetings and give progress reports as required; · To provide support and assistance in the delivery of projects as required; · To assist the handling day to day issues, ensuring compliance with all council policies and procedures; · To deputise for the line manager or equivalent as required; · To undertake any other duties of a similar level and responsibility, as may be required, or assigned, from time to time; · Preparing interim and annual reports, including data on budgets and expenditure as required. · Reporting · Ensure compliance with all required local authority financial, management and governance reporting requirements; · Collect, maintain and update relevant data; · Work with project partners to ensure that they are aware of and fulfil their reporting requirements. Governance Ensure the LAIT conforms to all policies and procedures of the Local Authority and in line with the Governance Framework. QUALIFICATIONS 1. Character Each candidate must be of good character. 2. Health Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3 . Education, experience, etc. Each candidate must, on the latest date for receipt of completed application forms:- a) Have at least 3 years’ experience working in a similar type role with diverse groups in a community development setting; b) Possess a good working knowledge of the mainstream model of integration and the policies which govern Ireland’s International Protection system, Irish Refugee Protection programme and Temporary Protection programme; c) Have experience of providing individual support and outreach; d) Have experience of working with other external agencies and organisations including both voluntary and public sector; e) Possess a good working knowledge of the youth sector and the ability to connect International Protection (IP) applicants, Programme Refugees and Beneficiaries of Temporary Protection (BOTP) aged 15-24 years with the appropriate support services; f) Have a strong understanding of the concept of cultural diversity and the ability to adapt working approach to embrace many different nationalities and cultures; g) Have a thorough knowledge of the principles and processes of community development with expertise in a broad range of development models, particularly those appropriate to minority ethnic groups; h) Hold a clean, current Class B Driving Licence and have access to his/her own car; i) Have a satisfactory knowledge of public service organisation or the ability to acquire such knowledge. KEY COMPETENCIES 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 the specific areas: Delivering Results: Plan and prioritise work and resources effectively. Establish high quality service and customer care standards, particularly with local communities. Make timely, informed and effective decisions and show good judgement and balance in making decisions or recommendations. Create opportunities or overcome obstacles by rethinking or reconceptualising practices or procedures. Leading, Motivating and Managing Performance Lead, motivate and engage employees to achieve quality results and to deliver on operational plans. Effectively manage Team Performance. Lead by example demonstrating through your own behaviour a clear sense of quality service delivery. Personal Effectiveness Takes initiative and seeks opportunity to exceed goals. Manages time and workload effectively. Maintains a positive, constructive and enthusiastic attitude to the role. Relevant Knowledge and Experience Knowledge and understanding of the role of Integrated Support Coordinator. Has knowledge and understanding of local government structure including service requirements. Understands key challenges facing the local government sector and Offaly County Council. Knowledge & Experience of operating ICT systems. Good social media and communication skills. PARTICULARS OF OFFICE 1. The Post: The post is whole-time and pensionable. A panel will be formed for an initial period of one year and this may be extended for a further year at the discretion of the Chief Executive. The panel will be used to fill appropriate positions that may arise for its duration. Positions will be offered in order of merit as per the panel. 2. Salary: The salary shall be fully inclusive and shall be as determined from time to time. Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department Circular. Starting pay for new entrants will be at the minimum of the scale. Where the appointee has been serving elsewhere in the public service in an analogous grade and pay-scale, and will be moving without break to another part of the public sector at an analogous grade, the appointment may be made at the appointee’s current point of scale. The rate of remuneration may be adjusted from time to time in line with Government pay. The current salary scale applicable to the post is €56,754 to €69,337 (LSI 2) 3. Work Base: Offaly County Council reserves the right to assign you to any department, premises or district in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or other compensation. The person appointed will be required to provide him/herself at his/her own expense with the necessary mode of travel to and from work. 4. Working Hours : The working hours at present provide for a five day, thirty-five hours working week. Hours may vary from time to time. The working hours may be reviewed at any time by the Council. The post may require flexibility in working outside of normal hours, including at weekends, as necessary. No additional remuneration will be paid in respect of such activities. The provisions of Offaly County Council’s Time and Attendance Policy is applicable to this grade at the current time. A flexible working hours’ system is in operation and may be availed of subject to the terms and conditions of the Time and Attendance Policy. 5. Annual Leave: The current annual leave entitlement is 30 days per annum. Granting of annual leave, payment for annual leave and arrangements for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1977 (as amended). 6. Sick Leave: The terms of the Public Service Sick Pay Scheme will prevail. 7. Probation: Appointees will be on probation for the first year of employment. The terms of Offaly County Council’s Probation Policy will apply.
Senior Library Assistant
THE COMPETITION Clare County Council is currently inviting applications from suitably qualified persons for the above competition. Clare County Council will, following the interview process, form a panel for the post of Senior Library Assistant from which future relevant vacancies may be filled subject to sanction approval from the Department of Housing, Local Government and Heritage. Positions will be offered in order of merit as per the panel. This panel will exist for 12 months and may be extended for a further period of 6-12 months at the discretion of the Chief Executive. JOB DESCRIPTION The Senior Library Assistant is a key support position within the Library service and Senior Library Assistants make a valuable contribution to the provision of the library service centrally and at local branch level by delivering frontline services and by providing support to library management. The duties of the Senior Library Assistant shall be consistent with the provision of a modern public library service that is responsive to the changing requirements of customers of all ages and abilities. The role involves supporting managers and colleagues and working as part of a team in providing front line support, meeting work goals and objectives and delivering quality services to internal and external customers. Holders of the post may be assigned to a particular Branch Library and may subsequently be moved to another branch within the Library network. The Senior Library Assistant role requires a high level of IT proficiency, excellent administrative, interpersonal, communication and other particular skills and expertise depending on assignment. ESSENTIAL SKILLS & EXPERIENCE FOR THE ROLE The ideal candidate for the position shall: • Customer service • Working effectively as part of a team • Planning and prioritisation of workloads • Dealing effectively with conflicting demands • Working under pressure to tight deadlines • Adapting to change • Problem solving • Administration and report writing • Operation of ICT systems and standard office software packages • Project management in the context of a Library setting • Budget management • Acting on own initiative • Ability to communicate effectively across different levels within an organisation • Maintaining confidentiality DUTIES The duties to be assigned include the following although this list is not exhaustive and may be reviewed from time to time as organisational needs require. The duties will include but will not be limited to the following: • To support the line manager to communicate, implement and manage all change management initiatives within the relevant area of responsibility. • Front-line library service duties at a busy public library desk. • Responding to customer queries, including information and requests. • Operating existing and future IT systems, word processing, spreadsheets, database, library systems, email, and internet. • Assisting the public in using the public internet, self-service facilities and other Library I.T. equipment. • Providing mediated access to library resources in-house and on-line. • Assisting in the promotion of the library service through an active role in the organisation and delivery of events, e.g. book clubs, storytelling, class visits, community events & exhibitions. • Branch Relief Work – cover in other locations as required to maintain library branch network opening hours during periods of holiday leave, sick leave, etc. • General clerical and administrative duties relevant to the Library Service, e.g. processing and RFID tagging of new library stock, cash management, Health & Safety checklist, branch statistics, photocopying, preparing letters / documents / presentations for public circulation, typing, minute taking, report / returns preparation, filing, arranging meetings, handling internal / external mail, etc. • Supporting senior staff in the delivery of library services to the public. • To support the line manager to ensure the section or department work programmes are implemented to deliver on the Council’s Corporate Plan and operational Library plans. • To ensure high levels of customer service, responding to queries and requests for information in a professional and courteous and timely manner. • To communicate and liaise effectively with employee, supervisors and line managers in other sections and customers in relation to operational matters for their section or work area • To prepare reports, correspondence and other documents as necessary. • To provide assistance and support in the delivery of projects as required • 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 identify opportunities for improvements in the service delivery within the relevant area of responsibility and to use key performance indicators or other performance indicators effectively as appropriate. • To compile, prepare and present reports as necessary, including the preparation of reports or letters which may be sensitive and/or confidential in nature. • To support the implementation of good practices with transparent reporting and communications to deliver accountable services in the department or section. • To provide assistance in the understanding and interpretation of the Council’s policies and procedures to employees in their area of responsibility and to customers as appropriate. • To carry out duties in a manner that enhances public trust and confidence and ensures impartial decision making. • To organise and facilitate internal and external meetings and participate and engage in discussions as appropriate. • To carry out duties in a politically neutral manner, with a clear understanding of the political reality and context of the local authority. • To provide specialist administrative assistance and support in the delivery of projects as required. • Deputise for line manager when required. • To support the Staff Officer in the management and implementation of Health and Safety for the section or department. • Undertake any other duties of a similar level and responsibilities as may be required from time to time. QUALIFICATIONS FOR THE POST ESSENTIAL CRITERIA 1. Character Each candidate must be of good character. 2. Health Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Education, Training, Experience, etc. Each candidate must, on the latest date for receipt of completed application forms: (i) have a good general level of education, and (ii) have had at least two years satisfactory experience of library work. Failure to input and upload proof of essential educational qualifications in your application form will deem you ineligible for this competition. *Non-Irish Qualifications must be accompanied by a determination from Quality and Qualifications Ireland (QQI) to establish their comparability against the Irish National Framework of Qualifications, overseas qualifications must also be accompanied by a translation document. 4. Age Each candidate must be under 70 years of age on the latest date for receipt of completed Application Forms for the office if they are deemed not to be new entrants to the Public Service as defined by the Public Service Superannuation (Miscellaneous Provisions) Act 2004. However, the age restriction of 70 years does not apply to "new entrants" to the Public Service as defined by the Public Service Superannuation (Miscellaneous Provisions) Act 2004. 5. 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. Salary: The salary shall be fully inclusive and shall be as determined from time to time. Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department Circular. Where the appointee has been serving elsewhere in the public service in an analogous grade and pay-scale and will be moving without break to another part of the public sector at an analogous grade, the appointment may be made at the appointee’s current point of scale. The rate of remuneration may be adjusted from time to time in line with Government pay policy. Starting pay for new entrants to the sector will be at the minimum of the scale. The current salary scale applicable to the post is €35,260 - €37,366 - €40,355 - €42,318 - €44,035 - €45,696 - €47,938 - €49,560 - € 51,210 - €52,768 (1st LSI) - €54,367 (2nd LSI) (March 2025)
Administrative Officer
Applications are invited from suitably qualified persons who wish to be considered for inclusion on a panel from which permanent or temporary vacancies for the position of Administrative Officer (Grade VII) in Monaghan County Council shall be filled. The role The Administrative Officer is a management position within the local authority and is assigned responsibility for the day-to-day administration and management of one or more sections or departments handling specific areas of the Councils activities, including the management of employees. The Administrative Officer is an operational team lead and a crucial level between frontline staff and senior management with responsibility for resource management and service delivery. The successful candidate will be expected to work closely with senior managers and elected representatives in delivering services to the highest standard and to contribute to the development and implementation of strategies and policies. The Administrative Officer is the primary point of contact and liaison with other departments or directorates in relation to all operational matters for the service delivery section or sections for which they are responsible. The Administrative Officer may represent the Council on committees and at meetings and may be asked to report on progress in their respective section(s) at Council meetings, Municipal District meetings, Strategic Policy Committee meetings etc. An Administrative Officer is responsible for the efficient management, direction, and deployment of resources for the department or service to which they are assigned and will generally work as part of a multi-disciplinary team within one of the Council’s Directorates to deliver a broad and diverse range of services. These may include human resources, housing, transportation, planning, infrastructure, environmental protection, recreation, amenity and cultural provision, community development and emergency services. The Administrative Officer is expected to carry out their duties with an understanding of the political context of local government and in such a manner that enhances public trust and confidence and ensures impartial decision making. The Ideal Candidate The Ideal Candidate must be able to demonstrate that they have sufficient experience and a proven track record in the following: Salary: The salary shall be fully inclusive and shall be as determined from time to time. Starting pay for new entrants will be at the minimum of the scale. Holders of the post 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. An allowance may also be payable in respect of travel expenses and subsistence. The salary scale for the post is: - €59,417, - €60,871, - €62,568, - €64,271, - €65,974, - €67,495, - €69,054, - €70,563 - €72,069, 1st LSI €74,649, 2nd LSI €77,243, Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government, and Heritage. Appointees who are not existing public servants will enter at the minimum point of the scale. Probation: Where a person who is not already a permanent employee of a local authority is appointed, the following provisions shall apply: - (a) there shall be a period after such appointment takes effect, during which such person shall hold such position on probation. (b) such period shall be twelve months, but the Chief Executive may, at his discretion, extend such period. (c) such person shall cease to hold such office at the end of the period of probation, unless during such period, the Chief Executive has certified that the service of such person is satisfactory. Hours of Duty: The successful candidate’s normal hours of work will be 35 hours per week. Flexible working arrangements apply. The Council reserves the right to alter the hours of work from time to time. The role requires flexibility in terms of working hours as the duties may involve working outside of normal office hours. Annual Leave The annual leave entitlement will be 30 days per annum. 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. Superannuation: Membership of the Local Government Superannuation Scheme or the Single Public Service Pension Scheme is compulsory for all employees. Details will be provided to the appointee prior to appointment. Superannuation contributions Persons who become pensionable officers of a Local Authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the Local Authority at the rate of 1.5% of their 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). 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 their superannuation to contribute to the Local Authority at the rate of 5% of their pensionable remuneration. Widows & Orphans/Spouses & Childre’s scheme All persons who become pensionable officers of a Local Authority will be required in respect of the Spouses and Children’s Contributory Pension Scheme to contribute to the Local Authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the scheme. New entrants from 1st January 2013 – Single Public Services Pension Scheme For new entrants under the Single Public Service Pension Scheme, effective from 1st January 2013, superannuation contributions are as follows: 3.5% of net pensionable remuneration and 3% of pensionable remuneration. Pension and retirement lump sum will be based on career-average pensionable remuneration; pensions will be co-ordinated with the State Pension Contributory. Retirement: There is no mandatory retirement age for new entrants to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004. Anyone who is not a new entrant to the public service, as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004, is subject to a compulsory retirement age of 70 years or as determined in accordance with Department Circulars and in line with Government Policy. The maximum retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and other provisions) Act 2012 is 70 years. Garda Vetting/Child Protection The successful candidate(s) will be subject to the Garda Vetting Procedures and will be required to complete Appendix V of the County Council’s Child Protection Policy Residence The successful candidate(s) shall reside in the district in which his or her duties are to be performed, or within a reasonable distance thereof.
Executive Planner
This is a senior position within the Planning Department reporting to the Senior Planner and/or another employee nominated by the Chief Executive. The Executive Planner isresponsible for managing elements of the Planning Department and providing a multiplicity of services to Local Authorities. Reporting to the appropriate line manager, the Executive Planner will be responsible for the efficient management of their prescribed work area within the planning or related function. This is a management role. Managers at this level work within defined parameters relevant to the position, in accordance with the Local Authority’s vision and objectives. The Executive Planner will be required to work closely with elected Councillors to deliver the full range of services and implement local policy decisions. In the current economic climate, managers are charged with service delivery and change management in an environment of limited resource availability, both human and financial. Delivery of efficient services and value for money is crucial. The duties of the office are to give the local authority and; (a) Such other local authorities or bodies for which the Chief Executive Officer, for the purposes acts is Manager, 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) or this paragraph under the direction and supervision of the appropriate officer, such planning or ancillary services of an advisory, supervisory or executive nature 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 including the duty of assisting the Senior Planner, or other appropriate professional officer, in the supervision of the planning or ancillary services of any of the forgoing local authorities or bodies, and when required to do so, to perform the duty of acting for the appropriate professional officer of higher rank during the absence of such officer of higher rank. Executive Planners are responsible for implementing programmes of work in the Planning Department and for providing a multiplicity of planning services and related services. Executive Planner positions are multi-faceted and may include some or all of the following key service areas: • Development Management; • Planning Enforcement; • Economic Development; • Forward Planning and Sustainable Development; • Community Development. • Climate Adaption and Just Transition • Vacant Sites Levy, Zoned Land Tax, Derelict sites and housing estates/ taking in charge of residential developments The duties of an Executive Planner may include the following: (this list is not exhaustive and may be reviewed from time to time as organisational needs require): • Assess planning applications, pre-application proposals, enforcement cases against the Councils policies and provide recommendations and policy responses to these as required; • Assist individuals, groups etc., on planning related issues; • Prepare and implement development plan, local area plan and forward planning documents and prepare reports on these matters for the appropriate Committees of the Council; • Liaising and working with constituent planning authorities and other public authorities on all aspects of implementation; • Plan monitoring and reporting on implementation progress; • Monitoring and assisting with development plan and local area plan preparation/reviews; • Developing planning and regeneration projects, sourcing funding and implementing actions; • Supervise and manage staff in their functional area; • Participate & take part in the duties as required as part of the Organisational response to Climate Action and Just Transition to promote & ensure capacity building, empowering change and delivering action • Any other associated duties as may be assigned from time to time. The Successful candidate must be able to demonstrate knowledge of Irish Planning legislation, the key relevant European Directives and associated procedures, and an understanding of the particular planning issues relevant to County Longford and its wider region. QUALIFICATIONS 1. Character Candidates shall 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, Training and Experience etc. Each candidate must, on the latest date for receipt of completed application forms: (a) hold a qualification in Planning (at least level 8 in the National Framework of Qualifications) (b) have at least five years satisfactory experience of planning work; (c) possess a high standard of technical training and expertise: and (d) a high degree of administrative experience PARTICULARS OF EMPLOYMENT 1. The Post The post is wholetime (i.e., 35 hours per week) and appointment may be permanent or temporary. 2. Location Longford County Council reserves the right to assign the successful candidates to any premises in use by the Council, now or in the future. The person appointed will be required to report to their place of work by their own means of transport and at their own expense. 3. Commencement Longford County Council shall require a person to whom an appointment is offered to take up such appointment within a period of not more than one month and if they fail to take up the appointment within such period, or such other longer period as the Council in its absolute discretion may determine, Longford County Council shall not appoint them. 4. Working Hours The current working hours are 35 hours per week, Monday to Friday. Longford County Council reserves the right to alter the hours of work from time to time in line with Government Circulars. All hours worked are subject to and recorded in accordance with the provisions of the Organisation of Working Time Act, 1997, and the Organisation of Working Time Regulations, 2001. Longford County Council requires employees to record their hours using a Clocking system. 5. Reporting Arrangements Executive Planners report directly to the appropriate supervisor in the Section or to any other employee of Longford County Council as the Director of Services or other appropriate employee may designate for this purpose. A system of regular appraisal will be operated during employment, which will involve discussions between the employee and the line manager regarding performance and conduct. 6. Probationary Period of Employment There shall be a period after appointment during which the appointee will hold the position on probation. The period of probation will be prescribed by the Chief Executive. Employment may be terminated during the probationary period should service be deemed by the Chief Executive to be unsatisfactory. Employment may be terminated at the end of the probationary period unless the Chief Executive has certified that the employee had satisfactory service. Tenure of employment following probation will be subject to satisfactory service. 7. Remuneration The current salary scale for the post of Executive Planner is €57,909 - €80,498(LSI 2) gross per annum (Circular EL 03/2024), the rate of remuneration may be adjusted from time to time in line with Government Circulars. On appointment successful candidates will be placed on the first point of the point of the salary scale. Appointment to a higher point of the salary scale may apply to candidates employed elsewhere in the public service, subject to verification of service history. Remuneration is paid fortnightly by PayPath directly to the employees nominated bank account. The current wage pay cycle may be revised during the period of employment. Remuneration is subject to all statutory deductions, e.g. P.A.Y.E. and P.R.S.I. Increments are paid annually subject to satisfactory attendance, conduct and performance and national agreements. Increments may be withheld if performance, attendance and/or conduct are not satisfactory. 8. Superannuation & Retirement A person who becomes a pensionable employee of the County Council will be required in respect of their Superannuation to contribute to the Local Authority at the appropriate rate. The terms of the Local Government Superannuation (Consolidation) Scheme 1998 as amended or the Public Services Superannuation (Miscellaneous Provisions) Act 2004 or the Public Service Pensions (Single Scheme & Other Provisions) Act 2012 will apply as appropriate on appointment. Retirement age for employees is dependent on their relevant contract of employment, with due consideration being given to the rules of the Superannuation Scheme to which they belong. • For appointees who are deemed not to be “new entrants” as defined in the Public Service Superannuation (Miscellaneous Provisions) Act, retirement is compulsory on reaching 65 years of age. • The minimum retirement age for “new entrants” to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004 is 65. There is no mandatory retirement age. • Effective from 1st January, 2013, The Single Public Service Scheme applies to all first-time new entrants to the public service, as well as to former public servants returning to the public service after a break of more than 26 weeks: - Retirement age is set, initially, at 66 years; this will rise in step with statutory changes in the State Pension Contributory (SPC) age to 67 years in 2021 and 68 years in 2028. - Compulsory retirement age will be 70. 9. Annual Leave The current annual leave entitlement for Executive Planner is 30 days per annum, in accordance with the Council’s Annual Leave Policy. The Chief Executive of Longford County Council retains autonomy with regard to office closures, (e.g., Christmas Office Closure), any days arising from such closure will be reserved from the employee’s annual leave entitlement. Proposed office closure days will be reviewed and advised to all employees each year. 10. Driver’s Licence & Insurance Longford County Council employees may on occasion be required to use their car on official business. In such situations the employee must hold a current clean driver’s licence and have available adequate means of transport. It is the responsibility of the employee to arrange the appropriate car insurance cover for business use and to indemnify Longford County Council with the indemnity specified on your insurance certificate under the heading “Persons or classes of person who are covered”. Documentation to confirm the appropriate insurance cover will be required to be supplied to the Council on an annual basis. 11. Code of Conduct/Organisation Policies Employees are required to adhere to all current and future Longford County Council codes of practice including Code of Conduct of Employees and all current and future organisational policies including, but not limited to Health and Safety, Communications, Data Protection, Equality, Staff Mobility, Attendance Management and Use of Electronic Equipment. 12. Training Employees are required to attend and participate fully in training programmes as may be decided by the Council from time to time and to apply their learning in the course of their daily working activities. 13. Health and Safety Regulations Longford County Council as an Employer is obliged to ensure, so far as it is reasonably practicable the Safety, Health and Welfare at Work of all of its employees. Under the Safety, Health and Welfare at Work Act 2005, the County Council has a legal duty to exercise all due care and take all protective and preventative measures to protect the Safety, Health and Welfare of its employees. All employees also have a legal obligation under Safety and Health legislation to co-operate with management and not engage in any improper conduct or behaviour or do anything, which would place themselves or others at risk. Employees must not be under the influence of an intoxicant at the place of work.
Executive Planner
DESCRIPTION OF THE POST The Executive Planner will be responsible for implementing programmes of work in the Planning & Property Development Department and for providing a multiplicity of planning and related services. The Executive Planner may be assigned to other Wexford County Council Sections to undertake relevant work. Executive Planner positions are multi-faceted and may include some or all of the following key service areas: • Forward Planning and Strategic Projects • Development Management • Enforcement • Community Planning • Biodiversity • Transport Planning • Conservation/Heritage Planning ESSENTIAL REQUIREMENTS FOR THE POST 1. CHARACTER Candidates shall be of good character. 2. HEALTH Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. EDUCATION, TRAINING, EXPERIENCE, ETC. Each candidate must, on the latest date for receipt of completed application forms: (a) hold a qualification in Planning (at least level 8 in the National Framework of Qualifications) (b) have at least five years satisfactory experience of planning work; (c) possess a high standard of technical training and experience and (d) possess a high standard of administrative experience. 4. 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 THE PERSON The person appointed will be able to clearly demonstrate the key competencies as set out in this Booklet. In addition, the successful candidate will possess the following: • An ability to work within teams, including multi-disciplinary teams; • Good planning, operational and project management skills; • Good communication/presentation and interpersonal skills; • Good knowledge, or the ability to quickly acquire good knowledge, of local government functions, services and activities particularly in relation to planning and development; • Good working knowledge of planning legislation, regulations, guidelines and the principles, practices and techniques of planning; • A good working knowledge and understanding of planning; • An ability to work under pressure and to think laterally, maintaining a solution orientated mind-set in dealing with a wide range of issues; • Good report writing skills and strong IT skills; • An ability to achieve delivery of competing demands within prescribed timelines and deadlines. • The ability to work well with Local Representatives and the public. DUTIES OF THE POST The duties of the post are to give the local authority and:- (a) such other local authorities or bodies for which the Chief Executive, for the purposes of the City and County Management 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 subparagraph (a) of this paragraph, under the general direction and control of the Chief Executive or of such other employee as the Chief Executive may from time to time determine, such planning or ancillary services of an advisory, supervisory or executive nature 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 including the duty of assisting the Director of Service, or other appropriate professional employee, in the supervision of the planning or ancillary services of any of the foregoing local authorities or bodies and, when required to do so, to perform the duty of acting for the appropriate professional employee of higher rank during the absence of such employee of higher rank. The key duties and responsibilities of the post include but are not limited to, the following: - (i) Assessment and making of recommendations on planning applications in line with all relevant national, regional and local plans/policies, and in accordance with the appropriate legislation and guidelines as required. (ii) Conducting pre-application consultations and provision of planning advice to members of the public, internal departments and to the elected members, in an efficient and flexible manner; (iii) Preparation and implementation of the County Development Plan, local area plans, planning schemes and other planning related reports as required; (iv) Liaising and working with neighbouring planning authorities and other public authorities on all aspects of implementation; (v) Monitoring and reporting on implementation progress, including gathering/analysis of development and market activity; (vi) Monitoring and assisting with the preparation and review of plans, local area plans etc; (vii) Traffic and transport planning; (viii) Preparation of policy and reports as required on a wide variety of conservation related matters; (ix) Building and maintaining co-operative working relationships and supervision of staff as required; (x) Working with communities on plans and strategies including heritage and bio-diversity (xi) Such duties as may be assigned from time to time. Essential Skills and Experience: The ideal candidate for the position shall have: • satisfactory Planning Experience • the ability to work under pressure (both independently and as part of team) • the ability to work with multidisciplinary teams • the ability to self-motivate to achieve good performance • the ability to motivate, empower, encourage and achieve maximum efficiency and value for money from the personnel and processes under his/ her control • a track record of delivering results • an understanding of Local Authority services and structures in Ireland or have the ability to quickly acquire same • excellent interpersonal, communication and influencing skills • good knowledge and awareness of statutory obligations of Health and Safety Legislation the implications for the organisation and the employee, and their application in the workplace • the skills to schedule/programme the carrying out of work • an understanding of the role and duties of managers in safety management in the workplace • good general ICT skills • a focus on the customer and on service improvement including taking ownership and resolving issues arising Candidates must also: • have the knowledge and ability to discharge the duties of the post concerned • be suitable on the grounds of character • be suitable in all other relevant respects for appointment to the post concerned; candidates, if successful, will not be appointed to the post unless they: • agree to undertake the duties attached to the post and accept the conditions under which the duties are, or may be required to be, performed, are fully competent and available to undertake, and fully capable of undertaking, the duties attached to the position. CONDITIONS OF SERVICE 1. Tenure: The post, whether temporary or permanent, is whole-time and pensionable. Persons who become pensionable employees of a Local Authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the Local Authority at the rate of 1.5% of their 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 dependent or qualified children). All persons who become pensionable employees of a Local Authority will be required in respect of the Local Government (Spouses and Children’s Contributory Pension) Scheme to contribute to the Local Authority at the rate of 1.5% of their 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 dependent or qualified children) in accordance with the terms of the Scheme. For new entrants under the Single Public Service Pension Scheme effective from 01/01/2013, superannuation contributions are 3.5% of net pensionable remuneration and 3% of pensionable remuneration. 2. Probation: Where a person who is not already a permanent employee of Wexford County Council is appointed, the following provisions shall apply:- (a) there shall be a period after such appointment takes effect during which such person shall hold such employment on probation; (b) such period shall be 6 months, but the Chief Executive may, at his discretion, extend such period; (c) such person shall cease to hold such employment at the end of the period of probation, unless during such period the Chief Executive has certified that the service of such person is satisfactory. 3. Salary: The salary shall be fully inclusive and shall be as determined from time to time. Holders of the post 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 employment or in respect of services which they are required by or under any enactment to perform. An allowance may also be payable in respect of travel expenses and subsistence. €57,909 - €80,498 (LSI 2) Entry point to this scale will be determined in accordance with Circulars issued by the Department of Environment, Community and Local Government. Appointees who are not existing public servants will enter at the minimum point of the scale. 4. Health: For the purpose of satisfying the requirement as to health, it will be necessary for successful candidates, before being appointed, to undergo at their expense, a medical examination by a qualified medical practitioner to be nominated by the local authority. Defects reported as a result of this examination must be remedied before appointment. On taking up appointment, the expense of the medical examination will be refunded to the candidate. 5. Retirement / Superannuation: Single Public Service Pension Scheme: Effective from 1st January 2013, The Single Public Service Scheme applies to all first-time new entrants to the public service, as well as to former public servants returning to the public service after a break of more than 26 weeks. All new entrants to pensionable public service employment on or after 1 January 2013 are, in general, members of the Single Scheme. Pension Age: Minimum pension age of 66 years (rising to 67 and 68 in line with State Pension age changes). Scheme Members must retire at the age of 70 years. New entrants to the public service appointed on or after 1st April, 2004. Retirement Age will be determined by the terms of the Public Service Superannuation (Miscellaneous Provisions) Act, 2004. The Act introduces new retirement provisions for new entrants to the public service appointed on or after 1st April, 2004. For new entrants there is no compulsory retirement age and 65 is the earliest age at which retirement benefits can be paid. In all other cases, 60 years is the minimum retirement age, with 65 years being the maximum retirement age. 6. Safe Pass Card: Successful candidates will be required to have a valid Safe Pass Card prior to taking up duty. 7. Driving Licence: When required to do so holders of the office may be required to drive a motor car in the course of their duties and should therefore, hold a full driving licence for class B vehicles free from endorsement and disqualification. 8. 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. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Assistant Planner
QUALIFICATIONS 1. CHARACTER Candidates shall be of good character. 2. HEALTH Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. EDUCATION, TRAINING, EXPERIENCE, ETC. Each candidate must, on the latest date for receipt of completed application forms: (a) hold a qualification in Planning (at least Level 8 in the National Framework of Qualifications) (b) have at least two years satisfactory relevant experience of planning work and (c) possess a high standard of technical training and experience 4. 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 PERSON PROFILE DUTIES: The duties of the post are to give the local authority and: - (a) such other local authorities or bodies for which the Chief Executive, for the purposes of the City and County Management 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 subparagraph (a) of this paragraph, under the general direction and control of the Chief Executive or of such other employee as the Chief Executive may from time to time determine, such planning or ancillary services of an advisory, supervisory or executive nature 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 including the duty of assisting the Director of Service, or other appropriate professional employee, in the supervision of the planning or ancillary services of any of the foregoing local authorities or bodies and, when required to do so, to perform the duty of acting for the appropriate professional employee of higher rank during the absence of such employee of higher rank. The ideal candidate should have a very good technical knowledge base and experience of planning policy and practices to include the following non exhaustive list of duties: • An ability to engage a wide and varied planning application caseload; • Assess and make recommendations on planning applications in line with all relevant national, regional and local plans and policies and in accordance with appropriate legislation and guidelines; • Conduct pre-application consultations and provide planning advice to members of the public, internal departments and elected members; • Undertake site visits related to planning applications, condition compliance planning enforcement, derelict sites, vacant sites etc. as required; • Provide reports on enforcement cases, derelict sites, and vacant sites, as required; • Prepare Development Plans and Local Area Plans and other planning policy reports and studies; • Analyse spatial and demographic information to discern trends in population, land use employment etc., to inform policy development; • Develop and implement measures to promote regeneration; • Input to inter-disciplinary projects dealing with land-use, transport, environment etc; • Represent the Council at meetings with staff, elected members, community/general interest groups, businesses and residents, as required; • Build and maintain cooperative working relationships; • Any other associated duties as may be assigned from time to time. Candidates must also: • have the knowledge and ability to discharge the duties of the post concerned; • be suitable on the grounds of character; • be suitable in all other relevant respects for appointment to the post concerned; candidates, if successful, will not be appointed to the post unless they: • agree to undertake the duties attached to the post and accept the conditions under which the duties are, or may be required to be, performed; • are fully competent and available to undertake, and fully capable of undertaking, the duties attached to the position. 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 and Change Strategic Ability Displays the ability to think and act strategically. Can translate strategy into operational plans and outputs. Evaluates capacity and performance against objectives. Demonstrates innovation and creativity to secure successful strategic outcomes. Political Awareness Has a clear understanding of the political reality and context of the organisation. Networking and Representing Develops and maintains positive and beneficial relationships with a range of stakeholders. Builds networks of technical and professional contacts. Promotes and sustains an appropriate, positive, and cohesive image for the organisation it represents. Bringing about Change Demonstrates flexibility and an openness to change. Develops and initiates change management programmes to meet end objectives. Influences others and fosters commitment to change. Delivering Results Problem Solving and Decision Making Can pinpoint critical information and address issues logically. Understands the context and impact of decisions made. Acts decisively and makes timely, informed and effective decisions. Operational Planning Contributes to operational plans and develops team plans in line with priorities and actions for their area of operations. Delegates, tracks and monitors activity. Establishes high quality service and customer care standards. Managing Resources Manages the allocation, use and evaluation of resources to ensure they are used effectively to deliver on operational plans. Drives and promotes reduction in cost and minimisation of waste. Delivering Quality Outcomes Promotes the achievement of quality outcomes in delivering services. Organises the delivery of services to meet or exceed the required standard. Evaluates the outcomes achieved, identifies learning and implements improvements required. Performance through People Leading and Motivating Motivates others individually and in teams to deliver high quality work and customer focused outcomes. Develops the competence of team members and helps them meet their full potential. Leads by example in terms of commitment, flexibility and a strong customer service ethos. Managing Performance Effectively manages performance including underperformance or conflict. Empowers and encourages people to deliver their part of the operational plan. Communicating Effectively Recognises the value of communicating effectively with all employees. Actively listens to others. Has highly effective verbal and written communication skills. Presents ideas clearly and effectively to individuals and groups. Personal Effectiveness Relevant Knowledge Keeps up to date with current developments, trends and best practice in their area of responsibility. Demonstrates the required specialist knowledge, understanding and training for the role Has strong knowledge and understanding in relation to statutory obligations of Health and Safety legislation and its application in the workplace. Resilience and Personal Well Being Demonstrates appropriate and positive self- confidence. Remains calm under pressure and operates effectively in an environment with significant complexity and pace. Integrity Behaves in an honest, trustworthy and respectful manner and is transparent, fair and consistent in dealing with others Personal Motivation, Initiative and Achievement Is enthusiastic about the role and sets challenging goals to achieve high quality outcomes. Is self- motivated and persistent when faced with difficulties. Engages in regular critical reflection in order to identify how own performance can be improved. CONDITIONS OF SERVICE 1. Tenure: The post, whether temporary or permanent, is whole-time and pensionable. Persons who become pensionable employees of a Local Authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the Local Authority at the rate of 1.5% of their 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 dependent or qualified children). All persons who become pensionable employees of a Local Authority will be required in respect of the Local Government (Spouses and Children’s Contributory Pension) Scheme to contribute to the Local Authority at the rate of 1.5% of their 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 dependent or qualified children) in accordance with the terms of the Scheme. For new entrants under the Single Public Service Pension Scheme effective from 01/01/2013, superannuation contributions are 3.5% of net pensionable remuneration and 3% of pensionable remuneration. 2. Probation: Where a person who is not already a permanent employee of Wexford County Council is appointed, the following provisions shall apply:- (a) there shall be a period after such appointment takes effect during which such person shall hold such employment on probation; (b) such period shall be 6 months, but the Chief Executive may, at his discretion, extend such period; (c) such person shall cease to hold such employment at the end of the period of probation, unless during such period the Chief Executive has certified that the service of such person is satisfactory. 3. Salary: The salary shall be fully inclusive and shall be as determined from time to time. Holders of the post 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 employment or in respect of services which they are required by or under any enactment to perform. An allowance may also be payable in respect of travel expenses and subsistence. €45,802- €71,185 (LSI 2) Entry point to this scale will be determined in accordance with Circulars issued by the Department of Environment, Community and Local Government. Appointees who are not existing public servants will enter at the minimum point of the scale. 4. Health: For the purpose of satisfying the requirement as to health, it will be necessary for successful candidates, before being appointed, to undergo at their expense, a medical examination by a qualified medical practitioner to be nominated by the local authority. Defects reported as a result of this examination must be remedied before appointment. On taking up appointment, the expense of the medical examination will be refunded to the candidate. 5. Retirement / Superannuation: Single Public Service Pension Scheme: Effective from 1st January 2013, The Single Public Service Scheme applies to all first-time new entrants to the public service, as well as to former public servants returning to the public service after a break of more than 26 weeks. All new entrants to pensionable public service employment on or after 1 January 2013 are, in general, members of the Single Scheme. Pension Age: Minimum pension age of 66 years (rising to 67 and 68 in line with State Pension age changes). Scheme Members must retire at the age of 70 years. New entrants to the public service appointed on or after 1st April, 2004. Retirement Age will be determined by the terms of the Public Service Superannuation (Miscellaneous Provisions) Act, 2004. The Act introduces new retirement provisions for new entrants to the public service appointed on or after 1st April, 2004. For new entrants there is no compulsory retirement age and 65 is the earliest age at which retirement benefits can be paid. In all other cases, 60 years is the minimum retirement age, with 70 years being the maximum retirement age. 6. Safe Pass Card Successful candidates will be required to have a valid Safe Pass Card prior to taking up duty. 7. Driving Licence When required to do so holders of the office may be required to drive a motor car in the course of their duties and should therefore, hold a full driving licence for class B vehicles free from endorsement and disqualification. 8. 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. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Assistant Engineer
THE JOB: Assistant Engineers are appointed to a wide variety of roles across the City Council. Reporting to the Executive Engineer, or such person as may be assigned from time to time, the Assistant Engineer will work as part of a team within any one of the work areas outlined above. THE IDEAL CANDIDATE SHALL:
