Council jobs
Sort by: relevance | dateGeneral Operative
THE POSITION: Waterford City & County Council invites applications from suitably qualified persons who wish to be considered for inclusion on a panel from which permanent & fixed-term contract vacancies as they arise in the Metropolitan Area including vacancies in our Sports Facilities , both permanent and temporary, will be filled. DUTIES & RESPONSIBILITIES · Be responsible for the safe keeping of all stores and equipment that has been allocated to him/her for the purpose of carrying out his/her duties; · Assist with patch-macadam, tar and chippings; · Mix mortar in concrete mixer · Use of wheelbarrow, yard brush, shovel, etc. · Surface dressing, road strengthening, sweep chips, traffic control; · Drainage, road sewers, clean gullies; · Treat road for oil spillage; · Assist in fencing; · Spread gravel; · Build walls, clean paint signs; · Implement plant maintenance duties as assigned; · Monitor plant performance; · Maintain plant records as assigned; · Litter Picking · Digging and Planting and assisting with general landscaping · Undertake training for Health& Safety, technical skills and general performance as assigned; · Respond to emergencies as requested by Supervisor; · Be available for emergency call out outside normal working hours; · Be responsible for the maintenance of good work practices and working relationships; · Maintain and communicate information for the effective delivery of service; · Ensure compliance with organisational policies, procedures and legislation; · Support and participate in the establishment and maintenance of improved standards and quality initiatives; · Demonstrate flexibility and mobility consistent with the needs of the service; · Co-operate with the familiarisation/instruction of other employees where appropriate; · Participate and co-operate with all training initiatives as required; · Manage and maintain resources effectively and efficiently; · Contribute to the development of effective teams; · To carry out works in the following areas: o Housing & Community; o Roads & Transportation; o Environmental Protection; · Any other duties as may be assigned from time to time. 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. EDUCATIONAL STANDARD The ideal candidate shall: • Have reached a standard of education sufficient to enable him/her to carry out the duties assigned to him/her; • Have a good knowledge and previous experience in Safety, Health & Welfare at work and in dealing with the public; • Have satisfactory experience relative to the duties outline • Have completed manual handling training and possess a current and valid Safe Pass registration card; • Hold a full, valid category B driving licence; • Have an ability to work on own initiative without constant supervision. DESIRABLE EXPERIENCE AND KNOWLEDGE AND COMPETENCIES The following are desirable: • A list of desirable competencies is included in the application form. Please indicate the areas of work in which you have experience. • Some form of technical qualification and a reasonable level of IT skills would also be of benefit in the role. BEFORE YOU PROCEED Before proceeding with this phase of the selection process you should satisfy yourself that you meet the minimum qualification criteria for the post as set out in Page 3 of this booklet. This will prevent you from incurring unnecessary expense in progressing in the competition. SUBMISSION OF APPLICATION FORM Applicants are invited to submit application forms in order to apply for the position. Application forms are available on Waterford City & County Council’s website. The information submitted on the application form will then be used to shortlist applications. There is no requirement to submit evidence of education / experience at this point. Applications must be made on the official application form and all sections must be completed in full. While completing the application form, accuracy is essential. All forms must be clearly legible and in electronic format. Application forms, once submitted, will be checked to ensure that they meet the required minimum criteria for the position. If your application form does not meet the minimum qualifications for the post as set out in this booklet then your application will be deemed invalid and you will not be permitted to proceed any further in the selection process. COMPETENCIES FOR THE ROLE OF GENERAL OPERATIVE Applicants must demonstrate in their application form and at interview (if called) sufficient levels of the following competencies which are relevant to the role of General Operative. Knowledge and Understanding of Health & Safety (100 Marks) • Knowledge and understanding of Health & Safety legislation and practices • Awareness of the surrounding environment and can identify potential risks • Pays due care to both own and others safety • Application of relevant skills in the workplace Personal Skills ( 100 Marks) • Interpersonal & communication skills • Self-motivation and ability to work independently • Comfortable doing routine work when the need arises Teamwork (100 Marks) • Ability to work as part of a team • Is respectful, courteous and professional, remaining composed, even in challenging circumstances • Flexible in terms of working hours Knowledge / Skills / Experience (200 marks) Applicants are asked to complete a task based questionnaire to demonstrate experience and skills acquired in their employment to date. SHORT-LISTING Waterford City & County Council reserves the right to shortlist applications. The shortlisting process may take the form of either a desktop shortlisting process based on the information contained in the application forms or online aptitude testing, or a shortlisting interview. The information you supply in the application form will play a central part of the shortlisting process. Waterford City & County Council’s decision to include you on the shortlist of candidates going forward to the next stage of the process may be determined based on this information. The shortlisting board will examine the application forms against pre-determined criteria based on the requirements for the position. It is therefore in your own interest to provide a detailed and accurate account of your relevant qualifications/experience on your application form. The shortlisting board based on examination of the application form will select those who appear to be most suitable for the position. Where, by reason of the number of persons seeking admission to the competition and the standard of knowledge, training or experience in general of such persons, Waterford City & County Council consider that it would be reasonable not to admit all the persons to the competition, Waterford City & County Council may admit to the competition only persons who appear likely to them to attain in the competition a standard sufficient for selection and recommendation for appointment. You will be contacted in relation to any interview dates and times. The onus is on you to attend for interview on the dates and times allocated. Alternative dates and times cannot be facilitated. When attending for interview you must produce photographic identification. INTERVIEW STAGE The interview is your opportunity to display your knowledge, skills and experience and the Local Authority’s opportunity to assess your suitability for the General Operative role. The admission of a person to a competition, or invitation to attend an interview, is not to be taken as implying that Waterford City & County Council is satisfied that such person fulfils the requirements of the Regulations or is not disqualified by law from holding the position and does not carry a guarantee that your application will receive further consideration. It is important therefore for you to note, the onus is on you to ensure that you meet the eligibility requirements for the competition before attending for interview. Waterford City & County Council may at their discretion require candidates to attend a preliminary interview in which case admission to the competitive interview would be conditional on candidates reaching such a standard as Waterford City & County Council considered appropriate in the preliminary interview. Interviews shall be conducted by Board(s) set up by Waterford City & County Council. The Board(s) will assess the merits of candidates (except insofar as they are assessed otherwise) in respect of matters referred to in the prescribed Qualifications and any other relevant matters. Only candidates who reach such a standard as Waterford City & County Council consider satisfactory in the competitive interview shall be considered for selection and placed on a panel. The onus is on all applicants to make themselves available for interview. Interviews will be conducted on-line through MS TEAMS. Salary The payscale for General Operative as per Circular Letter EL 07/2025 is: €684.25 – €765.29 per week. The salary shall be fully inclusive and shall be as determined from time to time. The rate of remuneration may be adjusted from time to time in line with government policy. The holder of the position shall pay to the local authority any fees or other monies (other than inclusive salary) payable to and received by him/her by virtue of his/her position or in respect of services which he/she is required by or under any enactment to perform. Superannuation The superannuation contributions of relevant scheme will apply. Retirement Age 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. The Council may refer staff to a medical advisor at any time to determine fitness for carrying out the duties to which they have been assigned. may not apply for this position. Hours of Work The working hours at present provide for a five day, thirty-nine hours working week. The working hours may be reviewed at any time by the Council. The post will require flexibility in working outside of normal hours, including at weekends, as necessary. 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. Waterford City & County Council requires employees to record their hours using the CORE/TDS Clocking system. Annual Leave The annual leave entitlement for the grade is 25 days (including Good Friday) per annum. The Chief Executive of Waterford City & County Council retains autonomy with regard to organisation closures, (e.g. Christmas Closure); any days arising from such closure will be reserved from the employee’s annual leave entitlement. Proposed closure days will be reviewed and advised to all employees each year. Residence The successful candidate shall reside in the district in which his/her duties are to be performed, or within a reasonable distance thereof. Code of Conduct/Organisational Policies Employees are to be required to adhere to all current and future Waterford City & 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. A full list of relevant policies is contained on the council Intranet. 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. Commencement Waterford City & 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 (subject to notice requirements) 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, Waterford City & County Council shall not appoint them. Reporting Arrangements General Operative will report directly to the General Services Supervisor or appropriate supervisor in the Section or to any other employee of Waterford City & County Council as the Chief Executive, Director of Services or other appropriate employee may designate for this purpose. A system of regular appraisal (PMDS) will be operated during employment, which will involve discussions between the employee and the line manager regarding performance and conduct. Health & Safety Waterford City & County Council as an Employer is obliged to ensure, in 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. Employees must comply with all Safety and Health rules and regulations and attend all required Safety and Health Training. Waterford City & County Council operates under OHSAS 18001 accreditation and will be seeking to adopt ISO 45001 in due course. All employees are required to co-operate with the implementation of any and all measures necessary to achieve same.
GIS Technician
The Position Meath County Council invites applications from suitably qualified persons who wish to be considered for inclusion on a panel from which permanent and fixed-term contract vacancies for the position of IS Technical Support Officer – Geographic Information Systems (GIS) Projects shall be drawn. The successful candidate will be a member of the Council’s GIS Team, which is a key pillar of the Council’s Information Systems (IS) Department. The GIS Team is responsible for managing the Council’s leading edge enterprise GIS Platform, and associated spatial data infrastructure, supporting a user base of 1,100 staff, various external groups and organisations, as well as, members of the public. The Council is now looking to add to its GIS Team in line with its expanding workload. This is an excellent opportunity to apply and build on existing knowledge and skills and to be part of an ambitious and dynamic team working with leading edge spatial technologies to define and deliver varied internal and external facing solutions of value to all the operational Directorates of the Council. Purpose, Duties and Responsibilities The duties of the post of the GIS Technician include, but are not limited to: • Maintain and update, on an ongoing basis, existing mapping and GIS datasets as required in relation to the functions of the Planning Department. • Creation, updating and maintenance of Planning GIS databases specific to the preparation, monitoring and review of the Development and Local Area plans. • Graphic production of a wide range of maps and diagrams to be published as part of the Development and Local Area plans (e.g., land use zoning, spatially defined objectives etc.) • Data collection and research for development plans. • Digitizing or sourcing of data required for mapping purposes. • Creation, updating and maintenance of the planning registers; planning applications, exempted developments, Part 8 developments, by ensuring that data entry. • Preparation of public consultation display material and assistance at public consultation. • Manage work flows and produce regular progress reports on all aspects of area of responsibility. • Provide training and support in GIS related software and systems to council staff; • Create and maintain comprehensive technical documentation; • Develop the use of FME software for daily tasks and innovative data translations; • Proactively monitor emerging tools, skills, techniques and technologies; • Build the capacity of the Council’s GIS Platform and Spatial Data Infrastructure to maximise opportunities presented through best practice GIS implementation and Geographical Information management; • Act as a champion by promoting GIS and associated spatial technology use within the Council for the purpose of improving decision making and introducing efficiencies; • Other duties and responsibilities as may be assigned from time to time. Qualifications for the Post Character Each candidate must be of good character. 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. Education and Experience Each candidate must, on the latest date for receipt of completed application forms: (a) (i) A qualification at Level 8 on the National Framework of Qualifications (NFQ) major awards (i.e. honours degree) or higher in Geographic Information Systems (GIS) plus 2 years directly relevant, recent experience. Or (ii) A qualification at Level 8 on the National Framework of Qualifications (NFQ) major awards (i.e. ordinary degree) or higher in Geographic Information Systems plus 3 years directly relevant, recent experience Or (iii) A qualification at Level 7 on the National Framework of Qualifications (NFQ) major awards (i.e. ordinary degree) or higher in Geographic Information Systems plus 3 years directly relevant, recent experience. Or (iv) A qualification at Level 6 on the National Framework of Qualifications (NFQ) major award in Geographic Information Systems (GIS) plus at least 4 years directly relevant, recent experience. And (b) Have a satisfactory knowledge of public service organisation or the ability to acquire such knowledge. (c) Hold a current clean full drivers licence (minimum Class B), Requirements, Knowledge and Skills It is desirable that candidates, through their application form and at the interview stage, demonstrate significant experience of a number of the following: • Management of GIS Projects from inception to delivery; • Requirements analysis and business process analysis. • GIS principles and mapping concepts, for e.g. grids, projections, transformations, generalisation, accuracy, precision etc.; • Hands-on experience with ArcPro, ArcGIS Online components, in particular, but not limited to: o User account administration o WebApp Builder. o Field Maps / Survey123. o Operations Dashboard • Working knowledge and experience with Extract, Transform, and Load (ETL) tools, in particular FME; • Experience with a database management system such as Microsoft SQL Server or equivalent; • Data Governance and familiarity with Open Data concepts. • Spatial analysis and reports; • Processing, cleaning, creation and maintenance of spatial datasets; • Geospatial data storage and management; Desirable, Knowledge and Skills Candidates must demonstrate, through their application form, and at the interview, that they have: • Strong presentation, reporting and communication skills. • Technical proficiency, and hands-on experience required for the role. • Ability to deliver results on time and to a high standard. • Strong sense of ownership of their work and attention to detail; • Ability to be proactive, take ownership, a self-starter, follow through without supervision. • Committement to self-development and be enthusiastic about acquiring new skills and embracing new technologies. • Good interpersonal skills and able to establish positive relationships with staff of the Council, Councillors, partners, external agencies and suppliers etc. • Well-developed presentation and negotiation skills: able to communicate clearly and confidently with staff and stakeholders both orally and in writing. • Ability to meet day-to-day and project targets. • Excellent analytic and organisational skills. Miscellaneous Provisions Salary Salary scale: €51,722 - €61,865 per annum (EL 07/25), analogous to the Staff Officer grade. Payment of increments is dependent on satisfactory performance. Entry point of this scale will be determined in accordance with the appropriate Department Circulars. Hours of Work The normal working hours will be 35 hours per week. Duties may require the successful applicant to work outside of normal working hours i.e. attendance at evening/weekend, training duties etc. as part of normal working hours without additional remuneration. All hours worked will be subject to the provision of the Organisation of Working Time Act, 1997 as amended. You may be required to complete a time-sheet in accordance with the Organisation of Working Time Regulations, 2001. Start Date Meath County Council shall require a person to whom an offer of employment is made to take up an appointment within a reasonable period of time, usually two months from date of offer, to meet the organisational requirements of the Council. Meath County Council reserves the right to withdraw its offer in the event that an appointment is not taken up within such a period. Leave 30 days per annum Sick Leave The terms of the Public Service Sick Pay Scheme will prevail. Probation The following provisions will apply: (a) there shall be a period after such appointments take effect during which such persons shall hold the position on probation, (b) such period shall be 9 months but the Chief Executive may at his or her discretion extend such period, (c) such persons shall cease to hold the position at end of the period of probation unless during such period, the Chief Executive has certified that the service of such persons is satisfactory. Travel It is desirable that holders of the post should hold a full driving licence for class B vehicles and shall be required to 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. Travelling expenses and subsistence expenses necessarily incurred in the course of official duties will be refunded in accordance with appropriate rates in line with the relevant Department Circulars and Local Authority Travel and Subsistence Policy. Meath County Council, as employer, must be indemnified on your insurance policy. If during your employment, your licence is revoked, even temporarily, or if you receive endorsements on your licence, which may affect your duties, you are obliged to notify the Council immediately. Residence The person holding the office must reside in, or at an address convenient to performing the role/function as approved by the Chief Executive. 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 Safety and Welfare The holder of the post shall co-operate with the terms of Meath County Council’s Safety Statement and Major Emergency Plan. They shall familiarise themselves with the safety rules and procedures and make proper use of all safety, clothing and equipment. Training It is a condition of employment that successful candidates will be required to participate in training programmes relevant to the skills necessary for the performance of the duties attaching to the post. Garda Vetting Successful candidates may be subject to Garda Vetting in advance of appointment to the position. Outside Employment The officer may not engage in private practice, or be connected with any outside business, which would interfere with the performance of official duties.
Executive Accountant
This position is a senior position within the organisation. The successful candidate will be responsible for the co-ordination, preparation, monitoring, modelling, analysing and reporting on significant revenue and capital expenditure budgets, budgetary control and debtor management. They will assist in the completion of the annual financial statement, operation of the organisations financial management system and support strategic and operational planning. They will also be an integral part of the wider organisational financial discipline and will be working with multidisciplinary teams. It would suit an ambitious, qualified accountant with a range of experience dealing with multidisciplinary teams and with experience in managing and motivating staff. The office is wholetime, permanent and pensionable. A panel will be formed to fill permanent and temporary vacancies. Duties Duties will include but are not limited to: Leading the implementation of the Upgrading of the Financial Management System to the cloud Implement a new Asset Management System across the organisation Involvement in the rollout of the procurement module of the Financial Management System Assisting in the planning, scheduling and preparation of the Annual Financial Statement in accordance with currently accepted accounting standards and relevant codes of practice as set out by the Department of Housing, Local Government and Heritage. Develop the accounting and finance skills of staff involved in financial activities throughout the Council and provide financial advice and assistance to all departments. Liaise with internal and external auditors. Provide information to Auditors during the course of their audits as required Assisting in the planning, compilation and preparation of Local Authority revenue and capital budgets. Assist in the preparation of monthly / quarterly revenue and capital financial reports, monitoring and review of same, identify variances and recommendations for corrective actions if required. Assist in the preparation, implementation and on-going review of the local authority’s finance plans including management of capital budgets. Financial planning and analysis including ad-hoc financial analysis and modelling. Assist in the introduction of reporting structures and systems in line with new requirements of legislation, circulars, value for money reports and so on. Provide financial advice and assistance to all departments to support the achievement of the corporate objectives. Promote and assist the implementation of good practice in: Risk Management; Procurement; Value for Money; Shared Services; Efficiency and Effectiveness. Dissemination of taxation knowledge and monitor and implement internal controls to make sure that the local authority is tax compliant. Monitor and implement / improve internal controls and checks to ensure good financial control, safeguarding of assets of the local authority. Making sure of the rapid, timely and accurate preparation of financial and management reports with automated systems. Manage and develop the team of staff in the Finance function to ensure the highest standards of proficiency. Other duties and responsibilities as may be assigned from time to time. These duties are indicative rather than exhaustive and are carried out under general guidance. Post of Executive Accountant (Open Competition) Louth County Council is currently inviting applications from suitably qualified persons for the above competition. Louth County Council will, following the interview process, form a panel for the post, from which future relevant vacancies may be filled subject to sanction approval from the Department of Housing, Local Government and Heritage. This panel will exist for 12 months and may only be extended at the discretion of the Chief Executive. Essential Criteria Character Candidates shall be of good character. Health Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Education, training, experience, etc. Each candidate must, on the latest date for receipt of completed application forms – a) Possess a professional accountancy qualification and be a member of a recognised body of accountants (ACCA, AIA, CIMA, CIPFA, ICAEW, ICAI, ICAS or ICPAI) and submit a copy of your certificate of registration to recruitment@louthcoco.ie (*See Note on Page 7) AND b) Have not less than two years’ satisfactory and relevant post-qualification experience; AND c) Possess a high standard of accountancy experience and adequate experience in an office organisation and in the control of staff. d) Have an excellent working knowledge of integrated Financial Management Systems and Microsoft Office; A knowledge of Agresso Financial Management System would be beneficial but not essential. It is desirable that the ideal candidate should: • A high degree of analytical, conceptual and problem solving skills. • An ability to determine priorities and organise workloads in order to achieve tight deadlines with attention to detail. • Experience in the identification of critical/significant financial issues and briefing management on same; • Proven ability to work under pressure and think laterally in dealing with a wide range of issues. • Experience of managing, motivating and developing staff, including performance management; • Highly developed oral and written communication skills, including negotiation, report writing, and presentation skills. • Highly developed relationship management and interpersonal skills and a capacity to promote cooperation, trust, and openness amongst staff and customers. • Ability to effectively manage risk, procurement, and resources. • Commitment to self-development and enthusiastic about acquiring new skills; • Possess a knowledge of public sector finance would be beneficial • Hold a full driving licence, Category “B”, free from endorsement and provide their own motor vehicle for use in carrying out their duties and their motor insurance policy must indemnify the Council. 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, available to undertake, and fully capable of undertaking, the duties attached to the position. Particulars of Post Salary The salary shall be fully inclusive and shall be as determined from time to time. The holder of the office shall pay to the local authority any fees or other monies (other than his/her inclusive salary) payable to and received by him/her by virtue of his/her office or in respect of services which he/she is required by or under any enactment to perform. The salary scale for the position of Executive Accountant is: €60,011 - €78,015 (LSI 2) gross per annum. 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 the minimum point. Rate of remuneration may be adjusted from time to time in line with Government Policy. Location of post Louth County Council reserves the right to assign the post holder to any council premises, now or in the future subject to reasonable notice. 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. Superannuation A. Officers joining the Public Service after the 1st January 2013 will be required to join the Single Public Service Pension Scheme. A Class rate of PRSI contribution will apply. A rate of 3% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the rate of State Pension Contributory (SPC). This includes a contribution to a Spouse’s and Children’s Scheme. OR B. Officers who became pensionable officers of the Public Service prior to 1st January 2013 and who are liable to pay the Class A rate of PRSI contribution will be required to contribute at a rate of 1.5% of their pensionable remuneration plus 3.5% of the net pensionable remuneration (i.e. pensionable remuneration less twice the rate of State Pension Contributory (SPC). You will be required to contribute at a rate of 1.5% of your pensionable remuneration to the Spouses & Children’s Pension Scheme. OR C. Officers who become pensionable officers of a Public Service prior to 5th April 1995 and who are liable to pay the Class D rate of PRSI contribution will be required to contribute at a rate of 5% of their pensionable remuneration. If an option to join a dependent scheme was made you will be required to contribute at a rate of 1.5% to a Dependents Pension Scheme. Retirement Retirement is dependent on the superannuation scheme you become a member of and details will be made available to you upon appointment. Health For the purpose of satisfying the requirements as to health, it may be necessary for the successful candidate, before he/she is appointed, to undergo at his/her expense a medical examination by a qualified medical practitioner to be nominated by the local authority. On taking up appointment, the expense of the medical examination will be refunded to the candidate. Probation Where a person, who is not already a permanent officer of Louth County Council, is appointed, the following provisions shall apply: • There will be a probationary period of 9 months from date of employment, • The Chief Executive may at his or her discretion extend this period, • You shall cease to hold office at end of the period of probation unless during this period the Chief Executive has certified that your service is satisfactory. Residence The holder of the office shall reside in the district in which his/her duties are to be performed or within a reasonable distance thereof. References Applicants are required to advise the names of two responsible persons to whom they are well known but not related (at least one of the referees should be an existing or former employer). In advance of any offer of employment, Louth County Council reserves the right to seek both written and verbal references from current and previous employers, educational institutions or any other organisations with which the candidate has been associated. The Council reserves the right to determine the merit, appropriateness and relevance of such references and referees. Hours of work 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. Sick Leave The terms of the Public Service Sick Pay Scheme will prevail. Annual Leave Annual leave entitlement for the position will be 30 days per annum. Louth 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, 1977 (as amended). Start date The successful candidate will commence on direction from Directors of Service and/or Chief Executive. Should they fail to take up the appointment on direction, the council at its discretion may not appoint them.
Night-time Economy Advisor
Kilkenny County Council provides services to a population of over 103,000 citizens in County Kilkenny in areas of housing, roads, transportation, planning, environment, economic and community development, tourism, libraries, fire and emergency response, parks, amenities, heritage, arts and water services. We have over 750 employees and can offer exciting careers across our services in various roles such as engineering, technical, financial, management, administration, library services, fire services and general services. Our headquarters are in Kilkenny City and we have area offices throughout the county. The Council operates within an annual revenue budget of €120.9 million and a multi-annual six-year capital budget of €832 million. Our Mission Kilkenny County Council is committed to working with the people of Kilkenny to develop sustainable, connected, economically thriving and proud communities with the consideration of climate change embedded into all of our policies and services. Our Values SUPERANNUATION CONTRIBUTION Public Service Pensions (Single Scheme and Other Provisions) Act 2012 New members joining the public sector on or after 1st January 2013 will be required to join the Single Public Service Pension Scheme. It applies to all first-time entrants to the Public Service as well as former public servants returning to the public sector after a break of more than 26 weeks. Your contributions will be made up of 3% of your gross pensionable remuneration and 3.5% of your net pensionable remuneration (your gross pensionable remuneration less twice the value of the Contributory State Pension). As of 25th March 2019, the weekly CSP rate is €248.30. Your normal retirement age under this scheme is the same age at which you can claim the Contributory State Pension. The minimum age for receipt of this pension is Age 66. There is a compulsory retirement age of 70 years. Persons who commenced in Public Service Employment after 6th April 1995 and prior to 1st January 2013: Persons who became pensionable employees after 6th April 1995 and prior to 1st of January 2013, without a break in employment, will join the Local Government (Superannuation) (Consolidation) Scheme 1998. Contributions are payable at the rate of 1.5% of your basic salary, 3.5% of basic salary less twice two times the value of the Contributory State Pension and a further 1.5% is payable for spouse and children’s contributions (non-officer grades pay a co-ordinated contribution). Non-New Entrants (those who became pensionable after 6th of April 1995 and prior to 1st April 2004) have a minimum retirement age of 60 and a compulsory retirement age of 70. New Entrants (those who became pensionable after 1st April 2004 and prior to 1st January 2013) have minimum retirement age of 65 with no compulsory retirement age. Persons who commenced in Public Service Employment before 6th April 1995: Their minimum retirement age is 60 and they have a compulsory retirement age of 70 as per Department of Housing, Planning and Local Government Circular Letter CL/2/2019. Contributions are 5% of basic salary and 1.5% of basic salary toward Widow’s & Orphan’s or Spouse & Children’s Scheme. PENSION ABATEMENT If the appointee was previously employed in the Civil Service or in the Public Service please note that the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 (Section 52) includes a provision which extends abatement of pension for all Civil and Public Servants who are re-employed where a Public Service Pension is in payment. This provision to apply abatement across the wider public service came into effect on 1 November 2012. This may have pension implications for any person appointed to this position that is currently in receipt of a Civil or Public Service pension or has a preserved Civil or Public Service pension which will come into payment during his/her employment in this position.
Technician Grade I
THE COMPETITION Laois County Council invites applications from suitably qualified persons, who wish to be considered for inclusion on a panel for the role of Technician Grade I from which permanent, specific purpose, fixed term, temporary and where applicable Acting-up vacancies may be filled. THE ROLE The Technician Grade 1 is a key support position within the council and is assigned to a service delivery area or to support a functional area as required. The Technician Grade 1 will work under the direction and management of the Executive Technician or analogous grade or other employee designated by the Senior Executive Officer, Senior Engineer or Director of Services as appropriate. The role involves supporting managers and colleagues and working as part of a team in meeting work goals and objectives and delivering quality services to internal and external customers. The role requires a clear knowledge and understanding of local authority services and its key stakeholders and relationships, local government structures and its democratic role and mandate, current local government issues, future trends and strategic direction of the sector. Successful applicants may be assigned to any service area/role within the local authority by the Chief Executive at any time. THE 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 an efficient service. Successful candidates will be required to undergo a pre-employment medical examination carried out by the Council’s Occupational Medical advisor prior to appointment. On taking up appointment, the expense of the medical examination will be refunded to the candidate. 3. EDUCATION, TRAINING AND EXPERIENCE ETC.: Each candidate must, on the latest date for receipt of completed Application forms have : (a) (i) Have passed the NCEA/HETAC National Certificate Final Examination in the following: - - Civil Engineering or - Geo-surveying or - Construction Studies or - Construction Studies in Building Maintenance or - Construction Studies in Architectural Graphics or - hold an equivalent qualification, and Have at least three years satisfactory experience after attaining the qualification concerned Or (ii) Have satisfactory relevant experience in a technician post at Grade II level or in an analogous post under a local authority or health board in the State, and Have at least three years satisfactory relevant experience in a technician post at Grade II level or in an analogous post Or (iii) Have satisfactory service, in a technician post at Grade I or higher level in an analogous post under a local authority or health board in the State. (b) Possess adequate training and/or experience relating to the control and supervision of staff. (c) Hold a current full driving licence in respect of category B vehicles or equivalent in the EU Model Driving Licence. In addition, it is desirable that each candidate have at least 2 years satisfactory experience in: - - GIS Software such as ESRI ArcGIS - Autodesk’s AutoCAD and/or Microstation CAD software - Microsoft Office Suite of Applications, especially Access, Excel and PowerPoint - Planning and execution of surveys for mapping etc. - Desktop publishing software such as InDesign The Ideal Candidate Shall: The ideal candidate must be able to demonstrate through their application form and at the interview, that they have sufficient experience and a proven track record in the following: · Good professional technical knowledge and skills · Ability to prepare and present technical reports · Ability to work independently or within multi-disciplinary teams · Ability to work on his/her own initiative · Good interpersonal and communication skills and have the ability to engage with a wide range of people · Good organisational skills · A background in civil/construction/building services · Good IT and presentation skills including a working knowledge of CAD, Access database and Microsoft Office · Proficiency in G.I.S. · Good understanding of safety management in the workplace including Health and Safety Legislation and Regulations Key Duties: The main duties and responsibilities of the role of Technician Grade I include but are not limited to the following: - You shall perform such duties as may from time to time be assigned to you in relation to your employment and as may be appropriate to any particular function of any local authority for which the Chief Executive is responsible and carry out such instructions as may be given in relation to the performance of your duties. You shall, if required, act for an employee of a higher level. You may be required to work outside your normal job description from time to time. The duties of the post of Technician Grade I include, but not limited to: · Providing technical services relevant to the area of responsibility to which he/she has been assigned for example: - site inspections, site surveying, preparation of detailed dimensional drawings, design layout, mapping and graphics, report writing, project tendering and such other duties associated with the role · Estimating project technical or resource requirements · Preparation of Health & Safety documentation for works · Reading and reviewing maps, project drawings and plans, technical specifications, etc · Operating the appropriate technology as required to carry out the work to which he/she has been assigned e.g. CAD, Map Info, Graphics, Microsoft Office · Working as part of a team · Liaising with other departments, members of the public and external agencies in relation to operational aspects of assigned work · Preparation of public consultation display material and assistance with public consultation requirements · Managing work files and providing progress reports · Supervision of staff/projects assigned to him/her · Contributing to individual staff development, personal development and team development initiatives · Being accountable for efficient and effective processing of work assigned to him/her · Assisting with the preparation of estimates · Undertaking of any duties related to the assigned role such as, but not limited to, validation of planning applications and assessment of fees · Such other duties as may be assigned from time to time · The particular duties and responsibilities attached to the post may vary from time to time, without changing the general character of the duties or level of responsibilities entailed. The post holder may therefore be required to perform duties appropriate to the post, other than those detailed above, and to take instructions from and report to, an appropriate officer or such designated officer as may be assigned from time to time by the council. Competencies for the Post: Candidates will be assessed at interview under the following competencies. The candidates at the interview will be questioned on at least some of the indicators listed below under each competency. Candidates at interview must achieve a minimum 50% of the total marks available in each of the competencies to qualify for inclusion on a panel. Strategic 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 Have 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 Motivate 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 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 Be 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. THE PRINCIPAL TERMS & CONDITIONS 1. PARTICULARS: The position is whole time, permanent and pensionable. The Council reserves the right to, at any time, re-assign an employee to any department now or in the future 2. PROBATION: Where a person who is not already a permanent employee of this local authority is appointed, the following provisions shall apply: (a) There shall be a period after appointment takes effect, during which such a person shall hold the position on probation (b) Such period shall be ten months but the Chief Executive may, at his/her discretion, extend such period (c) Such a person shall cease to hold the position at the end of the period of probation, unless during this period the Chief Executive has certified that the service is satisfactory (d) There will be ongoing assessments during the probationary period. Employment may be terminated by either party during probation or at the end of the probationary period on one week’s notice. 3. REMUNERATION: The salary shall be fully inclusive and shall be as determined from time to time. Holders of the office shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their office or in respect of services which they are required by or under any enactment to perform. The current annual pay-scale (as per EL 07/2025) is: €48,780 - €57,790 LSI2 In accordance with EL02/2011 starting pay for new entrants will be at the minimum of the scale. The rate of remuneration may be adjusted from time to time in line with government policy. 4. DUTIES: The duties shall be such as may be assigned to the employees from time to time by the local authority and shall include the duty of deputizing for other officers of the local authority, when required, and such duties as may be assigned to them in relation to the area of any other local authority. 5. SELECTION PROCESS: Candidates will initially be assessed to ensure that they meet the minimum specified eligibility criteria for the position. a. Shortlisting Shortlisting may apply based on the information supplied on application forms and the requirements of the position as set out. It is expected that given the qualifications and experience of prospective applicants the short-listing requirements may be significantly higher than the minimum qualifications and experience requirements set out for the post. b. Competitive Interview Selection of candidates for appointment shall be by means of a competitive interview, conducted by or on behalf of the local authority. The Council is committed to a process of selection on merit, based on fair and open competition. The criteria for judging suitability and ranking will be related directly to the qualifications, attributes and skills required to undertake the duties and responsibilities to the standard required in the post. c. Panels Following completion of interviews, panels may formed as described on page 2, the duration of which is at the discretion of the Council. While a panel remains in force, offers of temporary or permanent employment may be made subject to confirmation of qualifications and satisfying clauses in relation to health, character, or other requirements of the particular post. Persons to whom an offer of employment is made must take up duty within 1 month from the date of offer, or such extended period as the Council may agree, otherwise, the Council may decide not to appoint them. d . References/Documentary Evidence Each candidate may be required to submit as references the names and addresses of two responsible persons to whom is well known to them but not related. Candidates may be required to submit documentary evidence to the local authority in support of their application. 6. RETIREMENT AGE : The Single Public Service Pension Scheme (“Single Scheme”) as provided by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 commenced with effect from 1st January 2013. The act introduces new pension and retirement provisions for new entrants to the public service appointed on or after 1st January 2013. Pension age set initially at 66 years; this will rise in step with statutory changes in the SPC age to 67 years in 2021 and 68 years in 2028. With effect from the 26/12/2018, the compulsory retirement age of 70 applies [Public Service Superannuation (Age of Retirement) Bill 2018]. Otherwise the retirement age of the relevant Scheme applies. It should be noted that candidates who are in receipt of a Public Service Pension and are re-hired in any paid capacity by a Public Service Body may be liable to have their pension abated. Prior to appointment successful candidates will be obliged to complete a Declaration in relation to previous Public Pensionable Employment. 7. RESIDENCE : The holder of the post shall reside in the district in which his/her duties are to be performed or within a reasonable distance thereof. 8. SUPERANNUATION: The superannuation contributions of relevant scheme will apply. 9. ANNUAL LEAVE: The annual leave entitlement for the position of Technician Grade 1 is 30 days per annum 10. SICK LEAVE: The terms of the Public Service Sick Pay Scheme will prevail. 11. Right to Information and Review: The Council is committed to offering feedback and information to candidates. Any candidate who wishes to do so may request to have a decision or the process reviewed. Any such request must be submitted in writing, stating the grounds of the request and this must be submitted to hr@laoiscoco.ie within five working days of the date of notification of a relevant decision. 12. Confidentiality: Subject to the provisions of the Freedom of Information Act 2014, applications will be treated in strict confidence. 13. Other: Appointments to the Council are subject to satisfactory checks with regard to references, qualifications, medical examinations, and Garda Vetting, as applicable.
Homeless Services Operator
THE IDEAL CANDIDATE SHALL – • have an understanding of the services provided by Dubin Region Homeless Executive; • have an understanding of the issues facing people in homelessness; • have previous relevant work experience, preferably in a customer focused environment within the housing sector; • be able to work with colleagues and the public effectively to achieve a common goal, ensuring standards are adhered to and maintained; • have excellent interpersonal and communications skills with the ability to communicate in a clear, concise manner; • have excellent judgement skills; • have the ability to take direction/follow instruction and be flexible in their approach to work by organising and prioritising work effectively; • have an appropriate level of administrative experience and IT skills; • have an ability to work on own initiative, in an independent environment and without constant supervision; • have an understanding of local authority functions and purpose and knowledge of public service organisation in Ireland; • have an awareness of Health & Safety Legislation and Regulations, the implications for the organisation and the employee, and their application in the workplace. QUALIFICATIONS CHARACTER: Each candidate shall be of good character. HEALTH: Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. EDUCATION, EXPERIENCE, ETC.: Each candidate must, on the latest date for receipt of completed application: (i) have attained such a standard of education as would enable the candidate to carry out efficiently the duties of the post; (ii) have 2 years experience of working directly with clients and customers in a social care related setting; DUTIES The duties of the post include, but are not limited to, the following: • Answering all calls received on the Freephone service in a timely & professional manner; • Making appropriate placements into Emergency Accommodations for service users who have been assessed as homeless within the Dublin Region by a Dublin Local Authority; • Providing information and advice to members of the public, service users and various stakeholders who contact the Freephone service; • Updating service user records on the online Pathway Accommodation and Support System (PASS); • Liaising with Emergency Accommodation providers regarding new, ongoing, closures and exclusions of placements and issues arising regarding same; • Managing Emergency Accommodation bed resources to ensure maximum optimisation to reduce occurrences of rough sleeping; • Liaising with relevant DCC teams to ensure the most appropriate and available accommodation is offered; • Providing daily reports to Senior Management regarding Emergency Accommodation bed availability where required. Maintaining a level of record keeping across a number of platforms; • Adhering to building management protocols in place; • To carry out such other duties as may be assigned from time to time. The particular duties and responsibilities attached to the post may vary from time to time, without changing the general character of the duties or level of responsibilities entailed. The post holder may therefore be required to perform duties appropriate to the post, other than those detailed above, and to take instructions from and report to an appropriate Officer or such designated Officer as may be assigned from time to time by the City Council. The duties of the post are to give to the local authority and to (a) The local authorities or bodies for which the Chief Executive is Chief Executive, and (b) To any other local authority or body with which an agreement has been made by the local authority or by any of the authorities or bodies referred to in sub-paragraph (a) of this paragraph under the general direction and control of the Chief Executive or of such officers as the Chief Executive may from time to time determine, such appropriate computing, technical, management, administrative, executive, supervisory, advisory and ancillary services as may be required by any local authority or body hereinbefore mentioned in the exercise and performance of any of its powers, functions and duties and to exercise such powers, functions and duties as may be delegated to them by the Chief Executive from time to time including the duty of servicing all committees that may be established by any such local authority or body. The holder of the post will, if required, act for an officer of a higher level. SELECTION PROCESS • Posts of Homeless Service Operator will be filled from this publicly advertised competition. Selection shall be by means of a competition conducted by or on behalf of Dublin City Council. • Candidates should note that the information provided by them in their application form and assessment questions will form the basis on which eligibility and short listing is conducted. • Dublin City Council reserves the right to undertake eligibility and/or shortlist candidates in the manner it deems most appropriate. • A panel may be formed on the basis of interviews. A candidate whose name is on a panel and who satisfies the Council that they possess the qualifications declared for the post and that they are otherwise suitable for appointment may, within the life of the panel, subject to the appropriate Department of Housing, Local Government and Heritage sanction, be appointed as an appropriate vacancy arises. • The life of the panel shall be for a period of one year from the date of its formation. • Dublin City Council shall require any 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 appointment within such period, or such longer period as the Council in its absolute discretion may determine, the Council shall not appoint them. SHORTLISTING Dublin City Council reserves the right to shortlist candidates to proceed to the interview stage of the competition. Shortlisting of candidates will be on the basis of information supplied on the Application Form, in conjunction with the answers given in the assessment questions. It is therefore in your own interest to provide a detailed and accurate account of your qualifications/experience in your application. The shortlisting process will provide for the assessment of each applicant’s application form against predetermined criteria that reflect the skills and depth of experience considered to be essential for a position at this level. INTERVIEW The interview will be competency based and marks will be awarded under the following competencies: • Customer Focus & Communicating Effectively • Planning and Organising Work • Team Work • Personal Effectiveness • Local Authority Knowledge and Experience Please see page 8 of the Candidate Information Booklet for more details. SALARY The fortnightly pay for the position of Homeless Services Operator is: €1,617.06; €1,636.62; €1,656.40; €1,675.82; €1,695.50; €1,715.14 Allowances may be applicable with this position. The post is permanent, rostered and pensionable. The Freephone Service operates 365 days per year. Hours of work are from 1pm to 10.30pm on a rostered basis. Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government and Heritage. In accordance with Departmental Circular letter EL 02/2011, a person who is not a serving public service employee on or after 1st January 2011 will enter the scale for the position at the minimum point. Rate of remuneration may be adjusted from time to time in line with Government Policy. All applicants must refer to the Additional Candidate Information Booklet which can be found at careers.dublincity.ie for additional relevant information pertaining to the salary scale and the recruitment process. PARTICULARS OF POSITION (a) The post is permanent, rostered and pensionable. (b) Dublin City Council reserves the right to, at any time, assign an employee to any Department now or in the future. (c) A period of one year’s probation applies where a person is permanently appointed to Dublin City Council. CITIZENSHIP Candidates must, by the date of application 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. Dublin City Council welcomes all nationalities and ethnic backgrounds to join its diverse workforce and reserves the sole discretion to vary the above requirements from time to time subject to business needs and staffing requirements. IRISH PROFICIENCY As part of our ongoing commitment to support the Irish language, our leadership on the Gaeilge365 programme and to comply with the Official Languages (Amendment) Act 2021, we are gathering information on candidates’ capacity to speak Irish. Under this legislation, public bodies are required to ensure that 20% of new recruits are capable of performing their duties through Irish by 2030. While this position is not an Irish language speaking role, we are asking all applicants to indicate their current level of Irish language ability. This information will be used for workforce planning purposes only and will not form part of the selection process for this competition. ADDITIONAL RELEVANT INFORMATION FOR APPLICANTS • The National Vetting Bureau (Children and Vulnerable Persons) Act 2012 to 2016 came into effect on 29th April 2016. The Act places a statutory obligation on Dublin City Council to ensure that any work or activity which is carried out by a person, a necessary and regular part of which consists mainly of a person having access to, or contact with children or vulnerable persons, will be the subject of Garda Vetting. • Subject to the provisions of the Freedom of Information Act 2014, applications will be treated in strict confidence. • Any attempt by a candidate themselves or by any person(s) acting at the candidate’s instigation, directly or indirectly, by means of written communication or otherwise, to canvass or otherwise influence in the candidate’s favour any employee of the City Council or person nominated by the City Council to interview or examine applicants will automatically disqualify the candidate for the position being sought. • It is important to remember that this is a competitive process for a role where integrity is paramount. Sharing information on the selection/interview process, e.g. through social media or any other means, may result in a candidate being disqualified from the competition. • Dublin City Council does not allow the unsanctioned use of any type of recording equipment on its premises. This applies to any form of sound recording and any type of still picture or video recording, whether including sound recording or not, and covers any type of device used for these purposes. • An applicant who is found to be ineligible at any stage of the competition will not be further considered. Provision of inaccurate, untrue or misleading information will lead to disqualification from the competition, withdrawal of employment offer or dismissal. • A candidate who does not attend for interview when and where required by the City Council, or who does not, when requested, furnish such evidence as the City Council requires in regard to any matter relevant to their candidature, will have no further claim to consideration. • The City Council will not be responsible for any expenses candidates may incur in connection with their candidature. • The onus is on the candidate to keep a regular check on their email account as email notifications of updates may sometimes be filtered into Junk/Spam folders. Dublin City Council accepts no responsibility for communication not accessed or received by an applicant.
Healthy Ireland Limerick Coordinator
The Position Limerick City and County Council invite applications from suitably qualified applicants who wish to be considered for inclusion on a panel for the position of Healthy Ireland Coordinator. All temporary and permanent vacancies for Healthy Ireland Limerick Coordinator may be filled throughout the lifetime of this panel. Background The Healthy Cities project is a global World Health Organisation (WHO) movement, set up in 1986. It involves Local Authorities working to improve health and wellbeing through political commitment, working in partnership with local stakeholders and supporting innovative projects. A healthy city or a healthy county works to: • improve health and wellbeing by creating and continually improving its physical and social environments • develop community resources that help people to support each other and achieve their potential Accredited to the World Health Organisation, the National Healthy Cities and Counties of Ireland Network (the Network) was launched in November 2016. The aim of the National Healthy Cities and Counties of Ireland Network is to develop a structure to support Local Authorities to implement the Healthy Ireland Framework. National Healthy Cities and Counties of Ireland Network aim to: • promote lifelong health and wellbeing, • provide a means where local issues can influence national policy, and provide a voice for Ireland in the WHO Network of European National Healthy Cities Networks. The Network is a key enabler of the Healthy Cities initiative both locally and nationally. All Local Authorities are either a member of the Network or are in the process of becoming a member. Healthy Ireland: Healthy Ireland is a government funded initiative and is the national strategy aimed at improving the health and wellbeing of everyone living in Ireland. The Healthy Ireland Fund, funded under the strategy is a key enabler of the Healthy Cities initiative. Since 2017, the Department of Health has provided three rounds of funding under the Healthy Ireland Fund. The purpose of the fund is to support Local Community Development Committees (LCDCs) in delivering actions which will improve health and wellbeing, in line with Healthy Ireland, A Framework for Improved Health and Wellbeing 2013–2025. This Framework is the national framework for action to improve the health and wellbeing of the people of Ireland. The Framework aims to bring a concerted focus on life-long wellbeing, prevention of illness, seeks to reduce health inequalities, address the settings in which health and wellbeing is impacted, and emphasises the need to empower people and communities to better look after their own health and wellbeing. A new Healthy Ireland Strategic Action Plan (2021–25) has been developed to guide the implementation of Healthy Ireland for the remaining years of the current framework. Purpose of the Role Limerick City and County Council wish to recruit a Healthy Limerick Co-ordinator, which is a key role in Local Authorities for the advancement of the local health and wellbeing agenda. The coordinator will be a central resource for driving the local health and wellbeing agenda through the implementation of both the local Healthy Cities and Counties initiative and the local Healthy Ireland programme. Round 4 of Healthy Ireland will be multi-annual and outcomes focused. The Healthy Limerick Coordinator will therefore be required to coordinate greater partnership working and will work to generate innovative solutions that impact on the determinants of health. The Coordinator will support the local health and wellbeing agenda through collaboration and coordination with relevant and complementary programmes, initiatives and organisations; coordinate the Healthy Cities project in the catchment area; and lead the development and monitoring of the Programme of Work funded under Round 4 of the Healthy Ireland Fund. The Person Character Candidates shall be of good character. Health Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Education, Experience etc. Each candidate must have on the latest date for receipt of completed application forms: a) A third-level degree (NFQ Level 8 or higher) in a relevant field such as community/sports development, youth work, social sciences, public health, social policy, public administration, planning, or related discipline. b) A minimum of 2 years’ relevant experience in any of the following: • Local government, public sector, or similar roles involving strategic planning, project coordination, or community engagement; • Working with disadvantaged communities or target populations to address social exclusion or inequality; • Cross-sectoral coordination or partnership development; • Policy development, research, or evaluation related to the determinants of health; • Operating effectively within political, community and policy-making environments, demonstrating ability to work across boundaries of role, sector and geography; • Project management and delivery, budgeting and performance-monitoring experience. It is desirable that candidates demonstrate through their application form and at the interview the following: • Strong leadership and project management skills; • Strong understanding and experience of programme planning and service delivery; • Good understanding of Local Government; • Excellent communication skills, including written communication and an aptitude for report writing and social media skills; • Ability to work simultaneously at both strategic and operational level; • Excellent collaborative, networking, representation and relationship-building skills; • Ability to negotiate and handle difficult situations; • Experience in reporting to Pobal; • Financial administration and budgeting skills; • Data management and IT skills. Duties: The duties shall include but are not limited to The Limerick Co-ordinator 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 Limerick City and County Council for the advancement of the local health and wellbeing agenda. The Co-ordinator will report to the (Senior Executive Officer, Community) or any other officer as designated by the Director General. • Lead, embed and continuously advance the health and wellbeing agenda in Limerick City and County Council in line with Development Plans, Local Economic Community Plans and other related plans; • Develop strategies and plans to ensure the implementation and evaluation of the key elements of the role (in line with Service Level Agreement (SLA); • Ensure that the development of the County Healthy Ireland Plan commences and is completed, with the findings informing key policies and other planning processes including the Local Economic Community Plan; • To provide an annual plan in conjunction with the Department of Health (DoH) and Local Authority Line Manager and provide for an annual review; • Coordinate the overall planning delivery of Healthy Ireland Round 4, including development of the Programme of Work for Healthy Ireland Round 4; monitor and review progress of the Healthy Ireland Round 4 approved Programme of Work and meeting all reporting requirements; • Engage with colleagues across Limerick City and County Council to ensure the functions being undertaken are integrated into the wider community initiatives being undertaken by the local authority; • Promote co-ordination between, and establish links with, community, voluntary and public sector bodies operating within the catchment area as it relates to health and wellbeing initiatives and outcomes; • Promote Healthy Ireland and other relevant initiatives within Limerick City and County Council amongst the local community, key target groups, state agencies, voluntary organisations, local businesses, and elected representatives; • Collaborate with and support complementary health and wellbeing initiatives under relevant and aligned funding streams, including Sláintecare Healthy Communities Programme; • Progress the Limerick City and County Council membership and participation in the Healthy Cities and Counties Network and lead the implementation of Healthy Ireland County/City strategies locally; • Participate in and exchange experiences with Healthy Cities Networks nationally and internationally; • Promote awareness of and drive the Healthy Ireland agenda in the relevant Local Authority context; • Collaborate with and support communities to improve their health and well-being and build their capacity for undertaking actions that can both improve health and strengthen community assets; • Create and maintain the health profile of Limerick City and County Council; • Use evidence, data, local health profiles and the Healthy Ireland Outcomes Framework to inform local priorities and the Healthy Ireland Round 4 Programme of Work; • Apply a social determinant of health lens to service planning and local health and well-being agenda; • Liaise with the local CYPSC Coordinator to ensure overall coherence of all Healthy Ireland funded actions in the catchment area; • Support the LCDC/CYPSC Healthy Ireland sub-group to carry out their oversight role; • Provide networking events and shared learning opportunities for all project stakeholders; • Develop and implement a communications strategy to highlight activities, strategies and learning from the Fund; • Identify opportunities for collaboration at local, regional, and national levels including opportunities for match funding and resourcing; • Such other duties as the Director General may assign to the role so as to promote lifelong health and wellbeing in the community. 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; • Ensure overall non-financial and financial reporting to Pobal/Department of Health is complete and submitted in a timely manner; • Prepare short report updates for all LCDC and CYPSC meetings. Terms and Conditions The Post: 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 Director General. The panel may be used by Limerick City and County Council to fill permanent and temporary positions that may arise for its duration. Vacancies will be offered in order of merit as per the panel. Annual Leave: The successful candidate will have 30 days annual leave. Salary: Salary scale: €60,011–€78,015, paid fortnightly. Payment of increments is dependent on satisfactory performance. Entry point of 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 the minimum point (currently €60,011 per fortnight). Location: Limerick City and County Council reserve the right to assign the successful candidate to any department or premises 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 travel to and from work at their own expense. Hours of Work 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 Limerick City and County Council’s Time and Attendance Policy is applicable to this grade at the current time. Sick Leave: The terms of the Public Service Sick Pay Scheme will prevail. Superannuation: The Local Government Superannuation Scheme applies. Travel: 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. Travelling expenses and subsistence expenses necessarily incurred in the course of official duties will be refunded in accordance with appropriate rates in line with the relevant Department Circulars and local authority Travel and Subsistence Policy. Limerick City and County Council, as employer, must be indemnified on your insurance policy. If during your employment, your licence is revoked, even temporarily, or if you receive endorsements on your licence, which may affect your duties, you are obliged to notify the Council immediately. Residence: The holder of the post shall reside in the district in which their duties are to be performed or within a reasonable distance thereof.
Park Ranger
The Role The public realm service within the Climate Action Department manages parks and open spaces, which range from regional parks to small local parks within residential areas, planning and delivering the recreational facilities therein. The public realm service also contributes to public realm and urban design of the county to make it a more attractive place in which to live, work and visit. It is responsible for the management of the County’s 1,750 hectares of parks and public open spaces (in addition to approximately 75,000 street trees), which include such diverse areas as river valleys, meadowlands, urban and neighbourhood parks. The public parks provide for a wide range of recreational facilities such as playing pitches (including all weather pitches), play-spaces, tennis courts, skate parks, teen-spaces and bowling greens. The management of these spaces requires a balanced consideration of the social and recreational needs of the county and the requirement to protect and enhance nature conservation and biodiversity. The Park Ranger will work as part of a team that develops the public realm, public parks, and open spaces of South Dublin County, protecting natural and cultural resources, educating the public, and enforcing park regulations to ensure the safety of both visitors and the environment. The office is wholetime, permanent and pensionable. A panel will be formed to fill permanent and temporary vacancies. Persons employed will be required to work in any location within the South Dublin administrative area. Wages €775.65 (minimum) – €812.26 (maximum) per week. This does not include relevant allowances. Hours of Work The successful candidates’ normal hours of work will be 40 hours per week with seasonal variations. Park Rangers work shift 5 / 7 including weekends. The Council reserves the right to alter your hours of work from time to time. Annual Leave Annual leave entitlement for this position is 30 days. Qualifications Character Candidates will be of good character. 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. Essential Education, Training and Experience Each candidate must, on the latest date for receipt of completed application forms: Have attained a standard of education not less than second level. Each candidate must be a competent driver with a full unendorsed driving licence category “B”. The person recommended for the post will be required to submit, when requested, a current full driving licence (not a provisional licence). Desirable Education, Training and Experience Have a qualification in Horticulture, Landscaping, Ecology or a related discipline. Experience dealing with customers in a similar customer-facing outdoor environment. Key Competencies / Skills • Motivation and Interest • Communication and Teamwork • Awareness of Health and Safety • Initiative and Problem Solving • Local government knowledge and understanding Candidates are requested to give an example of a situation which highlights the behaviour, skills and attitude that underpin effective performance in these areas and which demonstrates their suitability to meet the challenges of this role. Candidates should ensure the example used clearly demonstrates their ability in this area and that the scale and scope of the example given is appropriate to the post and level of the post. Duties The Park Ranger will carry out all their duties under the immediate direction of the Parks Supervisory staff which will include but are not limited to: New appointees to the Park Ranger grade will be required to co-operate fully with any review and restructuring of the Public Realm Section, including the Park Ranger service. Park Rangers will be required to carry out inspections of playgrounds, playspaces, playing pitches, teen spaces, workout areas and all other play equipment on a daily and weekly basis, including the completion of written inspection reports. Complete and store records of inspections and reports in paper and/or digital formats, as required. To assist the Management with the development of the park in accordance with agreed objectives. To ensure the highest standards of customer service; manage visitor pressure; resolve conflicts and compliance with the byelaws for regulations, use and enjoyment of such places; the prevention of injury or damage to persons and property. Uniform supplied must be worn at all times while on duty. It will be the responsibility of the Park Ranger to maintain the uniform in a neat and clean condition. Opening and closing parks. Regulating the use of shelters, pavilions, dressing rooms, public toilets, or other buildings and playing facilities as required. Organising games and other beneficial activities as required for children, young people and adults using the parks, playgrounds, teen spaces, outdoor workout areas and open spaces. Keeping parks, including buildings, playgrounds and open spaces clear of all litter, ensuring that full litter bins are promptly emptied and debris removed by cleaning and carrying out litter picking duties. Park Rangers will visit a number of parks daily as assigned by their Line Manager. If required, the Park Ranger will use a bicycle, e-bike or motor vehicle in the course of their duties as necessary. Park Rangers will be required to comply with the Council’s vehicle driver policy and will complete daily vehicle inspection sheets as required. If required, to carry and use a telecommunications unit. Monitor the park and the activities of park users to ensure compliance with the Parks and Open Space Bye Laws and the Bye Laws Prohibiting the Consumption of Intoxicating Liquor in Public Places and any other bye laws the council may put in place to regulate the use of parks and public open spaces. Issuing on-the-spot fines as a designated officer under Litter Management and the Control of Dogs legislation. Park Rangers will be required to liaise with An Garda Síochána in relation to any anti-social behaviour they observe in Council parks and open spaces and to report on these matters to Council management. To liaise with, and foster good relations with, stakeholders including friends of parks groups, on-site leaseholders, local councillors, neighbouring landowners and community groups to resolve issues on the ground wherever possible. Park Rangers will be required to deal with queries and complaints from park users in the carrying out of their duties. Giving guided tours to individuals or groups who visit parks and the distribution of relevant information such as leaflets on the parks to the public. Working with the public who volunteer to assist as a “Voluntary Ranger” in the management of the parks when they join the “Friends of the Park” Scheme or other similar scheme. Facilitate the Council in future surveys of the parks including the collection of information from the public by means of questionnaires. Visiting schools and/or communities during normal working hours to advise the students/members of the public about the management of parks and the various facilities. Work with the Education Officer or any other Officer designated for that purpose. Undertake any necessary training provided to equip them to carry out their new duties. Carry out duties in accordance with work schedules as determined from time to time by Management. Ensure that reasonable care is always taken for the health, safety and welfare of you (the Park Ranger), and others, and to comply with the Council’s policies and procedures relating to Health and Safety. Carry out inspections on the Council’s park maps, information boards, educational signs and directional signs. If required, Park Rangers are to replace these signs if damaged, absent or outdated. Park Rangers will be required to take pictures of the parks for social media and promotional purposes and liaise with the SDCC Communications Unit. Any other duties appropriate to the post, which may be assigned from time to time. These duties are indicative rather than exhaustive and are carried out under general guidance.
Driver
The Role The office is wholetime, permanent and pensionable. A panel will be formed to fill permanent and temporary vacancies. Persons employed will be required to work in any location within the South Dublin administrative area. Wages €683.62 (minimum) - €712.08 (maximum). Does not include relevant allowances. Hours of Work The successful candidates normal hours of work will be 39 hours per week. The Council reserves the right to alter your hours of work from time to time. Annual Leave Annual leave entitlement for this position is 25 days. Qualifications Character Candidates will be of good character. 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. Essential Education, Training and Experience Each candidate must, on the latest date for receipt of completed application forms: Have reached a good standard of general education as will enable them to perform satisfactorily the duties of the post; Hold a full Class C Driving Licence free from endorsements. Candidates may be required to undergo a driving assessment before being considered for driving duties. Have previous work experience carrying out manual labour in the construction industry. Have previous experience of driving vehicles used in the area of construction, agriculture or horticulture. Hold a valid Driver Certificate of Professional Competence Card (Driver CPC Card) prior to taking up duty. Have a valid Safe Pass Card prior to taking up duty. Desirable Education, Training and Experience Hold a full Class CE Driving Licence free from endorsement Experience using HIAB. Have an awareness of eco-driving and how to implement. Key Competencies / Skills • Motivation and interest. • Communication and teamwork. • Awareness of Health and Safety. • Initiative and problem solving. • Local government knowledge. Candidates are requested to give an example of a situation which highlights the behaviour, skills and attitude that underpin effective performance in these areas and which demonstrates their suitability to meet the challenges of this role. Candidates should ensure the example used clearly demonstrates their ability in this area and that the scale and scope of the example given is appropriate to the post and level of the post. Duties Duties will include but are not limited to: Driving a lorry / van or any Council vehicle (as assigned) and General Operative duties. Carrying out works with the crew. General maintenance of the vehicle (including washing, fuelling, oil checks, wheel replacement and so on) on a regular basis, or as required. Use of a driver fob as required by the organisation. Carry out daily vehicle checks as per Road Safety Authority (Commercial Vehicle Roadworthiness) (Vehicle Maintenance and Repair regulations 2013). Checks may be carried using the relevant mobile application. Regular charging of an Electric Vehicle including maintaining vehicle charge to ensure it is road worthy. Adhering to the SDCC policy on refuelling including the correct use of an assigned fuel fob. Have due regard to Health, Safety and Welfare at Work legislation. Loading of vehicles and operation of any lifting equipment and so on. Operating equipment, tools and machinery as required. Assuming personal responsibility for own safety at work. Working collaboratively with other staff. Operating any machinery, equipment and associated items as required including operating existing technology and any new technology that may be introduced in the future and be responsible for such items under his / her control. This will include recording daily operations on such systems (for example vehicle logbook data entry or daily vehicle check through smartphone or tablet). Keeping records relating to his/her duties as directed by the supervisory staff. Dealing effectively and courteously with customers. Comply with all Council policies and procedures in all aspects of their work with / on behalf of the Council including the Procedure for the use of South Dublin County Council Vehicles. Submit motor claim accident reports to the Machinery Yard Engineer within 24 hours of any incident occurring. Maintain a vehicle logbook, recording details of all journeys undertaken by the vehicle they are driving. Journey logs may be completed on a mobile application. Ensure qualifications such as CPC courses, Health and Safety courses, Safe Pass and other training skills are updated as required. Adherence to the outcome of the Council’s Fleet Management Review. On assignment to Housing Maintenance, he/she will be required to carry out all the duties allocated to him/her through its Supervisory Staff, relating to the repair and maintenance of the Council’s Social Housing Stock and it environs, including the removal of waste from internal and external areas, general maintenance of garden areas, small construction maintenance works, assist in the upkeep of external and internal communal areas of multi-unit developments & assist craft workers in completing their tasks. The post holder will be available, if called on, for night, weekend or other duties outside of normal hours, when required. The post holder may be assigned to any Directorate or work location, from time to time, as determined by Management. Any other duties appropriate to the grade of Driver or General Operative that may be assigned from time to time. These duties are indicative rather than exhaustive and are carried out under general guidance.
Information Systems Analyst Developer
The ideal candidate must: · Be a self-starter, capable of continuous self-learning, new thinking, working to very tight deadlines and committed to achieving high quality results · Have an ability to take the initiative and adopt a proactive approach to the introduction of ICT-based solutions · Possess a keen intelligence, strong detailed analytical ability and sound judgment · Be decisive and innovative · Have a strong commitment to the implementation of change including practical experience of the management of change, including development of policies, procedures, and work practices and their implementation · Demonstrate a high level of interpersonal, team-building and motivational skills including a strong record of collaboration · Possess excellent planning and organisational skills · Be able to deliver within budgetary constraints and identify, develop and implement value for money indicators in respect of all IT operations · Have a commitment to quality customer services Candidates will be required to demonstrate a clear knowledge and understanding of: · The environment in which the National Waste Collection Permit office operates, its culture, key operations and a strong awareness of the strategic direction of the local government waste shared services · Current ICT systems and platforms within a local authority and the NWCPO · Transact SQL and SQL Server or analogous · Customer Relationship Management · Data Analytics, Management and Protection 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: IT Experience & Practice incl. Project Management · Developing, implementing and supporting ICT infrastructure & systems within an organisation · Platforms and software package support and management · Network / Security management · Application management and support including web technologies both backend and frontend · Mobile technologies · Virtualisation and Cloud technologies Data Analytics and Data Management Management and Delivery of Results · Acts decisively and makes timely, informed and effective decisions · Leads on preparing for and implementing change · Pinpoints critical information and address issues logically · Develops operational and team plans having regard to corporate priorities, operational objectives and available resources · Establishes high quality service and customer care standards · Allocates resources effectively to deliver on operational plans · Identifies and achieves efficiencies · Ensures compliance with legislation, regulation and procedures Performance through People Ability to foster and maintain productive working relationships Networks, persuades and influences others to deliver Personal Effectiveness · Initiative and creativity · Enthusiasm and positivity about the role · Resilience and Personal Well-Being · Personal Motivation · Understands the importance of corporate governance · Commitment to integrity & good public service values · Understanding the structures and environment within which the local authority sector operates and the role of an IS Analyst Developer · Political awareness Key Duties and Responsibilities Details of Key Duties and Responsibilities are outlined under “Particulars of Office” QUALIFICATIONS 1. Education, Training, Experience, etc. Each candidate must have on the latest date for receipt of completed applications; (a) A qualification at level 8 on the National Framework of qualifications (NFQ) major award (i.e. honours degree) in a relevant computing discipline and at least 3 years directly relevant, recent ICT hands-on experience from your employment to date OR (b) A qualification at Level 8 on the National Framework of Qualifications (NFQ) major award (i.e honours degree), or higher, with computing taken in the final year and at least 4 years directly relevant, recent ICT hands-on experience from your employment to date * OR (c) A level 6 NFQ major award qualification in the relevant computing discipline and at least 5 years directly relevant ICT hands-on experience from your employment to date * And Have satisfactory knowledge of public service organisation or the ability to acquire such knowledge. * Copies of qualifications must be attached to support this application. Failure to provide qualifications will deem this application invalid. 2. Citizenship Candidates for any of the above panels 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. 3. Driving Licence The Holder of the Post of shall hold a full driving licence for Class B vehicles free from endorsement/disqualification. When required to do so, holders of office shall 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. 4. Character Candidates shall be of good character. 5. 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. * 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. PARTICULARS OF OFFICE 1. The Post: The post is permanent, whole-time and pensionable. A panel will be formed for an initial period of one year and this may be extended for a period of time 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 €57,322 - €70,030 LSI 2 3. Duties: The duties of the post are to give to the local authority, and a) such other local authorities or bodies for which the Chief Executive, for the purposes of the Local Government Acts 2001 and 2014, 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 supervision of the Chief executive or such other employee as the Chief Executive may from time to time determine, such appropriate services of an executive, administrative or management nature as may be required by any local authority or body herein before mentioned in the exercise and performance of any of its powers, functions and duties to exercise such powers, functions and duties as may be delegated to him/her by the Chief Executive from time to time, including the duty of servicing all committees that may be established by any such local authority or body. The post holder will, if required, act for an employee of a higher level. The post holder may be required to work outside his/her normal job description from time to time. 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: · Operate under the direction of, and report to, the NWCPO IS Project Leader or to any other such person as may be determined by the Council from time to time; · Ensure that the NWCPO’s ICT infrastructure and business applications operate efficiently, perform to agreed targets, and deliver a secure and compliant platform for the Office to carry out its business; · Act as a senior internal ICT specialist, leading where necessary, in the delivery of solutions to complex technical issues; · Investigate and recommend new and emerging technologies that would contribute to the improvement, efficiency and enhancement of existing information systems and maximise ICT opportunities; · Proactively develop, monitor, support, improve and manage the ICT infrastructure environment including networks, servers, cloud services, desktop/laptop and mobile systems · Assist in the development of long-term, strategic plans, for the development of ICT capabilities within the Council; · Implement and develop the ICT strategy/vision to support Offaly County Council’s overall Corporate Plan strategic objectives and ensure compliance with best practice standards and codes of practice; · Provide effective leadership and management of ICT staff including implementation of the Performance Management Development System (PMDS) within the section; · Manage the IT Operations team as a customer-focused service function; · Support the provision of infrastructure that will maximise the potential of and promote the use of e-business/e-service; · Ensure the security and integrity of Council data and ICT infrastructure; · Ensure business continuity and disaster recovery technologies and processes are appropriate to the organisation’s needs and risk management policies; · Ensure compliance with licencing requirements and make the most cost-effective use of ICT licences; · Contribute to the development and review of ICT policies; · Advise on the technical specification relating to new information systems or ICT infrastructure, to include the preparation of a Business Case when required; · Contributing effectively to business process improvement initiatives; · Procure ICT hardware, software and licenses (including contract negotiation); · Manage and procure external technical support services when required to ensure service quality, standards and targets are achieved; · Analyse, interpret and communicate effectively, technical information and concepts to the local authority, management, staff and elected members; · Liaise with other sections of the Council to ensure that the ICT functions and capabilities align with the business goals of the Council; · Negotiate between the Information Systems function, other directorates, and external suppliers to resolve technical or contentious issues and conflicts to ensure that projects and services are delivered on time and within budget; · 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 timelines and deadlines; · Implement all Health and Safety management systems; · Carry out duties at all times in a fair and impartial manner that enhances public trust and confidence; · Deputise for line manager when required; · Undertake any other duties of a similar level and responsibilities as may be required from time to time. 4. Work Base: Offaly County Council reserves the right to assign you to any department or premises 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. 5. 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 remunertation 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 subject to the terms and conditions of the Time and Attendance Policy. 6. Annual Leave: The current annual leave entitlement is 30 days. Granting of annual leave, payment for annual leave and arrangement for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1997 (as amended) 7. Sick Leave: The terms of the Public Service Sick Pay Scheme will prevail. 8. Probation: Appointees will be on probation for the first year of employment. The terms of the Offaly County Council Probation Policy will apply. 9. Superannuation: Public Service Pensions (Single Scheme and Other Provisions) Act 2012 : New members joining the Public Sector on or after 1st January, 2013 will be required to join the Single Public Service Pension Scheme. The Single Scheme applies to all pensionable first-time 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. A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 3% 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). This includes a contribution to a Spouse’s and Children’s Scheme. Pension and retirement lump sum based on career-average pay, pensions will be co-ordinated with the State Pension Contributory (SPC). For persons who commenced public sector employment prior to 1st January 2013: 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 (ie. 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). Persons who become pensionable employees 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. All persons who become pensionable employees of a local authority will be required in respect of the Local Government (Spouses and Childrens Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the scheme. 10. Retirement: Public Service Pensions (Single Scheme and Other Provisions) Act 2012: The compulsory retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 is 70 years. Minimum pension age of 66 years, rising to 67 years and 68 years in line with State Pension age changes, is applicable. Public Service Superannuation (Miscellaneous Provisions) Act, 2004: There is no mandatory retirement age for ‘New Entrants’ from 1st April, 2004 to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004. 65 years is the minimum age at which a person may be paid. As a new entrant to the public service, under the terms of this legislation, new entrants will not be required to retire on grounds of age. Anyone who is not a ‘New Entrant’ to the public service, defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004 is subject to compulsory retirement age of 65 years. 11. Travel: Holders of the post shall hold a full driving licence for class B vehicles and shall 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. Travelling expenses and subsistence expenses necessarily incurred in the course of official duties will be refunded in accordance with appropriate rates in line with the relevant Department circulars and Local Authority Travel and Subsistence Policy. Offaly County Council, as employer, must be indemnified on your insurance policy. If during your employment, your licence is revoked, even temporarily, or if you receive endorsements on your licence, which may affect your duties, you are obliged to notify the Council immediately.
