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Sort by: relevance | dateAssistant Fire Officer
The Role Mayo County Council is the Fire Authority for all of County Mayo and, as such, is responsible for the provision of Fire Services to the administrative area of County Mayo. Our aim is to be the best Fire and Rescue Service we can be, working hard to ensure our communities are at the centre of what we do. We are committed to keeping people safe, improving quality of life and making our area a better place to live, work and visit. The assignment of the post will be to the Mayo Fire Services HQ based in Castlebar, covering the whole county and sub-stations. The successful candidate may be moved to undertake different functions in the future. Reporting to the Senior Assistant Chief Fire Officer or nominated Assistant Chief Fire Officer, the Assistant Fire Officer will be required to work as part of a multi-disciplinary team within the Fire Service to deliver key local authority services such as building inspections, fire prevention, fire safety engineering, building control, community fire safety, fire service operations and major emergency management. The capability to work in an inter-agency environment and with external stakeholders is essential. As an Assistant Fire Officer, the successful candidate will have an important role in the management of staff and will have to be capable of undertaking the role of incident commander at operational incidents and will participate in the on-call senior fire officer roster if required. Holders of the post will undergo such training as it is considered appropriate to the performance of the duties of the post. The Ideal Candidate Shall: • have a career record that demonstrates satisfactory relevant experience. • have strong interpersonal and communications skills. • have the ability to plan and prioritise work effectively and to work under pressure (both independently and as part of a team). • have the ability to work across functions/departments and with multidisciplinary teams. • have the capability to work in an inter-agency environment and with internal and external stakeholders. • demonstrate good professional judgement and decision making/problem solving skills. • have effective written and verbal communication skills with experience in the preparation and presentation of technical reports. • have sufficient relevant knowledge of the Fire Service and Building Control Legislation and Regulations. • have sufficient relevant knowledge and awareness of Health and Safety Legislation and Regulations, the implications for the organisation and the employee, and their application in the workplace. • be on the register maintained by either the RIAI under Part 3 of the Building Control Act 2007, the SCSI under Part 5 of the Building Control Act 2007 or Engineers Ireland under Section 7 of the Institution of Civil Engineers of Ireland (Charter Amendment) Act 1969. • have strong ICT skills. • have sufficient relevant knowledge and understanding of current fire service developments and how local authorities operate. Qualifications 1. Character Candidates shall be of good character. 2. Health Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. New entrants to the fire service must be medically fit¹ to undertake operational training associated with fire services work. 3. Education, Training, Experience Each Candidate must, on the latest date for receipt of completed application forms: a) Hold, in the National Framework of Qualifications: (i) A degree at Level 8 in engineering, architecture, or other building construction related discipline, or (ii) A professional qualification equivalent to one of the foregoing awarded by the relevant professional body, or (iii) A degree at Level 8 in a science or technology related discipline including physics, chemistry, environmental or computer science, information communications technology; or a fire related discipline including fire safety, emergency management or emergency services, or (iv) A degree at Level 8 together with a Level 9 qualification in a fire related discipline including fire safety, emergency management or emergency services. b) Have a satisfactory knowledge of some or all of the following: Principles and practices of fire safety Fire service operations Major emergency management Technological and industrial processes Telecommunications and information technology c) Have at least 2 years satisfactory relevant experience, including adequate experience in some or all of the areas specified in (b) above. d) Have a high standard of training in some or all of the areas specified in (b) above and, in the case of a new entrant to the fire service, successfully complete basic fire-fighter training and Breathing Apparatus Initial Wearers Course before the expiry of the probationary period. e) Be competent to perform efficiently the duties of the office and possess the appropriate qualities. In the event that an offer of employment is made, the candidate will be required to submit original copies of all relevant Education Qualifications to meet the requirements of Section 3 – Education, Training, Experience. 4. Required Documents Candidates MUST upload the following documents in the ATTACHMENTS section of the application portal: a) Full unendorsed Category B Driving Licence (front and back) or other Photo ID if licence not held b) Certificates for all declared qualifications – Secondary School, University, College etc c) Translations of any documents which are not in English or Irish d) For any qualifications not awarded in the Republic of Ireland, an accompanying Comparability Statement from Quality and Qualifications Ireland (QQI) to establish each qualification's comparability against the Irish National Framework of Qualifications e) A link to search your qualification and download a PDF determination can be found here – https://qsearch.qqi.ie/WebPart/Search?searchtype=recognitions Please note, Curriculum Vitae are not accepted and therefore should not be uploaded. 5. Desirable It is desirable that the successful candidate demonstrates experience and knowledge of the following through the completion of their application form and at interview: a) Assessing applications for both Fire Safety Certificates and Disability Access Certificates under the relevant Building Control legislation b) Carrying out inspections and audits to assess fire safety in buildings and other structures under the Fire Services Acts, 1981 and 2003 c) The inspection of licensed premises under Section 24 of the Fire Services Acts, 1981 and 2003 d) Assessing applications for Dangerous Substance Licences under the Dangerous Substances Act, 1972 e) Building Control legislation including powers of inspection and enforcement and the Building Control Management System (BCMS) f) The Energy Performance of Buildings Regulations 2012 to 2024 and the Construction Products Regulations 2013 Mayo County Council may carry out an examination of candidates to determine the level of competence in any of the areas and this may form part of the shortlisting process. 6. 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. Particulars of the Post 1. Position This employment is full-time, permanent and pensionable. A panel will be formed from qualified candidates from which any permanent or temporary positions at this grade which arise during the lifetime of the panel may be filled. 2. Salary The salary shall be fully inclusive and shall be as determined from time to time. The holder of the position shall pay to the Local Authority any fees or other monies (other than inclusive salary) payable to or received by such holder by virtue of the position or in respect of services which are required by or under any enactment to perform. Salary Scale: €47,770 - €50,438 - €52,425 - €54,487 - €56,600 - €58,748 - €60,915 - €63,083 - €65,250 - €67,421 - €69,603 - LSI1 €71,834 (after 3 years satisfactory service at maximum), LSI2 €74,068 (after 6 years satisfactory service at maximum). The starting pay for new entrants will be at the minimum of the scale and the rate of remuneration may be adjusted from time to time in line with Government pay policy. 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 hereinbefore 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 if qualified to do so. The following are among the principal duties envisaged: Holders of the post will also be required to perform duties in relation to fire operation, fire safety and Building Control if they are assigned to them. Holders of the post will undergo such training as it is considered appropriate to the performance of the duties of the post and will be expected to conduct in a competent manner the following activities: a) Management of fire service operational activities in accordance with the Fire Service Operational Plan b) Inspections in accordance with the Fire Service Act 1981 and 2003, Building Control Act 1990, and Mayo County Council’s Community Fire Safety Policy (including during performance inspections), and give evidence in court where required c) Give advice and talks on fire safety to all members of our community which may be out of normal working hours d) Issue enforcement notices as an authorised officer in accordance with the Fire Service Act 1981 and 2003 and attend and give evidence in court where appropriate e) Attend incidents as an authorised rostered senior fire officer, drill nights and exercises out of normal working hours f) Validate and process Fire Safety Certificates, Disability Access Certificates and Commencement Notices in accordance with the Building Control Regulations 1977 – 2014 g) Compilation of information and reporting on inspections, fire service training and operational activity, fleet management including requirements of the Health, Safety and Welfare Act 2005 to incorporate both management and operation of ISO 45001 Safety Management Systems h) Management of Mayo County Council’s Major Emergency Plan (MEM) and organising and participating in both local and regional MEM training and exercises i) Ensure compliance in the workplace with the requirements of Health and Safety legislation j) Undergo such training as considered appropriate to the performance of the duties of the office The above specification is not intended to be a comprehensive list of all duties involved and consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to him/her from time to time and to contribute to the development of the post while in office. Rostering Agreement The terms of the Senior Fire Officer Rostering Agreement 1996 (or as amended) will apply to this employment.
Receptionist
KEY PURPOSE OF THE JOB: The postholder will be at the forefront of customer services, dealing with the public at the reception desk and by telephone. The duties will also include operating a computerised booking and cash system, selling tickets, issuing receipts, maintaining information databases, and directing conference delegates and other users. The post holder will assume other delegated duties relevant to the post, reasonably assigned by the Senior Retail and Administration Co-ordinator, including participation in the interchange of duties and location to cover annual leave and other absences. KEY DUTIES AND RESPONSIBILITIES Provision of a full range of receptionist services, including dealing with the public in person, by telephone, and by email in accordance with the Council’s Customer Care standards. Processing incoming and outgoing mail. Operation of the switchboard, ensuring calls are correctly diverted and messages received are promptly delivered. Operation of a computerised booking and cash system, including recording, monitoring, and reporting to management all relevant information in relation to bookings and usage. Reconciliation of cash and processing lodgements in accordance with Council procedures. Promotion of stock, stock control, and merchandising. Promotion of Council services and special events, and assisting at events as required. Provision of clerical and administrative support, including word processing, filing, and maintenance of records. Ensure all Health and Safety legislation, published relevant guidelines, and Council Health and Safety policies and procedures are complied with in relation to the services and activities within the facility, to provide a safe environment for employees and contractors. To undertake general clerical duties to provide support across the Centre Management Section, appropriate to the level of the post. Note: The post holder should be aware that the responsibilities and functional areas of the post may be subject to change as a result of organisational change. The Council therefore reserves the right to change the duties of the post by adding to or amending the range of functional responsibilities. The post holder will be required to be flexible and adaptable to meet the changing needs and requirements of the organisation. The hours worked will be based on a shift pattern dictated by operational need. We are an equal opportunities employer, and we welcome applications from all suitably qualified persons. Qualifications and Experience It is essential that applicants have a minimum of: QUALIFICATIONS 1.1 – Five GCSE passes at grades A to C, NVQ Level 2 in Administration, or equivalent. EXPERIENCE 1.2 – A minimum of one year of experience in a customer service environment or receptionist post. Where applicants do not hold the qualifications as outlined in 1.1, they must demonstrate a minimum of three years of experience as outlined in 1.2 above. Technical Competencies and Skills
Summer Student Employment Scheme
Longford County Council is currently accepting online applications from third-level students for our 2026 Summer Student Employment Scheme. The Summer Student Employment Scheme is open to third-level students and will provide not only an opportunity to gain valuable work experience in the Local Authority but also a chance to see the wide range of services and future career opportunities offered by Longford County Council. The Summer Student Employment Scheme will offer successful applicants an eight-week placement from 06 July to 28 August 2026. Placements will be primarily office-based, though some field-work opportunities may exist in Environment or Community Outreach roles. The closing date and time for receipt of completed applications is 4:00pm Friday 01 May 2026. Late applications will not be accepted. It is the responsibility of the applicant to ensure that their application is submitted on time. Applications for the 2026 Summer Student Employment Scheme will only be accepted via the official online Application Form. Applications via email or hard copy will not be considered. Do not attach or include your CV – your CV will not be accepted as an application or as part of your application. Essential Criteria Applicants for the Summer Student Employment Scheme must: Particulars of Summer Student Employment Scheme Successful applicants will be offered an eight-week temporary appointment to a whole-time post (35 hours per week) and will be required to start employment on 06 July 2026. If they fail to take up the appointment on this date, or on another date as determined by the Council in its absolute discretion, they will be deemed to have withdrawn their interest in the Summer Employment Scheme, and the Council will not proceed with their appointment. Working Hours The current working hours are 35 hours per week, Monday to Friday. Longford County Council reserves the right to alter the hours of work from time to time in line with Government Circulars. All hours worked are subject to and recorded in accordance with the provisions of the Organisation of Working Time Act, 1997, and the Organisation of Working Time Regulations, 2001. Longford County Council requires employees to record their hours using a Clocking system. Reporting Students employed on the Summer Student Employment Scheme will be assigned to a Section and will report directly to their designated line manager, or to any other employee of Longford County Council as the Director of Services or the Chief Executive may designate for this purpose. Probation A system of regular appraisal will be in place for the duration of the temporary employment, which will include discussions between the employee and the line manager regarding performance and conduct. Tenure of employment for the duration of this temporary appointment is subject to satisfactory performance, attendance, and conduct. Employment may be terminated at any point during this temporary appointment if performance, attendance, and/or conduct is deemed unsatisfactory by the Chief Executive. Remuneration On appointment, successful candidates will be paid at the gross rate of €525.00 per week via PayPath directly to the nominated bank account. Payment will be made fortnightly. Remuneration is subject to all statutory deductions, for example PAYE, PRSI, and pension. Annual Leave The temporary contract provides four days paid annual leave over the eight-week period of employment, in addition to the paid Public Holiday on 03 August 2026. Employees should not avail of annual leave without prior consent and approval of their Line Manager. Approvals will have regard to work demands and operating requirements of the Section. Annual leave may be suspended during periods of exceptional work demands. Code of Conduct / Organisation Policies All employees will be required to adhere to all Longford County Council codes of practice (including the Code of Conduct of Employees and the Confidentiality Clause) and all other organisational policies (including Health & Safety, Communications, Data Protection, Equality, Attendance Management, and Use of Electronic Equipment, etc.). Training Employees are required to attend and participate fully in training programmes as may be decided by the Council for the duration of the appointment and to apply their learning throughout their daily working activities. Safety, Health & Welfare of Employees Longford County Council, as an employer, is obliged to ensure, as far as reasonably practicable, the Safety, Health & Welfare at Work of all its employees. Under the Safety, Health & 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 & 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.
Technician Grade 1
THE POSITION: Waterford City and County Council is seeking applications from suitably qualified candidates with relevant experience for the position of Technician Grade 1 . Waterford City & County Council will, following the interview process, form a panel for the post of Technician Grade 1 from which future relevant vacancies may be filled subject to sanction approval from the Department of Housing, Planning and Local Government. This panel will exist for 12 months and may be extended for a further period of 12 months at the discretion of the Chief Executive. INTRODUCTION TO ROLE: The purpose of the position of Technician Grade 1 is to provide, under the direction and supervision of the relevant engineering/cognate grade or other appropriate officer, such as draughting, technical and ancillary services of an advisory, supervisory or executive nature in all fields of Local Authority work including engineering, architectural, technological, planning and environmental services, including the supervision and control of staff, as may be required by a local authority. Duties and Responsibilities The actual duties will vary depending on assignment, but would for example include the following: · Responsibility for the execution of inspections, surveys, draughting and reporting as required · Responsibility and supervision of staff as required · Responsible for coordinating and managing site staff · The research, collection and collating of reasonably complex material · Preparation of reports and submissions · Acting for a Technician of a higher rank during his/her absence or as required to do so · Providing technical support to Engineers in the relevant section · Preparation of detailed design drawings for contract documents using Auto- Cad · Competence and Experience in use of GIS software · Good experience in site surveying and mapping · Carry out detail site survey and snagging works · Undertaking inspection and report · Preparing documentation for the public procurement and tendering of projects as well as all documentation required under current Health and Safety legislation · Preparation of Health and Safety documentation for all site works · Planning for, and supervision of, maintenance/construction works · Producing presentation work for Council and Public display · Be a good communicator and have good report writing skills · Any other activities as assigned by Line Manager/Supervisor 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. Qualifications The Minister for Housing, Local Government and Heritage has declared that the qualifications for the position of Technician Grade 1 shall be as set out hereunder. 1. Character Candidates shall be of good character. 2. Health Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Education, Training, Experience, etc. Each candidate must, on the latest date for receipt of completed application forms : (a) (i) have passed the N.C.E.A./H.E.T.A.C National Certificate Final Examination in 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 (ii) have at least three years satisfactory experience after attaining the qualification concerned Or (a) (i) 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 (ii) have at least three years satisfactory relevant experience in a technician post at Grade II or in an analogous office, Or (b) 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, And It is desirable but not essential that the Candidates possess CAD, AutoCad competency/experience, And Possess adequate training or experience relating to control and supervision of staff. Experience Each candidate must satisfy the local authority that he/she has had adequate experience of a type which would render him/her suitable to perform satisfactorily the duties of the office for which he/she is a candidate. 4 . Age Each candidate must be under 70 years of age on the latest date for receipt of completed Application Forms for the office if they are deemed not to be new entrants to the Public Service as defined by the Public Service Superannuation (Miscellaneous Provisions) Act 2004. However, the age restriction of 70 years does not apply to "new entrants" to the Public Service as defined by the Public Service Superannuation (Miscellaneous Provisions) Act 2004. Salary : Current Salary Scale: €49,260 - €58,368 (2nd LSI) The salary shall be fully inclusive and shall be as determined from time to time. The employee shall pay to the local authority any fees or other monies (other than his/her inclusive salary) payable to or received by him/her by virtue of his/her employment or in respect of services which he/she is required by or under any enactment to perform. Entry point of this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government & Heritage. In accordance with Departmental Circular letter EL 03/2025, 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 €49,260). Remuneration is paid fortnightly directly to the employee’s nominated bank account. The current wage pay cycle may be revised during the period of employment. Remuneration is subject to all statutory deductions, e.g. P.A.Y.E. and P.R.S.I. Increments are paid annually subject to satisfactory attendance, conduct and performance and national agreements. Increments may be withheld if performance, attendance and/or conduct are not satisfactory. Under the Public Service Stability Agreement 2013, the working hours for newly appointed/promoted staff are 37 hours per week. All posts will be offered on the basis of the candidate working whole time. Probation : Where a person who is not already a permanent officer of Waterford City & County Council is appointed, the following provisions shall apply:- (a) there shall be a period after such appointment takes effect, during which such person shall hold office on probation; (b) such period shall be one year but the Chief Executive may, at his or her discretion extend such a period; (c) such a person shall cease to hold office at the end of the period of probation, unless during such period, the Chief Executive has certified that the service of such person is satisfactory. Superannuation : The relevant Superannuation Scheme will apply. The provisions of the Local Government (Superannuation) (Consolidation) Scheme 1998 may apply. Persons who become pensionable officers who are liable to pay the Class A rate of PRSI contribution will be required, in respect of their superannuation contribution, to contribute to the local authority as follows: 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (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 officers who are liable to pay the Class D rate of PRSI contribution will be required, in respect of their superannuation contribution, to contribute to the local authority at the rate of 5% of their pensionable remuneration. The provisions of the Spouses and Children’s/Widows and Orphans Contributory Pension Scheme will continue to apply. New entrants will be admitted to the Single Public Service Pension Scheme with effect from the date of appointment. The scheme is contributory and provides pension, retirement gratuity, death gratuity and survivors benefits. To qualify for a pension the successful candidate must have served a minimum of two years employment in a Local Authority. 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. Incentivised Scheme for Early Retirement (ISER) It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees, under that Scheme, are debarred from applying for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position. Hours of Work: The normal working hours are 35 hours per week. Flexible working arrangements apply. 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 30 days per annum. The Chief Executive of Waterford City & County Council retains autonomy with regard to office closures, (e.g. Christmas Office Closure); any days arising from such closure will be reserved from the employee’s annual leave entitlement. Proposed office closure days will be reviewed and advised to all employees each year. Residence : The successful candidate shall reside in the district in which his/her duties are to be performed, or within a reasonable distance thereof. Drivers Licence: Waterford City & County Council employees may on occasion be required to use their car on official business. In such situations the employee must hold a current clean driver’s licence and have available adequate means of transport. It is the responsibility of the employee to arrange the appropriate car insurance for business use and to indemnify Waterford City & County Council with the indemnity specified on the insurance certificate under the heading “Persons or classes of person who are covered”. Documentation to confirm the appropriate insurance cover will be required to be supplied to the Council on an annual basis. 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. Location of assignment/appointment: Waterford City & County Council reserves the right to assign the successful candidate to any premises in use by the Council, now or in the future. The person appointed will be required to report to their place of work by their own means of transport and at their own expense. 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: Technician Grade 1 report directly to the 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 cooperate with the implementation of any and all measures necessary to achieve same.
Housing Welfare Officer
Offaly County Council invites applications from suitably qualified persons, who wish to be considered for inclusion on a panel from which permanent and temporary vacancies for a Housing Welfare Officer may be filled throughout the lifetime of the panel. Duties The duties of the post will include but will not be limited to the following: · The provision of Social Work and welfare services to housing applicants and housing tenants with particular emphasis on key target groups including but not limited to Homelessness & HAP claimants, Older persons, Travellers, Disability cases (Intellectual, Physical, Sensory & Autism) including Children’s Disability cases, Mental Health etc…The role is to support clients of Social Housing Supports in attaining and sustaining tenancies with strong emphasis on inter- agency working to support the Housing client. · Visits as required and as necessary to housing applicants and tenants residing in local authority accommodation, and to other housing applicants as assigned by the line manager. · Undertake needs assessments for housing applicants and housing tenants, including the key target groups, seeking accommodation supports. · Make recommendations on allocations of social housing (include AHB nominations) with particular emphasis on the key target groups, as outlined above. · Support the Homeless Team in managing social housing and homelessness services, working directly with individuals experiencing or at risk of homelessness. · Ensure that tenancy agreements are being observed and report issues arising, to relevant personnel or appropriate agencies. · Ensure other support needs are referred to the relevant provider/service if identified. · Liaise with other agencies, both state and NGOs and attend inter agency meetings and case conferences as required. · Refer child protection concerns to the appropriate agency in accordance with the Children First Guidelines and Council policy. · Attend and present at meetings of the Housing Strategic Policy Committees and any other meetings, as requested by the line manager. · Assist tenants to engage with other sections of the local authority or government departments from which they may need assistance or advice. · Participate in the review of policies and assist in implementation. · Assist in the implementation of new and existing initiatives on all housing related matters. · Participate in the review of the statutory Traveller Accommodation Plan and all other Plans and Strategies relevant to Offaly County Council’s Housing Services. · Keep clear and concise reports of referrals and supported tenancies. · Have excellent knowledge of Excel, Microsoft and PowerPoint. · Undertake additional training and continued professional development as required. · Ensure the maintenance of service user and data confidentiality. · The post holder may be designated as a Nominated Contact Person under the Children First Act 2015 and may be required to fulfil related statutory responsibilities in accordance with Children First guidance. · Deputise for other employees of the Council when required. · To undertake any other duties as assigned. ESSENTIAL REQUIREMENTS FOR THE POST The ideal candidate for the post will have an ability to work effectively within a team to achieve a common goal, ensuring standards are adhered to and maintained whilst also being capable of working on their own initiative. It is desirable that candidates demonstrate through their application form and at the interview the following: • Possess excellent professional experience, knowledge and skills • Experience of social work within a housing context • Knowledge and experience of crisis intervention • Knowledge and experience of a range of social work models/interventions • Experience of working with vulnerable adults • Experience in relation to child protection • Experience in engaging with a diverse range of stakeholders and maintaining good working relationships • Experience in project management • Experience in dealing effectively with conflicting demands • Demonstrated ability to work under pressure to tight deadlines • Experience in liaising with (external) agencies • Demonstrate excellent communication and interpersonal skills • Demonstrate ability in leadership and decision-making skills • Demonstrate ability to work independently or within multi-disciplinary teams • Demonstrate problem solving skills • Demonstrate planning and organisational skills • Demonstrate proficiency in ICT and presentation skills • Demonstrate a good understanding of safety management in the workplace including Health & Safety legislation and regulations. COMPETENCIES FOR THE POST Key Competencies for the post of Housing Welfare Officer (Professionally Qualified Social Worker) 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: Understanding Purpose & Change Political Awareness · Has knowledge and understanding of local authority functions and structures. Knowledge of Local Government · Understands key challenges facing the local authority sector and Offaly County Council. 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 they represent. Bringing about Change · Demonstrates flexibility and an openness to change. Role of Housing Welfare Officer (Professionally Qualified Social Worker) · Understands the role of Housing Welfare Officer (Professionally Qualified Social Worker) within a Housing context. Delivering Results Problem Solving and Decision Making Performance through People - Communicating Effectively 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 – Personal Motivation and Initiative 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. QUALIFICATIONS 1. Education, Training, Experience, etc. Essential Requirements: Candidates shall: (a) Hold a professional qualification in Social Work prescribed under the Health and Social Care Professionals Act 2005 (as amended); (b) Have a Letter of Validation issued by CORU/National Social Work Qualifications Board; (c) Be eligible for registration with CORU* (d) Possess a high standard of administrative and management experience; and (e) Have a satisfactory knowledge of public service organisations. *Successful candidates will be required to satisfy the Local Authority that they are registered with CORU before a formal offer of employment will be made. Desirable (but not essential): (a) Possess satisfactory knowledge and experience of social housing policy and legislation. (b) Previous experience in client management in a housing context * 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 €55,761 - €73,081 (LSI 1) 3. 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. 4. Working Hours: The working hours at present provide for a five day, thirty-five hours working week, hours may vary from time to time. The working hours may be reviewed at any time by the Council. The post may require flexibility in working outside of normal hours, including at weekends, as necessary. No additional remuneration will be paid in respect of such activities. The provisions of Offaly County Council’s Time and Attendance Policy is applicable to this grade at the current time. A flexible working hours system is in operation subject to the terms and conditions of the Time and Attendance Policy. 5. 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) 6. Sick Leave: The terms of the Public Service Sick Pay Scheme will prevail. 7. Probation: Appointees will be on probation for the first year of employment. The terms of the Offaly County Council Probation Policy will apply. 8. 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 (i.e.. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependent or qualified children). 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. 9. 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. 10. 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. Travel 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. 11. Recruitment & Selection Processes: Shortlisting: Normally the number of applications received for a position exceeds that required to fill existing and future vacancies to the position. While a candidate may meet the eligibility requirements of the competition, if the numbers applying for the position are such that it would not be practical to interview everyone, Offaly County Council may decide that a number only will be invited to same. In this respect, Offaly County Council provide for the employment of a short-listing process to select a group for interview who, based on an examination of the application forms, appear to be the most suitable for the position based on the specific competencies identified in the job description . An expert board will examine the application forms against a pre-determined criteria based on the requirements of the position. This is not to suggest that other candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates, who based on their application, appear to be better qualified and/or have more relevant experience. It is therefore in your own interest to provide a detailed and accurate account of your relevant qualifications/ experience on the application form. On occasions a short-listing interview may take place.
Executive Parks & Landscape Officer
QUALIFICATIONS 1. Character: Candidates shall be of good character. 2. Health: Candidates must be in a state of health that indicates a reasonable prospect of ability to render regular and efficient service. For the purpose of satisfying the requirement as to health, each successful candidate must, before appointment, undergo at their expense a medical examination by a qualified medical practitioner nominated by the Local Authority. On taking up employment, the expense of the medical examination will be refunded to the candidate. 3. Education and Experience: Each candidate must, on the latest date for receipt of completed application forms: (a) Education: Candidates shall hold a qualification in Horticulture, Landscape Architecture, Arboriculture, Natural or Environmental Science (Level 8 or higher on the National Framework of Qualifications). (b) Experience:
Access Officer
BACKGROUND Dublin is an international capital city and is the economic engine of the region and the State. Dublin City Council has a unique and critical role in local government: it is the largest local authority in Ireland, with 63 Elected Members representing and serving 588,000 people in the city area. It plays a pivotal role in the provision of services to the almost 1.5 million people in the Dublin Region, and in ensuring that the city can welcome and support a large number of visitors daily for employment, business, recreation, and tourism. Dublin City Council takes the lead role in shaping the strategic vision of Dublin as a dynamic and sustainable city and seeks to continually enhance the city’s attractiveness as a place in which to invest, to work, to live, and to visit. With an annual expenditure of almost €1.8 billion (revenue and capital) and a workforce of 6,200 (FTEs), the City Council provides a diverse, multi-layered, and evolving range of services and infrastructure to both citizens and visitors to Dublin that sustain the life of the city. These services include the provision of housing, planning, development, economic, environmental, roads and traffic, fire and emergency, leisure, cultural, and community services. Many of these services, including traffic, drainage, and fire and emergency services, are provided on a regional basis for the Greater Dublin Area. The continuing development and renewal of the city’s infrastructure, urban fabric, and facilities, in conjunction with other public authorities, is a key feature of the Council’s role and an essential support to the national economy. The Council has a critical role in supporting the economic growth and development of the city, its cultural and recreational life, and makes a major investment in social inclusion and community development through a wide range of housing, community, and area-based services. The Council is increasingly exploring new and innovative ways to tackle city challenges, particularly as they relate to climate and sustainability, and to deliver services while meeting citizens’ changing expectations, achieving efficiencies, and continuing to meet the demand for increased accountability. THE JOB The Access Officer is a key strategic role within Dublin City Council, responsible for advancing accessibility, inclusion, and equality across all Council services and public-facing activities. This position underpins the Council’s commitment to creating a city that works for everyone, including disabled people, neurodiverse individuals, older persons, and others who experience access barriers. The Access Officer will work across departments and with external stakeholders to embed accessibility into policy, service design, infrastructure, digital platforms, and public engagement. The role is central to Dublin’s ambition to lead the way in building an inclusive and accessible urban environment, promoting accessible public events, and equitable housing provision. The role supports the implementation of relevant legislation, particularly the Disability Act 2005, the Equal Status Acts 2000 to 2015, and the Public Sector Duty under the Irish Human Rights and Equality Commission Act 2014. It also aligns with Ireland’s commitments under the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD) and the National Human Rights Strategy for Disabled People 2025–2030. THE IDEAL CANDIDATE The ideal candidate for the role of Access Officer will be a strategic, empathetic, and solutions-focused professional with a strong understanding of accessibility and inclusion in the public sector. They will demonstrate: • A clear understanding of the diverse needs of people who experience access barriers, including disabled people, neurodiverse individuals, older persons, and others. • A strong working knowledge of relevant legislation, particularly the Disability Act 2005, the Equal Status Acts 2000 to 2015, and the Public Sector Duty under the Irish Human Rights and Equality Commission Act 2014. • Familiarity with international frameworks such as the UN Convention on the Rights of Persons with Disabilities (UNCRPD) and the EU Disability Strategy 2021–2030, and the ability to apply these in a local government context. • Familiarity with the National Human Rights Strategy for Disabled People 2025–2030, and an understanding of its relevance to local authority service delivery and planning. • Experience working with Disabled Persons Organisations (DPOs) or other advocacy groups, ensuring that lived experience informs policy, service design, and accessibility improvements. • A good understanding of the structure, functions, and responsibilities of local government in Ireland, and experience working within or alongside public sector organisations. • Excellent communication and interpersonal skills, with the ability to engage effectively across departments and with external stakeholders. • Proven ability to deliver training, conduct access audits, and contribute to policy development and service improvement. • A commitment to universal design, equality, and human rights. • Strategic thinking and problem-solving skills, with the ability to translate legislation and policy into practical outcomes. • A collaborative mindset and the ability to work constructively with others to achieve shared goals. QUALIFICATIONS Character: Each candidate shall be of good character. Health: Candidates shall be in a state of health that indicates 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 applications: (a) (i) Have obtained at least a Grade D (or Pass), in Higher or Ordinary Level, in five subjects (or four subjects if Irish is included) from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme, including Irish and/or English, and one of the following: Mathematics, Accounting, Business Organisation, or Economics, and (ii) Have obtained at least Grade C (or Honours) in higher level (or Honours) papers in three subjects in that examination (or two subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation, or Economics), or (b) Have obtained a comparable standard in an equivalent examination, or (c) Hold a third-level qualification of at least degree standard, and (d) Have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organisation, and control of staff. Desirable: A postgraduate qualification in a relevant discipline is desirable. Areas of study may include Disability Studies, Equality and Human Rights, Inclusive or Universal Design, Architecture or Engineering with an accessibility focus, Public or Social Policy, Community Development, or Health and Social Care with relevance to disability services. Such qualifications should reflect a strong academic foundation in the principles of accessibility, inclusion, and the legal and policy frameworks that support the rights of disabled people. Candidates are required to upload documentation for the qualification with their online application. Non-Irish qualifications must be accompanied by a determination/comparability statement from Quality and Qualifications Ireland (QQI) and a translation if necessary. Candidates who do not submit required documentation by closing date will be deemed to have an incomplete application. DUTIES The duties of the post include, but are not limited to: • Provide Accessibility Support: Provide, arrange, and coordinate assistance and guidance to persons with disabilities in accessing Dublin City Council services, facilities, and information. • Ensure Legislative Compliance: Support compliance with statutory obligations under disability and equality legislation, including the Disability Act 2005 and Equal Status Acts. • Maintain Accessibility Policies: Regularly review and update internal accessibility policies and procedures to reflect legislative changes, best practice, and evolving service needs. • Custodian of Knowledge Base: Maintain the knowledge base ensuring information is accurate, accessible, and updated. • Promote Organisational Awareness: Promote awareness of accessibility and inclusion across all departments and staff levels. • Communicate Progress and Impact: Ensure the Council’s progress in addressing the access and service needs of disabled people is communicated internally, within the community, and more broadly. • Support Disability Equality Training: Assist in the development and delivery of training for staff. • Conduct Access Audits: Carry out or arrange access audits of Council buildings, services, and events, advising on improvements in line with best practice and legal requirements. • Contribute to Strategic Programmes: Support programmes that advance accessibility and inclusion, including the National Human Rights Strategy for Disabled People 2025–2030 and the DPO Consultation Framework. • Coordinate with DPOs: Sustain engagement with Disabled Persons’ Organisations (DPOs) and advocacy groups, ensuring inclusive and representative consultation. • Support Accessibility Champions: Identify and support staff to act as accessibility champions, embedding inclusive practices throughout the organisation. • Promote Accessibility Leadership: Encourage accessibility leadership by supporting internal networks, mentoring champions, and contributing to a culture of inclusion. • Other Duties: Undertake other duties appropriate to the role as assigned. Duties may vary over time, reporting to the Chief Executive or designated Officer. SELECTION PROCESS • The post will be filled through a public competition conducted by or on behalf of Dublin City Council. • Eligibility and shortlisting will be based on information supplied in the application form and assessment questions. • A panel may be formed from which appointments will be made. Panel life is one year. • Appointees may be required to take up the position within one month unless extended by the Council. • Successful candidates may undergo pre-employment medical and reference checks. Shortlisting: Candidates may be shortlisted based on their application forms and responses to assessment questions, reflecting skills and experience essential for the role. Interview: Competency-based interviews will assess: • Management and Change • Delivering Results • Performance through People • Personal Effectiveness • Local Authority Knowledge & Experience SALARY €60,611; €62,095; €63,826; €65,563; €67,300; €68,852; €70,442; €71,982; €73,518 (Maximum); €76,149 (1st LSI after 3 years satisfactory service on Maximum); €78,795 (2nd LSI after 3 years satisfactory service on 1st LSI). Entry point determined by Departmental Circulars. Rate may be adjusted in line with Government policy. Working hours are 35 hours per week. PARTICULARS OF POSITION (a) Permanent, whole-time, and pensionable. (b) Dublin City Council reserves the right to assign an employee to any Department. (c) One year’s probation applies. CITIZENSHIP Candidates must be, by the date of application: a) An EEA citizen (EU Member States, Iceland, Liechtenstein, Norway), or b) A UK citizen, or c) A Swiss citizen pursuant to the EU-Switzerland agreement, or d) A non-EEA citizen who is a spouse or child of an EEA, UK, or Swiss citizen with a Stamp 4 visa, or e) A person granted international protection under the International Protection Act 2015, or family member entitled to remain, with a Stamp 4 visa, or f) A non-EEA citizen who is a parent of a dependent child who is an EEA, UK, or Swiss citizen and has a Stamp 4 visa. Dublin City Council welcomes all nationalities and ethnic backgrounds and reserves discretion to vary requirements subject to business needs.
Executive Technician Civil
General Information: County Leitrim, located in the North West of Ireland, has a growing economy, picturesque landscape, vibrant communities and a strong arts and cultural sector. Leitrim County Council’s vision is to build an economically strong, creative, inclusive county, making Leitrim the best place to live, work, invest and visit. Key to the achievement of our priorities and objectives is a skilled and committed workforce, supported by enabling technologies, efficient work processes and learning and development opportunities. We are committed to the training, support and encouragement of our staff and we offer benefits across family friendly initiatives, personal development and wellbeing of staff. The Role: Leitrim County Council is seeking to establish a panel to fill permanent Executive Technician (Civil) vacancies which may arise during the lifetime of the panel (12 months). Under the direction and supervision of the appropriate line manager, the position of Executive Technician (Civil) in Leitrim County Council will involve the provision of such technical services of an advisory, supervisory or executive nature as may be required by the Council in the exercise and performance of its powers, functions and duties. The Qualifications: 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. Citizenship: Candidates must, by the date of any job offer, be: i. A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or ii. A citizen of the United Kingdom (UK); or iii. A citizen of Switzerland pursuant to the agreement between the European Union and Switzerland on the free movement of persons; or iv. A non EEA citizen who is a spouse or child of an EEA or United Kingdom or Swiss citizen and has a Stamp 4 visa; or v. A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a Stamp 4 visa; or vi. A non EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the United Kingdom or Switzerland and has a Stamp 4 visa. Education, Training, Experience, etc.: Each candidate must, on the latest date for receipt of completed application forms: (a) have satisfactory experience in a technician post (civil) at Grade II or higher level or in an analogous post under a local authority or health board in the State; (b) have at least five years satisfactory relevant experience in a technician post (civil) at Grade II or higher level or an analogous post; (c) have a wide knowledge of all the technical aspects of local authority work and also a deeper knowledge of at least one section of the work; (d) possess adequate training and experience relating to dealings with other departments within their own organisations and with other bodies; and (e) have adequate experience in the supervision and control of staff. Note: Candidates must hold a current valid unendorsed driving licence in respect of category B vehicles or equivalent in the European Union model driving licence and must advise if this is not the case. A copy of the licence must be submitted with your application. The Ideal Candidate Shall Have: • Knowledge of and experience in modern land surveying techniques and standards. • Competent knowledge, understanding of and ability to utilise technical software packages such as MapInfo, AutoCAD and ArcGIS. • Experience in the checking and handling of survey data and information using appropriate software and using the same in the production of usable ground models for use in AutoCAD Civil or other road design software packages. • Extensive experience in the production, management and quality control of technical drawings in the AutoCAD environment for projects. • Adequate experience in checking and reviewing drawings to maintain internal CAD standards. • Working knowledge of using the Building Regulations and Technical Guidance Documents. • Experience of mapping queries and Land Registry. • Excellent computer skills with the ability to prepare and present technical and statistical reports and good information and data management. • Good organisational skills. • Excellent interpersonal and communication skills and the ability to engage with a wide range of stakeholders. • Ability to work on own initiative and independently or within multi disciplinary teams. • Ability to manage workload and work on own initiative to meet deadlines. The Principal Terms and Conditions: The post is whole time, permanent and pensionable. A panel will be formed from which permanent Executive Technician (Civil) vacancies arising during the lifetime of the panel (12 months) may be filled. Duties The duties of the office are to give to the local authority and: (a) such other local authorities or bodies for which the Chief Executive, for the purposes of the Local Government Acts, is Chief Executive; and (b) to any other local authority or body with which an agreement has been made by the local authority or by any of the authorities or bodies mentioned in sub paragraph (a) of this paragraph, under the general direction and control of the Chief Executive or of such other officers as the Chief Executive may from time to time determine, such appropriate services of a technical, administrative, supervisory and advisory nature as are required for the exercise and performance of any of its powers, duties and functions as may be delegated to him or her by the Chief Executive from time to time and shall include the duty of deputising for other officers of the local authority. Reporting to the Senior Executive Engineer, or such other officer as may be determined from time to time, the main duties and responsibilities of the Executive Technician (Civil) may include, but will not be limited to, the following: • Providing technical services relevant to the area of responsibility to which he or she has been assigned, for example site inspection, site surveying, preparation of detailed dimensional drawings, design layout, mapping and graphics, report writing, project tendering and such other duties associated with the role. • Involvement in the production of drawings and documents relating to the design, tender and construction of capital projects and in the operations environment. The person will also be involved in projects which could be carried out by the Council and or by contractors. The role will include the preparation of reports for planning assessment, land disposal or acquisition and for court proceedings. • Preparation of drawings, specifications and other tender documents, the analysis and tender assessment and recommendation reports. • Preparation of public consultation display material and assistance with public consultation requirements. • Preparation of health and safety documentation for work and implementation of department and section health and safety controls. • Reading and reviewing maps, project drawings and plans, technical specifications and related documents. • Operating the appropriate technology as required to carry out the work to which he or she has been assigned, for example AutoCAD, GIS, MapInfo, graphics and Microsoft Office. • Undertaking surveying on site and being capable of setting out with GPS. • Estimating project technical or resource requirements. • Managing work files and providing progress reports. • Carrying out all duties and responsibilities in relation to safety and health including risk assessments, standard operating procedures, toolbox talks, inspections, investigation of incidents and making recommendations. • Budget preparation and management of the same. • Working as part of a multi disciplinary team. • Supervision of staff or projects assigned to him or her. • Contributing to individual staff development, personal development and team development initiatives. • Competent in making decisions on a daily basis with regard to safety, cost, efficiency and critical importance. • Representing the Council at a variety of meetings for engagement with both internal and external stakeholders. • Liaising with other departments, members of the public and external agencies in relation to operational aspects of assigned work. • Supervision of contractors when required to ensure that all works are carried out as per specification and in compliance with requirements. • Reporting on planning or other applications as required. • Attendance at site or sites and carrying out of inspections as required including taking measurements, readings and calculations. • Being accountable for efficient and effective processing of work assigned to him or her. • Acting, when required, for a more senior employee during his or her absence for any reason. • Undertaking any other duties of a similar level and responsibilities that may be required from time to time. These duties are indicative rather than exhaustive and outline the main functions and responsibilities of the post of Executive Technician (Civil) and may be subject to change in the future 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. The person appointed may be required to attend court, as necessary, on behalf of Leitrim County Council. Salary: The salary scale for the position of Executive Technician (Civil) is within the range (scale effective from 1 February 2026): €52,440 - €53,675 - €54,956 - €56,261 - €57,585 - €58,900 - €60,821 (LSI) - €62,740 (LSI 2) Entry point to this scale will be determined in accordance with relevant Departmental Circulars. Offers of appointment to persons who are not serving local authority employees will be based on the minimum of this scale. The rate of remuneration may be adjusted from time to time in line with Government policy. The salary shall be fully inclusive and shall be as determined from time to time. The holder of the post shall pay to the local authority any fees or other monies (other than his or her inclusive salary) payable to or received by him or her by virtue of the post or in respect of any services which he or she is required by or under any enactment to perform. Residence: The holder of the post shall reside in the district in which his or her duties are to be performed or within a reasonable distance thereof and will be required to serve in the Local Authority’s offices or wherever assigned by the Local Authority. Leitrim County Council reserves the right to, at any time, reassign an employee to any department now or in the future. Leitrim County Council reserves the right to, at any time, assign an employee to any base or to any premises in use by the Council now or in the future. Probation: All contracts will be subject to a probationary period, during which the performance of the successful applicant will be regularly evaluated. Where a person is permanently appointed to Leitrim County Council the following provisions shall apply: (a) There shall be a period after appointment takes effect during which such a person shall hold the position on probation; (b) Such period shall be one year but the Chief Executive may, at his or 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. Health: For the purpose of satisfying the requirement as to health it will be necessary for each successful candidate, before he or she is appointed to a permanent position, to undergo a medical examination by a qualified medical practitioner to be nominated by the local authority. Annual Leave: The annual leave entitlement for this post will be 30 days per annum. The annual leave year runs from 1 January to 31 December. Working Hours: The successful candidate’s normal hours of work will be 35 hours per week, Monday to Friday. The Council reserves the right to alter hours of work from time to time. All hours of work will be subject to and recorded in accordance with the provisions of the Organisation of Working Time Act 1997 and the Organisation of Working Time Act (Regulations) 2001. Superannuation: All new entrants to pensionable public service employment on or after 1 January 2013 will be members of the Single Public Service Pension Scheme. All members of the Single Public Service Pension Scheme will be required to contribute 3.5% of net pensionable remuneration plus 3% of pensionable remuneration. Pension and retirement lump sums for members of the Single Public Service Pension Scheme will be based on career average pay; pensions will be co ordinated with the State Pension Contribution Scheme. Persons who are pensionable under the Local Government (Superannuation) (Consolidation) Scheme 1998 and are liable to pay the Class A rate of PRSI contribution will be required in respect of superannuation to contribute to the local authority at the rate of 1.5% of pensionable remuneration plus 3.5% of net pensionable remuneration (that is pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). You will also be required in respect of the Local Government (Spouses and Children’s Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of pensionable remuneration in accordance with the terms of the Scheme. Persons who become pensionable officers of a local authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of his or her superannuation to contribute to the local authority at the rate of 5% of pensionable remuneration. You may also be required to pay spouses and children or widows and orphans contributions at the rate of 1.5% of pensionable remuneration. 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 1 January 2013. The Act introduced new retirement provisions for new entrants to the public service appointed on or after 1 January 2013, as well as to former public servants returning to the public service after a break of more than 26 weeks. In accordance with Circular Letter 24/2020, Single Pension Scheme members’ normal retirement age will be in line with the age of eligibility for the State Pension (Contributory). Compulsory retirement age will be 70. There is no mandatory retirement age for new entrants to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004. Anyone who is not a new entrant to the public service, as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004, had been subject to a compulsory retirement age of 65 years. The Public Service Superannuation (Age of Retirement) Act 2018 provides for an increase in the compulsory retirement age of most pre 2004 public servants from age 65 to age 70. Pension Abatement: If an appointee has previously been employed in the Civil or Public Service and that appointee is entitled to or in receipt of a pension from the Civil or Public Service, or where a Civil or Public Service pension comes into payment during the appointee’s re employment, that pension will be subject to abatement in accordance with Section 52 of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. Please note: In applying for this position you are acknowledging that you understand that the abatement provisions, where relevant, will apply. It is not envisaged that the employing Department, Office or Body will support an application for an abatement waiver in respect of appointments to this position.
Litter Warden
About Fingal County Council Fingal is a highly attractive place to live, work, visit and do business. It comprises a geographical area of 450 sq.km stretching from Balbriggan in the north, to Blanchardstown in the west and to Howth in the east. The area is defined by the diversity of its landscape and settlement patterns with rural, urban and suburban locations all rolled into one county. There is 88kms of coastline, three large protected estuaries and salt marsh habitats and 13 major beaches. Fingal County Council is one of the county’s major local employers and currently employs approximately 1,600 staff. The Council is mandated to deliver a diverse range of functions and services which can be broadly described under the headings of the provision of physical and social infrastructure, housing, economic and tourism development, community development, recreation and amenity services and the management of the planning and environmental regulatory framework. The role of the County Council as provided for in law is to represent, lead and serve the communities of Fingal. 1. The Role Reporting to the Environment, Climate Action, Active Travel and Sports Directorate, The Litter Warden will play a pivotal role in enforcing litter laws and promoting cleanliness throughout the County as set out in the objectives and actions of the Fingal County Council Litter Management Plan. The Litter Warden will also liaise directly with the Dog Warden Service contractor and the Animal Welfare Section on issues relating to the issuing of Litter Fines, patrols and educational awareness activities. Liaise and co-operate with the Waste Enforcement Section and the Operations Department on issues regarding litter enforcement and illegal dumping. 2. Duties The key duties of the Litter Warden include, but are not limited to: Candidates may be shortlisted for interview based on the desirables listed above. Uniform The person appointed will be required to wear a uniform, including a luminous safety vest, and all other appropriate Personal Protective Equipment (which will be supplied by the Council) at all times when on duty, unless otherwise authorised by the County Council. Particulars of Employment The employment is whole time, permanent and pensionable. Persons who become pensionable employees of a local authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependent or qualified children). 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 Children’s Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the Scheme. PROBATION (a) there shall be a period after such employment takes effect during which such persons shall hold such employment on probation, (b) such period shall be one year but the Chief Executive may at his or her discretion extend such period, (c) such persons shall cease to hold employment at the end of the period of probation unless during such period the Chief Executive has certified that the service of such persons is satisfactory. SALARY €766.61 - €802.34 per week Persons who are not serving local authority employees will be based on the minimum of the scale. Holders of the post shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their post or in respect of any services which they are required by or under any enactment to perform. HEALTH For the purpose of satisfying the requirement as to health it will be necessary for successful candidates, before they are employed, to undergo a medical examination by a qualified medical practitioner to be nominated by the Local Authority. RETIREMENT AGE The retirement age is 70 years. Recruitment A local authority may decide, by reason of the number of persons seeking admission to a competition, to carry out a shortlisting procedure. The number of persons to be invited, in these circumstances, to interview shall be determined by the local authority from time to time, having regard to the likely number of vacancies to be filled. Selection will be by means of an interview conducted by or on behalf of the local authority. Candidates will be required to pay any expenses incurred by them in attending the interview. Panels may be formed on the basis of such interviews. Candidates whose names are on a panel and who satisfy the local authority that they possess the qualification declared for the post and that they are otherwise suitable for employment may, within the life of the panel, be employed as appropriate vacancies arise. The local authority shall require a person to whom employment is offered to take up such employment within a period of not more than 6 weeks and if he or she fails to take up the employment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not employ the person.
Senior Library Assistant
THE IDEAL CANDIDATE The Ideal Candidate must be able to demonstrate that they have sufficient experience and a proven track record in the following: • Have knowledge of the structure and functions of the local government library service, of current issues, future trends and strategic direction of library services and an understanding of the role of the Senior Library Assistant in this context • Have a strong sense of commitment to delivering quality public services and be willing to take on a challenge • Be highly motivated and have excellent interpersonal and communications skills • Demonstrate the ability to supervise and motivate a team effectively and maintain productive working relationships within the organisation and with customers • Have effective budget management skills • Have experience of planning/prioritising to meet targets and delegating work appropriately • Have experience of problem solving/decision making • Demonstrate openness and a willingness to adopt new ways of working and involve others in change Desirable Requirements Kilkenny County Council can for any position they advertise, include Desirable Requirements. Desirable Requirements are those that would be beneficial to optimising job performance. Desirable Requirements can be used if necessary to reduce numbers called for interview. It is desirable that each candidate shall: • Possess a high level of ICT proficiency, digital and social media • Have an ability to supervise a team effectively to achieve a common goal, ensuring strong governance, ethics and standards are adhered to and maintained Applicants should satisfy themselves they are eligible under the required qualifications. Kilkenny County Council may not be in a position to investigate the eligibility of all candidates in advance of the interview/examination, and hence persons who are ineligible but nevertheless enter, may put themselves to unnecessary expense. JOB DESCRIPTION Kilkenny County Council Library Service operates in a dynamic and changing environment across its network of 8 branch libraries, one mobile library service, Library Administrative Headquarters including Local Studies. The library service is charged with delivering on the aims and objectives of the sector’s 5-year strategy, "The Library is the Place" (2023–2027) and the local library development plan The Kilkenny Library Development Plan 2025–2029 "Creating Vibrant and Sustainable Communities”. The Senior Library Assistant will work as part of a multidisciplinary team to meet the wide-ranging information, education, research and cultural needs of the citizens of Kilkenny. 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 that employees function in a flexible manner and work effectively together as a team to deliver required outcomes or outputs. JOB DUTIES AND RESPONSIBILITIES The main duties and responsibilities of the librarian will be consistent with the provision of a modern 21st century public library service that is responsive to the changing requirements of customers of all ages and abilities. The duties will include but are not limited to: • Dealing proactively and professionally with customers across a range of platforms – electronic, phone and in person • Management of information systems and ICT systems • Supervision of staff attendance and performance management • Communicate and liaise effectively with colleagues, managers and customers in relation to operational matters for their work area • Networking and community engagement • Contributing to publicity and promotional activities • General branch management and development • Contributing to events programming – workshops/story times/lectures • Cash and budget management • Ensuring good governance in his/her area of responsibility in respect of health and safety, child protection, data protection, business continuity and other relevant matters, in accordance with Council policies • Maintenance and review of statistical and financial records • Support the library management team/line manager in the implementation of work programmes and initiatives in delivering national and local library strategies and as required by the Council’s objectives and operational plans • Any other duties that may be assigned as part of the overall functioning of the Library Department The above specification is not intended to be a comprehensive list of all duties involved and consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to him/her from time to time and to contribute to the development of the post while in office. PARTICULARS OF OFFICE TYPE OF POST To form a panel from which Permanent, Fixed Term, Specific Purpose and where applicable Acting-Up contract posts may be filled during the lifetime of the panel. SALARY The salary shall be fully inclusive and shall be as determined from time to time. The holder of the office shall pay to Kilkenny County Council any fees or other monies (other than 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. In accordance with EL02/2011 persons who are not serving Local Authority employees must be placed on the minimum of the scale. Where a person being appointed is a serving Local Authority employee normal starting pay rules will apply. The rate of remuneration may be adjusted from time to time in line with government policy. The current salary scale for the position is €36,113 minimum of the scale to €55,460 maximum of the scale inclusive of LSI’s. 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 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). 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 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 the value of the Contributory State Pension and a further 1.5% is payable for spouse and children’s contributions. ‘Non-New Entrants’ have a minimum retirement age of 60 and a compulsory retirement age of 70. ‘New Entrants’ have a 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. Contributions are 5% of basic salary and 1.5% of basic salary towards 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. Prior to appointment, successful applicants will be obliged to complete a declaration in relation to previous Public Service pensionable employment. PENSION ACCRUAL A 40-year limit on total service that can be counted towards pension where a person has been a member of more than one pre-existing public service pension scheme shall apply. PROBATION The following provisions shall apply: • There shall be a period after such appointments take effect during which such persons shall hold such office on probation • Such period shall be one year but the Chief Executive may at his/her discretion extend such period • Such persons shall cease to hold such employment at end of the period of probation unless during such period the Chief Executive has certified that the service of such persons is satisfactory PRE-EMPLOYMENT MEDICAL QUESTIONNAIRE / EXAMINATION For the purposes of satisfying the requirement as to health, it will be necessary for each successful applicant, before he/she is appointed, to respond to a medical questionnaire which is submitted to a qualified medical practitioner nominated by Kilkenny County Council. HOURS OF WORK The post is wholetime. The person appointed will be required to work a 35-hour week which equates to a 7-hour day. Five days over a six-day period at any time from Monday to Saturday, including evenings every week. The post entails a wide range of duties which require maximum flexibility, involving regular evening and weekend attendance where necessary. The person appointed may be required to work outside of normal hours on occasion. Hours may be subject to change as required. The holder of the office may be based in any of the branch libraries or in Library HQ and will be expected to travel to and work in other library service points as required. ANNUAL LEAVE Annual leave entitlement for this position is 30 days per annum in accordance with Department of Environment, Community & Local Government Circular LG(P) 07/2011. TRAVEL The holder of the post must hold a full driving licence for Class B vehicles free from endorsement or disqualification 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. It is Kilkenny County Council policy that all staff using their private cars for work purposes, regardless of the frequency should: • Indemnify Kilkenny County Council on their personal insurance policy • Note business class on their personal policy • Ensure that the vehicle is fit to be on the public road When applicable for specific roles, travelling and subsistence expenses necessarily incurred in the course of official duties will be refunded in accordance with appropriate rates. 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. LOCATION The holder of the office may be based in any of the branch libraries or in Library HQ and will be expected to travel to and work in other library service points as required. SAFETY, HEALTH & WELFARE The holder of the post shall comply with Kilkenny County Council’s Safety Management System and make proper use of all safety clothing and equipment. Failure to comply may result in disciplinary action. TRAINING It is a condition of employment that successful applicants will be required to participate in training programmes relevant to the skills necessary for the performance of the duties attaching to the post. POLICIES & PROCEDURES The post-holder will be expected to abide and adhere to the policies & procedures applicable to Kilkenny County Council. SELECTION PROCESS The selection process may include: • Submission of completed applications and required supporting documents • Eligibility and shortlisting of applicants on the basis of information submitted • A competency-based interview which may be conducted face to face or remotely • Panel formation STAGE – SUBMISSION OF APPLICATIONS Applicants should complete the Application Form online via the advert link or through the www.kilkennycoco.ie link. Applicants are required to submit their applications electronically, along with the required documentation. Applicants should retain a copy of their Application Form for their own personal reference. Once fully completed applications supported by the prescribed evidentiary proof of meeting minimum qualifications and eligibility requirements are submitted, this information cannot be amended. When completing the employment history section on the Application Form please ensure all periods of employment and unemployment are recorded and accounted for. The submission of photo identification is an essential requirement and can include one of the following forms of ID only: Passport, Drivers Licence, Public Service Card or Safe Pass. STAGE – ELIGIBILITY & SHORTLISTING OF APPLICATIONS Kilkenny County Council will conduct a preliminary verification of eligibility of applicants. This will comprise both the minimum requirements as outlined and the mandatory documentation specified for the competition. The decision of Kilkenny County Council as to the applicant meeting the eligibility criteria is final. Kilkenny County Council may decide, due to the number of applicants, to carry out a shortlisting procedure. This may involve a desktop analysis of applications and/or a shortlisting interview. Shortlisting may be based on eligibility criteria, qualifications, relevant experience, competencies and other relevant information submitted on the Application Form. Kilkenny County Council reserves its right to shortlist applicants in the manner it deems most appropriate.
