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Inland Fisheries Ireland (IFI) has an opportunity for a Learning & Development Manager to join the HR team. The purpose of this post is to deliver a new Learning & Development Strategy and training plans/interventions, that support the People & Culture Strategy, aligned to the IFI’s Statement of Strategy (2026-2030). Reporting directly into the Head of People & Culture, this role represents an exciting opportunity for an experienced Learning & Development professional to lead the L&D function for Inland Fisheries Ireland (IFI). The successful candidate will be responsible for designing, leading and managing learning and organisational development in IFI. The successful candidate will work as part of the HR Team to deliver innovative solutions to support IFI to harness, develop and deploy its talent effectively, to achieve its strategic objectives. The focus will be on driving a high-performance culture, ensuring that all areas have the learning tools and solutions required to drive performance and achieve their objectives. These L&D Priorities and programmes are part of a new L&D Strategy approved by the Board of IFI. The successful candidate will work closely with the Head of People & Culture to redesign and lead Learning & Organisational Development solutions in IFI. ABOUT US Inland Fisheries Ireland are the environmental agency responsible for protecting, managing and conserving Ireland's inland fisheries and sea angling resources. More information can be found by visiting our website . VISION, MISSION & VALUES Vision To place the inland fisheries resource in the best sustainable position possible for the benefit of future generations. Mission To protect, manage and conserve Ireland’s inland fisheries and sea angling resources and to maximize their sustainability and natural biodiversity. Values REMUNERATION The salary scale for the position is at the level of Assistant Principal Officer (AP) as applies in Inland Fisheries Ireland, it is an 8 point scale including 2 long service increments (LSI’s): Point 1 €82,330.61; Point 2 €84,082.71; Point 3 €87,160.69; Point 4 €90,240.87; Point 5 €93,323.29; Point 6 €95,091.63; Point 7 (LSI 1) €98,202.85; Point 8 (LSI 2) €101,311.87 (IFI AP Grade PayScale as of 01.02.2026). Candidates should note that salary will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. New entrants to the public sector will start on point 1 subject to Haddington Road Agreement and subsequent Government Agreements. TENURE This post is offered on a permanent contract basis. APPLICATIONS & SELECTION PROCESS A cover letter and up to date Curriculum Vitae should be submitted by 5.00 pm on Tuesday 26th of May 2026. Late applications will not be processed. Short listing will be based on information provided in the Cover Letter and CV. Canvassing will disqualify. Inland Fisheries Ireland is an equal opportunities employer.
Learning & Development Manager
Inland Fisheries Ireland (IFI) has an opportunity for a Learning & Development Manager to join the HR team. The purpose of this post is to deliver a new Learning & Development Strategy and training plans/interventions, that support the People & Culture Strategy, aligned to the IFI’s Statement of Strategy (2026-2030). Reporting directly into the Head of People & Culture, this role represents an exciting opportunity for an experienced Learning & Development professional to lead the L&D function for Inland Fisheries Ireland (IFI). The successful candidate will be responsible for designing, leading and managing learning and organisational development in IFI. The successful candidate will work as part of the HR Team to deliver innovative solutions to support IFI to harness, develop and deploy its talent effectively, to achieve its strategic objectives. The focus will be on driving a high-performance culture, ensuring that all areas have the learning tools and solutions required to drive performance and achieve their objectives. These L&D Priorities and programmes are part of a new L&D Strategy approved by the Board of IFI. The successful candidate will work closely with the Head of People & Culture to redesign and lead Learning & Organisational Development solutions in IFI. ABOUT US Inland Fisheries Ireland are the environmental agency responsible for protecting, managing and conserving Ireland's inland fisheries and sea angling resources. More information can be found by visiting our website . VISION, MISSION & VALUES Vision To place the inland fisheries resource in the best sustainable position possible for the benefit of future generations. Mission To protect, manage and conserve Ireland’s inland fisheries and sea angling resources and to maximize their sustainability and natural biodiversity. Values REMUNERATION The salary scale for the position is at the level of Assistant Principal Officer (AP) as applies in Inland Fisheries Ireland, it is an 8 point scale including 2 long service increments (LSI’s): Point 1 €82,330.61; Point 2 €84,082.71; Point 3 €87,160.69; Point 4 €90,240.87; Point 5 €93,323.29; Point 6 €95,091.63; Point 7 (LSI 1) €98,202.85; Point 8 (LSI 2) €101,311.87 (IFI AP Grade PayScale as of 01.02.2026). Candidates should note that salary will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. New entrants to the public sector will start on point 1 subject to Haddington Road Agreement and subsequent Government Agreements. TENURE This post is offered on a permanent contract basis. APPLICATIONS & SELECTION PROCESS A cover letter and up to date Curriculum Vitae should be submitted by 5.00 pm on Tuesday 26th of May 2026. Late applications will not be processed. Short listing will be based on information provided in the Cover Letter and CV. Canvassing will disqualify. Inland Fisheries Ireland is an equal opportunities employer.
Learning & Development Manager
Inland Fisheries Ireland (IFI) has an opportunity for a Learning & Development Manager to join the HR team. The purpose of this post is to deliver a new Learning & Development Strategy and training plans/interventions, that support the People & Culture Strategy, aligned to the IFI’s Statement of Strategy (2026-2030). Reporting directly into the Head of People & Culture, this role represents an exciting opportunity for an experienced Learning & Development professional to lead the L&D function for Inland Fisheries Ireland (IFI). The successful candidate will be responsible for designing, leading and managing learning and organisational development in IFI. The successful candidate will work as part of the HR Team to deliver innovative solutions to support IFI to harness, develop and deploy its talent effectively, to achieve its strategic objectives. The focus will be on driving a high-performance culture, ensuring that all areas have the learning tools and solutions required to drive performance and achieve their objectives. These L&D Priorities and programmes are part of a new L&D Strategy approved by the Board of IFI. The successful candidate will work closely with the Head of People & Culture to redesign and lead Learning & Organisational Development solutions in IFI. ABOUT US Inland Fisheries Ireland are the environmental agency responsible for protecting, managing and conserving Ireland's inland fisheries and sea angling resources. More information can be found by visiting our website . VISION, MISSION & VALUES Vision To place the inland fisheries resource in the best sustainable position possible for the benefit of future generations. Mission To protect, manage and conserve Ireland’s inland fisheries and sea angling resources and to maximize their sustainability and natural biodiversity. Values REMUNERATION The salary scale for the position is at the level of Assistant Principal Officer (AP) as applies in Inland Fisheries Ireland, it is an 8 point scale including 2 long service increments (LSI’s): Point 1 €82,330.61; Point 2 €84,082.71; Point 3 €87,160.69; Point 4 €90,240.87; Point 5 €93,323.29; Point 6 €95,091.63; Point 7 (LSI 1) €98,202.85; Point 8 (LSI 2) €101,311.87 (IFI AP Grade PayScale as of 01.02.2026). Candidates should note that salary will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. New entrants to the public sector will start on point 1 subject to Haddington Road Agreement and subsequent Government Agreements. TENURE This post is offered on a permanent contract basis. APPLICATIONS & SELECTION PROCESS A cover letter and up to date Curriculum Vitae should be submitted by 5.00 pm on Tuesday 26th of May 2026. Late applications will not be processed. Short listing will be based on information provided in the Cover Letter and CV. Canvassing will disqualify. Inland Fisheries Ireland is an equal opportunities employer.
Learning & Development Manager
Inland Fisheries Ireland (IFI) has an opportunity for a Learning & Development Manager to join the HR team. The purpose of this post is to deliver a new Learning & Development Strategy and training plans/interventions, that support the People & Culture Strategy, aligned to the IFI’s Statement of Strategy (2026-2030). Reporting directly into the Head of People & Culture, this role represents an exciting opportunity for an experienced Learning & Development professional to lead the L&D function for Inland Fisheries Ireland (IFI). The successful candidate will be responsible for designing, leading and managing learning and organisational development in IFI. The successful candidate will work as part of the HR Team to deliver innovative solutions to support IFI to harness, develop and deploy its talent effectively, to achieve its strategic objectives. The focus will be on driving a high-performance culture, ensuring that all areas have the learning tools and solutions required to drive performance and achieve their objectives. These L&D Priorities and programmes are part of a new L&D Strategy approved by the Board of IFI. The successful candidate will work closely with the Head of People & Culture to redesign and lead Learning & Organisational Development solutions in IFI. ABOUT US Inland Fisheries Ireland are the environmental agency responsible for protecting, managing and conserving Ireland's inland fisheries and sea angling resources. More information can be found by visiting our website . VISION, MISSION & VALUES Vision To place the inland fisheries resource in the best sustainable position possible for the benefit of future generations. Mission To protect, manage and conserve Ireland’s inland fisheries and sea angling resources and to maximize their sustainability and natural biodiversity. Values REMUNERATION The salary scale for the position is at the level of Assistant Principal Officer (AP) as applies in Inland Fisheries Ireland, it is an 8 point scale including 2 long service increments (LSI’s): Point 1 €82,330.61; Point 2 €84,082.71; Point 3 €87,160.69; Point 4 €90,240.87; Point 5 €93,323.29; Point 6 €95,091.63; Point 7 (LSI 1) €98,202.85; Point 8 (LSI 2) €101,311.87 (IFI AP Grade PayScale as of 01.02.2026). Candidates should note that salary will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. New entrants to the public sector will start on point 1 subject to Haddington Road Agreement and subsequent Government Agreements. TENURE This post is offered on a permanent contract basis. APPLICATIONS & SELECTION PROCESS A cover letter and up to date Curriculum Vitae should be submitted by 5.00 pm on Tuesday 26th of May 2026. Late applications will not be processed. Short listing will be based on information provided in the Cover Letter and CV. Canvassing will disqualify. Inland Fisheries Ireland is an equal opportunities employer.
Learning & Development Manager
Inland Fisheries Ireland (IFI) has an opportunity for a Learning & Development Manager to join the HR team. The purpose of this post is to deliver a new Learning & Development Strategy and training plans/interventions, that support the People & Culture Strategy, aligned to the IFI’s Statement of Strategy (2026-2030). Reporting directly into the Head of People & Culture, this role represents an exciting opportunity for an experienced Learning & Development professional to lead the L&D function for Inland Fisheries Ireland (IFI). The successful candidate will be responsible for designing, leading and managing learning and organisational development in IFI. The successful candidate will work as part of the HR Team to deliver innovative solutions to support IFI to harness, develop and deploy its talent effectively, to achieve its strategic objectives. The focus will be on driving a high-performance culture, ensuring that all areas have the learning tools and solutions required to drive performance and achieve their objectives. These L&D Priorities and programmes are part of a new L&D Strategy approved by the Board of IFI. The successful candidate will work closely with the Head of People & Culture to redesign and lead Learning & Organisational Development solutions in IFI. ABOUT US Inland Fisheries Ireland are the environmental agency responsible for protecting, managing and conserving Ireland's inland fisheries and sea angling resources. More information can be found by visiting our website . VISION, MISSION & VALUES Vision To place the inland fisheries resource in the best sustainable position possible for the benefit of future generations. Mission To protect, manage and conserve Ireland’s inland fisheries and sea angling resources and to maximize their sustainability and natural biodiversity. Values REMUNERATION The salary scale for the position is at the level of Assistant Principal Officer (AP) as applies in Inland Fisheries Ireland, it is an 8 point scale including 2 long service increments (LSI’s): Point 1 €82,330.61; Point 2 €84,082.71; Point 3 €87,160.69; Point 4 €90,240.87; Point 5 €93,323.29; Point 6 €95,091.63; Point 7 (LSI 1) €98,202.85; Point 8 (LSI 2) €101,311.87 (IFI AP Grade PayScale as of 01.02.2026). Candidates should note that salary will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. New entrants to the public sector will start on point 1 subject to Haddington Road Agreement and subsequent Government Agreements. TENURE This post is offered on a permanent contract basis. APPLICATIONS & SELECTION PROCESS A cover letter and up to date Curriculum Vitae should be submitted by 5.00 pm on Tuesday 26th of May 2026. Late applications will not be processed. Short listing will be based on information provided in the Cover Letter and CV. Canvassing will disqualify. Inland Fisheries Ireland is an equal opportunities employer.
Learning & Development Manager
Inland Fisheries Ireland (IFI) has an opportunity for a Learning & Development Manager to join the HR team. The purpose of this post is to deliver a new Learning & Development Strategy and training plans/interventions, that support the People & Culture Strategy, aligned to the IFI’s Statement of Strategy (2026-2030). Reporting directly into the Head of People & Culture, this role represents an exciting opportunity for an experienced Learning & Development professional to lead the L&D function for Inland Fisheries Ireland (IFI). The successful candidate will be responsible for designing, leading and managing learning and organisational development in IFI. The successful candidate will work as part of the HR Team to deliver innovative solutions to support IFI to harness, develop and deploy its talent effectively, to achieve its strategic objectives. The focus will be on driving a high-performance culture, ensuring that all areas have the learning tools and solutions required to drive performance and achieve their objectives. These L&D Priorities and programmes are part of a new L&D Strategy approved by the Board of IFI. The successful candidate will work closely with the Head of People & Culture to redesign and lead Learning & Organisational Development solutions in IFI. ABOUT US Inland Fisheries Ireland are the environmental agency responsible for protecting, managing and conserving Ireland's inland fisheries and sea angling resources. More information can be found by visiting our website . VISION, MISSION & VALUES Vision To place the inland fisheries resource in the best sustainable position possible for the benefit of future generations. Mission To protect, manage and conserve Ireland’s inland fisheries and sea angling resources and to maximize their sustainability and natural biodiversity. Values REMUNERATION The salary scale for the position is at the level of Assistant Principal Officer (AP) as applies in Inland Fisheries Ireland, it is an 8 point scale including 2 long service increments (LSI’s): Point 1 €82,330.61; Point 2 €84,082.71; Point 3 €87,160.69; Point 4 €90,240.87; Point 5 €93,323.29; Point 6 €95,091.63; Point 7 (LSI 1) €98,202.85; Point 8 (LSI 2) €101,311.87 (IFI AP Grade PayScale as of 01.02.2026). Candidates should note that salary will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. New entrants to the public sector will start on point 1 subject to Haddington Road Agreement and subsequent Government Agreements. TENURE This post is offered on a permanent contract basis. APPLICATIONS & SELECTION PROCESS A cover letter and up to date Curriculum Vitae should be submitted by 5.00 pm on Tuesday 26th of May 2026. Late applications will not be processed. Short listing will be based on information provided in the Cover Letter and CV. Canvassing will disqualify. Inland Fisheries Ireland is an equal opportunities employer.
Assistant Manager
Main purpose of the role: Ensure the store operates efficiently and effectively and provide our customers with the very best customer service and fresh food offering at all times in a clean, safe environment. To deliver on key store targets (sales and profitability) through effective management of people and operations. The ideal candidate will have/be: 2 years€,, experience in a relevant position is desirable Good knowledge of Microsoft Office (Excel, Word) Experience balancing cash/tills Excellent communication skills Good delegation skills Highly driven with a strong work ethic An understanding of how to achieve KPIs and targets Commerciality and brand awareness Passion for grocery retail Thrive in a fast-paced working environment. Main duties: Actively live SuperValu brand-values i.e. Genuine, Passion for Food, Vibrant, Committed, Innovative and Imaginative Set, monitor and achieve sales targets with the team on gross profit margin, net margin, waste and other KPIs as agreed with Store Manager Implement planograms correctly and ensure the correct range is in place in store Merchandise and present the store to the highest standard Approachable and a role model who leads by example and encourages teamwork and fosters a positive attitude and atmosphere in the workplace Ability to develop and promote good communication between employees and management in a safe, respectful and inclusive environment Support Store Manager in the development and training of the team and in ensuring the smooth running of the store Manage employee performance, giving regular feedback, recognition and encouragement Deal with all customer queries efficiently, professionally and consistent with store policy Understand achieving margins in all departments Engage with new initiatives and embrace new ways of working.
Apprentice Manufacturing Technician
Description At Johnson & Johnson, we believe health is everything. Our strength in healthcare innovation empowers us to build a world where complex diseases are prevented, treated, and cured, where treatments are smarter and less invasive, and solutions are personal. Through our expertise in Innovative Medicine and MedTech, we are uniquely positioned to innovate across the full spectrum of healthcare solutions today to deliver the breakthroughs of tomorrow, and profoundly impact health for humanity. Learn more at jnj.com . As guided by Our Credo, Johnson & Johnson is responsible to our employees who work with us throughout the world. We provide an inclusive work environment where each person is considered as an individual. At Johnson & Johnson, we respect the diversity and dignity of our employees and recognize their merit. Job Function: Non-Standard Job Sub Function: Workday Associate A Job Category: Non-Standard All Job Posting Locations: Limerick, Ireland Job Description: About Vision Fueled by innovation at the intersection of biology and technology, we’re developing the next generation of smarter, less invasive, more personalized treatments. Are you passionate about improving and expanding the possibilities of vision treatments? Ready to join a team that’s reimagining how vision is improved? Our Vision team solves the toughest health challenges. Help combine cutting-edge insights, science, technology, and people to encourage eye care professionals and patients to proactively protect, correct and enhance healthy sight for life. Our products and services address these needs – from the pediatric to aging eye – in a patient’s lifetime. Your unique talents will help patients on their journey to wellness. Learn more at https://www.jnj.com/medtech We are searching for the best talents for the 2 years Apprentice Manufacturing Technicianroles to be in Limerick, Ireland. As an Apprentice Manufacturing Technician, you will:
External Courts Service, Service Officer
1. THE ROLE This role provides support to the judiciary, staff and members of the public who attend Letterkenny Courthouse and Buncrana Courthouse. 2. Key Responsibilities Duties carried out by Service Officers include, but are not limited to: · Facilitate the smooth running of reception areas - the Service Officer will be required to carry out reception desk duties that involve dealing with queries and deliveries from colleagues and visitors, both in person and by telephone, in a prompt and courteous manner. · Be part of the customer service for the courts service as often you are the first interaction the public will have with the Courts Service. · Collection, sorting and delivery of internal and external mail to include letters, parcels, newspapers, periodicals, etc. · Key-holder duties including opening and locking of office/courtrooms in the morning/evening/throughout the day, attending to alarm call-outs* · Covering of duties within Letterkenny Courthouse to include opening and closing of the Courthouse in Buncrana. · Monitoring repairs and similar issues and liaising with relevant contractors. · Maintain log of attendees/contractors in building. · Assist with maintaining our buildings including the raising of relevant tickets, where appropriate, to ensure issues are identified and resolved. · Be familiar with functions and business of the Courts Service. · Wear a uniform if supplied and to always maintain a clean and tidy appearance. · Management of deliveries of goods/supplies. · Perform such other duties as may be directed by the Combined Office Manager as appropriate. · Be part of the fire evacuation team, to perform weekly fire alarm testing if required and assist in the event of a fire with the evacuation procedures · Performing Court Assistant duties, including but not limited to: directing court users to their designated seats, ensuring fire exits remain clear and unblocked, · Assisting in security incidents by coordinating with court Gardaí, including contacting them directly if the registrar is unavailable. · Working closely with Combined Office Manager to identify and support any court users who may be disruptive, ensuring their concerns are addressed appropriately while maintaining a respectful and smooth court environment for all participants Given the nature of the role, the candidate must be capable of physical work (manual handling is a requirement and suitable training will be provided) as movement of office machinery, furniture and equipment is required. * A key-holding allowance may be payable where the full range of key-holding duties are undertaken. Note: The above list is intended to be a guide and is neither definitive nor restrictive. It will be subject to periodic review with the post-holder. 3. Essential Requirements: · Leaving Certificate or equivalent. · Possess a good standard of English, both spoken and written. · Experience of working in a team. · Experience of dealing with the public. · Satisfactory character references. · Adherence to relevant health and safety measures and protocols. · Flexibility is a key element of the role and Services Officers may be assigned at any given time to perform general duties, depending on the operational requirements of Letterkenny Court Office. Candidates will be expected to demonstrate the following capabilities: · Building Future Readiness · Evidence Informed Delivery · Communicating & Collaborating Desirable · Computer Skills to ECDL or similar level. · Previous experience as a Service Officer or in a similar role. · Post room experience. · Flexibility regarding overtime would also be an advantage. 4. APPLICATION PROCESS Application should be made by logging into the advertisement link. The closing date is 12noon on 22 May 2026. Applications received after the closing date and time will not be accepted. Candidates who do not hold or do not demonstrate the skills and experience will not be called for interview. The admission of a person to a competition, or invitation to attend an interview, is not to be taken as implying the Courts Service is satisfied such a person fulfils the requirements of the competition or is not disqualified by law from holding the position and does not carry a guarantee that your application will receive further consideration. It is important, therefore, for candidates to note that the onus is on them to ensure that they meet the eligibility requirements for the competition before attending for interview. If a candidate does not meet these essential entry requirements but nevertheless attends for interview, that candidate will be putting him or herself to unnecessary expense. It is important to note the onus is on applicants to ensure the eligibility requirements for the competition are met before attending for interview. The Courts Service accepts no responsibility for communication not accessed or received by an applicant. 5. Selection Methods The Selection Process will involve: · Assessment of candidates, on the basis of the information contained in their CV (No more than two pages) & Cover Letter · a competitive interview Assessment The Courts Service will short list to select a group for interview who, based on an examination of the CV & cover letter, appear to be the most suitable for the position. Those that demonstrate evidence at the required level will be called to interview. Skills and capabilities Candidates should demonstrate that they have the ability to carry out successfully the duties of the role, as well as the general skills and capabilities namely : Building Future Readiness “Delivering excellent public policy and services requires us to embrace change and innovation. We strive to create an inclusive customer centric strategy and vision that keeps pace with environmental, social and technological changes. Adopting an agile and digital-first approach, we will continually upskill, change and improve how we do things to meet current and future demands.” Digital Focus Candidates with Disabilities The Courts Service has a key role to play in attracting candidates from all sectors of society, ensuring that routes to career opportunities are accessible to all who are interested. We are committed to equality of opportunity for all candidates. If you have a disability or need reasonable accommodation made during the selection process, we strongly encourage you to share this with us so that we can ensure you get the support you need. Reasonable accommodation in our selection process refers to adjustments and practical changes which would enable a disabled candidate to have an equal opportunity for this competition. Examples of adjustments we provide include the use of assistive technology, extra time, scribes and/or readers or a range of other accommodations. Please be assured that having a disability or requiring adjustments will not impact on your progress in the selection process; you will not be at a disadvantage if you disclose your disability or requirements to us. Your disability and/or adjustments will be kept entirely confidential. 6. Interview s Interviews will take place in Letterkenny Courthouse. Interviews will be structured in format, with candidates asked to provide examples of the capabilities for the role as outlined in Section 5 of this document. Interview Candidates will be required to detail their experiences under the capabilities. The capabilities will be thoroughly and systematically assessed at interview to assess suitability for the grade of Service Officer. The board may ask about the experience described on the CV and cover letter or they may ask for other examples. It is anticipated the interview will last 45 minutes. Marks allocated at interview Each of the capabilities will carry equal marks of 40 therefore a total of 120 marks is available. Candidates are required to achieve 20 marks or more in each capability to be considered for progression to the panel. Panel Formation Following the interview process a panel will be formed for the purpose of filling Service Officer positions in Letterkenny. Candidates will be ranked in order of merit based on performance at interview. This panel will remain in place until 31 December 2027 from the date of formation of the panel or until the exhaustion of the panel whichever is the earlier. Candidates who have not been offered a position at the expiry of the panel will have no claim to any further positions thereafter because of having been on the panel. Confidentiality Candidates can expect that all enquiries, applications and all aspects of the proceedings to the extent that they are managed by the Courts Service are treated as strictly confidential subject to the provisions of the Freedom of Information Act 2014. However, candidates should note that all application material may be made available to the interview board. Certain items of information, not specific to any individual, are extracted from computer records for general statistical purposes. Garda Vetting Garda vetting will be sought in respect of individuals who come under consideration for appointment. The applicant will be required to complete and return a Garda Vetting form should they come under consideration for appointment. This form will be forwarded to An Garda Siochána for security checks on all Irish and Northern Irish addresses at which they resided. Enquiries may also be made with the police force of any country in which the applicant under consideration for appointment resided. If the applicant subsequently comes under consideration for another position, they will be required to supply this information again. Other important information The Courts Service will not be responsible for refunding any expenses incurred by candidates. Prior to recommending any candidate for appointment to this position the Courts Service will make all such enquiries that are deemed necessary to determine the suitability of that candidate. Until all stages of the recruitment process have been fully completed a final determination cannot be made nor can it be deemed or inferred that such a determination has been made. Should the person recommended for appointment decline, or having accepted it, relinquish it, or if an additional vacancy arises the Courts Service may, at its discretion, select and recommend another person for appointment on the results of this selection process. Review and Complaint Procedures under the Code of Practice for Appointments to Positions in the Civil and Public Service If a candidate is unhappy following the outcome of any stage of a selection process, they can either: 1. Request a Review of a decision made during the process Or 2. Make a Complaint that the selection process followed was unfair A candidate can follow either one of the two procedures in relation to the same aspect of a selection process, but not both. Where a review of a selection process has taken place under Section 7 (as detailed below), a complainant may not seek a further review of the same process under Section 8, other than in the most exceptional circumstances that will be determined by the Commission for Public Service Appointments (CPSA) at its sole discretion . There is no obligation on the Courts Service to suspend an appointment process while a Review or Complaint is being considered. However, the CPSA expects that, where possible, the Courts Service will intervene in cases where it finds an error is likely to have occurred. Requesting a Review under Section 7 A request for review may be taken by a candidate should they be dissatisfied with an action or decision taken by the Courts Service. The Courts Service will consider requests for review in accordance with the provisions of Section 7 of the Code of Practice for Appointments to Positions in the Civil and Public Service published by the CPSA. When making a request for a review, the candidate must support their request by outlining the facts they believe show that the action taken or decision reached was wrong. A request for review may be refused if the candidate cannot support their request. The Informal Review will consist of a desk-based examination of any available information in relation to the recruitment process and the decision taken regarding the candidate’s application. The outcome of the Informal Review Process will be communicated to the requester in writing. • A request for Informal Review must be made within 5 working days of notification of the decision and will normally take place between the candidate and a representative of the Courts Service who had played a key role in the administration of the selection process. • Where a candidate remains dissatisfied following any such informal discussion, he/she may adopt the formal procedures set out below. A request for Formal Review must be made within 5 working days of either the notification of the selection decision, or the notification of the outcome of the Informal Review process. Any extension of these time limits will only be granted in the most exceptional of circumstances and will be at the sole discretion of the Chief Executive. • The candidate must address his/her concerns in relation to the process in writing to the Personnel Officer of the Courts Service (via email to careers@courts.ie, or in writing to Personnel Officer, Human Resources, 15/24 Phoenix Street North, Smithfield, Dublin 7), outlining the facts that they believe show an action taken or decision reached was wrong. • The Formal Review will be conducted by a person who is completely independent of the selection process • The outcome of the Formal Review must generally be notified to the candidate within 25 working days of receipt of the request for review. If the investigation does not produce a decision within this time, the Courts Service must keep the candidate informed of the status of the review and the reasons for the delay. Tenure The appointment is to a permanent position in the Civil Service. Salary The salary scale for the position (rates effective from February 2026) is as follows: Service Officer - Personal Pension Contribution Salary Scale: €608.24, €668.05, €679.51, €729.21, €771.66, €808.95 (MAX), €834.52 (LSI [1] ), €874.42 (LSI [2] The PPC pay rate applies when the individual is required to pay a Personal Pension Contribution (otherwise known as a main scheme contribution) in accordance with the rules of their main/personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme, or the Additional Superannuation Contributions (ASC). A different rate will apply where the appointee is not required to make a Personal Pension Contribution. Salary is payable fortnightly in arrears by Electronic Funds Transfer (EFT) into a bank account of the appointees’ choice. Payment cannot be made until an appointee supplies a bank account number and bank sort code to the Human Resources Unit of the Courts Service. Statutory deductions will be made from salary as appropriate by the Courts Service. ¹ After 3 years satisfactory service at the maximum. ² After 6 years satisfactory service at the maximum.
External Courts Service Clerical Officer
1. Operating Environment The long-term strategic vision for the future of the Courts Service sets out the 10-year plan to 2030 to re-design services around court users, leveraging digital technology to streamline services and ultimately delivering a modern court system. This is an exciting time to be a member of Courts Service staff and be part of our evolving and modernising journey. 2. THE ROLE Are you looking for a new challenge? Do you want a varied role with fantastic career opportunities in a dynamic, fast paced environment? The Courts Service is offering entry-level positions for individuals to join our team as a first step toward a rewarding and fulfilling career. These exciting on-site roles in Kilkenny Court Office provide a vibrant work environment and the opportunity to make a real impact. The Clerical Officer is often the first point of contact for our customers and may be seen as the face of our organisation. In this role you will have an opportunity to learn, develop and gain a knowledge of court proceedings and will be at the forefront of providing our customers access to justice. The office environment is rewarding and fulfilling and gives successful candidates an excellent foundation for career progression. You will play a key role in the implementation of our exciting modernisation programme and as such, we want to make you the best that you can be. 3. Key Responsibilities A Clerical Officer will be responsible for: Candidates with Disabilities The Courts Service has a key role to play in attracting candidates from all sectors of society, ensuring that routes to career opportunities are accessible to all who are interested. We are committed to equality of opportunity for all candidates. If you have a disability or need reasonable accommodation made during the selection process, we strongly encourage you to share this with us so that we can ensure you get the support you need. Reasonable accommodation in our selection process refers to adjustments and practical changes which would enable a disabled candidate to have an equal opportunity for this competition. Examples of adjustments we provide include the use of assistive technology, extra time, scribes and/or readers or a range of other accommodations. Please be assured that having a disability or requiring adjustments will not impact on your progress in the selection process; you will not be at a disadvantage if you disclose your disability or requirements to us. Your disability and/or adjustments will be kept entirely confidential. Interviews Interviews will take place in person in Kilkenny city centre. Interviews will be structured in format, with candidates asked to provide examples of the capabilities for the role as outlined in Section 7 of this document. Depending on the number of successful candidates following assessments, interviews will be held in batches. If a candidate fails to confirm their attendance for interview, their application will be withdrawn. If a candidate confirms their attendance and fails to show or provide a sufficient reason and timing for not showing, their application will be withdrawn. It is anticipated the interview will last forty-five minutes. Panel Formation To be considered for the panel you must receive 50% or more in all capabilities. Candidates who successfully pass the interview process may obtain a place on a panel and may, within the life of the panel, be considered for subsequent approved vacancies if they arise for this role. The candidate who obtains first place on the panel will be the first candidate considered for a position, subject to satisfactory clearances, and so on in order of merit. The panel will be established for 2 years and appointments may be made from this panel as vacancies arise. Candidates who have not been offered a position at the expiry of the panel will have no claim to any further positions thereafter because of having been on the panel. A candidate will only be offered a position once. If the candidate refuses a position, they will be removed from the panel. Confidentiality Candidates can expect that all enquiries, applications and all aspects of the proceedings to the extent that they are managed by the Courts Service are treated as strictly confidential subject to the provisions of the Freedom of Information Act 2014. However, candidates should note that all application material may be made available to the interview board. Certain items of information, not specific to any individual, are extracted from computer records for general statistical purposes. Review and Complaint Procedures under the Code of Practice for Appointments to Positions in the Civil and Public Service If a candidate is unhappy following the outcome of any stage of a selection process, they can either: 1. Request a Review of a decision made during the process Or 2. Make a Complaint that the selection process followed was unfair A candidate can follow either one of the two procedures in relation to the same aspect of a selection process, but not both. Where a review of a selection process has taken place under Section 7 (as detailed below), a complainant may not seek a further review of the same process under Section 8, other than in the most exceptional circumstances that will be determined by the Commission for Public Service Appointments (CPSA) at its sole discretion . There is no obligation on the Courts Service to suspend an appointment process while a Review or Complaint is being considered. However, the CPSA expects that, where possible, the Courts Service will intervene in cases where it finds an error is likely to have occurred. Candidates' Obligations: Candidates in the recruitment process must not: • knowingly or recklessly provide false information • canvass any person with or without inducements • impersonate a candidate at any stage of the process interfere with or compromise the process in any way Any person who contravenes the above provisions or who assists another person in contravening the above provisions is guilty of an offence. A person who is found guilty of an offence is liable to a fine and/or imprisonment. In addition, where a person found guilty of an offence was or is a candidate at a recruitment process, then: · where he/she has not been appointed to a post, he/she will be disqualified as a candidate; and where he/she has been appointed subsequently to the recruitment process in question, he/she shall forfeit that appointment. It is important to remember that this is a competitive process for a role where integrity is paramount. Sharing information on the selection process e.g. through social media or any other means, may result in disqualification from the competition. In addition, if a person found guilty of an offence was, or is a candidate at a recruitment process, they will be disqualified as a candidate and excluded from the process and if appointed to a post following the recruitment process, they will be removed from that post. Use of Recording Equipment The Courts Service does not allow the unsanctioned use of any type of recording equipment on its premises. This applies to any form of sound recording and any type of still picture or video recording, whether including sound recording or not, and covers any type of device used for these purposes. Any person wishing to use such equipment for any of these purposes must seek written permission in advance. Unsanctioned use of recording equipment by any person is a breach of this policy. Any candidate involved in such a breach will be disqualified from the competition. MATTERS RELATING TO ELIGIBILITY TO APPLY Citizenship Requirements Eligible candidates must 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 has a stamp 41 or a Stamp 5 permission; Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent. To qualify candidates must be eligible by the date of any job offer. Salary The salary scale for the position (rates effective from February 2026) is as follows: Clerical Officer - Personal Pension Contribution Salary Scale: €605.69 €639.04 €647.53 €664.05 €688.44 €712.80 €737.14 €754.87 €774.99 €798.31 €814.74 €837.85 €860.81 €896.63 €924.78(LSI1) €949.31(LS2) The PPC pay rate applies when the individual is required to pay a Personal Pension Contribution (otherwise known as a main scheme contribution) in accordance with the rules of their main/personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme, or the Additional Superannuation Contributions (ASC). A different rate will apply where the appointee is not required to make a Personal Pension Contribution. Long service increments may be payable after 3(LSI1) and 6(LSI2) years satisfactory service at the maximum of the scale. Appointees will be expected to perform all acts, duties and obligations as appropriate to this position (which may be revised from time to time). Tenure and Probation The appointment is to a permanent position on a probationary contract in the Civil Service. The probationary contract will be for a period of twelve months from the date specified on the contract. During the period of your probationary contract, your performance will be subject to review by your supervisor(s) to determine whether you – (i) Have performed in a satisfactory manner, (ii) Have been satisfactory in general conduct, and (iii) Are suitable from the point of view of health with particular regard to sick leave. Prior to the completion of the probationary contract a decision will be made as to whether or not you will be retained pursuant to Section 5A(2) Civil Service Regulation Acts 1956–2005 . This decision will be based on your performance assessed against the criteria set out in (i) to (iii) above. The detail of the probationary process will be explained to you and you will be given a copy of the Department of Public Expenditure NDP Delivery and Reform’s guidelines on probation. Notwithstanding the preceding paragraphs in this section, the probationary contract may be terminated at any time prior to the expiry of the term of the contract by either side in accordance with the Minimum Notice and Terms of Employment Acts, 1973 to 2005. In the following circumstances your contract may be extended and your probation period suspended. · The probationary period stands suspended when an employee is absent due to Maternity or Adoptive Leave. · In relation to an employee absent on Parental Leave or Carers Leave, the employer may require probation to be suspended if the absence is not considered to be consistent with the continuation of the probation and · Any other statutory provision providing that probation shall - (i) stand suspended during an employee’s absence from work, and (ii) be completed by the employee on the employees return from work after such absence. Where probation is suspended the employer should notify the employee of the circumstances relating to the suspension. All appointees will serve a one-year probationary period. If an appointee who fails to satisfy the conditions of probation has been a serving civil servant immediately prior to their appointment from this competition, the issue of reversion will normally arise. In the event of reversion, an officer will return to a vacancy in their former grade in their former Department. Hours of Attendance This is a fulltime post, and hours of attendance will be fixed from time to time but will amount to not less than 41 hours and 15 minutes gross per week or 35 hours net per week . Appointees will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of his or her duties subject to the limits set down under working time regulations. Annual Leave The Annual Leave allowance is 22 days rising to 23 days after 5 years’ service and to 24 days after 10 years’ service, 25 days after 12 years’ service and 26 after 14 years’ service. This allowance is subject to the usual conditions regarding the granting of annual leave in the civil service, is based on a five-day week and is exclusive of the usual public holidays. Headquarters The appointees’ headquarters will depend on location of position accepted. No hybrid or blended working available.
