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Sort by: relevance | dateClerical Officer
Overview of the Role The key features of the role are: Clerical Officers in the Legal Aid Board carry out a range of duties which can vary with work assignment. They provide essential clerical and administrative support to the many functions of the Board. Clerical Officers are often the initial contact point for members of the public and can play a crucial role in informing the public about the Board’s services, and in directing them to other agencies that may be able to meet their needs. A Clerical Officer in the Legal Aid Board can fill many different roles including but not limited to; · General administrative work including; filing, photocopying, answering and making telephone calls, dealing with emails, reception duties, drafting letters · Supporting line managers and colleagues · Working as part of a team in delivering services · Communicating and dealing with clients e.g., responding to queries and providing information via telephone or email · Providing the highest standards of customer service · Using Information Technology on a daily basis e.g., word processing, spreadsheets, database, emails and internet · Maintaining high quality records in a thorough and organised manner · Checking all work thoroughly to ensure it is completed to a high standard · Approaching work in a careful and methodical manner, displaying accuracy at all time, even when conducting repetitive work Clerical Officer Competencies Candidates should demonstrate the skills and capabilities under the six main competencies identified for this role: · Team Work · Information Management and Processing · Delivery of Results · Customer Service and Communication Skills · Specialist Knowledge, Expertise and Self Development · Drive and Commitment to Public Service Values Candidates to be called for interview may be shortlisted on the basis of the information provided in the Application Forms. Please see Appendix I for more information on the Clerical Officer competencies. Essential entry requirements Candidates must by the closing date of the competition; · Have the requisite fluency, knowledge, skills and competencies to carry out the role · Have an appropriate level and experience of relevant ICT skills, e.g., proficiency in Word, Excel and email. · Be at least 17 years of age · Fulfil Citizenship, Garda Vetting Clearance and Reference check requirements – further information below · Ensure that they meet the criteria regarding Public and Civil Service Redundancy, Ill health Retirement Schemes · Demonstrate the skills and capabilities under the competencies identified for this role. As an Employer of Choice, the Civil Service has many flexible and family friendly policies e.g. Work-sharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis) etc. All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation and on a case-by-case basis. The Civil Service also operates a Mobility scheme for all general service grades. This scheme provides staff with career opportunities to learn and partake in diverse roles across a range of Civil Service organisations and geographical locations Principal Conditions of Service General The appointment is to a position of Clerical Officer in the Legal Aid Board. Employees of the Legal Aid Board are Civil Service and are subject to the Civil Service Regulations Acts 1956 to 2005, the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to the Civil Service. Pay Clerical Officer PPC Salary Scale – from 1st February 2026 605.69 - 949.31 per week 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. Entry will be at the minimum of the scale and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if you are currently a serving civil or public servant. Subject to satisfactory performance increments may be payable in line will current Government Policy. Payment will be made weekly in arrears by Electronic Fund Transfer (EFT) into a bank account of your choice. Payment cannot be made until a bank account number and sort code has been supplied on appointment and statutory deductions from salary will be made as appropriate. Successful candidates will agree that any overpayment of salary, allowances, or expenses will be repaid by you in accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners. Tenure and Probation The appointment may be to a permanent or temporary position in the Civil Service. The probationary contract will be for a period of one year from the date specified on the contract. The contract for a temporary position will be for a period specified in the contract. Candidates offered a fixed term contract post from this competition will remain under consideration for any future permanent posts. Notwithstanding this paragraph and the paragraph immediately following below, this will not preclude an extension of the probationary contract in appropriate circumstances. During the period of your probationary contract, your performance will be subject to review by your supervisor(s) to determine whether you – · have performed in a satisfactory manner, · have been satisfactory in general conduct, and · 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 by the Legal Aid Board and you will be given a copy of the Department of Public Expenditure 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 certain circumstances your contract may be extended and your probation period suspended. The extension must be agreed by both parties. · 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 employee may require probation to be suspended if the absence is not considered to be consistent with the continuation of the probation. · Any other statutory provision providing that probations 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. When the 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. Unfair Dismissals Act 1977-2015 The Unfair Dismissals Acts 1977-2015 will not apply to the termination of this employment by reason only of the expiry of this probationary contract without it being renewed. Duties The Officer will be required to perform any duties appropriate to the position which may be assigned from time to time. The officer may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties or conflict in any way with the position to which the candidate is appointed. The Organisation of Working Time Act The terms of the Organisation of Working Time Act 1997 will apply, where appropriate, to this employment. Headquarters The Officer’s headquarters will be such as may be designated from time to time by the Head of the Department. When absent from home and headquarters on official duty, appropriate travelling expenses and subsistence allowances, subject to normal civil service regulations. Hours of attendance Hours of attendance will be fixed from time to time but will amount to not less than 41 hours and 15 minutes gross or 35 hours net per week. Where extra attendance is necessary, overtime payments will be allowed in accordance with the Civil Service overtime regulations. Annual Leave The annual leave for this position is 22 days, rising to 23 after 5 years’ service, 24 days after 10 years’ service, 25 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. Sick Leave Pay during properly certified sick absence, provided there is no evidence of permanent disability for service, will apply on a pro-rata basis, in accordance with the provisions of the sick leave Circulars. Officers who will be paying Class A rate of PRSI will be required to sign a mandate authorising the Department of Social Protection to pay any benefits due under the Social Welfare Acts directly to the Legal Aid Board. Payment during illness will be subject to the officer making the necessary claims for social insurance benefit to the Department of Social Protection within the required time limits. Superannuation and Retirement The successful candidate will be offered the appropriate superannuation terms and conditions as prevailing in the Civil Service at the time of being offered an appointment. In general, an appointee who has never worked in the Public Service will be offered appointment based on membership of the Single Public Service Pension Scheme (“Single Scheme”). Full details of the Scheme are at www.singlepensionscheme.gov.ie . Where the appointee has worked in a pensionable (non-Single Scheme terms) public service job in the 26 weeks prior to appointment or is currently on a career break or special leave with/without pay different terms may apply. The pension entitlement of such appointees will be established in the context of their public service employment history. Key provisions attaching to membership of the Single Scheme are as follows: Pensionable Age: The minimum age at which pension is payable is the same as the age of eligibility for the State Pension, currently 66. · Retirement Age: Scheme members must retire on reaching the age of 70. · Career average earnings are used to calculate benefits (a pension and lump sum amount accrue each year and are up-rated each year by reference to CPI). · Post retirement pension increases are linked to CPI.
NHIS Systems Manager
Background The Health Research Board (HRB) is a statutory agency under the aegis of the Department of Health. As the lead agency in Ireland responsible for supporting and funding health research, generating health information and promoting the use of evidence in policy and practice, we are motivated and inspired by our vision – for better health through excellent research, data and evidence. The HRB’s mission is to support research that improves people’s health, promotes evidence-informed care and creates solutions to societal challenges. An overview of the HRB’s objectives and activities may be found in The HRB Strategy 2021-2025, Health research – making an impact , ( https://www.hrb.ie/strategy-2025/ ). The NHIS Unit in the HRB manages four national health information systems on behalf of the Department of Health. These systems 1) produce data and information to assist the Department with policy and planning, 2) enable the HSE to report on its service planning processes, and 3) generate research that is relevant to both policy and practice. The systems are held on LINK, a web-enabled platform developed specifically for the HRB. Small teams of researchers and analysts work to generate reports from the data collected. Key responsibilities of the post of NHIS Systems Manager The HRB is seeking to recruit a full time, permanent LINK System Manager in the NHIS for the HRB’s LINK system. Key Accountabilities will include but are not limited to:Oversee the ongoing management and development of the NHIS systems Competencies Competencies incorporated into this role profile reflect the competency framework issued in conjunction with the Civil Service Competency Framework which has been adopted by the HRB. A comprehensive list of expected competencies ca be found at Higher Executive Officer Competency Framework Reporting relationship The Link System Manager (NHIS Unit) will report to the Head of Unit (NHIS). Salary scale: Salary Range for LINK System Manager – NHIS (Grade VII) €60,613 – €78,795 Note: this post is a permanent, full-time position. Appointment will be made in accordance with the Department of Health guidelines. New entrants to the public service will be appointed at the first point of the scale How to apply Please submit a cover letter and curriculum vitae by email to recruitment@hrb.ie . In your submissions please clearly state the appropriate components of your third level education and experience that pertain particularly in relation to the software development lifecycle. You must include the name of the post that you are applying for in the email subject line.
Distribution Centre (Warehouse) Assistant Manager
Petmania Distribution Centre (Warehouse) Assistant Manager Reporting to the Distribution Centre Manager, based in Kilkenny, and working the evening shift the main tasks associated with the role are as follows; Team management Overseeing the evening (Picking/Packing) shift with responsibility for the team and liaising with the evening Supervisor ensuring that; · All orders are picked accurately and completely to ensure quality of service to the Petmania Stores · All orders are packed correctly and pallets built as per specification to ensure safety of team and end customers. · All team members adhere to all safety regulations at all times · Regular reviews are carried out with all team members to ensure that performance is managed and measured, ensuring that hours are allocated to the needs of the picking schedule. · Maximising efficiency through the use of technology and team management · Monitoring and managing picking processes and individuals to reduce instances of stock non-picks. · Managing attendance and timekeeping for the team. Health and Safety · Responsibility for ensuring compliance for full warehouse team on e-learning app · Ensuring that all Health and Safety regulations are followed in the warehouse · Managing your team to ensure that all equipment is used in a safe manner, including the mandatory use of fall arrest equipment. · Monitoring and ensuring the safe storage of goods in the warehouse · Ensure machine checks are carried out as per schedule · Report on any accidents or incidents occurring in the Warehouse · Report on any defects in machinery to the Warehouse manager for rectification · Work with Health and Safety consultants to ensure beast practice at all times. Processes · Prepare handover notes for the Goods In shift informing of any issues encountered on the evening shift for rectification · Attend weekly meetings with the Warehouse Manager and Goods-In Supervisor to discuss any issues and upcoming planning for expected events e.g. seasonal increases, new stores. Standards · Working with the Warehouse Management team to improve and adhere to operating standards in the Warehouse · Working with the Warehouse Management team to improve and adhere to housekeeping standards in the Warehouse · Working with the individuals on your team to ensure that they are carrying out their roles in line with the performance standards expected. Hours of Work · Petmania Distribution Centre Evening Shift operates 40 hours over 5 days. You will be expected to work Monday to Thursday, 1.00 pm to 10.00 pm each day with two 30-minute breaks, Friday from 9am to 3.30pm. This may be subject to change to facilitate public holidays and seasonal increases. Assuming the responsibilities of the Distribution Centre Manager in his/her absence As an individual you must demonstrate strong communication skills and like to achieve results. You will have at least 2 years team management experience in a Logistics/Distribution setting. You can motivate others, deal with conflict and have strong planning and organising abilities while delivering within a dynamic expanding business.
General Operative
SAP Landscapes is one of Ireland’s largest and most established landscape and maintenance companies, boasting 50 years of experience in creating and sustaining better spaces. You are joining us at an exciting time of growth, for both our employees and our business. You will have the opportunity to work with high-profile projects and develop your skillset, as well as pay a key role in your very own career path with company support. This role will involve the use of machinery and equipment and will include physical exertion (manual handling etc.) on a daily basis. We are on the lookout for an enthusiastic General Operator to join our team in Kilkenny. Immediate start. Position: General Operative Reporting to: Contracts Manager Location: Kilkenny This job description outlines some of the duties and responsibilities that are associated with your role but it is by no means an exhaustive list and may be amended as the management of the company directs. Duties Include: Training & Development: At SAP Landscapes, we believe that our most important asset is our people and we like to promote from within company. As a General Operative you have the potential to become a 2nd in crew and subsequently a Team Lead through consistent training & development.
Craftworker - Carpenter
1. Character: Candidates shall be of good character. 2. Health: Candidates must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Citizenship: Candidates must, by the date of any job offer, be: a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or b) A citizen of the United Kingdom (UK); or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or e) A person awarded international protection under the International Protection Act 2015, or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa; or f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. 4. Education, Experience, Requirements, etc.: Each candidate must, on the latest date for receipt of completed application forms: (a) Have a FETAC Level 6 (incl. Higher Advanced Certificate & National Craft Certificate) or equivalent in Carpentry. (b) Have good knowledge and awareness of health and safety legislation and regulations, their implications for the organisation and the employee, and their application in the workplace. (c) Hold a current clean full Irish driving licence (minimum Class B), a copy of which must be included with the application form. (d) A minimum of 1 year’s experience in carpentry and joinery works following successful completion of apprenticeship. It is desirable that each candidate shall: ➢ Hold a C1 Irish drivers licence (free from endorsements). ➢ Have a minimum of 3 years of carpentry or joinery experience working on residential planned and reactive maintenance work repairs. It is expected that the successful candidate will have basic carpentry tools. The post is whole-time, permanent and pensionable. The person appointed will be placed on probation for a period of 12 months during which time performance will be strictly monitored. If performance is not satisfactory, the employment will be terminated. Notice of termination, except in case of summary dismissal, will be in accordance with the provisions of the Minimum Notice and Terms of Employment Act 1973. While the successful candidate will initially be assigned to a particular location, Carlow County Council reserves the right to assign employees, as required, to any Departments under the Chief Executive’s control or to any other premises/location in use by the Council now or in the future. 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 City and County Management Acts, is Chief Executive; and (b) to any other local authority or body with which an agreement has been made by the local authority, or by any of the authorities or bodies mentioned in sub-paragraph (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 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. Duties: The Craftworker - Carpenter shall arrange, under the direction of the Senior Executive Engineer or any other such grade as may be determined, the efficient execution of all works in his/her area of charge and discharge all other duties related to his/her work including those set out hereunder: a) Be responsible for performing duties relevant to a recognised trade. b) Take directions from and report to appropriate Line Manager/Supervisor. c) Carpentry and joinery work associated with local authority planned and reactive maintenance repairs including minor associated trade works i.e. tiling & painting. Craftworker to clean and tidy up and make good after works. d) Carry out maintenance and repairs to council houses, traveller halting sites and council buildings as directed. e) Be responsible for completion of timesheets, worksheets, record sheets, job report sheets and shall also be responsible for making returns and other forms of documentation as required. f) Cooperate with use of all new technology and revised systems of work, new plant and introduction of online time returns. g) Cooperate with all forms of mobile communications and use a phone provided by Carlow County Council. To use apps on smartphones, information technology equipment including cameras and handheld technology on receipt of training. h) Cooperate with the introduction of low value purchase cards, fuel charge cards, etc. i) Cooperate with Code of Practice for the maintenance of essential services. j) Comply with all organisational policies, procedures and legislation. k) Adhere to health and safety legislation/procedures at all times. l) Attend training courses as directed. m) Protective clothing to be worn when required and when requested. n) Flexibility to adapt and work between multiple work locations associated with reactive emergency repair requests. o) Any other duties as may be assigned from time to time. The above represents the principal conditions of service and is not intended to be an exhaustive list of the duties attached to the post. The Council reserves the right to assign any other duties as may be required at any time. Hours of Work: The person appointed will work a typical flexible five (5) day, thirty-nine (39) hour week with the following normal working hours: Monday to Thursday: 8am to 4:30pm Friday: 8am to 3:30pm Lunch: 30 minutes daily The successful candidate will be expected to be available for overtime work if and when required by the Council. Overtime at the appropriate rates may be paid for any periods worked in excess of the normal working week. The Council reserves the right to alter the working hours/days from time to time. The successful candidate will be required to participate in an on-call rota where required. 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 (Regulations) 2001. Probation Where persons who are not already permanent employees of a local authority are appointed, the following provisions shall apply: (a) There shall be a period after such appointment takes effect during which such persons shall hold such position on probation. (b) Such period shall be twelve months, but the Chief Executive may at his or her discretion extend such period. (c) Such persons shall cease to hold such position 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. (d) The period at (a) above may be terminated on giving one week’s notice as per the Minimum Notice and Terms of Employment Acts. (e) There will be assessments during the probationary period. 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 in accordance with Circular Letter EL 02/2026: €806.10 to €926.96 per week gross (by 10 yearly increments subject to satisfactory performance and attendance). The salary shall be fully inclusive and shall be as determined from time to time in line with national policy. Entry point will be at the minimum of the scale. The holder of the office shall pay to the Local Authority any fees or other monies (other than his/her inclusive salary) payable to and received by him/her by virtue of his/her office or in respect of services which he/she is required by or under any enactment to perform. Health: For the purposes of satisfying the requirement as to health, it will be necessary for each successful candidate, before he/she is appointed, to undergo a medical examination by a qualified medical practitioner to be nominated by the local authority. Location: Holders of the office shall reside in the district in which their duties are to be performed or within a reasonable distance thereof. Carlow 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. Health, Safety & Welfare: The successful candidate shall co-operate with the terms of Carlow County Council’s Safety Statement. He/she shall familiarise himself/herself with the safety rules and procedures and make proper use of all safety clothing and equipment. He/she shall report to his/her supervisor any defect notice in the place of work or system of work which might be dangerous to safety, health and welfare. Failure to comply with the terms of the Safety Statement may result in disciplinary action. The successful candidate will be required to undergo training from time to time. The person appointed shall have on their person, at all times, a valid Safe Pass Card. Should the successful candidate not hold a valid Safe Pass Card, he/she shall obtain a Safe Pass Card within a specified period of time. Annual Leave: The current annual leave entitlement is 25 days per annum. Granting of annual leave, payment for annual leave and arrangements for public holidays will be governed by the provisions of the Organisation of Working Time Act 1997 (as amended). Sick Leave: The terms of the Public Service Sick Pay Scheme will prevail. Garda Vetting: Candidates may be subject to Garda Vetting. Appointments will be considered having regard to receipt of satisfactory Garda Vetting, particularly to determine suitability to work with children/vulnerable adults. Travel: When required to do so, holders of the post must 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. If you are required to travel as part of your official duties, Carlow County Council as your employer must be indemnified on your insurance policy. Travelling expenses and subsistence expenses necessarily incurred in the course of official duties will be refunded in accordance with appropriate rates in line with the relevant Department Circulars and Carlow County Council’s Travel and Subsistence Policy. Carlow County Council reserves the right to provide a vehicle to enable you to carry out your duties. The provision of a vehicle will be at the discretion of the Chief Executive and such vehicle may be stored in the Council Depot overnight and at weekends. 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. Use of Information Technology: The successful candidate will be required to use all equipment provided, including computers, handheld terminals, mobile telephone, electronic equipment, video or other monitoring equipment and any other new technology which may be introduced in the future. The successful candidate should also be familiar with Microsoft Word, Excel & Outlook and should also be familiar with reporting via digital systems (e.g. phone or tablet applications such as Proworks or other similar packages). Training: It is a condition of employment that successful candidates will be required to participate in training programmes relevant to the skills necessary for the performance of the duties attaching to the post and to attend all mandatory training. Superannuation & Retirement: Superannuation If you are pensionable under the Local Government (Superannuation) (Consolidation) Scheme 1998 and are liable to pay Class A PRSI contributions, you would be required in respect of superannuation to make contributions at the rate of 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) plus 1.5% of full pensionable remuneration. You are required in respect of spouses’ and children’s pension benefit to contribute at the rate of 1.5% of full pensionable remuneration in accordance with the terms of schemes made under the Local Government (Superannuation) (Consolidation) Scheme 1998. Maximum retirement age is 70. If the Public Service Superannuation (Miscellaneous Provisions) Act 2004 applies to your employment, 65 is the minimum age at which your pension may be paid. As a new entrant to the public service, under the terms of this legislation you will not be required to retire on grounds of age. Persons who become pensionable officers of a local authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 5% of their pensionable remuneration. You may also be required to pay spouses and children/widows and orphans contributions at the rate of 1.5% of gross pay. Maximum retirement age is 70. Persons who become pensionable staff of a local authority for the first time on or after 01 January 2013 are assigned 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. If you are pensionable under the Public Service Pensions (Single Scheme and Other Provisions) Act 2012, you are liable to pay the Class A rate of PRSI contribution. You are required to pay contributions as follows: 3% of gross remuneration and 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). The minimum age at which you may retire is allied with the State Contributory Pension age (currently 66, rising to 67 in 2021 and 68 in 2028). The maximum retirement age is 70. To qualify for a pension, the successful candidate must have served a minimum of two years employment in a local authority. You are reminded that under this agreement the Council may refer you to a medical advisor at any time to determine fitness for carrying out the duties to which you have been assigned. Further information is available from the Human Resources Department. 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 existing public service pension scheme would apply. This 40-year limit, which is provided for in the Public Service Pensions (Single Scheme and Other Provisions) Act 2012, came into effect on 28 July 2012. This may have implications for any appointee who has acquired pension rights in a previous public service employment. Pension Abatement If the appointee has previously been employed in the Civil or Public Service and is in receipt of a pension from the Civil or Public Service, or where a Civil/Public Service pension comes into payment during his/her re-employment, that pension will be subject to abatement in accordance with Section 52 of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. 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. Department of Health and Children Circular (7/2010) The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector or in the wider public service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years. People who availed of the VER are not eligible to compete in this competition. People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility)
Higher Executive Officer: Clerk Of Works
1. PREAMBLE Mary Immaculate College is an autonomous, university-level, Catholic College of Education and the Liberal Arts. Founded in 1898, and linked academically with the University of Limerick, MIC is the oldest higher education institution in Limerick. Significant expansion in recent decades has seen the College’s offerings expand across two modern campuses, one based in Limerick City and one in Thurles, Co. Tipperary. The student community consists of more than 5,000 learners, participating in fifteen undergraduate degree programmes and several postgraduate programmes extending to PhD/Doctoral level. Academic staff engage in a wide range of academic research areas, and research underpins all teaching and learning at MIC. MIC seeks to prepare its students for professional excellence and to nurture their capacity to lead flourishing lives. 2. CANDIDATE PROFILE & SCOPE OF THE POSITION Mary Immaculate College (MIC) wishes to invite applications from suitably qualified and experienced candidates for the position of Clerk of Works on a 2-year specified purpose contract with specific responsibility during the construction and defects stage for Library Project (5030 sqm) (duration subject to change depending on programme requirements). MIC is a live campus and requires day to day management of the site. The successful candidate will play a key role in overseeing construction, maintenance, and inspection works across the College’s infrastructure projects, with specific responsibility for the 5030 sqm Library Project and additional minor works undertaken by the Estates Department. This role is essential to ensuring that all works are completed to the highest standards of quality, safety, compliance, and efficiency. Essential Qualifications, Experience & Skills Qualifications Hold a National Certificate/National Diploma in Construction Studies or Civil Engineering (NCEA/FETAC). or Be a member of the Institute of Clerk of Works in Ireland with a first-class Technological Certificate (Intermediate Stage) or a Technological Certificate (Advanced Stage) issued by the Department of Education. Essential Experience and Skills 2. Technical & Regulatory Expertise: Demonstrate six years experience of building construction, engineering works, and Safety and Health and Welfare at Work Act 2005 and Safety, Health and Welfare at Work (Construction) Regulations 2013 legislation including client duties. Ensure full compliance with the Building Regulations and associated Technical Guidance Documents. 3. Reporting, Documentation & Contract Management: Experience in preparing clear, concise, and accurate technical reports and maintain detailed works records and documentation and track all contract variations. 4. Interpersonal & Communication Skills: Demonstrate sound personal judgement and technical skill across all project activities with an ability to communicate effectively with on-site staff, internal work teams, management, and members of the public. Act as a proactive problem-solver, applying strong analytical skills to resolve complex construction or compliance issues and support a collaborative working environment. It is desirable that candidates will also have: Use relevant software such as AutoCAD to support data management, project reporting, and decision making. Contribute to digital record-keeping and project audits. Experience working on a live academic campus or similar large-scale, complex operational environment. Knowledge or experience of delivering library construction or refurbishment projects. Health & Safety qualifications such as IOSH Managing Safely, NEBOSH Construction Certificate, or equivalent. Chartered membership of IOSH (CMIOSH) or equivalent professional accreditation would be desirable. Person Profile The ideal candidate will be a technically competent, highly organised project professional with strong communication and stakeholder engagement skills. They will demonstrate initiative, personal accountability, and the ability to work confidently across complex construction environment. 3. JOB DESCRIPTION Reporting Relationship The appointee is required to carry out the duties attached to the post, under the general direction of the Director of Estates and Sustainability, to whom they report, and to whom they are responsible for the performance of these duties in the first instance. The appointee will report through the Director of Estates and Sustainability, the Vice President of Administration and Finance, the College President and/or to such other College Officers as the President may designate from time to time. The reporting relationship is subject to review and may be altered from time to time, in line with service needs and developments in the College. Core Duties (Library Project & Estates Department) The Clerk of Works will be required to: • Conduct site inspections as directed and prepare weekly reports to Employer’s Representatives, the Director of Estates & Sustainability, and the Library Project Co-Ordinator within strict timelines. • Identify, record, and report construction defects in weekly reports. • Monitor and assess progress against the contract programme and liaise with the Employer’s Representative, Assigned Certifier, Architect, Engineers, and/or Project Manager. • Ensure compliance with Health & Safety legislation, regulations, and MIC Safety Management Systems. • Liaise with and monitor the performance of the PSCS in discharging statutory duties. • Review and monitor implementation of the Construction Stage Safety and Health Plan. • Monitor contractor compliance with Risk Assessments and Method Statements (RAMS). • Verify site inductions, training records and competency documentation where required. • Ensure statutory site notices and HSA notifications are displayed and maintained. • Verify that works comply with planning permissions, statutory requirements, procurement processes, College specifications, and best practice construction standards. • Monitor compilation and completion of the Safety File and ensure all required documentation is provided to the Client in accordance with the Construction Regulations. • Measure and record contract variations and prepare snag lists as required. • Maintain detailed and accurate electronic and written records, including inspections, notices, and Change Orders. • Keep a comprehensive diary and photographic record of all works and inspections. • Monitor compliance with Working at Height Regulations and scaffolding inspection requirements (including GA3 records where applicable). • Monitor lifting operations and review lifting plans where required. • Oversee temporary works coordination and ensure appropriate inspections are undertaken. • Monitor fire safety controls during construction, including hot works permits and temporary fire protection measures. • Ensure statutory welfare facilities are provided and maintained in accordance with the Construction Regulations. • Monitor compliance with Waste Management legislation and Construction & Demolition Waste Management Plans. • Review asbestos survey information prior to refurbishment works and ensure compliance with the Safety, Health and Welfare at Work (Exposure to Asbestos) Regulations 2025. • Coordinate construction emergency procedures with campus emergency management arrangements. • Ensure incidents and dangerous occurrences are reported in accordance with statutory requirements and College procedures. • Perform any other duties appropriate to the role as assigned from time to time. Additional Duties – Estates Department • Assist and liaise with the Estates Department and Procurement Office on minor works contracts. • Assist with the Estates Department with inspections and prepare condition reports. • Inspect properties proposed for acquisition by MIC and assist with the preparation of condition reports. The list of duties and responsibilities as detailed is not exhaustive. The performance of the entire range of duties is not necessarily confined to any one individual, as the work requires that the staff function in a flexible manner and work together as a team. The College retains the right to assign new duties and/or to reassign staff to other areas of the College, in response to service needs. 4. TERMS AND CONDITIONS OF EMPLOYMENT General All persons employed will sign an appropriate contract, which will contain terms and conditions of the employment. A job description is given to all applicants for employment and this will form part of the contract documentation. Place of Work The appointee’s normal place of work will be Mary Immaculate College, Limerick. The College reserves the right to require the appointee to work from any other location. It is a requirement of the College that the appointee must reside within a reasonable distance of the College. MIC operates a blended working policy, which offers scope for the post holder to combine office attendance with remote working, subject to the provisions of the policy. Exclusivity of Service and Outside Work The person appointed will be required to devote their full-time attention and abilities to their duties during their working hours in the College and to act in the best interest of the College at all times. Therefore, for as long as the successful applicant is working in the College, they may not, without the prior written consent of the Vice President Administration and Finance (VPAF), be actively engaged or concerned in any way, either directly or indirectly, in any other business or undertaking where this is or is likely to be in conflict with the College’s interests or the performance of the duties that the person has been employed for. The appointee will not, during their tenure of office, undertake paid outside work unless they have received the permission of the VPAF of Mary Immaculate College to undertake such work on the terms and conditions as agreed for the particular undertaking in question. In every case, it is the duty of the appointee to seek in writing the prior permission of the VPAF. It is also the duty, in every case, of the appointee to inform the person or body for whom the work is being undertaken, that the work is being conducted in a private capacity and that the College cannot in any circumstances be responsible for such work. Probationary Period The appointment is subject to satisfactory completion of the standard 6-month probationary period. The probationary period may be extended at the discretion of the College but will not in any case exceed 11 months. Absences during the period of probation will extend the probationary period. Performance and conduct during the probationary period will be reviewed through a process of assessment meetings. Termination of the appointment during the probationary period, for any reason or no reason, will be at the discretion of the College. The disciplinary procedure will not apply to a dismissal during probation where the probationary employee has been employed by MIC for less than 12 months. Hours of Attendance The full-time working hours are 35 hours per week. The normal hours of duty are Monday to Thursday, 9:00 am to 5:00 pm, with a 1-hour unpaid lunch break each day and Friday, 9:00 am to 4:45 pm with a 45-minute unpaid lunch break. However, the duties attaching to the position are such that the post holder may be required to work evenings/weekends on occasion to accommodate service needs. Subject to College policy, the post holder may avail of “Time-Off-In-Lieu (TOIL)” or overtime where working hours exceed the contract hours per week. The College reserves the right to adjust starting and finishing times or days of duty to meet service needs. Salary The salary scale for this position has been approved by the Department of Further and Higher Education, Research, Innovation and Science and the Higher Education Authority in line with Government policy on public sector remuneration. The rate of remuneration may be adjusted from time to time in line with Government pay policy. The appointment will be made on the salary scale at a point in line with current Government Pay Policy. New entrants to the Civil or Public Sector, as defined in Circular 18/2010, will commence on the first point of the salary scale. This post is at Higher Executive Officer grade. With effect from 1st February 2026, the annual salary scale for Higher Executive Officer (grossed up) is: €59,437, €61,173, €62,907, €64,640, €66,377, €68,112, €69,847, €72,353 (LSI 1) and €74,852 (LSI 2). Increments are awarded in line with national pay agreements. Salary will be paid on a monthly basis on the 25th of each month, or the previous Friday if the 25th falls on a weekend, using the Paypath facility. Payment of salaries and wages are subject to statutory deductions, i.e. Income Tax (PAYE), Superannuation Contributions, Pay Related Social Insurance (PRSI) and Universal Social Charge (USC). Increments are awarded in line with national pay agreements. Superannuation New entrants to the public service will be required to participate in the Single Public Service Pension Scheme and pay superannuation contributions at the appropriate rates in accordance with the provisions of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. All other eligible appointees are automatically included in the Colleges of Education Pension Scheme on taking up appointment. In compliance with the Colleges of Education Pension Scheme, deductions amounting to 6.5% are made from salary. The appointee will be required to pay Additional Superannuation Contribution (ASC) under the provisions of the Public Service and Pensions Act 2017. Appointees who commenced employment in the public service between 1st April 2004 and 31st December 2012 and have not had a break in employment of greater than 6 months will have no mandatory retirement age. All other appointees will have a mandatory retirement age of 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/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. In applying for this position, the applicant is acknowledging that they understand that the abatement provisions, where relevant, will apply. It is not envisaged that the College will support an application for an abatement waiver in respect of appointments to this position. Annual Leave The annual leave entitlement for this grade is 27 working days per leave year. Annual leave should be taken when students are off campus and the taking of leave must have the prior approval of the relevant Line Manager. Public holidays are granted in accordance with the provisions of the Organisation of Working Time Act 1997. Sick Leave Employees who have a minimum of 3 months’ continuous employment with the College may be granted sick pay subject to the terms of the Public Service Sick Leave Scheme. Sick pay is contingent on full cooperation and compliance with the College’s absence management procedures. Confidentiality In the course of working in Mary Immaculate College, the person appointed may have access to or hear information concerning staff and/or students and/or the functioning and the business of the College. Such information acquired in the course of employment with the College, including any aspect of the College’s responsibilities or operations, is considered to be confidential information. On no account must information concerning students, staff or other College business be divulged or discussed except in the performance of normal duties and, unless authorised to do so, this information shall not be communicated to a third party. In addition, records must never be left in a manner that unauthorised persons can obtain access to them and must be kept in safe custody when no longer required. Health & Safety Mary Immaculate College attaches the highest regard to the safety, health and welfare of its employees. It is the duty of each employee to take reasonable care to protect the health and safety of themselves and of other people in the workplace. Each employee must comply with all health and safety policies and procedures in operation in Mary Immaculate College and familiarise themselves with the Safety Statement. Employees are obliged to wear any PPE (Personal Protective Equipment) that they may be provided with and no person shall intentionally or recklessly interfere with or misuse any appliance, protective clothing or other equipment provided in the workplace for health and safety purposes. Employees are statutorily/legally obliged to ensure that any accidents/incidents which may occur are reported promptly to the Health and Safety Officer on the MIC Accident/Incident Report Form.
Information Officer
Responsible to: Reporting to a Team Supervisor on a day-to-day basis. Purpose of the job: The provision of information, advice and referral services to members of the public and assisting the Team Supervisors in the work of the information service. Main Duties: • The direct delivery of information, advice and referral services as determined by the Board of Directors and in line with the Citizens Information Board guidelines for the provision of Citizens Information. • Provide independent, confidential and high-quality information and advice to clients, primarily by telephone, but also by email, web chat, messaging, and any other communication channels that might be incorporated into the CIPS service. • Follow up work arising from information and/advice sessions with clients. • Participate in monitoring, appraisal, support, supervision and individual and team development processes (including one-to-one meetings with Team Supervisor and staff/team meetings). • Participate in training and coaching, in the context of CIPS Training Policy and annual Training Plans, and individual/team training needs analyses. • Assisting the Team Supervisors in the development of innovative processes for the provision of quality information to clients in various formats using the Citizens Information Board Citizens Information website www.citizensinformation.ie as an information tool, supplemented by other relevant information sources. • Participate in customer service/access initiatives developed jointly with other organisations. • Assist and cooperate with the management of CIPS in the development of practices and systems that will enhance customer service and maintenance of the highest standards of honesty and integrity. • Operation of query management and data collection/statistical analysis systems. • Participate in quality assurance systems and practices. • Undertaking publicity and promotional initiatives appropriate to the development of the service as required. • Assisting in any research and/or social policy initiatives appropriate to the development of the service as required. • Identifying and feeding back to the management team, issues that have social policy implications. • Representing CIPS at conferences etc. as decided by the management team. • Such duties (including administrative duties) as may be assigned from time to time by the Team Supervisor. Minimum Education Qualifications and Attainments • Educated to Leaving Certificate standard, or equivalent, with a minimum of one year’s experience of working in an information, advice, or advocacy setting. or • Less formal academic qualifications with a minimum of three years’ experience of working in an information, advice, or advocacy. Essential Knowledge and Experience • An understanding of the issues around the provision of, and access to information, advice and advocacy/referral services. • Working knowledge and understanding of how the social welfare, health and income tax systems operate in general and a working knowledge of at least one of the following subject areas: employment, housing, immigration, consumer rights, education. • Excellent organisational, administrative and IT skills. Desirable Skills, Abilities and Experience • Demonstrated ability to absorb, analyse and evaluate information from a variety of sources. • Strong communication skills, both orally and in writing. • Previous experience in a call centre setting. • Ability to work on own initiative and as a member of a team, working effectively within the support and supervision structures operated by CIPS. • Ability to interpret and implement organisational policy. • Have previous experience in the information or voluntary sector. Successful Candidate will be • Committed to the provision of free, confidential, impartial, and independent information, advice and referral services. • Have an understanding and knowledge of the range of information, advice and referral services provided by the Citizens Information Phone Service supported by the Citizens Information Board. • Flexible to work alternative shifts as CIPS lines open from 9am to 8pm. • Open to work unsocial hours as may be required from time to time and willing to attend evening and occasional weekends. Time off in lieu (TOIL) arrangements apply in all such circumstances. All position is subject to satisfactory completion of a probationary period. The period of probation may be extended at the discretion of the Team Supervisor/Manager. The successful candidate will be available to work 35 hours per week on a full-time position or 17.5 hours per week on a part-time position. There will be a requirement to work alternative shifts between the hours of 9am to 8pm Monday to Friday. The role will be based at the CIPS office in Blackrock, Cork. Full-Time Salary: Scale range of €33,992, €36,472, €38,976, €40,840, €42,644, €45,075, €46,845, €48,626 (Max – 3 years), €50,246 (LSI1 – 3 years), €51,862 (LSI2). Salaries pro rata for part-time work. Please note there will be a salary increase in April & October 2026. Incremental Credit: It is expected that all new entrants to the Citizens Information Phone Service will be appointed at point one of the salary scale. However, the Citizens Information Phone Service operates an incremental credit process for appointments higher than point one. This process is applicable to new entrants. Incremental credit criteria, based on the competencies for the role, are assessed against employment history as laid out in the application form only. A request for incremental credit from a successful candidate must be made within the first 3 months of employment. The decision on whether or not to award an incremental credit is a decision made by the Board and is subject to the availability of funding. Pension: A company pension scheme is in place, and membership is obligatory upon commencement. Employee contribution: 5% of salary. Employer contribution: 7% of salary. Please note the Citizens Information Service has established a normal retirement age in line with the state pension age (currently 66). Remote Working: There is no immediate entitlement to remote working. Any requests for same will be considered in line with the prevailing policy and/or legislative framework. Annual Leave: Calculated on a pro rata basis for part year service as follows: • 23 days • 24 days (upon completion of 2 years’ service) • 25 days (upon completion of 5 years’ service) Full terms and conditions are contained in a Staff Handbook, which is issued with and forms part of the Employee Contract at CIPS.
Deli Assistant
Main purpose of the role: Responsible for the preparation of high quality hot and cold deli products and for ensuring customer satisfaction is the number one priority. The ideal candidate will have/be:
Employment Guidance Officer
Salary Salary – LP Officer level starting point circa €39,000 - €45,000 DOE Role Purpose The Employment Guidance Officer (EGO) is required to work as part of a staff team implementing objectives and actions as set out in Dublin City Community Local Area Employment Services’ (DCCLAES) Annual Programme of Work. The purpose of the role is to facilitate and assist clients of the service to secure employment, training, or education that matches their skills, abilities, and personal circumstances. Duties of the Role The duties of the Employment Guidance Officer (EGO) are to work as part of the DCCLAES staff team in the delivery of the Local Area Employment Service (LAES), initially in the D8 delivery centre, but with the flexibility to work across all 4 locations (D1, D8, D10 & D12) within Dublin City. The role will involve utilising adult guidance techniques to develop and plan individual career progression routes for unemployed clients which, having assessed the client’s current employability status, indicates concrete actions that need to be taken to secure employment or progress on to training and education programmes. Taking into consideration the client’s starting point from an adult guidance perspective, key duties include: • To be both creative and dynamic in reaching out to and engaging adults who are particularly distanced from labour market opportunities. • Be able to deliver bespoke employability programmes that engage and motivate young people. • To work on an individual and group basis delivering one-to-one guidance and bespoke employability and personal development supports orientated towards promoting the value of labour market participation. • To co-ordinate and manage the realisation of the client’s progression route, ensuring that the relevant agencies provide the necessary progression supports. • To manage a caseload of 100 clients, providing the appropriate support, advice, and guidance relating to employment, training, and career options. • To make and track referrals internally to programmes such as SICAP, Tús, Sláintecare Healthy Communities, and family support where required. • To identify, refer, and track referrals to external support programmes, e.g. Solas, ETB, and other vocational training programmes, support agencies, e.g. addiction services. • To source access pathways for young people into apprenticeships and traineeships. • To play an advocacy role with respect to working with job vacancies, statutory labour market programmes, training, education, and self-employment opportunities on behalf of clients. • In co-operation with the service delivery team, assist in identifying issues that arise in the course of service delivery with a view to establishing alternative progression routes into employment. • To provide an aftercare service to both clients and employers, with a focus on sustaining employment placements. • To work towards and reach set objectives, targets, and key performance indicators. • Collate, monitor, and present statistical information on participant and programme outcomes and ensure all programme participants are tracked. • Generate progression reports on an agreed basis. • Ensure all programmes and participants are registered on required CRM systems. • To effectively manage a DSP’s computerised client caseload system to ensure that the appropriate tracking mechanisms are in place. • Adhere to Professional Standards and Code of Ethics in the Company. • Undertake other duties and responsibilities as may be assigned. Person Specification Qualifications The person appointed will have a relevant third level qualification in adult guidance or a related social science discipline achieved at level 7 or above on the QQI National Framework of Qualifications. Knowledge & Expertise The Employment Guidance Officer should be able to demonstrate experience and expertise in the following areas: Essential: • Minimum of 2 years’ experience working in a relevant professional field. • Must have experience of working directly with adults in a developmental role such as adult guidance, social care, adult education, recruitment sector, or related area. • Must have knowledge and understanding of the factors impacting on unemployed individuals seeking work. • Must demonstrate an understanding and commitment to social inclusion and adult guidance practices. Desirable: • Experience in the use of assistive tools such as aptitude and interest inventories, personal development tools, e.g. Outcome Star, distance travelled tools, or similar. • Knowledge of apprenticeship opportunities, access, and support pathways. • Understanding of welfare to work financial supports. • Must have experience of establishing contact and developing referral relationships with key stakeholders, e.g. employers, ETB, HSE, health and wellbeing services, and support agencies such as women’s aid, disability and migrant support services, and other sector stakeholders. Skills & Competencies The Employment Guidance Officer should be: • Able to work sensitively and in an empowering way in an employment guidance setting. • Able to demonstrate a commitment to assuring high standards of professional practice. • Competent in group-based facilitation, delivery systems, and adult learning methodologies. • Be competent in a variety of interviewing techniques, e.g. motivational, informational, narrative, or equivalent. • Capable as a career coach and able to apply cognitive behavioural techniques to assist clients to self-progress and sustain progress. • Computer literate in dealing with standard MS Word and data processing, spreadsheet, and CRM packages. • Confident and capable in engaging with employers of a range of sizes and with varying recruitment needs. Character & Personal Qualities • Be passionate about learning, creative, and forward thinking. • Able to work in a self-directed dynamic manner and to develop good working relationships with all stakeholders. • Be flexible and be prepared to work in any of the four designated centres of delivery (D1, D8, D10 & D12). • Appreciative of the main social, economic, and environmental issues currently affecting the sector. • Fair, impartial, and open to new ideas and information. • Be a role model for lifelong learning and continuous professional development.
Social Care Assistant
HSE Care Assistant Salary Scale: €17.03 to €23.65 hourly, depending on experience Kare Adult Supports work with people over the age of 18 years. We support people to live and be active in their community through supported employment, learning and everyday activities. The Residential Service rosters will include day, night and weekend shifts. Responsibilities A detailed Job Description is available on request. Informal enquires to Bryan Adams – Operations Manager. Shortlisting will be completed on the basis of information provided in your application against the requirement of the role. The successful candidate will be required to provide satisfactory references and Garda Vetting and overseas police vetting, where applicable. Salary is paid in accordance with the Department of Health Consolidated Salary Scales.
