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Sort by: relevance | dateAssistant Parks & Landscape Officer
The Assistant Parks and Landscape Officer’s role & responsibility will be as a key team member in Galway City Council’s Recreation & Amenity Department to manage, conserve and develop its large asset base portfolio of Parks, Woodlands, Sports fields, All Weather Facilities, Residential Open Spaces, Civic Spaces, River Walks, Leisure Trails, Beaches, Promenades, Cemeteries, Marine, Coastal Wetland & Karst Limestone Habitats (EU Habitat Directive sites) and more. This is a collaborative role working in a dynamic environment with competing deadlines supporting a highly skilled team. Daily duties of the role include assisting senior landscape architects, supporting senior engineers and ecologists, liaising with community groups and elected representatives, preparing project documentation, developing planting plans, onsite visits with outdoor staff and contributing to the creation of sustainable and innovative landscape solutions. The ideal candidate enjoys working with people and is passionate about communities and providing excellent customer service. The candidate will be proactive and is willing to work on multi-site-based projects as well as being office based. A full clean driver’s license and flexibility to travel between project sites is a requirement. A key objective for the department is to deliver excellent public realm projects and new amenity facilities for communities across the city with a particular focus on underserved and underrepresented communities. Developing good public participation systems within the department for groups such as young people and children, older people and people with disabilities is an important component of delivering successful public realm for communities. The type of candidate we are looking for has a keen interest in improving outcomes for communities, enjoys meeting new people and assisting in organising public events. A key objective of the department is to work with volunteer groups in the city and resident associations in the estates, to deliver initiatives for biodiversity friendly landscape management practices, such as the Health Green Spaces Initiative. A keen interest in working with the public to deliver biodiversity projects is important. In addition to the above, the type of candidate we are looking for has a solid background in landscape design and a passion for plants, trees, communities and biodiversity. The ideal candidate has an interest in learning how to plan landscapes at city scale level and who cares about solving problems on the ground and relishes attention to detail in design finishes. We are looking for a person who is motivated by delivering excellent public service. The candidate will have demonstratable experience in design brief development and preparation of tender documents for procurement of consultancy and contractor services is important; Experience in monitoring, tracking and reporting at various stages of planning, tendering, procurement, pre-construction, construction and post construction stages for landscape projects is a distinct advantage for the role. The ideal candidate will be a person who possesses a mix of technical abilities (AutoCAD, preparing planting plans, ordering hard and soft materials, GIS an advantage) and site management experience (dealing with landscaping contractors, nurseries, hard landscaping suppliers). The Assistant Parks and Landscape Officer will have a significant function as part of the Recreational and Amenity Department’s Team in a supporting and technical capacity role to assist in the delivery of the Departments priorities as listed above and specifically including the following: · Undertake the procurement and management of landscape maintenance contracts; · Responsible for the delivery of assigned actions and supporting other team members: o in the advancement and development of the objectives and actions set out in the Green spaces strategy, Galway City Recreation & Amenity Needs Strategy, the All Ireland Pollinator Plan and Galway City Biodiversity Plan; o Drafting of Natural Environment policies & procedures including Invasive Species Management Plans, Noxious Weed Species Management, Controlled Diseases (as identified by the Department of Agriculture); · Responsible for the delivery assigned actions within our department Climate action plan to meet our 2030 targets · Responsible for the delivery of assigned actions in the Annual Service delivery plan and team development plans · Prepare draft management plans for our major park and sports facilities for sign off by Senior management including maintenance plans · Prepare the annual compilation of application documents for the An Taisce Green Flag Competition; · Preparation of reports for Submission to Council, Senior Management Department, the Department of Housing Planning & Local Government, the Department of Children & Youth Affairs & the Department of Arts, Heritage and as part of development control; · Prepare the monthly and annual reports for senior management and Council members and meetings · Participate in the design of a strategic framework of public realm and floral projects across the City; working with other departments as necessary · Provide technical support and expertise to the Engineering Team in areas covered by Horticultural, soil Sciences & Arboriculture fields. · Provide technical inputs in the design and development of minor works contracts involving soft works and tree/hedge conservation. · Providing Horticultural and Arboriculture expertise and responses to queries received from Residents Associations, Community Groups and Environmental · Providing essential inputs for Risk Assessments for Horticultural Works areas including Pesticide specification use, Horticultural Machinery, Soil & Fertiliser requirements (avoiding contamination); · Assisting & Certifying contract works involving horticultural & agronomy works (eg. Sport-field over sowing). · Supervision of staff inclusive of outdoor staff. · Undertake reviews and assess planning applications against Galway City Council Parks policy. · Manage and provide technical input where necessary on enforcement/legal matters regarding our parks. · Review and advise on planning applications regarding adherence to Galway City Council Green spaces policies. · Working with local residents and representative groups on green space development. · Providing input and undertaking development and revision of Galway City Council Parks policies and bye-laws Other duties relevant to the post as may be determined from time to time. ESSENTIAL QUALIFICATIONS FOR THE POST 1. Character Candidates shall be of good character. 2. Health Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Citizenship : Candidates must, by the date of any job offer, be: i. A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or ii. A citizen of the United Kingdom (UK); or iii. A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or iv. 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 v. A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa or vi. A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa 4. Education, Training, Experience, etc. Each candidate must, on the latest date for receipt of completed application forms: (a) Hold a qualification in Horticulture, Landscape Architecture, Arboriculture, Natural or Environmental Science ( Level 8 or Higher on the National Framework of Qualifications ); (b) Have not less than two years post graduate satisfactory experience of planning, design, development and management of one or more of the following: Parks, Heritage Landscapes and Gardens, Open Spaces, Green Infrastructure, Public Realm and Urban Design, Urban Forests, Sports Grounds, Recreation and Play Facilities, Burial Grounds, Community Gardens and Allotments; (c) Possess a high standard of professional competence and experience; (d) Have good communication skills, ability to work on their own initiative and as a team member Driving Licence Requirement Applicants should at the date of applying hold a full unendorsed valid Irish/EU licence, for Class B vehicles, or a licence acceptable to NDLS for transfer to full Irish licence (link below) https://www.ndls.ie/help/faq.html#exchange-of-foreign-driving-licences *Non-Irish Qualifications must be accompanied by a determination from Quality and Qualifications Ireland (QQI) to establish their comparability against the Irish National Framework of Qualifications, overseas qualifications must also be accompanied by a translation document. Desirable It is desirable that candidates should have the following: · a satisfactory knowledge of the principles of parks design. · satisfactory professional knowledge and experience of public realm, landscape and urban design. · qualification, ability and experience in the technical design and presentation of parks and open spaces and projects. · competence in landscape design and technical ability in terms of project design, description, drawings and presentation. · knowledge of the legislation, policies, procedures and regulations guiding the design, operation and management of the public realm. · knowledge of current recreational needs, interests, trends and facilities. · knowledge of the methods, techniques and requirements for the upkeep of buildings, facilities, grounds and equipment. · knowledge of the principles and practices in the management of natural resources within parks and open spaces. · knowledge of public relations and possess good interpersonal and communication skills and have the ability to engage with a wide range of people. · knowledge of public procurement processes. · knowledge and awareness of Health and Safety Legislation and Regulations, their implications for the organisation and the employee, and their application in the workplace. · good organisation skills. · excellent interpersonal and communication skills and have the ability to engage with a wide range of people. · the capacity to work on his/her own initiative. · competency in the area of information technology with well-developed skills including presentation work. · an aptitude for problem solving. · an understanding of Local Authority services and structures or have the ability to quickly acquire same. · Strong computer skills and CAD experience would be beneficial · GIS knowledge and experience would be desirable Each candidate must include in the application details of all qualifications obtained by them. The invitation to attend for Interview is not to be regarded as an admission that you possess the prescribed qualifications and/or requirements for this post or are you qualified by law to hold the post. Documentary proof will be required before appointment where you claim credit for particular qualification, experience, etc. COMPETENCIES FOR THE POST Key Competencies for the post are given in the table below. Candidates will be expected to demonstrate sufficient evidence within their application and at interview of competence under each of these headings. Strategic Management & Change · Strategic Ability Displays the ability to think and act strategically to ensure that functional responsibility is properly aligned with the purpose, mission and vision of Galway City Council. Is effective in translating the vision of the Corporate Plan into operational plans and outputs as it relates to Procurement. · Networking and Representing Establishes, maintains, participates and contributes to networks and works collaboratively with stakeholders to enhance the procurement objectives of the Council. Sustains a positive image and profile of Galway City Council. · Political Awareness Has a clear understanding of the political reality and context of the Council. · Bringing about Change Effectively introduces change. Overcomes resistance to change. Demonstrates flexibility and openness to change. Delivering Results and Communicating Effectively · Problem Solving and Decision Making Pinpoints the critical information and can address issues logically. Understands the context and impact of decisions made. Acts decisively and makes timely, informed and effective decisions. · Operational Planning Contributes to operational plans and develops team plans in line with priorities and actions for their areas of responsibility, having regard for operational objectives of the Council and available resources. Plan and prioritise work and resources effectively. · Managing Resources Manages the allocation, use and evaluation of resources to ensure efficient delivery of objectives. · Communicates Effectively Recognises the value of and requirement to communicate effectively with all colleagues and stakeholders. Has effective verbal and written communication skills. Presents ideas effectively to individuals and groups. Performance Through People · Leading and Motivating Leads, motivates and engages other to achieve quality results and Corporate objectives. Leads by example in terms of commitment, flexibility and a strong customer service ethos. · Managing Performance Effectively manages performance including underperformance or conflict. Empowers and encourages people to deliver their part of the operational plan. Personal Effectiveness · Relevant Knowledge Keeps up to date with current developments, trends and best practice in their area of responsibility. Demonstrates the required specialist knowledge understanding and training for the role. Has strong knowledge and understanding in relation to statutory obligations of Health & Safety Legislation and its application in the workplace. · Personal Motivation & Initiative Take initiative and seek opportunities to exceed goals. Manages time and workload effectively and operates in an environment with significant complexity and pace. Maintains a positive, constructive and enthusiastic attitude to their role. PRINCIPAL CONDITIONS OF SERVICE Type of Post Future relevant permanent and temporary posts will be filled from the panel(s) formed. The post(s) will be whole-time, permanent/temporary and pensionable. Remuneration The annual salary (Circular EL 02-2026, Revised Local Authority Scales Operative from 1 February 2026) is as follows: (Analogous to pay scale of Assistant Engineer) €47,770 - €74,068 IMPORTANT NOTE: Candidates should note that the starting salary is not subject to negotiation . Entry into the pay scale above the minimum point will only apply to existing public servants in the context of the relevant Government Pay Circulars. Candidates who are not covered by such Circulars will enter the pay scale at the minimum point i.e. €47,770. The rate of remuneration may be adjusted from time to time in line with Government pay policy. The holder of the office shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to and received by them by virtue of their office or in respect of services which they are required by or under any enactment to perform. Probation: (a) there shall be a period after such appointments take effect during which such persons shall hold the position on probation, (b) such period shall be 12 months but, the Chief Executive may at their discretion extend such period, (c) such persons shall cease to hold the position at end of the period of probation unless during such period, the Chief Executive has certified that the service of such persons is satisfactory. Hours of Duty The person appointed will be required to work a 35 hour week. The successful candidate will be required to log their hours of work in accordance with the requirements of the Organisation of Working Time Act, 1997 and will be required to co-operate with the use of technologies to record such hours. Annual Leave: The annual leave entitlement will be 30 days per annum. Residence: Holder of the post shall reside in the district in which their duties are to be performed or within a reasonable distance thereof. Work Permit All non-EU/EEA citizens must hold a valid work permit prior to and for the duration of their contract. The work permit must allow you to work full time for Galway City Council. It is the responsibility of individual employees to ensure that you have a valid work permit. If at any stage during your contract you cease to hold a valid work permit you must immediately advise Galway City Council and your employment will cease with immediate effect. Outside Employment: The position is whole-time and the employee may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties. Driving Licence: Applicants should at the date of applying hold a full unendorsed valid Irish /EU licence, for Class B vehicles, or a licence acceptable to NDLS for transfer to full Irish licence. The successful candidate will be required to provide their own transport. Expenses incurred in work related travel will be recompensed in line with departmental circulars. Garda Vetting: The successful applicant may be required to undergo Garda Vetting prior to appointment. Superannuation Contribution: Persons who become pensionable officers of a local authority, who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of the State Pension Contributory). Persons who become pensionable officers of a local authority who are liable to pay the Class D rate of PRSI contribution will be required, in respect of their superannuation, to contribute to the local authority at the rate of 5% of their pensionable remuneration. Widows & Orphans/ Spouses & Children’s Scheme All persons who become pensionable officers of a local Authority are required, in respect of the Local Government (Spouses and Children’s Contributory Pension) Scheme, 1986, to contribute to the local authority at the rate of 1.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of State Pension contributory) in accordance with the terms of the Scheme. New Entrants From 1st January 2013 – Single Public Services Pension Scheme FOR NEW ENTRANTS recruited on or after 1st January, 2013 as well as former public servants returning to the public service after a break of more than 26 weeks. The Public Service Pensions (Single Scheme and Other Provisions) Act 2012 applies to your employment. Members of this Scheme are required in respect of superannuation to contribute at the rate of 3% of pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of State Pension contributory) and you are liable to pay the Class A rate of PRSI contribution. Retirement Age: Retirement age will be determined on previous Public Sector Service (if any) and will be advised on appointment.
Administrative Assistant
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 , ( HRB Strategy 2021-2025 ). The NHIS Unit in the HRB manages four national health information systems in the areas of drugs and alcohol, disability and mental health on behalf of various Government Departments. These systems 1) produce data and information to assist Government Departments 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. Teams of researchers and analysts work to generate reports from the data collected. Key responsibilities of the post of Administrative Assistant (NHIS) The HRB is now seeking to recruit a full time, permanent Administrative Assistant to work with the four different NHIS teams within the Unit and to provide support with the work of the information systems we manage. The Administrative Assistant role is multifunctional and varied, with teamwork, organisational skills and customer service crucial. The requirement will be to work flexibly between the different teams, prioritising work as required. Duties will include (but are not limited to):Provide general administrative support to the staff in the NHIS unit
Healthy County Co-ordinator
Applications Applications will only be accepted through SDCC’s e-Recruitment system before midnight on Thursday, 19th March 2026. The Role The Healthy Cities & Counties Programme is a Department of Health funded initiative located within local government with a concerted focus on life-long wellbeing, prevention of illness; enabling wellbeing environments and the reduction of health inequities. More specifically, the programme highlights the important role and responsibility that local government has in enhancing community wellbeing outcomes. The Healthy County Coordinator role will support the delivery of the emerging outcomes framework for Healthy Ireland, and the WHO European Healthy Cities Network (Phase VIII) objectives at local and regional levels. The roles prioritise actions to improve the wider determinants of health through local government’s statutory and developmental responsibilities, with a strong emphasis on empowering communities, research and innovation, intersectoral collaboration, data management and evidence-informed decision-making. The Coordinator is the primary point of contact and liaison with other sections in relation to all operational matters for the Healthy Ireland Programme for which they are responsible and other assigned duties/functions. The post holder will work under the direction and control of the Senior Executive Officer or analogous grade or other officer designated by the Chief Executive or Director of Services as appropriate. The Coordinator is responsible for management of the day-to-day operations of the relevant programme and is a contributor to the strategic and policy making decisions of the local authority. They will be expected to contribute to the development and implementation of policies and strategies and to work closely with the elected Councillors and senior managers in delivering services to the highest standard. The post holder may represent the Local Authority on committees and at meetings, including for example: Candidates are requested to give an example of a situation which highlights the behaviour, skills and attitude that underpin effective performance in these areas and which demonstrates their suitability to meet the challenges of this role. Candidates should ensure the example used clearly demonstrates their ability in this area and that the scale and scope of the example given is appropriate to the post and level of the post. Duties The Healthy County Co-ordinator will perform such duties as may be assigned from time to time which will involve the facilitation, implementation and promotion of the policies and objectives of SDCC for the advancement of the Healthy Cities & Counties Programme. The Healthy County Co-ordinator will report to the Senior Executive Officer, Community or any other officer as designated by the Chief Executive. Such duties include: Work intensively with communities of interest and place to co-design, develop, and implement locally tailored wellbeing initiatives. Apply principles of empowerment, participation, social justice, and equality in all aspects of planning and delivery. Work with relevant Healthy Ireland partners to ensure integrated and improved delivery of health and wellbeing initiatives and support programmes across the City/County Council. Use and gather relevant local datasets to target communities experiencing the greatest health inequities and build evidence case for resource allocation or intervention. Develop a 5 year Healthy Cities & Counties Work Programme based on local need and priorities established from innovative and participatory community engagement and needs assessment exercises with Annual Action Plans comprising of Healthy Ireland Fund or similar funding to action local priorities. Participate in Regional Healthy Ireland Coordinator Cluster and National Network fora. Map, align and leverage local authority activities that influence the wider determinants of health and include within relevant Healthy Ireland data gathering exercises. Advise elected members and senior executives on relevant policies and programmes related to health and wellbeing and deliver relevant upskilling/enabling opportunities. Facilitate Local Authority wide or Regional Health and Wellbeing Networks and support the development of local wellbeing forums and wellbeing leadership initiatives within communities. Work confidently and sensitively with elected representatives, senior executives, and cross-sectoral leaders to address determinants of health activity within the local authority. Act as a catalyst and connector across directorates and sections (for example planning, transport, housing, environment, community) to align activity with health and wellbeing objectives. Champion whole-system, place-based, preventative approaches to health and wellbeing, working across local authority directorates and with external partners to create enabling environments that foster wellbeing for all. Explore resource mechanisms across all Government Departments and at EU level to address local community priorities. Leverage research, data, innovation, and WHO/EU collaboration to encourage local government leadership in improving health and wellbeing outcomes. Develop or contribute to funding bids where appropriate in conjunction with communities to resource local priority initiatives. Capacity to influence, align, and coordinate across internal directorates and external stakeholders and demonstrate partnership management and stakeholder engagement skills. Use local data, research, and evidence to shape decisions and measure outcomes. Represent the Local Authority in regional and national networks and participate in international platforms such as the WHO European Healthy Cities Network. Drive whole-of-local-government, whole-of-community and whole-of-place approaches to wellbeing, focusing on the social, economic, environmental and cultural determinants of health. Plan, implement, oversee, and report on funding assigned to the post in line with agreed priorities. Any other duties that may be assigned to the post to promote lifelong health and wellbeing in the community. These duties are indicative rather than exhaustive and are carried out under general guidance.
Administrator
Background Enterprise Ireland’s remit is to accelerate the development of world class Irish companies to achieve leading positions in global markets. Our clients, employing over 230,000 people across Ireland, make a significant contribution to the Irish economy. Our forthcoming strategy for the period 2025 to 2029 will focus on supporting Irish business to accelerate sustainably and increase their contribution to economic growth. The environment in which Irish businesses operate is constantly changing and business needs to be innovative and ambitious to succeed. Our five year strategy sets out how we will support Irish business to start, compete, scale and connect to deliver jobs across Ireland and impact globally. Role Purpose The role of the Administrator, Grant Applications will be to process online and or offline applications from Enterprise Ireland clients in a timely manner. The person appointed to this role will be responsible for reviewing and verifying that the approved proposal is consistent and compliant with the application, the offer and relevant Enterprise Ireland policies and grant applications procedures. Once verified, the Grant Applications Administrator will create and issue Letters of Offer which form the legal basis of contracts between clients and Enterprise Ireland. Key Responsibilities • Administer the full Enterprise Ireland grant applications process from receipt of application to drafting and acceptance of Letters of Offer. • Administer relevant Enterprise Ireland online and offline applications systems in an efficient manner. • Represent clients’ grant applications via participation at relevant pre approval Committee meetings in relation to proposals. • Issue Letters of Offer and other relevant legal documentation to successful applicants in an accurate and timely manner. • Work closely with sectoral and other colleagues in the organisation to advise and support them in progressing applications for grant support, addressing a wide range of grant related issues. • Ensure that existing processes and systems are continuously reviewed to improve efficiencies. • Respond effectively to all set targets and priorities. • Undertake other projects and assignments across the Grant Management Team from time to time. Functional Competencies (Skills, Experience and Qualifications) • Demonstrable experience in a regulatory environment of administering and processing information, data or figures methodically and accurately is essential. • Demonstrated capacity to comprehend complex information and data for onward dissemination and ability to communicate it clearly and effectively, orally and in writing, is essential. • Experience of managing and prioritising multiple tasks to meet challenging deadlines, coupled with strong attention to detail is essential. • Experience of working within a team to achieve shared goals, objectives and targets. • Sound judgement and professionalism in decision making. • Ability to develop strong and mutually beneficial working relationships with stakeholders. • Experience of delivering an expert and efficient service to stakeholders. • A sound knowledge and understanding of Enterprise Ireland’s financial and other relevant supports. • Experience of working with Microsoft Office packages such as Outlook, Word and Excel coupled with an ability to learn new technologies and use Enterprise Ireland specific software applications and systems. Enterprise Ireland Behavioural Competencies Results Focused The ability to be outcome and results focused with regard to business priorities and organisational goals, monitoring progress and adjusting approach ensuring delivery against the appropriate timescales. Innovation and Risk Taking Actively encourages new ideas, experimentation and measured risk taking, while always being on the lookout for opportunities to continuously improve business processes and efficiencies within Enterprise Ireland and client organisations. Problem Solving and Decision Making The ability to be decisive and take difficult decisions about clients, people and costs to deliver sustainable results, using the analysis of information and situations to make logical and sound decisions. Client Focused The ability to provide an excellent client service focusing on client needs and building and maintaining effective personal and business relationships to advance clients’ objectives and Enterprise Ireland strategy. Communicating with Impact to Influence Others Communicates in a manner that will persuade, convince and influence their own staff and others, both internally and externally, in order to motivate, inspire or encourage them to follow a particular course of action. Teamworking Co operates with colleagues, shares information and respects the opinions and values of staff members. Understands the skills, experience and knowledge of staff members and maximises how these can be utilised to the benefit of the department, the organisation and the client. Embracing and Leading Change Understands the business agenda of Enterprise Ireland and embraces changes for area of responsibility and for external and internal clients. Acting and Leading with Integrity Communicates the Enterprise Ireland purpose, values and approach, acting genuinely and with integrity in a manner that builds trust and engages and motivates others. Networking Establishes and maintains mutually beneficial relationships with colleagues and other networks for the purpose of sharing information. Developing Yourself and Others Creates an environment that enables you and others to excel in terms of job performance. Salary Scale €31,545 – €58,019 per annum contributory superannuation rising to €59,911 by long service increments. €30,253 – €55,266 per annum non contributory superannuation rising to €57,048 by long service increments. Candidates should note that entry will be at the minimum of the relevant scale and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Subject to satisfactory performance, increments may be payable in line with current Government policy. Point of entry on this salary scale may differ from the minimum point of the scale if the successful candidate is a current public or civil servant.
Support Manager
The remit of the Carer Supports team is to deliver one to one support to family carers, alongside the design, development and implementation of group and community based supports. This team will manage the delivery of local events and programmes through actively supporting and participating in national initiatives of the Carer Support National Programme and Events Team such as Carer of the Year, National Carers Week, respite weekends, and training and education. Using a strengths based, carer focused approach, the Support Manager will work with the family carer delivering high quality, appropriate supports based on the identified needs of the family carer. Where appropriate, the Support Manager will support the family carer using the Carers Outcome Star which enables a collaborative and focused conversation across seven recognised areas of carer wellbeing (health, the caring role, time for yourself, how you feel, work, finances, managing at home). The Support Manager will develop an individual person centred action plan designed to support the family carer through and beyond their care journey. The Support Manager may also advocate on behalf of the family carer with an appropriate external service. The Support Manager will deliver community engagement via community development, delivery of education and training, facilitation of groups and carers clinics, and signposting to relevant community services. The role includes organisation of local assemblies, community fora and fundraising and where applicable, the management of a local centre. The Support Manager will report to their network Senior Manager Community Supports South and will engage in reflective practice and supervision and will be an active member of their assigned network. The Support Manager will be required to deliver on agreed individual, network and national targets as identified in the performance management and delivery system agreed with their manager. ROLE CRITERIA The following qualifications, skills and experience are required for this role: A QQI Level 7 qualification or higher is desirable in Social Care, Community Development, Psychology, Train the Trainer, Guidance, Counselling, Education, or Social Work. Previous experience providing support to families in a community based setting. Excellent written and verbal communication skills and the ability to establish rapport with a diverse range of people. Ability to prioritise tasks and work within a dynamic environment. Excellent information technology skills mainly in Microsoft Word, Excel, Outlook, PowerPoint, customer relationship management systems, finance and human resources reporting systems and similar. Experience and confidence using virtual technologies such as 3CX, Zoom, Microsoft Teams and video conferencing platforms. Proven networking skills. Strong people management skills. Strong facilitation and presentation skills. Experience engaging in fundraising. Demonstrated ability to work under pressure, make clear and quick decisions and work with clients in distress. Effective time management. Ability to work both autonomously and collaboratively within a team. Flexibility in attitude and approach to the job. Reflective approach to work. A strong work ethic. Willingness to work outside normal working hours when required. A full driving licence with access to a car. The following is also desirable: Experience working with and responding to carers individual needs which may include advocacy. Experience negotiating with community based organisations or groups to maximise outcomes for family carers. At least two years experience of working with family carers and or working within an information provision service. Understanding of a community development or public health approach. Experience delivering education or training. Knowledge of challenges facing family carers. Knowledge of services and supports offered formally and informally within the community services sector. Experience using the Outcome Star or other assessment methodologies. Terms and Conditions Full time permanent contract (37 hours per week across Monday to Friday). Flexibility to travel to meetings as required is essential. The remuneration for this role includes a salary of €45,570 and access to a defined contribution pension scheme. The annual leave entitlement is 26 days per year.
Support Manager
The remit of the Carer Supports team is to deliver one to one support to family carers, alongside the design, development and implementation of group and community based supports. This team will manage the delivery of local events and programmes through actively supporting and participating in national initiatives of the Carer Support National Programme and Events Team such as Carer of the Year, National Carers Week, respite weekends, and training and education. Using a strengths based, carer focused approach, the Support Manager will work with the family carer delivering high quality, appropriate supports based on the identified needs of the family carer. Where appropriate, the Support Manager will support the family carer using the Carers Outcome Star which enables a collaborative and focused conversation across seven recognised areas of carer wellbeing (health, the caring role, time for yourself, how you feel, work, finances, managing at home). The Support Manager will develop an individual person centred action plan designed to support the family carer through and beyond their care journey. The Support Manager may also advocate on behalf of the family carer with an appropriate external service. The Support Manager will deliver community engagement via community development, delivery of education and training, facilitation of groups and carers clinics, and signposting to relevant community services. The role includes organisation of local assemblies, community fora and fundraising and where applicable, the management of a local centre. The Support Manager will report to their network Senior Manager Community Supports South and will engage in reflective practice and supervision and will be an active member of their assigned network. The Support Manager will be required to deliver on agreed individual, network and national targets as identified in the performance management and delivery system agreed with their manager. ROLE CRITERIA The following qualifications, skills and experience are required for this role: A QQI Level 7 qualification or higher is desirable in Social Care, Community Development, Psychology, Train the Trainer, Guidance, Counselling, Education, or Social Work. Previous experience providing support to families in a community based setting. Excellent written and verbal communication skills and the ability to establish rapport with a diverse range of people. Ability to prioritise tasks and work within a dynamic environment. Excellent information technology skills mainly in Microsoft Word, Excel, Outlook, PowerPoint, customer relationship management systems, finance and human resources reporting systems and similar. Experience and confidence using virtual technologies such as 3CX, Zoom, Microsoft Teams and video conferencing platforms. Proven networking skills. Strong people management skills. Strong facilitation and presentation skills. Experience engaging in fundraising. Demonstrated ability to work under pressure, make clear and quick decisions and work with clients in distress. Effective time management. Ability to work both autonomously and collaboratively within a team. Flexibility in attitude and approach to the job. Reflective approach to work. A strong work ethic. Willingness to work outside normal working hours when required. A full driving licence with access to a car. The following is also desirable: Experience working with and responding to carers individual needs which may include advocacy. Experience negotiating with community based organisations or groups to maximise outcomes for family carers. At least two years experience of working with family carers and or working within an information provision service. Understanding of a community development or public health approach. Experience delivering education or training. Knowledge of challenges facing family carers. Knowledge of services and supports offered formally and informally within the community services sector. Experience using the Outcome Star or other assessment methodologies. Terms and Conditions Full time permanent contract (37 hours per week across Monday to Friday). Flexibility to travel to meetings as required is essential. The remuneration for this role includes a salary of €45,570 and access to a defined contribution pension scheme. The annual leave entitlement is 26 days per year.
General Operative
The Competition The purpose of this recruitment campaign is to form panel(s) for: • General Operative North Leitrim Area From which whole time permanent and temporary posts may be filled at General Operative (Labourer) grade. The North Leitrim Area covers the Tullaghan, Kinlough, Manorhamilton, Rossinver, Kiltyclogher, Glenfarne, Killargue, Dromahaire and Drumkeerin areas. General Operatives may be called on at any time in case of emergency or urgent need and must be in a position to provide an acceptable response time in relation to the discharge of their duties. Post holders will be required to reside within a reasonable distance of their work base and this requirement should be considered by applicants in selecting which panel(s) to apply for. In any instance where there is a pre existing live panel, that particular live panel will be exhausted before the new relevant panel will be used. The Role General Operatives are frontline service employees who are involved in the delivery of a wide range of key local authority services in the heart of communities. Typical services include roads and transportation, maintenance of social housing units and estates, environmental and drainage works, upkeep of recreation and amenity facilities and similar services. The role is likely to be outdoors, operational and manual and the duties will vary according to the functional area to which the person is assigned. The ideal candidate will have relevant experience and be highly motivated, adaptable, flexible, capable of acting on their own initiative and someone with a strong sense of commitment to delivering quality public services. The Qualifications Character Candidates shall be of good character. Health Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Citizenship Candidates for any of the above panels must, by the date of any job offer, be: (a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway. or (b) A citizen of the United Kingdom. or (c) A citizen of Switzerland pursuant to the agreement between the European Union and Switzerland on the free movement of persons. or (d) A non EEA citizen who is a spouse or child of an EEA or United Kingdom or Swiss citizen and has a Stamp 4 visa. or (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 United Kingdom or Switzerland and has a Stamp 4 visa. Education, Experience, Training and similar requirements Each candidate must, on the latest date for receipt of completed application form: (i) Have reached a standard of education sufficient to enable them to carry out the duties of the position satisfactorily. (ii) Have previous experience relevant to the duties outlined for General Operative. (iii) Hold a valid Safe Pass Card. (iv) Hold a current valid and unendorsed driving licence in respect of Category B vehicles or equivalent in the European Union Model Driving Licence. A copy of Safe Pass Card and Driving Licence must be submitted with your application. Where a candidate does not hold a current valid Safe Pass Card this requirement must be met prior to taking up any offer of a General Operative position. Each candidate will demonstrate through their application form and at interview, if called for interview, that he or she: • Has good communication, interpersonal and customer awareness skills. • Has capacity to contribute to and work well in a team. • Is self motivated with a record of demonstrating initiative and ability to use judgement in a workplace environment. • Has sufficient knowledge and understanding of Safety, Health and Welfare at work. The Ideal Candidate will have: • Knowledge and understanding of the functions of a local authority. • Understanding of the role of General Operative. • Previous experience relevant to the duties outlined for General Operative, including operating plant and machinery. • Relevant training or qualifications such as Manual Handling, Construction Skills Certification Scheme, Safe Pass and similar. • Good knowledge and previous experience in Safety, Health and Welfare at Work. • Ability to use judgement in a workplace environment. • Good organisation skills. • Good interpersonal and communication skills. • Experience in dealing with the public and good customer awareness skills. • A willingness to learn and aptitude to use all new technology and information systems. • Flexibility in terms of working hours as the duties can involve working outside of normal hours as required. The Skills and Aptitudes for the Post Candidates should have all the skills and aptitudes required of a General Operative and, in particular, they must demonstrate, by reference to specific examples from their career to date, that they possess or have the capacity to acquire the qualities, skills and knowledge required for the role of General Operative as identified in the following skills and aptitudes framework. Please take particular note of these when completing the application form as any short listing or interview processes will be based around these skills and aptitudes and the associated information provided by candidates. It is in candidates’ interest to provide a detailed and accurate account of their experiences relevant to this post in the application form. Principal Terms and Conditions Particulars of Employment The position of General Operative (North Leitrim Area) is whole time and pensionable. Two panels will be created as follows: North Leitrim Area Panel A – Permanent Positions Panel B – Temporary Positions Posts which may arise during the lifetime of these panels (2 years) may be whole time permanent or whole time temporary. Candidates may be placed on more than one panel based on the options selected on the application form. Any permanent positions which arise during the lifetime of the panel will be filled from the associated Panel A. Leitrim County Council may, from time to time, require temporary General Operatives to fill vacancies in various departments. The duration and period of temporary contracts offered will vary from post to post. Any temporary positions which arise during the lifetime of the panel will be filled from Panel B. If offered a temporary position a candidate must be available to take up the post as offered otherwise Leitrim County Council will move to the next available candidate and may not be in a position to consider that candidate’s application further for any temporary contracts. Leitrim County Council reserves the right to, at any time, re assign an employee to any department now or in the future. Leitrim County Council also reserves the right to assign an employee to any base or premises in use by the Council now or in the future. Remuneration The gross weekly wage for the post of General Operative (effective 1 February 2026) is within the range: €693.83 – €774.87 per week. Entry point to this scale will be determined in accordance with relevant Departmental Circulars. Offers of appointment to persons who are not serving local authority employees will be based on the minimum of this scale. The rate of remuneration may be adjusted from time to time in line with Government Policy. The remuneration shall be subject to such statutory deductions as may operate from time to time for example PAYE, PRSI, Additional Superannuation Contribution and Universal Social Charge. Holders of the post shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their official duties or in respect of services which they are required by or under any enactment to perform. Duties The General Operative grade is an entry level outdoor grade and is a critical post in terms of ensuring quality service delivery to the public. General Operatives may be required to work as part of a works or maintenance crew in any of the service areas of the Council. The General Operative duties will include a variety of labouring and ancillary duties in the Roads, Housing and related areas at the instruction of supervisors and may involve, as example but not limited to, the following: • Carrying out road maintenance work including road repairs and general road maintenance. • Assisting road construction works including pipe laying, minor block and mortar work, road strengthening, road construction and surface dressing. • General maintenance duties in relation to roads and footpaths including opening water inlets, drainage work and tar patching. • Assisting in setting out of road works. • Street cleaning. • Carrying out maintenance, improvement and construction works in playgrounds, parks and amenity areas. • Carrying out road reinstatement and footpath repairs and general concrete works. • General maintenance of the Council housing stock including routine maintenance, clean out and repair of vacant units and general estate maintenance. • Setting up and maintaining traffic management including traffic control. • Grass cutting, strimming and general landscaping works. • Chemical spraying and weed control. • Loading and unloading of building materials and road making materials including gravel and chippings, pipes, fencing posts and all materials used by the Council. • Driving Council or hired vehicles as required. • Operating tools, small plant and equipment or machinery as required. • Assisting in contractor supervision. • Responding to emergencies as required by Supervisor. • Attending to emergency work outside of normal working hours as required. • Ensuring that the Council’s safety management systems are complied with. • Compliance with all organisational policies, procedures and legislation. • Participating and co operating with all training initiatives as required. • Participating and contributing to duties as required as part of the organisational response to Climate Action to promote and ensure capacity building, empowering change and delivering action. • Record keeping as required by Supervisor. • Such other duties as may be assigned from time to time as directed by the engineer or authorised supervisor. Please note that these duties are typical of a General Operative and are indicative rather than exhaustive. The duties will vary according to the functional area to which the person is assigned such as Roads or Housing. The work will be carried out in accordance with established work practices or as negotiated from time to time. Persons appointed will be required to report to work at the location notified to him or her by the supervisor. Employees must attend all training courses deemed necessary by their employer for their area of work. The person employed will be required to perform assigned duties exercising a duty of care, in the interest of safety of oneself, fellow employees and the general public at all times in compliance with Leitrim County Council’s Safety Management System. Working in a safe manner in full compliance with the relevant safety legislation and construction regulations will be the primary responsibility of all General Operatives. Residence The holder of the post shall reside in the district in which his or her duties are to be performed or within a reasonable distance thereof to enable the duties to be discharged in a satisfactory manner as approved by Leitrim County Council. Successful candidates may be required to demonstrate that they can provide an acceptable response time in relation to the discharge of their duties and in such circumstances a determination as to whether a successful candidate can meet such response times will be at the discretion of management. The North Leitrim Area covers the following areas: Tullaghan, Kinlough, Manorhamilton, Rossinver, Kiltyclogher, Glenfarne, Killargue, Dromahaire and Drumkeerin. The General Operative bases within the North Leitrim Area are: • Drumkeerin • Manorhamilton The holder of the post will be required to serve wherever assigned by the Local Authority and to reside within a reasonable distance of the relevant base. Hours of Work Core hours of work shall be a 39 hour week. Normal working hours are 8.00 a.m. to 4.30 p.m. Monday to Thursday and 8.00 a.m. to 3.30 p.m. Friday (half hour lunch break each day) or such hours as may from time to time be prescribed. The holder of the post may be called on at any time in case of emergency or urgent need and may be required to work outside of normal working hours such as evenings or weekends as required, subject to overtime in accordance with agreed rates and procedures. The Council reserves the right to alter the hours of work from time to time. Probation Where a person is permanently appointed to Leitrim County Council the following provisions shall apply: (a) There shall be a period after appointment takes effect during which such a person shall hold the position on probation. (b) Such period shall be one year but the Chief Executive may, at his or her discretion, extend such period. (c) Such a person shall cease to hold the position at the end of the period of probation unless during this period the Chief Executive has certified that the service is satisfactory. (d) There will be ongoing assessments during the probationary period. Employment may be terminated by either party during probation or at the end of the probationary period on one week’s notice. Health For the purpose of satisfying the requirement as to health it will be necessary for the successful candidate, before being appointed to a permanent position, to undergo a medical examination by a qualified medical practitioner nominated by the local authority. Annual Leave The annual leave entitlement for the post of General Operative will be 25 days per annum (on a pro rata basis depending on the duration of any temporary contract) and will be taken in accordance with the Council’s Annual Leave Policy for Outdoor Employees. Superannuation All new entrants to pensionable public service employment on or after 1 January 2013 will be members of the Single Public Service Pension Scheme. All members of the Single Public Service Pension Scheme will be required to contribute 3.5 percent of net pensionable remuneration (that is pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children) plus 3 percent of pensionable remuneration. This includes a contribution to a Spouse’s and Children’s Scheme. Pension and retirement lump sums for members of the Single Public Service Pension Scheme will be based on career average pay and pensions will be co ordinated with the State Pension Contribution Scheme. Persons who are pensionable under the Local Government (Superannuation) (Consolidation) Scheme 1998 and are liable to pay the Class A rate of PRSI contribution will be required in respect of superannuation to contribute to the local authority at the rate of 1.5 percent of pensionable remuneration plus 3.5 percent of net pensionable remuneration (that is pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). You will also be required in respect of the Local Government (Spouses and Children’s Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5 percent of pensionable remuneration in accordance with the terms of the Scheme.
Communications Coordinator
The Communications Coordinator role will be based in the Eastern Region Headquarters in Kilkenny. The post will operate standard office hours, and the successful candidate will be required to occasionally travel to different locations within the region and to the National Press Office, Garda Headquarters when necessary. The role of Communications Coordinator is to enhance our communications with local communities via local and national social media and our own digital and social media channels. Working to the Superintendent Garda Press Office, the Communications Coordinator will be responsible for developing and implementing communications strategies to promote good work and highlight crime prevention advice in that region. For their region, the Communications Coordinator role also involves responding to day to day media queries, ensuring a high quality professional service, supporting the development of social media activity and helping to develop public awareness campaigns relating to key crimes occurring. The responsibilities of the Communications Coordinator may include: Handling media queries in a professional manner and in line with the organisation’s key messages and communications strategy. Implementation of media relation strategies. Development of press releases and communications material. Planning and implementing effective media relations events. Posting material to social media in line with Garda policy. Help develop new and innovative ways to communicate to the media and the public. Working with third party suppliers to develop engaging and effective content. This description of the role is not intended to be an exhaustive list of duties and responsibilities and may be reviewed from time to time to reflect the needs of the role and organisation. Essential: Professional Qualifications, Experience, Requirements, Skills Candidates, by the closing date, must have: A minimum National Framework of Qualification (NFQ) Level 6 qualification in a relevant discipline (for example communications, journalism, public relations, or a related field). OR Demonstrate at least two years relevant experience working in the area of communications, journalism, multi media, social media, or similar. AND A current full driving licence without endorsement – minimum category B. Experience in: Using and updating social media in accordance with organisational policies. Assessing or researching complex queries or questions and developing responses. Preparing, editing and presenting material in a clear, concise and comprehensive manner, both verbally and in writing. Creating engaging and informative content. Microsoft Office Platforms including Outlook, Word, Excel, PowerPoint and Teams. Desirable skills: Oral and written proficiency in Irish. Experience in Content Management and Content Creation platforms or applications. Have current knowledge of media trends and public affairs. Key Skills and Competencies for effective performance as an Executive Officer People Management Consults and encourages the full engagement of the team, encouraging open and constructive discussions around work issues. Gets the best out of individuals and the team, encouraging good performance and addressing any performance issues that may arise. Values and supports the development of others and the team. Encourages and supports new and more effective ways of working. Deals with tensions within the team in a constructive fashion. Encourages, listens to and acts on feedback from the team to make improvements. Actively shares information, knowledge and expertise to help the team to meet its objectives. Analysis and Decision Making Effectively deals with a wide range of information sources, investigating all relevant issues. Understands the practical implication of information in relation to the broader context in which they work – procedures, divisional objectives and similar. Identifies and understands key issues and trends. Correctly extracts and interprets numerical information, conducting accurate numerical calculations. Draws accurate conclusions and makes balanced and fair recommendations backed up with evidence. Delivery of Results Takes ownership of tasks and is determined to see them through to a satisfactory conclusion. Is logical and pragmatic in approach, setting objectives and delivering the best possible results with the resources available through effective prioritisation. Constructively challenges existing approaches to improve efficient customer service delivery. Accurately estimates time parameters for projects, making contingencies to overcome obstacles. Minimises errors, reviewing learning and ensuring remedies are in place. Maximises the input of own team in ensuring effective delivery of results. Ensures proper service delivery procedures, protocols and reviews are in place and implemented. Interpersonal and Communication Skills Modifies communication approach to suit the needs of a situation or audience. Actively listens to the views of others. Liaises with other groups to gain co operation. Negotiates, where necessary, in order to reach a satisfactory outcome. Maintains a focus on dealing with customers in an effective, efficient and respectful manner. Is assertive and professional when dealing with challenging issues. Expresses self in a clear and articulate manner when speaking and in writing. Specialist Knowledge, Expertise and Self Development Displays high levels of skills and expertise in own area and provides guidance to colleagues. Has a clear understanding of the role, objectives and targets and how they support the service delivered by the unit and Department or Organisation and can communicate this to the team. Leads by example, demonstrating the importance of development by setting time aside for development initiatives for self and the team. Drive and Commitment to Public Service Values Is committed to the role, consistently striving to perform at a high level. Demonstrates flexibility and openness to change. Is resilient and perseveres to obtain objectives despite obstacles or setbacks. Ensures that customer service is at the heart of own or team work. Is personally honest and trustworthy. Acts with integrity and encourages this in others. Eligibility to apply and certain restrictions on eligibility 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 European Union and Switzerland on the free movement of persons. or (d) A non EEA citizen who has a Stamp 4 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. It is the candidate’s responsibility to maintain eligibility. Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation letter dated 28 June 2012 to Personnel Officers introduced, with effect from 1 June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation and the Public Services Committee of the Irish Congress of Trade Unions in relation to ex gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re employment in the Public Service by any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011) for a period of two years from termination of the employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non eligibility). 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 not eligible to apply for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position. General The appointment is to a permanent post in An Garda Síochána and is subject to the Policing, Security and Community Safety Act 2024, the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to An Garda Síochána. Please note appointments from within An Garda Síochána for staff employed pre commencement of the Policing Security and Community Safety Act will be to a Civil Service grade with Civil Service terms and conditions, insofar as applicable. Salary Scale The Executive Officer salary scale will apply to this position. The Personal Pension Contribution salary scale (annually) for this position, with effect from 1 February 2026, is as follows: €38,419 - €40,360 - €41,456 - €43,594 - €45,510 - €47,364 - €49,211 - €51,024 - €52,890 - €54,749 - €56,722 - €58,044 - €59,928 - €62,601. Long Service increment (LSI 1) may be payable following three years satisfactory service at the maximum of the scale. Long Service increment (LSI 2) may be payable following six years satisfactory service at the maximum of the scale. Personal Pension Contribution The Personal Pension Contribution 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 or 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. A different rate will apply where the appointee is not required to make a Personal Pension Contribution. Candidates should note that entry will be at the minimum of the scale and will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Increments may be awarded annually, subject to satisfactory performance.
Finance Executive Officer
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, Mary Immaculate College 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, County Tipperary. The student community consists of more than 5,000 learners participating in fourteen undergraduate degree programmes and several postgraduate programmes extending to Doctor of Philosophy and Doctoral level. Academic staff engage in a wide range of academic research areas, and research underpins all teaching and learning at Mary Immaculate College. Mary Immaculate College seeks to prepare its students for professional excellence and to nurture their capacity to lead flourishing lives. CANDIDATE PROFILE AND SCOPE OF THE POSITION Mary Immaculate College wishes to create a panel of suitable candidates for appointment to the position of Executive Officer Finance on a full time or part time, permanent and temporary basis. There are currently two permanent full time vacancies in the areas of Finance Operations (Accounts Payable) and Student Finance. Essential Qualifications, Experience and Skills A relevant third level qualification at Level 6 or higher on the National Framework of Qualifications and a minimum of 2 years relevant experience, preferably in a large finance office or third level education administrative setting. or A minimum of 3 years relevant experience, preferably in a large finance office or third level education administrative setting. Excellent Information Technology skills, in particular a high degree of proficiency in Microsoft Excel. Experience in the use of integrated financial management systems, preferably for a large organisation. Strong communication skills and excellent interpersonal skills. Strong administrative, organisational and time management skills with the ability to prioritise, manage and complete a variety of tasks on time. A high level of numeracy, accuracy and attention to detail. Excellent problem solving capabilities with an aptitude for process optimisation and improvement. A proven ability to work effectively and efficiently as part of a team and on own initiative. Preparation and maintenance of standard operating procedures. It is desirable but not essential that candidates will also have: • Experience with Agresso (Unit4) or similar Enterprise Resource Planning systems. • Knowledge of Relevant Contracts Tax, Professional Services Withholding Tax, Value Added Tax and Revenue Online Service processes. • Experience supervising staff. JOB DESCRIPTION Reporting Relationship The appointee is required to carry out the duties attached to the post under the general direction of the Finance Manager, to whom they report and to whom they are responsible for the performance of these duties in the first instance. The appointee will also have a reporting relationship to a Senior Finance Manager and the Director of Finance. The appointee will report through the Finance Manager to the College President and or to such other College Officers as the President may designate from time to time. The post holder will work closely with College staff across academic and professional services in carrying out the duties attaching to the post. 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. Duties and Responsibilities The general duties of a Finance Executive Officer are as follows. A detailed job description will be provided for each role. • Prepare, process and reconcile financial transactions across areas such as accounts payable, accounts receivable, payroll, procurement, student fees and general ledger. • Assist in the preparation of monthly, quarterly and annual financial reports. • Maintain accurate financial records in line with organisational policies and audit requirements. • Perform detailed reconciliations, variance analysis and data validation to ensure accuracy and compliance. • Ensure adherence to financial controls, policies and regulatory requirements. • Operate and maintain data within the organisation’s integrated financial management system. • Input, verify and extract financial data to support reporting and decision making. • Contribute to system upgrades, testing and process improvements. • Supervise and support finance staff including assigning tasks, monitoring performance and providing guidance. • Ensure high standards of service delivery within the finance function. • Assist in training staff in financial procedures and systems. • Develop and maintain complex Excel spreadsheets for financial analysis, reporting and tracking. • Use advanced Excel functions for example pivot tables, VLOOKUP, XLOOKUP, formulas, data validation and conditional formatting. • Ensure data integrity, security and confidentiality in line with organisational policies. • Support digitalisation and automation initiatives within the finance office. • Work as part of a finance team and contribute to a collaborative and supportive finance environment, actively engaging with colleagues across the Finance Office to achieve shared goals, promote knowledge sharing and maintain a positive team culture. • Ensure all financial work is completed with a high level of accuracy and attention to detail. • Conduct regular checks to ensure compliance with internal controls and external regulations. • Support audit processes by preparing documentation and responding to queries. • Identify inefficiencies in financial processes and propose improvements. • Assist with tasks and project work as directed by the Finance Operations Manager, Senior Finance Manager or Director of Finance. 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 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. TERMS AND CONDITIONS OF EMPLOYMENT General All persons employed will sign an appropriate contract which will contain terms and conditions of 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. Mary Immaculate College 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, 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 permission from the Vice President Administration and Finance of Mary Immaculate College to undertake such work on the agreed terms and conditions. In every case it is the duty of the appointee to seek prior written permission. It is also the duty of the appointee to inform the person or body for whom the work is being undertaken that the work is conducted in a private capacity and that the College cannot be responsible for such work. Probationary Period The appointment is subject to satisfactory completion of the standard six month probationary period. The probationary period may be extended at the discretion of the College but will not in any case exceed eleven months. Absences during the probation period will extend the probation period. Performance and conduct during probation will be reviewed through a process of assessment meetings. Termination of the appointment during probation may occur at the discretion of the College. Hours of Attendance The full time working hours are 35 hours per week. The normal hours of duty are Monday to Thursday from 9.00 am to 5.00 pm with a one hour unpaid lunch break each day and Friday from 9.00 am to 4.45 pm with a forty five minute unpaid lunch break. However, the duties attaching to the position are such that the post holder may be required to work evenings or weekends on occasion to accommodate service needs. Subject to College policy, the post holder may avail of Time Off In Lieu or overtime where working hours exceed the contracted 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 will commence on the first point of the salary scale. Executive Officer Salary Scale (New Entrant Grossed Up) effective 1 February 2026: €36,207 €38,419 €39,203 €41,455 €43,594 €45,511 €47,364 €49,211 €51,024 €52,889 €54,749 €56,721 €58,044 €59,930 Long Service Increment €61,826 Long Service Increment 2 Executive Officer Salary Scale (Grossed Up Non New Entrant) effective 1 February 2026: €39,203 €41,455 €43,594 €45,511 €47,364 €49,211 €51,024 €52,889 €54,749 €56,721 €58,044 €59,930 Long Service Increment 1 €61,826 Long Service Increment 2 Increments are awarded in line with national pay agreements. Salary is paid monthly on the 25th of each month or the previous Friday if the 25th falls on a weekend using the Paypath facility. Payment of salaries is subject to statutory deductions including Income Tax, Superannuation Contributions, Pay Related Social Insurance and Universal Social Charge. 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 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. Deductions amounting to 6.5 percent are made from salary. The appointee will also be required to pay Additional Superannuation Contribution under the Public Service Pay and Pensions Act 2017. Appointees who commenced employment in the public service between 1 April 2004 and 31 December 2012 and who have not had a break in employment of greater than six 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 is entitled to or in receipt of a pension from the Civil or Public Service, or where such a pension becomes payable during 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. Annual Leave The annual leave entitlement for this grade is 25 working days per leave year. Annual leave should normally be taken when students are off campus and must have prior approval from the relevant Line Manager. Public holidays are granted in accordance with the Organisation of Working Time Act 1997. Sick Leave Employees who have a minimum of three months continuous employment with the College may be granted sick pay subject to the terms of the Public Service Sick Leave Scheme 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 information concerning staff, students or the functioning and business of the College. Such information is considered confidential and must not be disclosed except in the performance of normal duties or where authorised. Health and Safety Mary Immaculate College attaches the highest regard to the safety, health and welfare of its employees. Each employee must take reasonable care to protect the health and safety of themselves and others and comply with all health and safety policies and procedures in operation within the College. College Policies, Rules and Regulations The College is a public sector employer and is bound by national agreements as well as regulations, circulars and directives issued by Government Departments and the Higher Education Authority. Employees are subject to the provisions of the Code of Conduct for Staff and other College policies including Disciplinary and Grievance Policies, Dignity at Work, Examination Rules and Regulations and Responsible Use of Information Technology policies. Termination of Employment At least two calendar months written notice is required to resign this post. Upon termination of employment, staff members must return all books, reports, memoranda, correspondence, papers, records, files including electronic data and all other property belonging to the College or relating to its business.
Clerical Officer
The following reflects the typical duties you may be required to undertake, if appointed as a Clerical Officer in the RSA: • General clerical work for example filing, photocopying, answering or making telephone calls, dealing with emails, etc. under the supervision of a designated manager. • Supporting line managers and colleagues in the delivery of a quality service to all of our stakeholders. • Working as part of a team in delivering services, working with colleagues across the organisation on working groups or project teams in meeting strategic or corporate objectives. • Communicating and dealing with the public or customers for example responding to queries and providing information face to face, by telephone or via email or correspondence. • Providing the highest quality standards in customer service. • Using Information Technology on a daily basis for example word processing, spreadsheets, databases, email 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 times. • Adhering to all relevant public health guidance and measures in place within the office environment to ensure the safety of all staff. • Adhering to all health and safety policies and procedures in place for safe working within the workplace or when working from home. • Adhering to all RSA policies and procedures, engaging with management in the roll out of strategic objectives and transformation projects. • Any other duties deemed appropriate. • In certain instances, positions may arise where specialist skills or experience is required for example accounts, language skills, etc. Suitable candidates may be selected for the purpose of filling such vacancies. Key Skills Clerical Officers will be required to be proficient in the following areas: • Proficiency in Information Technology such as Outlook, Word, Excel, PowerPoint, etc. • Sound judgement and excellent decision making, problem solving, analytical thinking and interpersonal skills. This job description is not intended to be a comprehensive list of all duties involved and consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to them from time to time by management and to contribute to the development of the post while in the role. Essential Requirements On the closing date of Wednesday, 11 March 2026, to be eligible for consideration, a candidate must satisfy all of the following requirements: • Have the requisite knowledge, skills and competencies to carry out the role. • Be capable and competent of fulfilling the role to a high standard. • Have a good general level of education. • Previous relevant work experience, preferably in a customer service office environment. • Appropriate level and experience of relevant Information and Communications Technology skills, for example proficiency in Word, Excel and email. • Be at least 17 years of age on or before 11 March 2026. • Fulfil citizenship, health and character requirements. • Ensure that they meet the criteria regarding Public and Civil Service Redundancy or Ill Health Retirement Schemes. Desirable Requirements but Not Essential It would be a decided advantage for candidates to have some or all of the following: • Additional education. • Proficiency in the Irish language. Key Competencies for Effective Performance at this Level • Teamwork • Information Management and Processing • Delivery of Results • Customer Service and Communication • Specialist Knowledge, Expertise and Self Development Positions Requiring Specialist Irish Language Skills The RSA is fully committed to fulfilling its obligations under the Official Languages Act. It is intended that vacancies arising which require staff to provide a full range of services through the Irish language (Functional Bilinguals) may be filled from this competition. In this regard, individuals who have proficiency in the Irish language and who fulfil all other eligibility criteria set out below may indicate their interest on the application form. Candidates who indicate their interest and who are successful at the final selection stages will be required to undergo certain assessments through Irish, for example interview and or written test, prior to being considered for such a position. They must achieve the required level in the Irish language, that is demonstrate a minimum Level B2 on the Europass self assessment framework. Salary Scale Based on a 41.25 hours per week gross or 35 hours net, successful candidates will be paid on the Clerical Officer PPC scale (Pay Adjustments Updated 01 February 2026, Circular 07/2026). Point 1 €605.69 Point 2 €639.04 Point 3 €647.53 Point 4 €664.05 Point 5 €688.44 Point 6 €712.80 Point 7 €737.14 Point 8 €754.87 Point 9 €774.99 Point 10 €798.31 Point 11 €814.74 Point 12 €837.85 Point 13 €860.81 Point 14 (Maximum) €896.63 Long Service Increment 1 €924.78 Long Service Increment 2 €949.31 Long Service Increment 1 is payable after 3 years satisfactory service at the maximum. Long Service Increment 2 is payable after 6 years satisfactory service at the maximum. Once you reach the maximum point of the scale, you must complete a further 3 years of satisfactory service to qualify for Long Service Increment 1. After another 3 years at Long Service Increment 1, you will progress to Long Service Increment 2. Salary is paid weekly. The Authority operates a contributory pension scheme. Personal Pension Contribution Scale (for officers who are existing civil or public servants appointed on or after 6 April 1995 or who are new entrants to the civil or public service and who are making a compulsory personal pension contribution). A different rate will apply where the appointee is not required to make a Personal Pension Contribution. Candidates should note that entry will be at Point 1 of the above scale and will not be subject to negotiation. The rate of remuneration may be adjusted from time to time in line with Government pay policy. Candidates should note that different pay and conditions may apply if, immediately prior to appointment, the appointee is a serving civil or public servant. Probation Candidates must satisfactorily complete a 12 month probationary period before a permanent appointment can be confirmed. Annual Leave The annual leave allowance will be 22 working days rising to 23 after 5 years service. This leave is on the basis of a five day week and is exclusive of the usual public holidays. Medical A candidate who is not already in permanent employment of the Authority will be required, prior to appointment, to pass a medical examination by a doctor nominated by the Authority. The Authority bears the cost of this examination. Superannuation and Retirement The appointee will be offered public service pension terms and retirement age conditions in accordance with pension arrangements in the Road Safety Authority depending on the status of the successful appointee. Full details of the scheme are available at the Single Public Service Pension Scheme website. (a) In general, an individual who has no prior pensionable Public Service history in the 26 weeks prior to appointment will be a member of the Single Public Service Pension Scheme which commenced from 1 January 2013 (Section 10 of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 refers). Under the Single Public Service Pension Scheme retirement is compulsory on reaching 70 years of age. Minimum pension age is 66 years, but this will rise to 67 and 68 in line with State Pension age changes. (b) An individual who is on secondment will remain a member of the parent organisation’s pension scheme and the pensionable remuneration will be based on his or her substantive grade, that is the grade at which the individual is employed in the parent organisation. (c) An individual who was a member of a pre existing public service pension scheme as construed by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 and who does not qualify for membership of the Single Scheme will be a member of the Road Safety Authority’s existing Staff Superannuation Scheme. (d) Appointee’s status for superannuation purposes At the time of being offered an appointment, the Road Safety Authority, in consultation with the Department of Public Expenditure and Reform if necessary, will determine the appropriate pension terms and conditions to apply for the duration of the appointment in light of the appointee’s previous Public Service and or other employment history. Appointees will be required to disclose their full public service history. Details of the appropriate superannuation provisions will be provided upon determination of the appointee’s status. The following points should be noted. 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 will 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 previous public service employment. Pension Abatement The Public Service Pensions (Single Scheme and Other Provisions) Act 2012 extended pension abatement so that a retiree’s public service pension is liable to abatement on re entering public service employment, even where the new employment is in a different area of the public service. However, if the appointee was previously employed in the Civil Service and awarded a pension under voluntary early retirement arrangements (other than the Incentivised Scheme for Early Retirement or the Health Service Executive Voluntary Early Retirement or Voluntary Redundancy Schemes which render a person ineligible for the competition), the entitlement to payment of that pension will cease with effect from the date of reappointment. Ill Health Retirement Where an individual has retired from a Civil or Public Service body on the grounds of ill health, his or her pension from that employment may be subject to review in accordance with the rules of ill health retirement within the pension scheme of that employment. Incentivised Scheme for Early Retirement Retirees under the Incentivised Scheme for Early Retirement, as set out in Department of Finance Circular 12 of 2009, are debarred from applying for another position in the same employment or the same sector and therefore may not apply for this position. Department of Health and Children Circular 7 of 2010 This circular introduced a Targeted Voluntary Early Retirement Scheme and Voluntary Redundancy Schemes. Persons availing of these schemes are subject to restrictions on re employment in the public service, with specific conditions and time periods applying. Eligibility to Compete Candidates must, by the date of any job offer, be: A citizen of the European Economic Area. The European Economic Area consists of the Member States of the European Union, Iceland, Liechtenstein and Norway. A citizen of the United Kingdom. A citizen of Switzerland pursuant to the agreement between the European Union and Switzerland on the free movement of persons. A non European Economic Area citizen who has a Stamp 4 permission or a Stamp 5 permission. Please note that a 50 TEU permission, which is a replacement for Stamp 4 EUFAM after Brexit, is acceptable as a Stamp 4 equivalent. To qualify, candidates must be eligible by the date of any job offer. It is important that candidates list their previous civil or public service employment if they have availed of a voluntary redundancy or retirement scheme and or are in receipt of an ill health retirement pension. Failure to do so could lead to disciplinary action. Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure and Reform letter dated 28 June 2012 to Personnel Officers introduced, with effect from 1 June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure and Reform and the Public Services Committee of the Irish Congress of Trade Unions in relation to ex gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re employment in the public service by any public service body for a period of 2 years from termination of the employment. Thereafter the consent of the Minister will be required prior to re employment. Department of Environment, Community and Local Government Circular Letter LG(P) 06 of 2013 This circular introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement on Redundancy Payments to Public Servants dated 28 June 2012, persons availing of this scheme will not be eligible for re employment in any Public Service body for a period of 2 years from their date of departure under the scheme.
